Introduction
The purpose of this literature review will be to evaluate the various empirical studies that have been undertaken regarding the concept of quota systems in Nigeria. Specifically, the literature review will be based on the analysis of the current state of the quota system in Nigeria and how the quota system has been applied in various economic sectors in Nigeria. Moreover, the literature review will be based on evaluating the various empirical studies regarding the effect of the quota system on performance management in Nigeria’s civil service. In essence, the main purpose of the literature review will be to identify what has been done regarding the concept of the quota system in Nigeria and the effect of the quota system on performance management in Nigeria civil services.
Discussion
The state of the Quota system in Nigeria
In retrospect, the government of Nigeria has been faced with myriad challenges regarding the enforcement of equality in its governance systems (Ogundiya, 2010). According to Ugoh and Ukpere (2012), the need to enforce equality in Nigeria led to the development and enforcement of the Federal Character Principle which later led to the establishment of the quota system. Moreover, the quota system was established to solve the socio-economic differences that were being experienced in most parts of Nigeria. Additionally, another reason why the quota system was established in Nigeria was due to the increased inequality in the country’s education. For instance, as postulated by Adeogun, Subair, and Osifila (2009), some regions in Nigeria such as the South were experiencing higher levels of education while other regions such as the North were educationally disadvantaged. The same sentiments are also ratified by Oanda and Akudolu (2010), when they stated that the quota system in Nigeria was introduced in order to respond to the inequalities that were being experienced in the education sector in Nigeria.
As postulated by Bayo (2012), since the inception of the quota system, the Nigerian government has embraced the quota system as a tool, that is used to recruit individuals into various government institutions and affiliations. For example, according to Bello (2012), constructs such as job experience, merit, and hard work do not matter in the quota system. This is contrasted with the ideology and notion that was stipulated by Max Weber that employees should be employed in an organization based on their level of competence and merit (Stainback, Tomaskovic-Devey & Skaggs, 2010). Moreover, as postulated by Ugoh and Ukpere (2012), the quota system has created a breeding ground for escalating scramble and looting of public resources.
In Nigeria, the quota system determines who gets what kind of job within the federal civil service (Bayo, 2012). For instance, as postulated by Aluede, Idogho and Imonikhe (2012), the quota system determines who gets admission into various federally funded educational institutions. For instance, as outlined in the quota system, if a vacancy within the federal service has been reserved for a particular state, instead of recruiting a capable and competent individual from another state, the quota system demands that the position be filled with a member from the state in which the vacancy was reserved (Opara, 2013). According to Adebayo (2010), the quota system in Nigeria has culminated in high rates of unemployment among citizens. Moreover, the quota system in Nigeria has also led to the imposing of autocratic leaders on the country’s electorate in the sense that the quota system determines which zones will provide the presidential candidates regardless of the candidate qualifications.
According to Bello (2012), the quota system borrows heavily from the federal character principle that is outlined in section 14(3) of Nigeria’s constitution. Section 14(3) of the constitution of Nigeria states that “The composition of the Government of the Federation
or any of its agencies and the conduct of its affairs shall be carried out in such a manner as to reflect the Federal Character of Nigeria and the need to promote national unity, and national loyalty thereby ensuring that there shall be no predominance of persons from few States or from few ethnic or other sectional groups in that Government or any of its agencies” (Adeosun, 2011). The above analysis implies that the quota system is based on the idea of enhancing even and equal representation of various sectional groups, states as well as ethnic groups in Nigeria. As postulated by Daudu (2010), the quota system has received a lot of support from the political elite as well as those members emanating from the disadvantaged areas especially those regions drawn from North Nigeria. However, despite the backing from the political elite, the government of Nigeria has not been able to effectively implement the quota system. As a response to strengthen the effective implementation of the quota system, the Nigerian government constituted the Federal Character Commission in 1995 which was bestowed with the mandate of implementing the quota system.

