It believes that giving people the freedom to manage their own work and make decisions improves their performance. Quality of work life aims to instill a culture of work commitment within organizations and society at large in order to improve job satisfaction and employee performance. The fulfillment of seven needs health and safety needs, economic and family needs, social needs, esteem needs, actualization needs, knowledge needs, and aesthetic needs ensures the quality of work-life. Organisations in Nigeria have a reputation for ignoring decent work practices and embracing precarious working conditions to the detriment of the populace. The country's organisations appear to be primarily concerned with increasing profits at the expense of employee welfare. The purpose of this study is to investigate work-life balance policy and practice in Nigeria. To gather data, relevant information was extracted from conference papers, public records, textbooks, journals, and other sources. According to this study, a work-life balance requires planning, and the most prosperous people have found happiness in both the short- and long-term by developing a barometer to help them manage their lives. This study recommends among other things that availability and use of work-life balance practices, when provided in the context of supervisor and organisational support can reduce work-life conflict and increase positive appraisals of one’s organisation. These effects are often associated with employee attitudes such as increased job satisfaction and enhanced control over their work schedule.

Since the amalgamation of the Northern and Southern Protectorates of Nigeria by Sir Lord Lugard, a former Colonial Master, in 1914, the country has not remain the same, because of historical/cultural differences of both Protectorates, that tends to affect the unity and leadership style of the country. This is because both sides of the country see themselves as strange bed fellows, as regards governance style and approach to issues of development, in most occasions. Various crisis across time in the country, can also be traced to the historical and cultural differences, amongst others, that exist between both sides of the country. To a large extent, affect the utilization of resources for development in the country by the various leaders that occupy positions of leadership. The main source of data for this study was through the Desk Study (DS) method, coupled with the Focus Group Discussion (FGD). Interview of this, this paper critically looked at the effect of history and culture in the leadership style and development of the country.

No abstract