The current issue and full text archive of this journal is available at

Human resource management: Negandhi, 1979,

1985), and some
an Islamic perspective others
uniqueness of
the

organizations
Bilal Khan, Ayesha Farooq and Zareen Hussain given their
Department of Business Administration, Aligarh Muslim University (AMU), cultural contexts
Aligarh, India (Hofstede, 1980;
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Laurent, 1983;
Abstract Lincoln et al.,
Purpose – Organizations manipulate themselves as per the legal, political, and social values of the 1981; Meyer and
particular country where they operate. As a result, the operations and human resources (HRs) of Rowan, 1977).
business corporations are handled as the environmental fabric of that country suggests. The Hofstede (1993)
purpose of this paper is to develop a conceptual framework describing the aspects of modern day
argued that a
human resource management (HRM) and HRM from Islamic perspective.
society’s values
Design/methodology/approach – The framework is presented in five broad categories – the
message of Islam, Islam in different nations, Islam and work, Islam and managerial dimensions, and
are among the
Islam and HRM practices. Secondary data have been used to gain knowledge about teachings of most influential
Islam and how they can be practiced in order to manage HR effectively. Detailed discussion has cultural
been incorporated regarding the Islamic culture and how it can be practiced in the organizations differences. He
while conducting different HR activities. It has been kept in mind to maintain the originality of the studied national
paper though any changes in the message of Quran and Prophet (s.a.w.) cannot be incorporated. If culture in 60
the organizations will be managed from Islamic perspective, managers will not only gain success but
will also be at peace knowing that they are doing work for Allah.
countries and
identified five
Findings – This paper concludes Islam is more a “way of life” than a mere religion. In a
nutshell, it teaches how a believer has to oblige to the commitment to his faith. Businessmen
believe materialistic accumulation is all they are living for. But in reality, it is temporary. Their good
deeds and behavior with people irrespective of any discrimination will remain forever.
Originality/value – A conceptual model of HRM and Islam is presented that provides an
explanation of the linkage between the two.
Keywords Human resource management, Islam, Core beliefs, Social values, Cross-cultural
management
Paper type Conceptual paper

Human behavior is composite of learning and experiences. How an individual human

subject would behave and react under certain specific circumstances would depend
entirely on the outlook that his psyche wants him to view certain situation or event
as. And herein lies the distinct contrast between the two most widely talked about
perspectives – the western thought and the Islamic view.
Reviewing the same fundamentals from a business perspective, organizations
manipulate themselves as per the legal, political and social values of the particular
country where they exist. The values and culture of countries which are western and
those which are Islamic differ. As a result, the operations and human resources (HRs)
of business entities are handled as the environmental fabric of that country
demands. Some authors have emphasized, the universality and similarities between
organizations (Cole, 1973; Form, 1979; Hickson et al., 1974; Kerr et al., 1952;
Human resource management

17

Asia-Pacific Journal of Business

Administration Vol. 2 No. 1, 2010
pp. 17-34
q Emerald Group Publishing Limited
1757-4323
DOI 10.1108/17574321011037558
 APJBA major dimensions that accounted for the sharpest differences among employees. These
2,1 may be called individual-difference factors.
However, as Tayeb (1988) argues, the two sides of the debate are not mutually
exclusive. Rather, they complement one another. That is, certain aspects of organizations
are more likely to be universal, such as shop floor layout, hierarchical structure, division
of functions, organizational process, and information management; and some areas
18 more culture-specific, such as human resource management (HRM).
HRM is a significant aspect of an organization which is most likely to be subject to
cultural influences. HRM practices reflect the Islamic values in the countries where
Islam plays a dominant role. This paper deals with different aspects of Islam which
teach the management of the most significant resources of any organization – HR.
Two key issues which will be addressed are: human resource management and the
teachings of Islam highlighting the manners in which HR should be dealt with.
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Human resource management

