Abstract

This research seeks to identify best practice in conflict management in the workplace and how to improve organization and working life through better employment relations. The paper also focuses on investigated conflicts management strategies and administrative effectiveness in Administrative and the factors that informed an organization\'s decision to seek an alternative means of handling conflict to traditional discipline and grievance procedures; and also looked at the barriers and facilitators to integrating mediation into workplace practice and culture. As a descriptive survey, the study population comprised all OAGF staff in Nigeria. The instrument used to collect data for the study was the \"Conflict Management Strategies and Administrative Effectiveness Questionnaire\". The data collected were analysed using frequency count, percentages, mean, Correlation Matrix, Regression Analysis of Variance and Multiple Regression. It was found that conflict in Nigerian OAGF occurred frequently. The communication gap between the authorities and the workers were found to be the major cause of conflict in the Office of the Accountant General of the Federation (OAGF). Two hypotheses were formulated to determine the source of conflict and conflict resolution in the Nigeria Public Service. The study makes use of descriptive statistics to analyze the data collected from a sample of 170 employees of the Nigeria Public Service. Percentages and frequencies were used to analyze the responses collected from the respondents. It was recommended that the authorities of Nigerian universities should adopt a blend of management strategies in managing conflicts in their institutions to enhance administrative effectiveness. That leadership styles can lead to conflict in the organization. On the recommendations, workers should be more involved in the decision-making process in Nigeria Public Service to reduce the rate of conflict. There should be effective communication network between the workers and the management.

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