Essay on HRM Models in the Middle East: Exploring Contextual Diversity

Question One

The paper suggests that the current Human Resource Management models do not apply to the context of the Middle East, especially Oman. Currently, five models explain the functioning of human resources. The five models include the Michigan, contextual, Pettigrew, Schuler, and Harvard models. Each model focuses on a different perspective of human resources, which accounts for diversity in the workplace. Although a single model may not apply in all contexts, a combination of more than one is relevant in most cases. Some economists and mathematicians are, however, suggesting the development of a new model for human resources that would apply to Oman. Oman and other Middle East countries have an economy that is tightly regulated by the governments (Khan, 2010). Most of the oil-based economies of the GCC have their contextual factors that are different from those in the US, Japan, and Germany. Cultural and socioeconomic differences are also a factor to consider since the culture in the West and the Middle East are different. The proposed model will solve the contextual differences and serve organizations in Oman in a proactive way (Khan, 2010). One of the biggest challenges facing countries in the Middle East is the overreliance on oil, which makes the models hard to apply in their context. Religion, tribe, and family also play a significant role in the life of Oman Citizens, which makes it necessary for a modified model.

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Question Two: Developing a New Model

The ideas presented by the professionals proposing a new model for the sake of Middle East countries and especially for Saudi Arabia are viable and well researched. However, developing and proving the efficiency of a model requires time to authenticate. Human resource management is a diverse field that needs a careful assessment before the implementation of new ideas since business is a fast-changing area. New trends arise every day, based on government policy, prevailing economic conditions, and cultural differences. The provided five models on human resource management may not be applicable solely, but combining one or more is sufficient. Therefore, proposing the development of another human resources model due to cultural, geographical, or economic differences cannot form a permanent solution. Although the type and strength of economies differ, the dynamics of economics remain constant (Bratton & Gold, 2017). The difficulty experienced in Oman in applying the existing models could be attributed to Oman the lack of HR knowledge and competency to understand the socio-contextual factors in Oman.

The debate on having a soft or a hard, contextual or culture-bound model, best fit, or best practices HR, convergence, or divergence model, among other factors being considered in the development of human resource models. No model will be change-proof or serve every region equally. The proposed model will be ambiguous at some point due to government policy or changing the state of economies, so developing a new model will not solely solve the problem. The existing models have been spoken of as "Western," but combining one or two of the models will yield results even in the Middle East. No model will ever be perfect; human resource managers have to learn to manage employees with the current theories. Being a human resource manager is being a leader and requires skill, patience, and proper inter-personal relations (Mondy & Martocchio, 2016). The model that a manager adapts is not as useful as their ability to motivate employees and understand their needs, at the same time working to meet company goals.

References

Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.

Khan, S. A. (2010). Convergence, divergence or middle of the path: HRM model for Oman. Journal of Management policy and practice, 12 (1), 76-87. https://pdfs.semanticscholar.org/8a2e/9ba800638878e348a38cf094563777778914.pdf

Mondy, R., & Martocchio, J. J. (2016). Human resource management. Pearson.