Abstracts
Article data in English (انگلیسی)
Policy-Making in Islam; Centralized, Decentralized, or a Third way
Ghader Ali Vathegh / Associate Professor l-Mustafa International University vasegh125@gmail.com
Received: 2014/03/19 - Accepted: 2015/08/03
Abstract
Islam as the orthodox, has been a moderate and balanced religion (Sexed Razi, 16th kh) studiously avoids extremism in all areas, especially in the field of policy-making. There are three theories raised in this regard: the first theory states that policy-making is a centralized task that is only performed by God, and in accordance with the Book of Allah and the teachings of his prime Prophet. The second theory holds that policy-making is decentralized; human, using his intellect, can make policies on its own and in doing so does not need anyone, even God. The third theory argues that policy –making can be done both by God and man. The author believes that the first theory is radical; groups like the Kharijites and Ash'arites _ in the past _ and Takfiri groups, especially the Wahhabis and those who adhere to Sunnah minus rationality in the modern era, are rooted in this theory. The second theory is also considered extremist; the thoughts and opinions of groups like the Mu'tazilites - in the past - and the atheistic secular thoughts - in modern times -are rooted in the second theory. The third theory is considered as moderate and balanced and it is supported by ample evidence. In this paper, the "analytical and deductive" method is used. The aim of this paper is to clarify two ambiguities: First, with the existence of God, what role does human play in policy-making? Second, with human mind, what is God needed for?
Key words: centralization, decentralization, compulsion, volition, middle way, policy-making.
The Explanation of the Principles and Cognitive Components Affecting on Decision Making in Islamic Management
Ali Akbar Bakhshi / PhD of Islamic Management, IKI a.bakhshi41@gmail.com
ValiAllah Naghipour / Associate Professor of Qum University
Received: 2015/02/12 - Accepted: 2015/06/28
Abstract
The issue of management is ‘man’ in the framework of an organization and without it management as a branch of knowledge does not have a firm scientific base. Nor does it achieve the desired efficiency level unless ‘man’ is properly understood. Meanwhile, decision-making, being of a special place and role in management, and being considered as a counterpart of management in theory and practice, is mainly based on and effected by anthropological substructures. In other words, decision-making and its different steps (phases) is interwoven with a series of valuable anthropological debates to which theoreticians and managers have to direct their attention. Drawing upon the rational-traditional method based on seminary inference as well as citing Islamic resources, this research studied, described and analyzed , among the mentioned substructures, the basic issues related to existential possibilities and the constituent elements regarding those aspects of human cognition such as (disposition, spirit, soul, sensation, intellect, heart, thinking, intellection) as well as the basic factor of sexuality, seeking to explain their effect on decision-making. The final findings of research are presented in the form of clear statements regarding the different steps of decision-making.
Key words: Islamic management, anthropological foundations, decision-making, insight, disposition, capacity and behavior.
The Role of Piety in Employees’ being Self-Control
Ali Mosaed / MA in management, IKI mosaedali@yahoo.com
Mohammad Mahdi Naderi Qomi / assistant professor of IKI Naderi@qabs.net
Received: 2014/06/12 - Accepted: 2014/10/26
Abstract
The presence of "control" in an organization ensures the improvement of staff activities, and as a result, increases efficiency and productivity helping to achieve the organizational goals. External control of people is necessary, but without internal control, no actual control can be guaranteed. "Self-control" is a method in which man, based on his beliefs and values, behaves in line with organizational goals. "Piety" is a permanent disposition of soul by which man is extremely careful not to behave wrongly in the presence of God. In this study, data has been collected through a "library-based" method, and the concepts of "self-control” and "piety”, the motivational theories and the main aspects of human soul have been investigated. According to the three-fold aspects of soul, i.e. "knowledge", "desire" and "power", one way to create and establish self-control is strengthening the fear of God in people. Experience suggests that those who fear God, feel obliged to perform their organizational tasks more than the others. Therefore, one way to establish the employees’ self-control in performing their organizational duties is through strengthening divine piety in them.
Key words: control, piety, self-control, motivation.
