Concept of Man & Work (CMW)

As a special creature, and to complete his life, humans must work hard and create. The work is done to fulfill the needs in his life.

Substance

1. Humans and Their Needs
2. Job (meaning & significance)
3. Work motivation
4. Work Professionalism
5. Work Culture & Work Ethic.

1. Abdulkadir Muhammad (2001), classifies human needs into four groups.

Economic Needs, are material needs, both property and objects that are needed for human health and safety. These needs include clothing, food and shelter,

Psychological needs are immaterial needs for human health and psychological peace, also known as spiritual needs such as religion, education, entertainment and so on.

Biological Needs, are the needs for human survival from generation to generation. These needs are often referred to as sexual needs and are manifested in marriage, forming a family and so on.

Job Needs, are practical needs to realize other needs. Job needs such as profession, company and so on.

Abraham Maslow's Hierarchy of Needs Theory

Abraham Maslow created the Theory of Needs or what is known as the pyramid of needs, namely:

1. Physiological needs (Phisiology)
2. The need for safety and security
3. Need for affiliation, love, and social act.
4. The need for recognition, appreciation, and status (Estem)
5. The need for self-actualization. (Self Actualization).

The above needs are grouped into:

• Physiological needs / primary needs
• Psychosocial needs / secondary needs.

According to this theory, each next level of needs will not appear before the previous level of needs are met. Secondary needs are more complicated than primary needs, because they are intellectual and psychological needs, not just functional-physical. Secondary needs grow and develop according to a person's intellectual maturity. For example, affiliation and love, recognition, appreciation, competition, self-actualization. Secondary needs play an important role in management to generate work motivation. Secondary needs are not always the same between one person and another, because sometimes someone needs self-actualization and does not need appreciation.

Mc. Cleland's Theory of Needs

Need for Achiefment (nAch), The need for achievement, namely the desire to do something better or more efficiently, solve problems, or master difficult tasks.

Need for Power (nPow), The need for power, namely the desire to supervise or control others, influence their behavior, or be responsible for others.

Need for Affiliation (nAff), The need for affiliation, namely the desire to build and maintain friendly and warm relationships with others.

2. Work

Working is empowering all human potentials, both material and spiritual, energy and mind, with the aim of fulfilling life's needs, both spiritual and material needs. Other terms for working include duty, position, job, occupation.

Work

Something that is issued by someone as a profession, intentionally done to earn income. Energy expenditure for activities needed by someone to achieve certain goals.

Type of work

• Workaholic: A person who is addicted to work. Very attached to work. Can't stop working.
• Workshy: A person who is lazy to work. Doesn't want to do work. Work is something disgusting.
• Work Tolerant: People who work as little as possible to get maximum results. View work as something that is not liked but must be done.

Role and Urgency of Job

1. First, There is a thought about the exchange of benefits. Workers receive rewards in the form of material such as wages, salaries, honorariums or non-material such as job satisfaction and pleasure. The provision of awards greatly affects the implementation of work, capabilities, and continuity.
2. Second, Work is one of the social institutions. There are reasons for the interaction that arises from work, namely the formation of a relationship of friendship, cooperation, affection, etc.
3. Third, work creates a certain strata position that is appropriate for individuals in their society.
4. Fourth, work is a means of self-actualization and self-appreciation.

Human Orientation in Work (Benneth)

• Economic Orientation (Instrumental): workers view work from the perspective of the money they earn.
• Social (Relational) Orientation: work as a social environment dominated by interpersonal relationships/personal loyalties.
• Psychological (Personal) Orientation: workers develop themselves and fulfill their needs from the work they do.

3. Motivation

Motivation is an internal state of an individual that generates strength, excitement and dynamism, and directs behavior toward goals. Work Motivation refers to conditions within and outside the individual ~ that cause variations in the intensity, quality, direction, and duration of work behavior.

There are three theories regarding work motivation:

1. Expectancy Theory
2. Theory of Equilibrium
3. Goal-Setting Theory.

Expectancy Theory

People will be motivated to work well if there is an opportunity to get incentives. The size of work motivation depends on the value of the incentive for each individual.

