Memberikan kesempatan kepada karyawan untuk berpartisipasi dalam pengambilan keputusan yang mempengaruhi pekerjaan mereka.
Contoh: Menerapkan sistem manajemen partisipatif dan membentuk kelompok kerja lintas departemen.
Referensi: [7]
Daftar Pustaka:
[1] Azmi, I. A. G., & Hashi, A. A. (2015). "Human resource management in Islamic organizations: A literature review". Journal of Islamic Thought and Civilization, 5(2), 14-29. https://www.iiu.edu.pk/wp-content/uploads/downloads/journals/jitc/volume-5-fall-2015/2.pdf
[2] Hakim, A. (2016). "The implementation of Islamic leadership and Islamic organizational culture and its influence on Islamic working motivation and Islamic performance PT Bank Mu'amalat Indonesia Tbk. employee in the Central Java". Asia Pacific Management Review, 21(3), 176-183. https://doi.org/10.1016/j.apmrv.2016.01.002
[3] Hashim, J. (2009). "Islamic revival in human resource management practices among selected Islamic organisations in Malaysia". International Journal of Islamic and Middle Eastern Finance and Management, 2(3), 251-267. https://doi.org/10.1108/17538390910986362
[4] Al-Banna, H., & Rahman, A. A. (2020). "Workplace conflict management from Islamic perspective". Journal of Education and Social Sciences, 15(1), 51-60. http://jesoc.com/wp-content/uploads/2020/04/KC15_231.pdf
[5] Syed, J., & Ali, A. J. (2010). "Principles of employment relations in Islam: A normative view". Employee Relations, 32(5), 454-469. https://doi.org/10.1108/01425451011061630
[6] Branine, M., & Pollard, D. (2010). "Human resource management with Islamic management principles: A dialectic for a reverse diffusion in management". Personnel Review, 39(6), 712-727. https://doi.org/10.1108/00483481011075576
[7] Ahmad, K. (2009). "Leadership and work motivation from the cross cultural perspective". International Journal of Commerce and Management, 19(1), 72-84. https://doi.org/10.1108/10569210910939681
