Islamic Management for Excellence &

Islamic Ethics and Quality Management

Two approaches to Professional development:

1. Coaching: It is a quick and very goal centered way to help people going from point A to
point B.

2. NLP (Neuro-Linguistic Program): It is programming in mind and brain.

In both cases, one has to maintain Islamic Principles.

Maslow’s Pyramid of Hierarchy in needs:

It represents a tricky self actualization when the bottom of the Pyramids is basic needs. Then
next level is social when after that spiritual development.

Prophet Ibraahim (AWS) represented another opposite picture. Tawakkul Allaah was the bottom
of his incident when he left Hajer and Ishmael in the desert. The first thing in his supplication, he
(AWS) asked for establishing Salaah first, for food second and last for food. He (AWS) inverted
the Maslow’s Pyramid.

Hence, we should not fear to lose the success if we follow the guidance of Allaah (SWT). We
need patience. Not everything comes in this life.

Islamic management of Excellence: Revitalizing People for the Future by Al-Habshi et al. (1994)
explains the importance of a stable institution. According to the authors, it is vital to nurture a
good home for one’s family, instead of a house to live in. I addition, we should also realize that
creating a sustainable society requires a multi-dimensional approach to human civilization rather
than just focusing on economic success and prosperity.

Education would be the avenue for producing the right kind of individuals for a nation. Religion,
custom, and tradition are the elements that have strong roots in any society and through which to
inculcate values into the individuals. The business or the corporate sector would be the channel
through which numerous pertinent services to the society may be provided. In regards to
management for excellence and its Islamic perspective, there are some important concepts such
as Ihsan, justice and benevolence.

The concept of justice implies the rendering of what is rightful to whom it is due. Benevolence is
a concept, which comes into existence, when more than just the minimum standard is contributed
in what one undertakes. However, organizational failures are inevitable when one is unable to
respond appropriately where required and lacking the desire to adopt to change.
Although accountability can be defined in various ways, it should be addressed that an effective
system of accountability is primarily based on the internal control within the individuals, which
will defer them from practices such as briberies, favoritism, frauds and misuse of power.

Al-Habshi et al. believes that management ethics in Islam is derived essentially from the
Shari’ah, and one of the bases for Islamic ethics is the concept of Tawhid. This concept
presupposes a consciousness in man, which brings a sense of equality among all men. Values
within contemporary management that do not contradict the teaching of Islam can also be
applied universally. Thus, it is pertinent for the leaders of corporations to absorb the drastic
change in present times and adapt to them accordingly. Corporations do have their own corporate
culture, which would serve as a strong driving force to inspire, stimulate and motivate
individuals or a group to behave and act in the required manner for the improvement of their
performance.

From the perspective of “management for excellence”, the dynamics of the two concepts of
quality and productivity should be understood and appreciated by the leaders. Here, proper
attitude and intention towards work are vital. Nurturing a conducive and effective work culture is
also important to the success of a corporation and among the approaches proposed in this respect
are the qualitative approach, the preventive approach and the corrective approach.

Negative attitudes:

In regards to attitudes displayed in an organization, complacency towards right organizational

matters might jeopardize the future of any corporation. The same would apply to attitudes, such
as over-confidence, contentment and the unwise indulgence in excessive optimism.

Thus the key to excellence would be through consistent, continuous and industrious effort. An
individual may through the completion of a task with excellence achieve satisfaction and
providing due credit and recognition would enhance this. In order to bring about involvement
and commitment to quality and productivity among the employees at every level of an
organization, this should be done without simultaneously causing any harm to others. In this
instance, the ‘no-injury principle’ in management would be applicable.

Model Organization:

Among the components required for the building of a model organization would thus be good
leadership, the creation of work satisfaction, to ensure complete democracy, provision of positive
avenues for career development, and cordial employer-employee relations.

Participative Management: In order to develop a credible organization in the current times,

leaders and staffs rich with integrity, with concern and commitment for responsibility and
accountability for all their actions, would be required. By creating a sense of belonging towards
an organization, the management may strengthen the will of the individuals to meet times of ease
as well as hardship in a manner that would ensure the survival of the organization.

