فصلنامه روش شناسی علوم انسانی
پیاپی 37 (زمستان 1382)

In order to improve the recognition and administration of human resources of the organization, the experts believe in the requirement of three outstanding events in the process of the development of management science: the human relation movement, the perfect quality management movement, and management exigency resolution. The implication from the three outstanding events is a reform of management methods as a result of deeper recognition of human nature. The study of the progress of management knowledge throughout the world reveals that any development in various aspects of management has resulted in an approximation towards spiritual values. Considering the above fact, the analysis and elucidation of the areas of the impacts of religious guidelines on management tasks, will be of great value in improving Islamic management system.In this article, the following elements have been compared with the Islamic guidelines: management theories in regard with a manager's view toward humans, management methods, moderate management, creation and innovation, motivation, decision making and solving the problem, encountering distrust, communication, effective data gathving and action authenticity.

Theories have crucial roles in dealing with problems, in any field of science, The same is true in regard with the science of management. In fact, a theory is the answer to a problem arisen in regard with a fact in a specific field. However, there are different approaches to decide about theories and their natures. These approaches cover a wide range from absolute empiricism to idealism. In order to describe the changing phenomena and influences, the models organize theories and in specific frameworks. Each theory, with the aim of elucidating a special phenomenon, reveals just part of the aspects of that phenomenon and based on various preferences the rest of the aspects are not dealt with. Meta cognitive elements affect the extent of realizing problems and offering solutions, and this results in specification of theories and clarification of phenomena. Therefore, it is necessary to consider every theory in the light of its historical, social, and epistemological context in which it has been developed, so that through realizing and improving the elements having contributed in its development, it becomes feasible to develop constructing theories in various fields of science.

In this article, through a brief consideration of the epistemology of empirical science in general, and the science of management in specific, it has been tried to re-identify, the position of these sciences amongst human knowledge: and then, in order to reveal the foundations from which this knowledge originates, the article is to elucidate the epistemology of Islamic management, as a major presumption for arriving at the Islamic management knowledge; so that a reasonable justification for such a knowledge is provided, and at the same time the principles and logical requirements for arriving at such a knowledge are provided. The article has succeeded to emphasize that the science of management, like all the other branches of humanities, is affected by the specific epistemological principles, and based on these principles the methods and resources are determined. Both the method and the resource have been condemned by an empirical epistemology which has resulted in discordance with other epistemological methods and resources. The religious epistemology provides us with a substance that approves other sources of epistemology, and by breaking through their exclusive views, supplies alternative methods and resources for doing research. Applying to revelation is the other source for religious epistemology, and the Islamic management, impressed by such an epistemology, finds another expansion in its issues and methods. This article reviews the epistemological approach and clarifies its effects on various fields of management.

Motivating employees is one of the major tasks of a manager: that is developing and strengthening an internal desire in the employees resulting in specific constant behaviors. The most important stimuli which motivate employees include: religious beliefs, just treatment, desirable subsistence, interesting objectives, attention, praise and encouragement, appropriate career design including: career engineering, career development, career circulation, career enrichment, group careers, and desirable career features. Based on these variables, it can be concluded that paying more attention to the followings improves the employees motivations: spiritual motives, a fair organization design and a just payment system; appropriately providing employees with what they require through realizing their needs; planning fascinating objectives adapted with the employee's interests and needs.

IN this article, first the concepts of organization and organizing have been examined and their importance in Islam has been elucidated. Then, based on the Holy Prophet's (peace be upon Him) method, meritocracy, as an important Islamic management element has been noticed. Furthermore, the major elements in organization task, such as duty partitioning and harmonizing, have been discussed based on a comparative approach. Later, as a historical evidence, the article deals with the way the duty of each group and social class of Islamic society was determined in the era of Imam Ali's caliphate, and how the key roles and major social tasks were distributed to among the tribes and different classes of society. In addition, it is discussed that, harmonizing subsystems of each organization requires organizational solidarity and unity. By applying the principles of conformity, solidarity in organization is improved and contradictions and disagreements are removed from the Islamic organization. And, this is what is observed in the approaches of infallible Imam Ali (peace be upon Him).

Organizational justice affects the payment satisfaction, responsibility towards the organization, and the desire to quit the job by employees. The justice in payment includes two aspects: external and internal. The purpose of career classification system is to practice internal justice. The internal and external references play a crucial role in the process of the compensation of fairness of the employee's wages and bonuses. Findings of this survey imply that the variances of simultaneous employment at several jobs, and the level of education correlate positively with the application of external references. While no considerable correlation was considered between the applied internal references and age, career type, career experience, and organizational rank.