A Dissertation Submitted in Partial Fulfillment of the Requirements for the Award of Master of Science in Human Resource Management (MSc – HRM) of Mzumbe UniversityThe study intended to investigate conflict management practices in Local Government Authorities particularly in Bunda District Council. The specific objectives of the study were: to identify types of conflict which existed in Bunda District Council, to find out areas of conflict, causes of conflict, effects of conflict on performance and the styles or strategies for managing conflict in Bunda District Council. A sample of 100 respondents was selected and the data were collected by using a questionnaire, interviews and documentary review. The research findings revealed that the conflicts which occurred in Bunda district council were goal conflicts, scarce resource conflicts, authority conflicts and procedural conflicts. Those conflicts were caused by lack of teamwork, scarce of resources, differences in attitudes, perception and values and poor communication. The conflict which existed in BDC had both positive and negative effects on performance. The major strategies or styles used in solving conflict in Bunda District Council were bargaining, meetings, compromising, accommodating and avoidance. The researcher recommends the following measures to minimize the occurrence of conflicts in the council: there should be regular meetings, sound TNA and comprehensive training programme, looking for new source of funds to finance various projects, fairness in promotion, use of clear rules, regulations, vision and mission, good communication, instituting effective mechanisms for dealing with employees complaints, developing strong employees management skills through sharing information, motivating staff and providing feedback, orientation to new and experienced employees. Therefore, on the basis of the findings of the study, it is concluded that there is no one particular style that can be used to solve every conflict. The success or failure in solving any particular conflict is determined by the style used in handling that vi conflict. The Council should facilitate and support a culture of healthy response to conflict. Unsolved Conflict affects relationship, productivity, profitability and prosperity of the Councils in LGAs.