The origin of HRM in modern organizations is a largely Western phenomenon that
can be traced to the personnel management function (Burack and Smith, 1977). The
gradual parting of ways of personnel management and HRM culminated in a total
separation when HRM, as a distinctive discipline, was introduced to their MBA
curriculum by the “Harvard School” (Beer et al., 1984) and “Michigan/Columbia group”
(Fombrun et al., 1984) in the USA in the early 1980s.
EXperience has shown that HRs are the most valuable asset of any business. It is
more valuable than capital or equipment. Unfortunately, it is also the most wasted.
People can be your biggest asset or your biggest liability (Khera, 1999). The scope for
HRM varies across organizations. Walton and Lawrence (1985), for instance,
identified four major areas of HRM policy: reward systems, including compensation and
benefits; employee influence mechanisms such as participation; job design and work
organization; and employee selection and development. Generally, the components of
manpower planning are: recruitment, selection, training, and performance appraisal.
The purpose of having a manpower plan is to have an accurate estimate of the number
of employees required, with matching skill requirements to accomplish organization
goals. Recruitment is the process of locating and promoting potential applicants to
apply for existing or an anticipated job openings (Sherman et al., 1996). It could be
through advertisement, employment exchange agencies or private employment
agencies and present employees. The component selection can be defined as the
process of offering jobs to one or more applicants from the applications. Great attention
has to be paid to selection because it means establishing “best fit” between job
requirements on the one hand, and the candidate’s qualification on the other (Monappa
and Saiyadain, 1989). Different kinds of selection tests are achievement tests, aptitude
tests, interest tests, personality tests, and intelligence tests. After recruitment and
selection, training provided to the employee focuses on improving skills, or to add to
the existing level of knowledge so that the employee is better equipped to do his
present job, or to prepare him for higher responsibilities. In order to identify employee
for salary increase and promotion, to determine training needs for further
refinement of the skills of employee and to motivate them by informing them about
their performance levels, performance appraisal technique is used. Appraisals are
judgements of the characteristics, traits and performance of others. Techniques for
 performance appraisal includes confidential report, rating scales, ranking system,
paired-comparison method, force-choice method, critical incident method, cost Human resource
accounting method, and forced distribution method (Monappa and Saiyadain, 1989). management
HRM policies are generally decided by the companies’ senior managers, with or
without consultation with their employees. But they are often adopted and implemented
with some reference from the national context within which the organizations operate
(Tayeb, 1996). These include: national culture, political ideology of the government,
the economic conditions, trade unions, and the legal system. In countries, where the 19
government and political environment is honest, generally one finds that the people are
honest, law abiding, and helpful. And the reverse is true too. In a corrupt environment,
an honest person has a tough time. Whereas, in an honest environment, the corrupt one
has a tough time (Khera, 1999). Similarly, religions in many countries, with either secular
or religious constitutions, have a certain degree of influence on the cultural
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characteristics of their people and their institutions. This influence is far more extensive
and inclusive in the countries that follow a model based on religious ideals, as shown
in Figure 1.

Literature review
Jabnoun (1994), in his book Islam and Management says that the Islamic evolution
has made tremendous and highly essential contributions in many areas of human
life. In regards to management and leadership, he presented several traits, as to how
Muslim leaders should behave to deserve good followers. Kasule (1998) developed and
wrote modules for training in leadership skills from Islamic perspective since he was
motivated by the fact that leadership is an essential aspect for management. Islamic
Management for Excellence: Revitalizing People for the Future a book written by Al-
Habshi et al. (1998), explains the significance of a stable family institution. Ahmad
(2002) explains the importance of Islamic ethics in business and management in his
book Ethics in Business and Management: Islamic and Mainstream Approaches.
Muhammad Zafrullah Khan (1999) talks about human rights in the light of Islam in
his book Islam and Human Rights.
Choudhury (1989) presented Islam as a comprehensive way of life for its
adherents. The spiritual and ethical reconstruction of individuals, societies and the
world order

Religion

National culture Political culture Legal system

Corporate culture,
work environment, Figure 1.
Human resource
values management
and work Contextual influence
on HRM
Source: Adapted from Tayeb (1997)
 APJBA are given in a socio-economic framework. Metwally (1997) highlights the desire of
2,1 many Muslim countries to turn to Islamic laws and teachings in modelling their way
of life, including their economic behavior in “Economic consequences of applying
Islamic principles in Muslim societies.” This paper attempts to investigate the
consequences of applying Islamic principles in Muslim societies. In “Islamic revival in
Asia and human resource management,” Tayeb (1997) clearly describes the ethics
20 and values to be followed at the workplace and how different Islamic countries are
managing their employees. The purpose of the conceptual paper, “Corporate
governance in Islamic perspective” by Choudhury and Hoque (2006) was to develop
a discussion expounding the Islamic perspective of corporate governance as a special
case of a broader decision-making theory that uses the premise of Islamic socio-
scientific epistemology. The end results of the conceptual framework of this paper on
corporate governance are contrasted with the approach to corporate governance in
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mainstream literature. Ali and Al-Owaihan (2008) presented a coherent but critical
treatment of Islamic work ethic in their article “Islamic work ethic: a critical review.”
They found Islamic work ethic has economic as well as moral and social dimensions.
In “Problem solving: an Islamic management approach,” Fontaine (2008) presented a
problem-solving model that incorporates Islamic values and concerns. He found out
that the focus in the international business literature has been on the Quran alone and
not on the teachings and practices of Prophet Muhammad (s.a.w.).

Methodology
This paper deals with the Islamic perspective of HRM. Islam helps in teaching the
various manners in which, we can manage our most valuable assets effectively.
This way a Muslim manager cannot only deal ethically but can also please God
(Allah). This paper is based on secondary data which has been collected from books,
journals, newspapers, and internet. A conceptual framework has been developed
describing the aspects of modern day HRM and HRM from Islamic perspective. The
framework is presented in five broad categories – the message of Islam, Islam in
different nations, Islam and Work, Islam and managerial dimensions, and Islam and
HRM practices.