Effect of Quota System on Performance Management in Nigerian Civil Service
The quota system as practiced in Nigeria undermines effective development in the Nigeria civil service in a number of ways (Aiyede, 2009). For instance, as postulated by BOG Nwanolue and Chidubem (2012), the concept of quota system in Nigeria has undermined effective performance management in the Nigeria civil service in the sense that it has negatively affected the implementation of effective human resource management practices in most civil organizations in Nigeria. The same sentiments are also echoed by Eze (2015) when they stated that the quota system undermines the ability of human resource managers to effectively undertake their duties of enhancing employee development. Additionally, as postulated by Etuk, Coker, and Ogrimah (2014), the quota system in Nigeria has negatively affected the ability of human resource managers to employ competent staff. This is vested in the ideology that the quota system allows the employment of individuals based on enhancing representation rather than merit. Moreover, another study undertaken by Justine, Chinelo, and Ogomegbulam (2015) states that the quota system has led to the employment of unqualified individuals in the civil service due to the emphasis on the promotion of equality.
Moreover, in another study, ASOGWA (2014) stated that the quota system in Nigeria has negatively affected the level of performance management in the civil service in the sense that, it has led to increased nepotism and corruption. The same analysis is also provided by Chukwuebuka and Chidubem (2011) when they stated that the quota system in Nigeria has escalated the concept of nepotism in most public institutions. This is underpinned by the fact that most recruitment is based on fostering equality in the name of the quota system and subsequently leads to the employment of individuals based on connections and nepotism. The same analysis is also stated by Omisore and Okofu (2014). According to Omisore and Okofu (2014), quota systems have locked out most qualified employees since it has led to the employment of individuals based on networks disguised as quota systems. For example, the quota system has led to employee recruitment and selection based on enhancing ethnic representation. Such ethnic representation leads to the formation of cartels that are used to escalate the levels of corruption in the civil service of Nigeria. Moreover, quota systems have escalated corruption in the sense that under the quota system, there is a lot of lobbying whenever there is a vacancy to be filled within the realms of the civil service (Metumara, 2010).
On the contrary, some studies have pointed out to the advantages that are associated with increased emphasis on the quota system in Nigeria. For example, according to Fajana, Owoyemi, Elegbede, and Gbajumo-Sheriff (2011), the adoption of the quota system has enhanced increased productivity in the civil service of Nigeria in the sense that it has enables various organizations to leverage employee diversity. The same analysis is also depicted in a study undertaken by Nelson (2012). Nelson (2012) posits that the quota system has enhanced equality and members from diverse ethnic backgrounds are able to work in a synergetic manner towards achieving common objectives. Additionally, according to Aiyede (2009) the quota system has also enhanced economic and social development among marginalized communities through increased and equal sharing of public resources. In another study, Olukoju (2013) ratified the sentiments made by Aiyede (2009) when they stated that the quota system in Nigeria has enabled the citizens of Nigeria to embrace diversity and also enhanced social and economic development of the marginalized groups.
Moreover, the quota system in Nigeria has undermined the ability of various public sector institutions to enhance global competitiveness and strategic decision making (Inyang & Akaegbu, 2014). Acording to Inyang and Akaegbu (2014), the quota system led to the appointment of personnel administrators that lacked enough human resource skills and competence to handle HR issues. As a result, the personnel administrators later led to implementation of poor human resource management practices that undermine the performance management in Nigeria civil service. Specifically, Inyang and Akaegbu (2014) states that the quota system led to structured public service that did not pay attention to HR aspects such as people-management and people-factor which subsequently undermines effective performance management in the civil service sector. The same analysis is also replicated in a study that was undertaken by Bayo (2012). According to Bayo (2012), the quota system has led to poor human resource management practices in most civil service organizations in Nigeria which has hampered the effective adoption and implementation of human resource management practices in most public sector organizations.
Lastly, in another study undertaken by George, Owoyemi and Onokala (2012), the authors state that the quota systems in Nigeria have undermined performance management in the sense that it has underplayed the role of employee training and development. The same analysis is also stated in another study that was undertaken by Etekpe (2012). As postulated by Etekpe (2012), the quota system in Nigeria has led to lack of an effective employee training and development, which in essence has led to poor performance management in the Nigeria civil service.
Strategic initiatives that can be employed in order to overcome the impacts of the quota system in Nigeria
There are little studies that have been undertaken in the recent past regarding the various intervention initiatives that can be undertaken in order to reduce the negative impacts of the quota system. For instance, according to Aiyede (2009), one way to reduce the negative impacts of the quota system is to enhance higher levels of accountability in appointments through implementations of checks and balances. The same analysis is also provided by Oyitso and Olomukoro (2012) when they stated that through effective monitoring, the quota system can be an effective tool to enhance higher levels of equality and improve on the service delivery levels in the civil service of Nigeria. Secondly, another way through which negative impacts of the quota system in Nigeria can be reduced is through development of policies that will guide in the recruitment and selection of people (Krook & Norris, 2014). The policies developed should enable employee selection and recruitment based on employee competence, experience and academic qualification rather than emphasizing on equality at the expense of merit. Moreover, as postulated by PETER (2011), there is need to develop legislative policies and guidelines that will define punitive measures for individuals who engage in advancing corruption, nepotism and other political and economic vices in the implementation of the quota system. In another study, Asogwa (2013) stated that civil service organizations need to have a shift in paradigm and develop service delivery frameworks that are aimed at improving the level of service delivery through effective human management practices. The same sentiments were also echoed by Brudan (2010) when they stated that effective implementation of the quota system can only be achieved through integration of human resource management practices in an organization. Moreover, Amasa (2016) stated that the effective implementation of the quota system solely depends on the human resource framework that is being utilized by various federal organizations and there is need to develop and implement effective human resource management practices.

Conclusion
From the above literature analysis, it is evident that the quota system has long been a typical indicator of the operations of various civil organizations and departments in Nigeria. However, there are various institutional and legal efforts that are being undertaken in order to enhance effective application of the quota system. Moreover, from the literature analysis undertaken, there exists a major gap in literature regarding the effect of the quota system on performance management in the civil service. On one hand, some scholars posit that the quota system has been able to enhance social and economic development to the marginalized group as improved organizational productivity through leveraging on employee diversity. On the contrary, most studies point out that the quota system has negatively affected performance management in the civil services through increased nepotism, corruption, incompetence and undermines effective employee selection and appraisal. The above analysis presents a major gap in literature with lack of a substantive elaboration of the effects of the quota system on performance management in the civil services. The research that was undertaken, aimed at addressing the identified research gap through evaluating the effects of the quota system in Nigeria on performance management. Additionally, from the literature review that was undertaken, there are few studies that have been undertaken regarding the strategic interventions that can be adopted by civil organizations to overcome challenges posed by the quota system. From the analysis undertaken little studies pointed out to the need to have an effective human resource management framework and effective quota system policies and guidelines. This presents a major gap in `the literature; hence the research that was undertaken sought to expand on the knowledge regarding the strategic initiatives that can be adopted by civil organizations in Nigeria in order to overcome the quota system challenges.

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