Effective Leadership:

The best available personnel should fill the organization and this could assist its maximum
return. The leader should be just in distributing the tasks among the employees and in providing
due recognition, where it is due. Duties should be distributed according to the responsibilities
and capabilities displayed by each individual employee. It is important for a leader to set a good
example so that the employees would be encouraged to emulate him. A leader should be able to
enable individuals in the organization to reach their potential by recognizing their diversity and
taking the necessary steps to exploit the prevailing diversity to get the maximum advantage and
results.

The best example of good leaders and management in the history of Islam can be found in the
characters and behaviors of Sayyidina Umar al-Khattab and Sayyidina Ali ibn abi-Talib (RA).

Islamic ethics & Quality Management:

Ethics in Business and Management: Islamic and Main Approaches by Khaliq Ahmed et al.
(2002) addresses the issue of the importance of sustaining real Islamic values in a world of rapid
and traumatic changes, without holding up modernization and development.

The concept of quality is an essential aspect of effective management and its appreciation highly
depends on prevalent social values. ISO in relation to Islamic Standard, another publication by
Khaliq explains the implications of the Islamic values, while defining quality standards in the
global market. The integration of ISO 9002 and ISI 2020 (two competing quality yet parallel
systems) would bring about better results. The entire issue of quality certification appears to
become a never-ending process.

A Preliminary Enquiry into the Paradigmatic Differences among the Conventional and
Islamic Approaches to Management Studies by Azhar Kazmi (2004):

Criteria differences Islamic Management Conventional Management

The purpose of human
existence dictating
management of organizations
The purpose of an
organization
The paradigm guiding the
management of organizations
The purpose of human
existence is to obey and fulfill
Allah’s commandments and
act as Vicegerent of Allah on
earth.
Organizations are meant to be
groups of people coming
together for attaining the
purpose of human’s existence.
No demarcations among
matters, secular and religious;
The purpose of human
existence is to utilize natural
resources to satisfy one’s
needs, wants and desires and
to remain happy.
Organizations are meant to be
groups of people coming
together for attaining the goals
of an organization.
Clear demarcations among
matters, secular and religious;

The nature of organizational
objective
Source of ethics and values
governing the management of
organizations
Motives for human work
Motivation to perform work
Concept of time affecting
organizational planning
The concept of resources
The Organizational Control
The locus of control
human life is an organic human activities are separated;
whole. All human activities the spiritual or religious aspect
can be Ibadah provided that is a private matter of
they are following Shari’ah. individuals, while works
belongs to the public domain.
Organizational objectives are Organizational objectives are
both economical and non- both economical and non-
economic in nature and are economic in nature and are
subservient to higher purpose subservient to organizational
of human existence. interests.
Qur’aan and Sunnah constitute Ethics is relative, as according
the ultimate sources of to utilitarianism and values are
business ethics and personal derived from multiple sources
values. such as upbringing, values
cherished by the society, and
personal experiences.
To satisfy material and To satisfy the organizational
spiritual needs in conformity objectives and in turn may
with the Divine Regulations. receive compensation to
satisfy their personal material
needs.
Internal satisfaction by Satisfaction is both internal
fulfilling Shari’ah. and external by fulfilling
material needs.
Time is infinite and Time is finite and
polychromic. monochromic within a cycle
of a lifetime.
Resources come from Allaah Resources are naturally
and are naturally available. available, but scarce, limited,
They are to be shared with the perishable, and are shared on
needy and not meant to be the basis of self-interest or
hoarded. Usage of resources is mutual rivalry. They are
regulated according to meant to be exploited for the
Shari’ah. benefit of humankind.
To become the subservient of To align objectives of the
Allaah, it should be designed employees need.
in a prescribed manner.
Choice, free will and freedom Responsibility and
of action is Individual accountability is vested in the
responsibility and chief executive. She/he
accountability for all actions. ensures responsibility and
accountability.