GROUP F

ETHICS, JUSTICE & FAIR

TREATMENT BASED ON ISLAMIC
POINT OF VIEW
Presenter
Name ID
Ahasan Mahmud 2035133660
Md Shahriar Islam 2035144660
Lamisa Rahman Ekhlas 2035165660
Farhana Rashed 2035196660
Abdullah Omar Nayeem 2115201660
Introduction

 Ethics in Islamic point of view: Islamic ethics is based on Al-Quran and Sunnah.

                                                         In Islamic point of view, ethics is what is good and what
is right.

 Justice in Islamic point of view: Treating others equally

                                                          Justice refers to putting things in their proper places.
                                                           Fair judgement for everyone.

 Fair treatment in Islamic point of view: Impartial manner.

                                                                      Establish fair treatment in every sphere of life.
                                                                      
                                                        
                           
 Literature Review

• Ethics and Fair Treatment in Traditional HR

• Ethics and Fair Treatment in the view of Islam
Traditional ethics, justice and fair treatment practices

 Ways to promote a traditional ethical culture:

 Setting an example- If HR managers act ethically,
employees would tend to follow the footsteps.
 Conveying ethical standards- Mandatory and
common organizational code of ethics would
decrease ethical obscurities.
 Rewarding ethical actions and penalizing unethical
ones-Recognizing those who follow the
organization’s code of ethics and penalizing those
who violate them.
 Building protective mechanisms - Exposing ethical
quandaries without the fear of retaliation.
Ways to promote a traditional fair
and just working environment
 Specific rules and regulations-Handle matters
like pilferage, damaging company properties,
being drunk at work and insubordination.
 Tradition of progressive penalties- Examples
include oral warnings, written warnings,
suspension from the job and discharge.
 Appeals process- Management and executive
appeals review the cases for employees to try
to change the disciplinary decisions.
 Bullying- An example of unfair treatment
 Elements
 Imbalance of power- Abusing power to control and harm
those targeted
 Aim to harm- Mistreating victims is not unintentional
 Repetition-It works like a cycle and happens repeatedly to
the same victim by the same person or group.
 Types
 Verbal- Calling names and teasing
 Social-Spreading rumors, intentionally excluding victims
and causing friendships to end
 Physical- Hitting, punching and shoving
 Cyberbullying- Using the internet, mobile phones or other
digital technologies to cause harm.
Components that influence and support traditional
ethics, justice and fair treatment
 Moral values- Individual sense of morality can
promote traditional ethical culture in the
workplace.
 Influence of managers themselves- The image of
the boss has an impact on ethical conduct.
 Training- Making employees feel confident to
report unethical conduct
 Whistle Blower Programs- Protecting
whistleblowers and maintaining anonymity if
needed.
 Ensuring compliance of ethical codes- Having fair
disciplinary policies in place.
Differences between traditional ethics, justice and fair treatment practices
versus Islamic ethics, justice and fair treatment practices

 Traditional
 Organizations might not always
follow halal practices.
 Information might be exaggerated  Truthfulness is mandatory and
through advertisements.
 Employees are not given the same
treatment as employers. Decisions
might only benefit the owners
 Islamic
 Organizations must follow halal
practice.
there is no scope to provide
inferior stuff after claiming it
to be superior.
 Everyone is equal. Benefits of
both the parties are considered
to be important.
Differences between traditional ethics, justice and fair treatment
practices versus Islamic ethics, justice and fair treatment practices
 Traditional  Islamic
 Employees might be given huge work  Giving heavy work pressure is not
load that can cause physical and mental
illness.
allowed and providing food, drink and
uniform along with safety measures is
 Sometimes hiring is based on internal
encouraged.
connections without judgements.
 Healthy environment is not always a
 There is no scope of discrimination,
priority. Examples include the RMG nepotism and corruption. Hiring must be
sector using child labor and improper based on proper judgement.
waste disposal management.  The environment cannot be harmed for
running businesses.
Differences between traditional ethics, justice and fair treatment
practices versus Islamic ethics, justice and fair treatment practices
 Traditional  Islam
 Performance appraisal is not always  Performance appraisal must be based
fair and objective. It might be biased on performance and HR has to give
and not be based on performance. proper justification for the appraisal.
 HR might take decisions without
 Fair treatment is ensured by letting
the employee explain before taking
listening to the employee’s explanation. any decision.
 Clear rules and regulations to ensure  There must be clear rules and
fair disciplinary process might be regulations to ensure that employees
absent. are aware of fair and disciplinary
guidelines.
Significance of Islamic principles of ethics,
justice and fair treatment practice
 Islam is a complete code of life.
 It gives us the direction on every activity of a human life.
 Islam teaches us brotherhood and benevolence.
 Allah says, The best of men for you to employ is the (man) is strong
and trusty (Surah Al-Qasas (28:26) .
 Allah says, Do not devour one another’s wealth illegally, but rather
trade by mutual consent” (Al-Qur’an 4:29).
 Allah says, Woe to those who deal in fraud (Al-Qur’an 83:1-3.) .
 the person who has his brother under him should feed him from
what he eats and give him clothing that the wears. (Al-Bukhari, Al-
Sahih.)
Recommendations

 practicing Islamic principal in your workplace which leads

to practicing good HRM practice in your organization.
 Generating new ideas to combine western HRM concept
with Islamic principles.
 Gap exist in the theory and the practice of Islamic
management in Islamic countries which need be addressed.
 Islamic countries should lead the way towards Islamic
ethics, justice and fair treatment practices.
 Use of more Islamic principles in modern HRM practices.
 Conclusion

While doing the report we found that there are eight major functions of
HRM from Muslim perspective such as
 HR Recruitment,
 Selection,
 Orientation,
 Performance appraisal,
 Training & development,
 Compensation and benefit and
 Career development.
 Conclusion

Islamic business ethics presents an extensive but clear principles, rules

and regulations concerning business.
If one obeys the rules of business provided by Islam one performs not
only one's professional duty but also divine duty.
Islam puts up the concept of two lives, worldly and other-worldly.