The message of Islam

Islam is an Arabic word, derived from the root which means both “peace” and
“submission.” It thus connotes the attainment of peace, here and hereafter, through
submission to Allah, or, in other words, through conformity to his will. A person who
thus submits is a Muslim. In the Quran (the Scripture of Islam), the appellation
“Muslim” is applied to all the righteous.
For Muslims, Islam is not a man-made institution; the Quran contains the words
of god, revealed syllable by syllable to Prophet Mohammed (s.a.w) some 1,400 years ago.
The deeds of its adherents are therefore inseparable from divine commandments. Islam
is generally viewed by some non-Muslims as being a fatalist religion. But the Quran
specifically asserts that humans are able to choose and to intervene in their destiny, and
that they are held responsible for the consequences of their deeds. However, they are
not left alone to run their life. God has equipped them with the Quran and the traditions
of Prophet Mohammed, which in Islamic view is one of the most important sources
of guidance that humans can use to steer their actions and beliefs (Tayeb, 1997).
 Social values
All values affecting man are based on the common concept that every human being
Human resource
is capable of achieving the highest plane of moral and spiritual development and management
that his personality must be respected. The Quran takes note of diversities of race,
color, language, wealth, etc. which serve their own useful purpose in the social
scheme, and describe them as signs of god for those who hear and possess
knowledge (30:23). But none of these confers any privilege or imposes any disability. 21
The Quran says god has divided mankind into tribes and nations for greater facility of
intercourse. Neither membership of a tribe nor citizenship of a state confers any
privilege, nor are they sources of honor. The true source of honor in the sight of god
is the righteous life (49:14). The Prophet said: “The best among you is who treats the
members of his family best.” With regard to servants, the Prophet said:
They are your brothers, and you should treat them as such. Provide them with the kind of
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clothes you wear, and if you set them a hard task, join them in it to help them complete it.
The wages of the laborer must be paid to him “before the sweat dries upon his
body” (Maja, n.d.). Younger people are admonished to show due respect and
consideration to older people, and older people are exhorted to treat younger people
with kindness. The Prophet said: “He who does not behave kindly towards younger
people and does not show due respect of Allah and His blessings.” The Quran directs that
one should greet his fellow beings with a better greeting than one receives oneself, or at
least return the same (4:87). Perhaps, the most comprehensive dimensions within the
domain of social values is: “Help one another in the righteousness and virtue; but
help not one another in sin and transgression” (5:3). When the Prophet said on one
occasion, “Go to the help of your brother whether oppressor or oppressed,” he was
asked “We know what is meant by going to the help of brother who is oppressed, but
how shall we help a brother who is oppressor?” The Prophet replied: “By restraining
them from oppressing others” (Bukhari, n.d.).

Economic values
In the economic sphere, the basic concept of Islam is the basic ownership of everything
belongs to god alone (2:108, 3:190). Man is God’s vicegerent on earth. The objective of
the Islamic economic system is to secure the widest and most inclusive distribution
of wealth through institutions set-up by it and through moral exhortation. Wealth
must remain in constant circulation among all sections of the community and should
not become the monopoly of the rich (59:8). Islam recognizes the diversity of capacities
and talents, which is in itself beneficent, and consequently the diversity in earnings
and material rewards (4:33). It does not approve of a dead-level equality in the
distribution of wealth, as that would defeat the very purpose of diversity, and would
amount to denying “the favor of Allah” (16:72). It is obvious that if the incentive of
the proportionate reward for labor, effort, skill, and talent were to be removed, not
only would initiative and enterprise be adversely affected, but intellectual progress
would also be arrested. That is why the doctrine of equal reward irrespective of the
diversity of skill, capacities, and talents that have gone into the production of wealth
has never been maintained for long, even when it has been proclaimed as state
policy, and has had to be modified through recourse to various devices designed to
secure diversity in reward. On the other hand, Islam does not leave the principle of
competition and proportionate rewards to work itself out mechanically; that too
would lead to hardship
 APJBA and injustice and would retard the moral and spiritual development of individuals
2,1 and of society as a whole (Khan, 1999).
Another major provision is the prohibition against the making of loans on interest.
The word used in this connection in Quran is riba, the connotation of which is not
identical with that of the word “interest” as commonly understood; but for the present
purpose “interest” may be used as a rough equivalent. Riba is prohibited because it
22 tends to draw wealth into the hands of a small circle and to restrict the exercise of
beneficence towards one’s fellow beings (2:281).

