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This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License
Article
Islamic HRM: Laissez Faire or Free of Choice
Author(s)
Gürhan Uysal
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DOI:10.17265/2328-2185/2022.04.003
Affiliation(s)
Ondokuz Mayıs University, Samsun, Turkey
ABSTRACT
Proposition of this study is that Islamic HRM (human resources management) is related to laissez faire. Why Islamic HRM is related to laissez faire? Response might be potential and attitude analyses. Attitudes turn to behaviours in workplaces, and potential reflects future performance. Laissez faire is defined as free of choice in this study, and it is defined as freeness and liberty in France. Second principle of Islamic HRM might be not intervention to employees. Of course organizations determine goals, but no pressure to employees. On the other hand, firms are to always watch the performance of employees. HRM manager and line managers implement hidden performance evaluation. In conclusion, it can be proposed that Islamic HRM has three principles: laissez faire, no intervention, and performance evaluation. Mohamed represents philosophy of Islam. Mohamed was trader in Arabic peninsula, and it may operate as free market economy in trade in that era.
KEYWORDS
Islamic HRM, laissez faire, intervention (pressure), performance
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