The study of Some of Religious Organizations in Isfahan and the Relationship between Their Management Factors With an Emphasis on Maslow’s Hierarchy of Needs and Presenting a Multidimensional Management Pattern of Religious Organizations
Marziyeh Mokhtaripour / Ph.D in Educational Management, University of Isfahan, lecturer and researcherat
Islamic Development Organization m_mokhtari240@yahoo.com
Received: 2015/04/15 - Accepted: 2015/09/01
Abstract
This research is aimed at investigating the present situation and the relationship between management factors (the duties of the board of trustees, managers, authorities, congregation prayer leaders, (orators or eulogists) and communities. It also seeks to Investigate the functions and services of religious organizations (diversity, quality, Valuing the audience, physical appearance quality, facilities and place), and to survey the effect ivness of religious organizations and the external milieu which affect on organizations. This research has applied a descriptive-survey method and ‘’correlational analysis’’. The statistical population of the research consists of all religious organizations (religious mourning groups, propagandist-cultural clubs and Islamic societies) of Isfahan in 1391 which, thinking into consideration of the list of the Islamic propaganda organization of Isfahan, 50 religious organizations were randomly selected by the organization. This research has made use of the researcher-made questionnaire in the area of making multi-dimensional management pattern applicable in religious organizations. The statistical methods of data analysis have been Pearson’s coefficient, a univariable ANOVA, Toki test, multivariable regression and path analysis. The results show that 1. There is a positive and significant relationship between the elements of managers’ duties and the characteristics of managers, congregation prayer leaders, functions, services, organizational effectiveness and external situation excluding apparent position and applications. 2. There is a difference between the mean scores in terms of functions and services based on age, service record and work experience and the diversity of functions based on age and place of organizations as well as external situation in terms of sex which is meaningful in the level of p<0/05.
Key words: management, religious organizations, religious management, religious (mourning) groups, cultural and religious centers, Islamic societies.
An examination and Description of management and Human Resource Management From the Holy Qur’an Perspective
Ayyub Pazhuhan / MA of public administration, Payam Noor University Pazhouhan@pnu.ac.ir
Reza Rasouli / Associate professor of public administration, Payam Noor University R.rasouli39@yahoo.com
Received: 2015/04/15 - Accepted: 2015/09/01
Abstract
The religion of Islam has a plan for all aspects of human life including management giving expressions to all of the needs for human development, maturity and evolution. Today, one of the basic problems which has caused the country’s business managers and the Country administration System to encounter challenge is lack of sufficient attention to the precise impcementation of the principles, doctrines and values derived from the Islamic law, Qur’anic verses and Islamic traditions on management as well as human resources management. Accordingly, the present research has been conducted with the aim of investigating and describing management and human resources management from the viewpoint of the Holy Qur’an. This research is of descriptive-analytical aspect, drawing upon documentary research and library-based methods. The research findings confirm that, if our world-view of and our approach to ‘management’ and ‘human resources management’ is based on the Islamic and Qur’anic world-view, there will be a great evolution in management in general and in human resources management in Particular.
Key words: the Holy Quran, management, human resources management.
Islamic University, a Learning University; Needs and Challenges
Seif allah fazl al-lahi / Assistant Professor of education department, Qom Islamic Azad University
Maryam Heidar Zadeh / MA in adult and graduate education, Tehran University
Received: 2015/04/06 - Accepted: 2015/08/08 heydarzadehmaryam99@yahoo.com
Abstract
This study aims at evaluating how an Islamic University needs to have the components and characteristics of a learning university, and detecting the challenges faced. Using a descriptive- analytical approach, this library-based study rests upon the views of educational management scholars. The results show that 1- the main slogans of a learning university are "learning from practice and learning -based practice", and “modesty in learning and generosity in teaching”, which very well fit the fundamentals of the Islamic University. 2- University is a vital institution in the Process of development of any nation and is a crossroad between the three domains of culture, power and knowledge. No doubt, educational system and Islamic university operate within a society and its culture, and continuously interacts with the society. 3- In this era of knowledge, only things that are in constant change can be firmly established in life. Therefore, preservation of the culture of professional education, rapid response to changes, and creation of learning culture i.e. the culture which is organized for making changes as quickly as possible, are regarded as sustainable competitive advantages of universities. Universities, especially an Islamic university, should be equipped with the components of a learning university in order to remain in the state of competition. 4- considering the Islamic university’s reliance on the two foundations of culture and value-based leadership and dependence of learning universities on cultural infrastructures (mental models, team learning, and individual skill) and leadership (shared vision and systemic thinking), to enjoy the characteristics of a learning university is not out of reach . What is needed for turning an Islamic University into a learning university is replacement of a controlling leadership with a facilitating and evolutionist leadership.
Key words: Islamic University, challenges, needs, learning university.
