What is the BEST way for you as a project manager to decrease the conflicts among team members?

organise meetings frequently with team leaders with presence of  their subbordinates, assign tasks, and require  fee d-back from all, make them well understand that they are working all together for one goal, and that they will be judged according to their symbiotic and collective interaction 

organise team building sessions as well

Allow all of them to meet each other once in a day over a cup of tea.  In this way they would know each other and be more friendly as well.

 know and understand the elements of his team good;

 Organize the work according to the possibilities of each;

 Monitor performance and evaluate staff;

 Encourage, motivate and develop its employees.

most imporatnt thing as a PM is to create atmosphere of mutual goodwill and trust. most importantly a ground rule for the project. this will definitely decrease conflicts among the team

Every team should know the policies the organization have for workplace to avoid critical conflict. The best way to avoid such thing is explain the duties to every team member. It has been observed that conflicts happened due to unclear job description and duties. Beside duty related conflicts the duty of Project Manager is work with team. This will minimize the conflict in team. If the project manager cannot give much time due his workload, then he/she appoint a supervisor over team so he can monitor the work and work related issue. If there is any issue supervisor should take immediate action at the first stage. Supervisor should inform project manager on time if the situation is critical.

first step  / job description , and mandate for everyone  

To be one of them

improve communications in all directions,convey your message with crystal clear instructions,delegate authority,and outline jobs limitation for each party,perform daily analysis to understand where does major problems arise and quickly and swiftly take corrective action.

1.     Leadership and conflict go hand-in-hand. Leadership is a full-contact sport, and if you cannot or will not address conflict in a healthy, productive fashion, you should not be in a leadership role. It is essential for organizational health and performance that conflict be accepted and addressed through effective conflict resolution processes. While having a conflict resolution structure is important, effective utilization of conflict resolution processes is ultimately dependent upon the ability of all parties to understand the benefits of conflict resolution, and perhaps more importantly, their desire to resolve the matter.

In a well run organisation this is healthy, conflict is the way that the battle for resources and priorities in the organisation are decided.

Many conflicts are about different agendas and priorities which can be productive .

Eg: finance focus on the bottom line, marketing focus on revenue generation etc.. 

However, to decrease tension and to stop this from developing into a situation I will propose the following.

1/ Change the nature of conflict from win/lose to a win/ win

2/ Giving informal feedback with positive spin making the negative positive

3/ Make constructive feedback constructive, the art of changing perception and behaviour

I beleive that this is achieved by insuring participation of all parties during the project planning phase. When the prject plan is developed and approved by all parties, effective conflicts between team members will vanish.