This paper is a review of literature on work life balance and employee performance in Nigeria as an attempt at knowledge building. This is a secondary research which sought to review literature in assessing work life balance in Nigeria and suggest suitable solutions for overcoming the problem of work life imbalance and its associatednegative spill over in order to enhance employee performance for optimum organizational output.  We posit that employees who have balanced work and non-work roles are more likely to perform better, thusit is essential for employers to promote policies and structures that enhance work life balance of employees in their organisations.We conclude that there are systemic barriers that hinder the implementation of work life balance policies in Nigeria, such as leadership failure which has birthed political, economic and social challenges that are the primary sources of work life conflict, they include corruption, weak institutions that lack the capacity to monitor and enforce employment standards, high unemployment ratios, poverty, inflation and a plethora of others.  We recommend that organisations provide flexible work arrangements to be enforced by government legislations that will statutorily empower employees to request for atypical work patterns, that the awareness of organisations be raised to the advantages of protecting workers’ rights to various leave initiatives that will improve employee wellbeing and managerial training to ensure managerial support for the demands of these policies.

This paper is an examination of workplace diversity, especially the emerging issues in contemporary reviews. Considering the demographic differences of people in terms of age, gender, race, ethnicity, culture etc working in an organization that usually drive productivity and business performance; such a diversity or heterogeneous work organization is largely driven by globalization and liberalization of trade which allow productive factor inputs to move freely across nations. Workforce diversity is embedded with some attendant advantages such as the creation of a learning-work environment through collaboration and team participation, productivity and increased profit. It is pertinent to note that, there are some emerging issues in workforce diversity, which include multicultural task environment, existence of large talent pool used for creating and innovation, inter-functional coordination, complexity and discrimination at work. These issues are brought to bear through globalization, migration, aging population, outsourcing, women's work etc. Organization should have a framework for workplace diversity management; optimally allocating resources to create a multicultural engaged workforce for productivity and excellent business performance.

In work settings, stress can be produced by an array of stressors, such as work tasks, psychosocial, and organizational stressors. Reviews of studies done on physical and psychosocial stressors revealed that physical factors, such as repetitive movements, awkward postures, high force demands, work posture, vibration and psychosocial factors, such as low co-worker support, high quantitative demands, low job control and low job satisfaction are of importance. The organizations therefore should be concerned with identifying the workplace stressors, and empowering their employees to deal with those stressors that cannot be completely eliminated. Stress is a universal element experienced by employees around the globe. Stress has become major problem for employer particularly in developing nations where the employer does not realize the impact of stress on employee performance. It is important to recognize and address properly job stress because it badly affects the employee’s mental and physiological health. As there are so many resources for employees to perform excellent in their jobs but there is also some factors that hinders in their way. These factors lead to negative employee performance. Stress at work is seen as one of the major psychosocial risks of work. Work-related stress is one of the problems confronting employees. It is of great concern to employees, employers and psychologists, because of its high growing rate in ill- health, as a result of long working hours of some employees. The purpose of this study is to examine the impact of work stressors on employee performance.

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Abstract Purpose: the purpose of this paper is to examine the association between workplace incivility and counterproductive work behaviour. Methodology: the paper being a largely conceptual in nature adopted a desk research methodology in reviewing extant literature. Findings: Based on the findings in extant literature, it was obvious that workplace incivility and counterproductive work behaviour have a significant nexus. Unique Contribution: The study gave useful insights on the ubiquitous nature of workplace incivility and its attendant impact of work outcomes. Recommendation: Organizations must act in a proactive manner in managing incivility so that it does degenerate to serious and corrosive consequences that eat away the workplace culture by promoting well-being in the workplace and preventing certain unsafe dynamics from establishing themselves.