There is no one fixed system of Islamic management. As with many similar social phenomena, Islam defines the broad principles and leaves it to the people of each place and era to define the system most suited to their circumstances. Leadership of visionary nature makes a difference as was practiced by the Prophet himself. Strategic mindset is important for survival. The system must be flexible and therefore must change with changes of time and space without compromising the tenets of Islam viz objections of Islam and shariah. Forecasting is not enough as future is not certain. Scenarios are changing. Thus flexibility is needed to cope with changed scenarios. Sincerity and integrity is a key for any cause. Otherwise all strategies will backfire.
Distributive justice is an important subject of study, which helps us understand several aspects of social exchanges processes economic, social, ethical and moral. While the normative standards of many societies favor merit or equity as the most important consideration for workers’ motivation, the definition of merit and contribution may be contextual. Besides equity, need and equality are the other important norms of rewards. Which norm is considered appropriate and perceived by recipients as fair depends upon several factors, such as the type of resource, purpose of the reward and relationship between the allocator and the recipients. The so called fair reward system has many social implications. The distributions may lead to prosperity of a few and sufferings of the masses or it may result into positive social relationship, peace and social harmony, depending upon which norm is applied. Equally important is the perception of fairness of the reward by the recipients. Thus in the organizational context if employees perceive that their reward are according to their merit or contribution, it may positively influence their motivation and productivity. If not, it may result into negative and even disastrous consequences. Islamically oriented motivation policies must emphasize that once basic human needs are taken of, merit takes over as the Islamic standard of rewarding one’s contribution. Therefore, interpersonal differences in income are valid and fair, if it is based upon differential merit or contribution of the individuals for the sake of sustained motivation in today’s Muslim managed organization.
KHAIRUL IDZWAN IDRIS
Timbalan Pengerusi
Biro Ekonomi Dan Pembangunan Usahawan
Pergerakan Pemuda Umno Bahagian Setiawangsa
Wilayah Persekutuan
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