What can managers do to manage conflicts effectively in their organizations?

What will be an ideal response?

One common ingredient in organizations that successfully manage functional conflict is that they reward dissent and punish conflict avoiders. This is easier said than done. It takes discipline and patience to accept news you don't wish to hear (from dissenters) and to force avoiders to speak up. Groups that resolve conflicts successfully discuss differences of opinion openly and are prepared to manage conflict when it arises. The most disruptive conflicts are those that are never addressed directly. An open discussion makes it much easier to develop a shared perception of the problems at hand; it also allows groups to work toward a mutually acceptable solution. Managers need to emphasize shared interests in resolving conflicts, so groups that disagree with one another don't become too entrenched in their points of view and start to take the conflicts personally. Groups with cooperative conflict styles and a strong underlying identification to the overall group goals are more effective than groups with a more competitive style.