Islam in different nations

In the Islamic Republic of Iran, for instance, all social institutions mentioned above
and many more, such as the educational establishments and their priorities, the media,
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the arts, the political structure, the army, and private and public sector
organizations, are all required to conform to Islamic values and instructions (Tayeb,
1997).
An important point to note is that although Muslim nations have a great deal in
common, there are also differences among them. And these differences can be observed
in economic and business as well as social aspects of life. Saudi Arabia, for instance,
adheres strictly to the sacred law Shari’a in many spheres of life, while Turkey has
turned to secular laws for the administration of its economic and social affairs. The
position of women in society and socially acceptable codes of behavior for people in
general, and in business life, are cases in point (Tayeb, 1997).
In Malaysia, the government has been implementing an Islamization policy for some
time now, according to which companies have to organize their activities and
manage their employees in accordance with the Quranic teachings (The Economist,
1996).
In Saudi Arabia, women are not allowed to drive their own cars. As far as work is
concerned, they are barred from public office. As a result, they have turned to business
and professions for employment. But here too they work under certain constraints.
According to The Economist (1995), most women who are active in private
businesses (as owners) are in the retail trade. In a shopping mall in Jeddah, eight out of
20 shops are owned and run by women and notices forbid men to enter the shops
run by women. Teaching is a profession open to women but it is difficult for them to
apply for positions which are located outside their home towns. In this patriarchal
society, women must have written permission from their husbands or fathers before
they can travel.
In Kazakhistan, now that the country is independent, its old, and predominantly
patriarchal culture, which lay dormant under the Soviet rule, is enjoying a revival,
replacing the “Russian Communist” culture. As a result, the perception of the role of
women in society and in the workplace is changing. In the short-term, at least, it
is unlikely that women will have the same opportunities as they had before (Pollard,
1994). Furthermore, the revival of Kazakh Islamic culture now places a great
emphasis on age and seniority and prescribes “proper” junior-senior relationships,
stemming from its nomadic traditions (Rywkin, 1982). This could have repercussions
for organizational issues such as hierarchy, authority structure, promotion, and
compensation policies.
Tayeb (1997) adds information regarding women in Iran who have to follow a
strict Islamic dress code at work, and indeed elsewhere. Men and women remain
se omen in Saudi Arabia and the Persian Gulf states, Iranian women are doing well
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 spheres of public life. Some 95 percent of young girls go to primary school. Older
girls get less chance of getting higher education, but the gap is closing. Girls are Human resource
doing well in technical schools, colleges, and universities. Women can go into most management
jobs and professions, and, unlike their Saudi counterparts, they can drive their cars
and vote. They can stand for parliament and there are many women members of
parliament.
Latifi (1997), who closely observed a sample of Iranian managers at work over a
period of time, discovered traces of Islamic values in Iranian managers’ HRM style.
23
She found that Iranian employees viewed their managers as sympathetic brothers
and sisters or compassionate fathers and mothers. In addition, this family-like
relationship also includes “social” and “teacher” roles for the managers. They were
frequently involved in the private lives and family matters of subordinates to make
them feel they are family.
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A survey of nine organizations was conducted in Malaysia by Endot (1995). The

then Prime Minister of Malaysia, Mahatir Mohammed, initiated and implemented
an Islamization processes in the country which aimed at infusing Islamic values
throughout the society at all levels, from individual to institution. In pursuance of
Islamic teachings one company offers its workers interest free loans for vehicle or house
purchase, or for arrangements of wedding ceremony. Another company organizes
Islamic study circles for managers where they can participate and get together once
a week to discuss different aspects of teachings of Islam and socio-political issues with an
intention to develop their Islamic personality. It also helps in creating cohesiveness
of relationships and unity of thoughts on the issue discussed. One organization sends
its employees on short courses in Islamic teachings with the main objective to make
them understand Islam and its values. The process of selection for new recruits and
their training are also influenced by the Islamization process. One organization
recruits individuals who have graduated in Islamic studies. They are then exposed to
techniques for modern management. Another recruits business-related graduates and
then trains them on the Islamic aspects of their work. In all the firms in Endot’s study,
the management made their subordinates’ understand and believe that they were
accountable for their work not only to the organization, but to God (Allah), and that Islam
consider their work as a form of worship of Allah.

Islam and work

Islam is more a “way of life” than a mere religion. In a nutshell, it teaches how a
believer has to oblige to the commitment to his faith. In the context of “Islam and
Work,” it sheds light on the obligations of the worker towards his work in particular
and his employer or employee in general. The more committed to his religion, the more
committed he has to be to his work. Hence, as per the teachings of Islam – by
working more dedicatedly as per the agreed terms of his employment, the employee
justifies his earning and livelihood and at the same time stands out as a role model for
the believers and non-believers alike.
Sherif (1975) identified nobility, patience, self-discipline, good appearance,
abstinence, resolve, sincerity, truthfulness, servitude, and trust as major Islamic
values. These could clearly have an impact on both management and productivity of
employees.

Islamic values related to work

Latifi (1997) identified the following work-related characteristics:
 APJBA ●
equality before god;
2,1 ●
individual responsibility within a framework of co-operation with others;
●
employees respect and honor should be prominent;
●
principle of equity to be followed;
fatalism but also a recognition of personal choice; and
24
●

●
consultation at all levels of decision making.
In order to plan HR on the lines of Islamic culture, the manipulations which are
common in the modern business world must be avoided. The will of Allah and
messages of Prophet Muhammad (s.a.w.) are to be followed by the managers if they
want to be successful in both the worlds – here and hereafter. Below are the few areas
discussed from Islamic perspectives which are to be taken care of for an effective
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HRM system.

