In general, there are various methods of managing motivation that have been adopted by Islamic institutions. Nevertheless, a question remains whether there is any method that can enhance employees' motivation? What is the role of Islamic law and how can its principles be incorporated in the motivation management method? This needs to be emphasised as some motivation management methods, such as having a reward ceremony, are against Islamic law due to the serving of alcohol and the unethical interaction between male and female employees. In Islam, the issue of halal and haram has been discussed clearly and in detail. Halal in Islam is naturally holistic, as it can be integrated into the entire lifestyle and it is not only limited to aspects of food, dressing and economy but extends to the aspect of employee management. This paper was written with two objectives in mind. The first objective was to identify the method of managing employee motivation that has been applied by the management of Islamic institutions. The second objective was to analyse the method based on a halal lifestyle. This paper work unravelled the answers by using the qualitative approach that applied document analysis. Based on the analysis, it was found that there are three methods of managing employee motivation and these methods are consolidated by the halal aspect to ensure that they are consistent with the Islamic Shari'a. After the questions were answered, this paper tried to clarify to society, especially the management, that halal is not small in scope but it goes even further than that because halal in Islam is holistic, and it needs to be practised in all aspects of a lifestyle.

In general, in an institution, the management are people who are responsible in addressing the issue of workers' motivation and they need to take the initiative to resolve it. In Islam, a good leader should be capable of motivating his workers. However, one question remains, what if the management themselves suffer from motivation issues? This is not supposed to happen because to motivate workers, the management must first become motivated. Thus, among the things that can be done by the management for self-motivation is to strengthen his or her relationship with Allah SWT (habluminallah) and with other people (habluminannas). This paper work is written with two objectives. The first objective is to identify the motivation that exists in the concepts of habluminallah and also habluminannas. The second objective is to analyse the application of both concepts for the motivation of the management. This paper work will be analysed through the qualitative approach through document study. An analysis concludes that the management need to give extra attention to the concepts of habluminallah and habluminannas so that their work motivation will be able to be enhanced. This will subsequently leave a positive impact to the motivation of workers and the performance of their institutions.

Leaders and followers have a dynamic relationship that could inspire and motivate each other. In Islam, it is generally considered that a leader is responsible for leading and guiding the followers and the followers in turn have the responsibility to follow their leader as long as the leader's actions are based on Islamic sharia. This shows that both, leaders and followers, need one another to enhance their motivation to implement each other's responsibilities. One method for enhancing motivation is through respect. Hence, what type of respect should exist between a leader and the followers, specifically in Islam? Although a leader holds a high position, should followers respect their leader without any basis or without the leader showing mutual respect? Do followers have to feel they are respected by their leaders in order for them to be continuously motivated? Based on these emerging questions, this article has two objectives, namely, to identify the concept of respect in an Islamic leadership and analyse that concept based on the relationship between a leader and the followers according to Islam. This article is qualitative in nature and data were obtained using the document research method. Findings show that although leaders hold a high position, the leader should respect the followers to ensure that they are always motivated in carrying out their responsibilities. Moreover, followers cannot hope that they will be respected by their leaders because at the same time they too should respect their leaders. Therefore, according to this mutual respect method, the motivation level of leaders and followers will be at an appreciable level needed for carrying out their respective tasks.

Employees are among the vital asset in conventional or Islamic institution, specifically the motivated employees. According to the literature, Islam is a religion that acknowledged motivation. Motivation is a focal factor to assist institutions in achieving Islamic ultimate goal namely Mardhatillah. Thus, the effective and efficient management particularly in Islamic institution plays an important role to ensure their employees are capably motivated. One of the factor to produce motivated employees are by applying justice management. In relation to this, the study highlights the question on how does Islam perceive justice as a motivating factor? Therefore, this study is conducted to identify Islamic views toward justice as a motivating factor and analyse justice as a motivating factor based on Islamic views. The study employs basic qualitative approach and data gathering are obtained from secondary data and analysed based on document review. The finding shows that justice has been articulated in Islam and mentioned in selected verses in al-Qur’an. Furthermore, numerous Islamic scholars have been highlighted and deliberated about justice as motivating factor. This study expected to provide additional input to management as a leader in managing employee’s motivation especially in Islamic institutions.     Amnya, pekerja merupakan antara aset penting bagi sesebuah institusi sama ada institusi lazim mahupun institusi Islam. Walau bagaimanapun, pekerja bermotivasi merupakan aset yang jauh lebih penting. Berdasarkan karya-karya didapati Islam sendiri merupakan agama yang mengiktiraf motivasi. Motivasi penting dalam sesebuah institusi kerana motivasi merupakan salah satu faktor yang membantu sesebuah institusi mencapai matlamat yang telah ditetapkan dan jauh lebih penting dalam Islam adalah untuk mencapai mardhatillah. Oleh yang demikian, pihak pengurusan terutamanya daripada institusi Islam memainkan peranan yang penting dalam usaha untuk memastikan wujudnya motivasi dalam diri para pekerja. Ekoran daripada itu, salah satu faktor yang penting untuk melahirkan pekerja bermotivasi adalah apabila pihak pengurusan berlaku adil terhadap para pekerja. Namun demikian, wujud persoalan, bagaimanakah Islam melihat keadilan sebagai faktor motivasi? Berlatar belakangkan senario tersebut, artikel ini ditulis dengan dua objektif. Objektif pertama adalah untuk mengenal pasti pandangan Islam terhadap keadilan sebagai faktor motivasi. Objektif kedua adalah menganalisis keadilan berdasarkan pandangan Islam sebagai faktor motivasi pekerja. Kajian ini akan mengupas jawapannya dengan menggunakan pendekatan kualitatif dan data dikumpulkan daripada data sekunder serta dianalisis berdasarkan kajian dokumen. Dapatan daripada analisis yang dilakukan mendapati bahawa faktor keadilan begitu ditekankan dalam Islam. Selain itu, ramai cendekiawan Islam telah membincangkan keadilan sebagai faktor motivasi pekerja. Lebih penting, keadilan turut disebutkan pada awalnya dalam beberapa ayat al-Qur’an. Setelah persoalan yang timbul terjawab, diharap artikel ini dapat memberi input tambahan kepada pihak pengurusan selaku pemimpin dalam menguruskan motivasi pekerja terutamanya di institusi Islam.

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