Abstract:
Hybrid
human
resource
management
system
(exhibiting
strong
mechanism for cultural accommodation without loss of ‘identity’) is
discovered in Shifa International Hospital as diffused Human Resource
Management model (based on individualism, democratic relationship and
gender egalitarianism) has been adopted to organize Pakistani workforce
according to international standards. This thesis argues that Shifa system
is working on synergistic approach while considering indigenous
assumption of employee relations, besides international standards of
employee management. This thesis identifies that the prevailing employee
management practices exhibit plural characteristics reflecting both foreign
and local traits as a resultant of the confluence of local (collective self -
identification, in equality and gender segregation) and North American
cultural values (individualism, equality, and gender egalitarianism). This
research has also uncovered that embedded assumptions of obligatory
relations fairly influence the execution of impersonal HR policy in Shifa
through internal and external interventions. It finally, depicts hybrid
organizational culture reflecting both local and foreign traits as a
continuum of individualism-collectivism, equality-inequality and gender
differentiation- egalitarianism.