Characteristics of good managers from Islamic perspective

In the modern world, business managers’ major aim is to earn profits. Sometimes, they
forget to follow the correct path and move on the most traveled path, because they
believe materialistic accumulation is all they are living for. If they try to come out of
this misconception, they will see the world from a different perspective. They will
realize that this material wealth which they aim to earn is only a temporary asset.
But what will remain forever is their good deeds and behavior with people with whom
they are associated. The ethical path consisting of the message of Allah and Prophet
Muhammad (s.a.w) will give them internal peace and help them pleasing God –
which is the ultimate aim of any Muslim.
Motivated leaders clarify goals, set objectives, consult and respect followers, deal
with followers kindly, humanely and with fairness. Spiritually people are classified as
those who have: Nafs Ammarah, Nafs Lawwamah, Nafs Mutmainnah. Nafs Ammarah
are those who possess negative motivation due to worries, lack of self-confidence,
never respect other’s right and are not able to make followers feel secure. Nafs
Lawwamah are the motivating ones who believe work is challenging, meaningful and
provides directions for advancement, learning, and personal growth. Nafs
Mutmainnah provides a high level of the sense of responsibility towards Allah and
contentment since there is a feeling of being away from fear and anxiety; and gives
job satisfaction (Kazmi and Ahmad, 2006).
In one of the Hadiths (teachings) of Prophet Muhammad (s.a.w.), a person is
encouraged to develop good characteristics and behaviors (Bukhari, n.d.). It implies,
a manager should have a balanced personality where he is strong but not violent, lenient
but not weak, and generous but not extravagant. According to another Hadith,
kindness is a form of strength and, therefore, managers are expected to be kind enough
to others whether they are employees, customers, or suppliers (Muslim, n.d.).
Islam emphasizes on relationships among people which should advocate equal
rights for all, and urges leaders to seek advice or information from their followers in the
carrying out their affairs. If this is translated into behavior at workplace then this
should mean a consultative decision-making process, and a fairly diffused power
structure. Self-discipline, trustfulness, honesty, respect, resolve, and loyalty should
encourage managers to trust their subordinates judgement and integrity, which
could
 result in a participative management. Co-operation, perseverance, and family-like
relationships among people, should encourage teamwork and mutual support, and Human resource
enhance productivity within an organization (Tayeb, 1997). management
Manager should be trustworthy since trust is a moral responsibility for everyone
in the performance of their duties and their social, political and economic lives
(Hanafi and Sallam, 2006). The Quran says “Allah doth commend you to render back
your trust to those to whom they are due and when ye judge between man and
man. That ye judge with justice” (4:58). In one of the Hadith, the Prophet (s.a.w.)
25
mentioned the importance of trust in this public administration as “Any ruler who
has been entrusted with the affairs of a group of Muslims and who dies as a
dishonest ruler, to him paradise is forbidden by Allah.”
To treat people equally is a prerequisite of fairness and justice, an ethical code
that modern corporations are trying to achieve. Islam has emphasized justice among
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human beings (Hanafi and Sallam, 2006). A verse in the Quran says, “Allah
commands justice, the doing of good and liberality to kith and kin. He forbids all
shameful deeds, injustice and rebellion; he instructs you, that ye may receive
administration” (16:90). Another verse from Quran says, “To those who believe and to
deeds of righteousness hath Allah promised forgiveness and a great reward.” A
manager should judge employees in an unbiased manner, because employees
expect justice from their employer.

Islam and managerial dimensions

Corporate culture
“Culture is the particular way of life in a specific society” (Foster, 1965). With respect to
corporations, Pettigrew (1979) explained culture as a:
[.. .] system of publicity and collectively accepted meanings operating for a given group at a
given time. This system of terms, forms, categories, and images interprets people’s own
situation to themselves.
The idea of collectively accepted meanings is prominent which suggests that the
culture is related to those things that can be shared. Louis (1983) also came up with the
idea of common understanding. She believed organizations are “culture-bearing
milieux”, that is, they are distinctive social units possessed of a set of common
understanding for organizing action.
The Islamic culture is derived from Islamic worldview that does not necessarily
reflect contemporary Muslims’ societies. Ideal Islamic culture subscribes neither high
power distance nor low (Kazmi and Ahmad, 2006). Islam teaches to respect and care for
others at workplace irrespective of the power or position one holds. Prophet (s.a.w)
says, “Someone who fails to be affectionate to young, respect elderly and fails to accord
high honor to scholars, does not belong to me (being a Muslim).” Therefore, any power
distance and authority’s respect is due to the benevolence in mutual relationship.
Islamic culture promotes the feeling of social belongingness where a respect for
individual’s right is guaranteed.
For the cultivation of an Islamic corporate culture, Islam has provided a number
of values to be applied in organizations such as: wisdom, humility, fortitude, justice
and while simultaneously shunning pride. Most of the times, the modern ways and
Islamic culture stand into contrast to each other when competing in fast growing
environment as depicted in Table I.
 APJBA Planning
2,1 Planning to reach the final aim should be done in such a way that it goes parallel to
Allah’s will. If one has to follow the Islamic perspective to plan and compete then the
intention should be to strive and achieve in the cause of Allah. While competing, one
should remember the teachings of Quran and Prophet (s.a.w.). If the intention is
dishonorable such as envy, jealousy, mutual rivalry, etc. then it does not follow the
26 Islamic view (Kazmi and Ahmad, 2006).

