| dc.description.abstract | The purpose of the study was to explore multicultural dynamics and performance management practices at the African population and Health Research Centre in Kenya. The research objectives were to determine the multicultural dynamics at the African Population and Health Research Centre and also determine how those multicultural dynamics influence performance management. The research design used was a case study. This enabled the researcher to observe the research subjects without affecting their normal behavior. An interview guide was used for primary data collection. It was appropriate since it enabled the researcher to control the data collection exercise and obtain more information by asking further probing questions. The targeted informants were limited to 4 Heads of Department at the African Population and Health Research Center. The data collected was analyzed using content analysis. This entailed the systematic examination of written or recorded information with a view of breaking it down and analyzing the presence of common themes or concepts. The respondents were in agreement that African Population and Health Research Centre is a culturally diverse workplace. As per the informants, the organization is made up of people who come from a wide range of backgrounds including gender, age, ethnic and cultural backgrounds, nationalities, religious beliefs, sexual orientation, family responsibilities, socio-economic background, and life and work experience. The study also found that performance management practices at the APHRC are affected by the gender, age, ethnic and cultural backgrounds, nationalities, religious beliefs, family responsibilities, socio-economic background, and life and work experience of it’s extremely diverse workforce. The study recommends that the APHRC should promote the knowledge and acceptance of cultural differences within their organizations. The study also recommends the APHRC develops a culturally inclusive organization that mirrors all the stakeholders‟ demographic diversity. They should also establish a bias free human resources management system in which recruitment, training and development, performance management, compensation and benefits and lastly promotion are done without reference to cultural biases with a view of engendering a cohesive and heterogeneous organization | en_US |
