Conflicts in the workplace are a normal occurrence, but if they are not resolved, they can have severe consequences for employees and the public institution. Public institutions are the place of work of many employees of different interests, desires, attitudes, personality traits, but also degrees of education. As a result, conflicts in the workplace have become more frequent. Proper conflict management is needed, with the goal of finding the best solution for conflict actors. This paper focuses on conflict management in public institutions. The first part of the paper explains the basic concepts of conflict, such as types of conflict, process and stages of conflict development, causes of conflict, consequences of conflict and the concept of organization. Conflict management is further defined, ie conflict management styles and conflict resolution techniques. For the purposes of the research, an interview is conducted with six respondents who have work experience in public institutions and in conflicts in the workplace. The questionnaire is used to conduct research in public institutions on the tolerance of people, conflict styles, causes of conflict, intensity of conflict, whether the consequences after the conflict are positive or negative, and measures to reduce the frequency of conflict. The perception of employees of public institutions about the connection with bribery and corruption and the perception of the staff of employment and promotion solely due to membership in political parties or due to nepotism are also investigated.