Leading
Robbins (2001) defines leadership as the ability to influence a group toward the
achievement of goals. Great leaders possess distinct qualities of confidence, iron-
will, determination and strong decision-power. (Kazmi and Ahmad, 2006) informs
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that in Islam, leadership is trust. It is psychological contract between a leader and his
followers that he will try his best to guide them, to protect them and to treat them fairly
and with justice. The focus of leadership in Islam is on doing good.
According to Islam, the two major roles of a leader are those of servant- and
guardian-leader. A leader is the servant of his followers (Saiyyad Al-Qawn
Khadimuhum). He is to seek their welfare and guide them towards good. On the
other hand as the guardian-leader, the Muslim leader should protect his community
against tyranny and oppression, encourage god-consciousness and promotes justice.
Leadership in Islam is rooted in belief and willing submission to the creator, Allah.
It aims at serving Allah. To serve god, a Muslim leader is to act in accordance with
the order of god and his Prophet (s.a.w.), and must develop a strong Islamic
character. Kazmi and Ahmad (2006) highlight the key moral bases of Islamic
leadership – Islam Iman (faith in God), Taqwa (inner consciousness) and Ihsan (love
of god). Islam means achievement of peace, with oneself and with the creation of
God, through willing submission to him. Iman implies in the oneness of God and the
prophethood of Muhammad (s.a.w.). A leader with strong Iman will consider
himself and all his possessions as belongings to god. He will bow his ego, his ideas,
his passions and his thinking to god. A leader with firm Iman will not dodge
responsibility for his actions, and will continuously emphasize good deeds. Taqwa is
the all-encompassing, inner- consciousness of duty towards god and awareness of one’s
accountability towards him. Taqwa will restrain a Muslim leader or follower from
behaving unjustly – whether to community members, to customers, to suppliers, or to
anybody else. Ihsan is the love of god which motivates the individual Muslim to work
towards attaining god’s pleasure. The Prophet (s.a.w.) describes Ihsan as: “To
worship God as if you see him,

Modern culture Islamic culture

Pure individualism Collectivism

Pure materialism Aesthetical value
Supports favoritism Favoritism is unethical
Social belongingness missing Social belongingness guaranteed
Table I. Competition with personal differences Healthy competition without envy and jealousy
Distinction between Training for deserved ones Training and knowledge for all
modern and Islamic Power concentration Power distribution
cultures Respect those who are in power Respect irrespective of power and position
 and if you cannot achieve this state of devotion then you must consider that He is
looking at you.” Human resource
management
Motivation
In modern times, the triggers to motivate an employee are bonuses, perks, and
other incentives which are usually in monetary form. The employees are attracted
towards these additional benefits, as a result they become more productive and
efficient. But the teachings of Islam conveys the message that work and religion itself 27
are a great source of motivation for Muslims. Prophet (s.a.w.) taught that every human
endeavor is an act of worship and charity. A Muslim knows that when he is working,
he is in way worshipping his lord and that is a powerful motivator in itself
irrespective of any material gain.
Sources of motivation for Muslim workers are not confined to the higher
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standards of living and self-fulfillment but it encircles the fact that his work is a
morally good deed which will ultimately help him to attain true success in this world
and well-being in the hereafter. When a Muslim works with this meaningful
objective, any reduction in the value of worldly and materialistic reward does not
affect his motivational levels and performance.
For a Muslim, wages and other material benefits are a means to buy food,
clothes, house, and fulfill the needs of his family. He does not consider it the return
of labor but he believes that his labor is worship and only Allah can recompense it
(Kazmi and Ahmad, 2006). Heaven ( Jannat) will be the reward received by a Muslim
worker who will conduct his work on the guidelines of Quran.
Communication
Communication is commonly understood as the imparting, sharing, or exchanging of
information, news, views, thoughts, attitudes or ideas between two or more people
(Shah and D’Souza, 2008). The Quran states “The most gracious (Allah)! It is he who
taught the Quran: he has created man: he taught him speech (55:1-4).” To follow the
Islamic perspective, individual should communicate in such a manner that it pleases
Allah and communicate the message effectively at the same time.
While communicating, Islam promotes kindness and affection towards others,
element of politeness in conversation but to be wise, truthful, building mutual trust and
confidence, and greeting and thanking people. Backbiting, disrespect towards peers
and subordinates, suspicion, two-faced personality, abusing, hiding facts from team
members and manipulation is abhorred by Allah.

