Cultural Diversity and Human Resource Development in Modern Organization

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.