Effects of Conflict Management on Organizational Performance of the Department of Public Service Reform and Development Alagbaka, Akure, Nigeria

Employee performance are determined or influenced by many factors one of which is the conflict management styles incorporated in the organisaton. This study critically examines the influence of conflict management styles; accommodating, collaborative, and compromising on employee performance within the Department of Public Service Reform and Development, Alagbaka, Akure. A primary method was adopted,eighty respondents were selected in the organization using structured questionnaires and descriptive and inferential statistical analyses were applied to analysis the data.Findings reveal that the accommodating style, appreciated by 81.3% of respondents, promotes emotional safety, team cohesion, and reduced workplace tension. However, concerns were raised regarding its potential to suppress innovation and assertiveness when overused. The collaborative style emerged as the most positively perceived, with 91.3% affirmed its role in enhancing creativity, inclusiveness, and professional relationships, while 85% reported improved job satisfaction and team performance. Similarly, the compromising style was found to foster fairness, motivation, and psychological balance, with 87.4% of respondents indicating increased motivation and 83.8% linking it to improved organisational harmony. The study concludes that effective conflict management is pivotal to organisational success.It recommends that management provide regular training on adaptive conflict resolution techniques and institutionalize a balanced framework that strategically blends all three styles to optimize performance, employee satisfaction, and institutional growth in public sector environments