Islam and HRM practices

Islam vis-a` -vis recruitment
Many organizations while advertising a vacancy, deliver a message that only people
belonging to specific groups, race, or gender are eligible to apply. But in many cases,
the non-preferred ones can also perform the same task with equal efficiency or even
better. Sometimes, advertisements clearly convey qualifications which suits a
particular candidate and possibly the one that the HR manager is interested in. Such
blatant favoritism affects the effectiveness of company since deserving candidates
are not given a chance. The Islamic way of life does not allow favoritism in
recruitment since it violates the ethical principles of justice (Al-’Adl ), fulfillment of
contract with the employer to look after the interest of the organization (Ifa Al-’Aqd ),
and the right of
 APJBA others in dealings (Huquq Al-’Ibad ). “Allah commands justice, the doing of good to kith
2,1 and kin. He forbids all shameful deeds, injustice and rebellion; he instructs you, that
ye may receive administration (16:90)” (Ahmad and Sadeq, 2001).

Islam vis-a` -vis selection

At the time of selection, when organizations lack any standard selection process and
28 depend upon unstructured questions for conducting interviews, the chances of being
biased are relatively higher as the procedure involves subjectivity. That is why many
countries have introduced laws to administer the selection process. The US Civil
Rights Act requires that any test used in the selection process or in promotion
decisions must be validated if its use had an adverse impact on women and
minorities. But these rules and laws may not guarantee fair treatment and ethical
behavior. Such kind of favoritism is not permitted in Islamic system since Islam
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always promotes unbiased behavior (Sadeq, 2006).

Islam vis-a` -vis training and development

Organizations should encourage their employees to gain additional skills and
knowledge through training and development programmes. It enhances, the employee
productivity and helps the employees to have better career opportunities. The
Islamic ethical system makes knowledge compulsory for all. This knowledge does not
refer only to basic Islamic knowledge, but rather it is also obligatory to possess
knowledge and skill of the profession that is necessary to fulfill one’s contract with
his or her employer. Thus, Islam emphasizes on dual qualities in the workforce, the
moral quality and the professional quality (Sadeq, 1990).

Islam vis-a` -vis performance appraisal

Performance appraisal evaluates the performance of an individual’s job. If this is not
carried out effectively, there would be a resultant decline in productivity and may
lead to frustration. To avoid this, employees working efficiently should be duly
rewarded which will make them feel wanted and an important part of the
organization. Those who do not perform well should also be informed so that they
may work harder to achieve their targets. Inappropriate use of performance
appraisal is not only demoralizing but it is also an unethical practice. Poor design of
the appraisal forms such as subjective types of evaluative questions leading to unfair
evaluation will result in unfair treatment of some employees and to the dismissal in
some cases and undue promotions (Sadeq, 2006). Such biased appraisals are against
ethical principles of justice and fairness, people’s rights, and are not a part of the
Islamic system.
Islam vis-a` -vis compensation and wages
An ethical problem may arise when undue labor exploitation takes place to make
unpaid gains. It may also arise through favoritism in pay and promotion (Danley et
al., 1991). A mere interaction of demand and supply forces may not lead to a fair and
ethical amount of compensation in a labor abundant society and this may lead to undue
exploitation of workforce. Figure 2 shows the Islamic principles of ethics in human
resource management, out of which one says the compensation should correspond to
the employee’s contribution. According to the Principle of Fair Compensation (Al-
Ujrah) “Woe to those who deal in fraud, those who take the full measure when they
receive from others, but give less when give them in measure or weight (83:1-3).”
 Human resource
Brotherhood and management
benevolence
(Al-Ukhuwwah
and Al-Ihsan)

29
Justice and
fairness
(Al-’Adl)

Fulfilling
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the
contract
Islamic principles of ethics in

Trust
(Ifa and
al-’Aqd)
honesty (Al- Figure 2.
Amanah and
Seven Islamic principles
Al-Ikhlas)
of ethics in Islam
HRM

