interrelated paradigms of movement, change, dynamism, harmony, and unity” (p. 129).
As noted earlier, Simmonds and Pedersen propose that HRD is analogous to an
“orchestra” of interrelated paradigms. Our model further argues that alignment
between the interrelationships is needed for HRD interventions to fully achieve its
positive outcomes. Specifically, our conceptual model proposes that alignment
between the national culture and organizational culture and HRD interventions is
needed. When the linkages are configured so that the national culture and organizational
culture support HRD interventions, service quality perceptions will be enhanced
across cultures