How should managers handle conflicts between team members?

Thank you for the invitation

When a team oversteps the mark of healthy difference of opinion, resolving conflict requires respect and patience. The human experience of conflict involves our emotions, perceptions, and actions; we experience it on all three levels, and we need to address all three levels to resolve it. We must replace the negative experiences with positive ones.

As being a Leader or a role model, simply listen to each side of the story and act like you were treating  them equally. At least let them see and feel that you are not being one sided Manager.

Thanks 

He should listening well to all parts of conflicts and analyzing the collected information, in order to stand on the real reasons of this conflict  

1-Search for the real causes of the problem if it was work-related or personal problem

2-Listen to all sides in the problem

3-Analysis of the problem and give the problem sufficient importance

4-To reach a solution satisfactory to all parties

I think it's only possible by using with a strong motivational power. Thank you for your invitation.

Thanks for the invite ............................ agreed with the answers Mr. Mohammad Naddaf

Listen, analyze make both of them understand the situations and solve the issue

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In my opinion best way to handle the conflict between team members is to confront them. Because by confronting, a manager will come to know the source of the conflict and then can resolve the root cause of the conflict. 

1. be aware that conflict occurs

2. set the ground rules

3. learn about destructive conflict

4 stop conflict when it happens

5. get the whole story

6. meet for resolutions

7. discuss both sides of a perspective

Thanks for invitation,

Agree with the colleagues's valuable replies,

This can be difficult.  I find that firm, detailed intervention is effective. It's usually helpful to identify the cause of the conflict and solve the point in dispute.  Separating the parties, either in time, space or process is often a good idea.  Sometimes it is necessary to redirect somebody's resentment or anger towards yourself, as team leader: it can then be dealt with directly in due course without affecting the rest of the team.  Creating a cooling off period, for example sending somebody home without penalty for the rest of the day, is another useful tactic. 

It must be made abundantly clear to the parties (and the rest of the team) that conflict (as opposed to healthy disagreement) is not allowed in the workplace, and therefore does not happen.  if it is about to start, then it must be stopped.