Human resource management with Islamic management principles

Abstract

Purpose -The purpose of this paper is to explore the nature and contents of Islamic management practices and their consequent implications for human resource management (HRM) in Arab countries. In addition, the implications for multinational companies (MNCs) operating in Islamic countries and the impact of globalisation are examined before proceeding to an analysis of managerial problems in Arab countries and the need for understanding Islamic management principles by Arab (national) and international managers. Originality/value -The paper contributes to the comparatively sparse literature on Islamic management and its applications by identifying key issues for HRM implementation and in developing Western understanding of Islamic management systems.

High performance HRM and establishment performance in Pakistan: an empirical analysis

“…Shura or Consultation is the founding stone of Islamic Administration (Branine and Pollard, 2010), and Islam emphasizes co-operation and consultation in decision making (Abuznaid, 2006), potentially encouraging employee participation in Pakistani establishments (Mellahi and Budhwar, 2010;Ramdani et al, 2014). There is also, however, a tradition of paternalistic management and centralized decision making in Pakistani firms, leading to low employee autonomy and initiative (Iqbal, 2008).…”

“…It can influence reciprocity and mutuality at work as well as the psychological contract between employee and employer, leading to enhanced establishment performance (Pfeffer, 1998). Ali (2010) indicates that Islamic work values are founded on the principles of Eshan, or goodness and generosity in interaction and conduct at both a personal and organizational level (see also, Branine and Pollard, 2010). Sedakah, which signifies any sincere or beneficial deed, is associated with Eshan.…”

“…Islam encourages training and continuous development (Ali, 2010). The Islamic principle of Etqan requires people to struggle for self-improvement in order to do better work (Branine and Pollard, 2010), encouraging workers to learn new skills and be innovative and creative. Once again, the principles underpinning HPWS and Islamic HRM management appear to converge.…”

The Concept of Human Unity and Islamic Inclusive Education: A Study of KH. Imam Zarkasyi’s Thought in Social Change

“…Furthermore, Branine & Pollard, 2010;Moten, 2005;Shihab, 2002 confirmed the meaning of human unity is one of the principles of Tawhid on the unity of the human soul, or the unity of creation in which all human beings are created from the ground and Divine Soul. This assertion indicates that Qur"an in discussing diversity in the unity of humanity recognizes the will of God as affirmed in chapter al-Ma"idah, verse 48.…”

Muslim Diaspora in the West and International HRM

“…Work is a form of worship, and human activity of any nature is understood in the context of Istikhlaf or vice-regency because the human being is the vice-regent of God. Consistent with the fundamental belief in the unity of God (Tawhid), all economic and social activities in Islam are guided by three basic principles: (1) all wealth and resources are owned by God; (2) humans manage wealth and resources as trustees of God; and (3) those most valued by God are those who are most pious, helpful and useful to other creations, including humans, animals and the environment (Branine & Pollard, 2010). In their normative study of employment relations in Islam, Syed and Ali (2010) argue that despite varied interpretations and practices of the economic system in Islam, it is possible to identify a common emphasis on ethical conduct of employers and employees and social justice in Islamic ideology.…”