People’s
rights (Haquq
Besides this, Islamic system requires a humane and fraternal
(brotherhood) design
al-’Ibad)
while fiXing the compensation. An organization should structure the compensation
package for its employees in such a way that it lets them meet their basic needs and
with a standard of living that is comparable with the employer (Al-Bukhari and Al-
Fair
Sahih), subject to the maximum of the employees’ contributions with the employer
compensati
(Sadeq, 1989). This is required by the Islamic on (Al- principles of ethics, namely
brotherhood and benevolence (Al-Ukhuwwah and Al-Ihsan) and fair compensation.
There may not be any favoritism regarding the pay and promotion since it is against
the Islamic principles of people’s rights and justice and fairness (4:29, 5:8).
Cooperati
on (Al-
Ta’waan)
 APJBA Man is elevated to the status of vicegerent by God on Earth. God himself has
2,1 created some differences in the form of the poor and the rich in this world because it is
only He Who knows well the mechanical existence of life and the system related to it.
God (Allah) orders:
Mankind! We created you from a single (pair) of a male and a female, and made you into
30 nations and tribes, that you may know each other (not that you may despise each other).
Verily the most honoured of you, in the sight of God, is (he who is) the most righteous of
you. And God has full knowledge and is well acquainted (with all things) (Surah Hujurat,
13).
In another place, He says in the Holy Quran: “Gracious is God to His servants: He
gives sustenance to whom He pleases. And He has Power and can carry out His Will”
(Surah Al-Shura; 19).
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Man is respectable and honorable in all forms despite differences such as color, race,
or such as a slave or a master. All men are equal in all respects and one who is
Muttaqi is worth seeing in the eyes of Allah. These differences between rich and
poor are important to identify man and generate “balanced economic society” because
positive and negative elements exist together like day with night.
Akhtar (1992) informs:
When an employer pays his/her employees, one part of the compensation may be to seek
labor and another part of it may be to seek Allah’s pleasure by meeting his/her employer’s
needs for his sake alone.
This statement defines an employer’s profit function in an Islamic framework while
we can define an employee’s utility function as follows:

U ¼ ðDivine will; Master Pleasure; Wages; EffortÞ and

e $ e^
ðNo concept of shirking or avoiding workÞ

where, e denotes effort level of the employee, ˆe stands for the required level from
employer. Utility of an employee is a function of Allah’s will, master’s pleasure,
wages, and effort level. The first two variables are omitted in secular utility maximizing
agent. He does not behave sincerely with his master as per maximization propositions.
He shirks on the job whenever he finds opportunity while an Islamic economic agent is
always sincere with his master and asks for his favor. He looks after his master’s
property
instead of shirking on the job (Abbas, 2006).
Abdullah reported that the Apostle of Allah, Prophet Mohammed (s.a.w) said,
“When a slave sincerely works for his master and worships well, there is for him
double reward” (Quoted from Akram Khan, 1989).
All believers have not the same degree of Amana (Faith). This degree of faith
differs from person-to-person and this degree impacts the character of a person. Faith
not only matters in Ebadah (prayers) but also in daily dealings. Some are more
trustworthy, dutiful, honest, and kindhearted in their matters. These qualities are
important in business dealings. The secular economic agents have almost the same
motivation of material maximization in their economic decisions. Here, faith does
not involve in decisions. Although difference in economic decisions exists, the larger
variation in motives is not found. Therefore, it is pertinent in an Islamic system to
have wage differentials. The degree of Amana leads to difference in wages. The more
trustworthy and honest employee will get a higher remuneration package than his
colleagues.
 Islam attaches extraordinary importance to the fulfillment of contracts and
promises. The following verse of the Quran and traditions of the Holy Prophet Human resource
(s.a.w.) throw light on this fact: “ O ye believers! Fulfil your contracts”(5:1). It is clear management
that Muslim businessman has to fulfill his commitments to his employees,
customers, suppliers and government and the general public in all respect. He should
not indulge in cheating, violation of promises or arbitrary actions.
According to Islam, individuals should utilize resources in such a way that it does 31
not cause any damage or inconvenience to the people or the society in general.
Managers could take a note of this and should operate their companies in environment
friendly manner. The Prophet (s.a.w.) has said: “There is no scope for causing
damage in Islam neither in the case of an independent action nor as a reaction” (Kitab-al-
Khiraj). Islam doe not allow a producer to engage in production just for the sake of
profit. Production should aim at providing beneficial and useful items for the people,
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without causing any damage to the society or nature.

Conclusions
On a conclusive note, Islam teaches compatibility and peaceful co-existence between
humans and instills a sense of understanding what is right and what is not. The
values and ethics embedded in a human being are reflected through his behavior. Islam
shows the path not of just possessing the Islamic values but to prove these in a day-to-
day life. Individuals should practice their religion at workplace by developing a
trustworthy and sincere environment. In respect of modern world, where employees are
treated as per their position and power, Islam teaches to treat employees equally
irrespective of what task they are assigned. Moreover, the concept of work should be
understood from the Islamic perspective which says that one should excel and
become successful in life following the ethics of Islam – that is according to the
Quran and the sayings of the Prophet (s.a.w.). While conducting different HRM
practices such as recruitment, selection, training, performance appraisal, and
motivation, employees should be fair and take decisions in an unbiased manner.
Favoritism which is sometimes practiced in modern society is not a part of Islamic
culture. Another significant contribution of Islam is in the area of compensation and
wages. It directs to follow the principle of fair and timely compensation which meets
the basic needs of the employee and adds to the standard of living.
For today’s working individual, much of hours awake are spent at the workplace,
hence it becomes imperative and binding on every Muslim to become an honest,
truthful, righteous and dedicated worker. If work will be conducted in an ethical
manner, he will please Allah – the only aim of any Muslim.

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Mainstream Approaches, Asean Academic Press, Subang Jaya.

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Corresponding author
Bilal Khan can be contacted at: [email protected]

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