There are 3 important concepts related to this theory:

1. VALUE (Valence): Each form of incentive has a positive or negative value for a person. Also whether the value is large or small for a person.
2. INSTRUMENTALITY: there is a relationship between the work that must be done and the expectations that are held. So if the work is seen as a tool to get what is expected, work motivation will arise.
3. EXPECTATION: perception of the likelihood of success in achieving goals/work results.

There are three types of incentives

1. Material incentives = tangible rewards.

• Financial assistance.
• Fewer additional tasks.

2. Solidarity incentives = awards from organizations/associations and their members.

• Recognition or praise for performance.
• Help and support from colleagues/peer groups.

3. Incentives according to organizational goals = Purposive incentives

• Tasks that require the use of specialized knowledge and skills.
• Opportunity to grow and develop professionalism.

Theory of Equality or Balance

People tend to compare the incentives or rewards they receive with the incentives received by others who have similar workloads. If the amount of incentive between the two people is the same, then work motivation will arise. If it is smaller, then there will be a sense of disappointment which then reduces their motivation to work well. If one person receives more, then they will be more strongly motivated.

This balance theory states that people tend to always see the ratio between workload (effort) and the rewards they receive. If the two are balanced, people will feel satisfied, if the opposite is true, they will feel dissatisfied or disappointed. The next consequence is a decrease in work motivation.

The disappointment will cause inner tension. People who suffer from inner tension will try to reduce it in various ways. For example by saying that "maybe he has worked harder and his results are better than mine."

Goal Setting Theory

People are motivated to achieve clear goals; conversely, people will be less motivated to work if the goals of their work are not clear.

Why are various games very motivating for many people to participate because the goals to be achieved are there, clear and interesting. (Playing football for example).

People whose tasks have clear objectives and are more "challenging" show greater work motivation than people whose task objectives are vague or too easy to achieve.

Giving a clear task objective will be more motivating than just saying "Do your best," when the objective to be achieved is not clear.

Setting clear goals is a leadership in itself. Therefore, formulate or state the goals of each job/task clearly so that the people who will do it know it well. And this will motivate them to work towards that goal, even though they were not involved in determining the goal.

Sources of job satisfaction include:

1. Knowing that he has succeeded in his work;
2. Feel happy to have been able to use his/her knowledge/skills;
3. Gain personal skill development mentally and physically;
4. The activity itself;
5. Friendship and togetherness;
6. Opportunity to influence others;
7. Respect from others;
8. Time for travel and vacations;
9. Security in income and position;

4. Work Professionalism

It is a behavior, an aim or a series of qualities that mark or describe the character of a "profession". A profession requires not only special knowledge and skills through preparation and training, but in the sense of "profession" is also a "calling."

Thus, the meaning of "profession" contains two elements, namely "expertise" and "calling", so that a "professional" must combine within himself the technical skills needed to carry out his work, as well as ethical maturity.

Mastery of technique alone does not make someone a "professional." Both must be united. Both (technique and ethics) are the complete elements of leadership. Thus, when talking about professionalism, we cannot separate it from the issue of leadership in a broad sense.

In the workplace, superiors should assess people's abilities not solely on the basis of their degrees, but on the basis of their ability to achieve real progress using the knowledge they have.

In practice, we find that not everyone is able to utilize their knowledge in their work. It is not uncommon to find a graduate who is able to work routinely. On the other hand, a creative non-graduate is able to provide evidence of the ability to develop and add various forms of new benefits with the basis of his relatively limited knowledge.

A degree is not a guarantee of one's achievement. Achievement must be measured on the one hand by the results obtained by a person and on the other hand by a benchmark associated with the abilities that should be present in that person.

A degree only gives hope of the existence of that ability, but real ability must be proven through the results of applying the knowledge marked by the degree in one's work.

To gain such abilities, experience is the best teacher. Without the ability to draw lessons from his experience, a person will not experience the process of progress and maturity in work. People who are satisfied with obtaining a passing grade or degree and do not continue their learning process from work practice will experience setbacks in this dynamic world and will be left behind by others.

Characteristics of Professionalism in Work

1. Professionalism requires a desire to pursue perfect results, so that we are required to always seek to improve quality.
2. Professionalism requires seriousness and thoroughness in work which can only be obtained through experience and habit.
3. Professionalism demands perseverance and tenacity, namely the nature of not being easily satisfied or discouraged until results are achieved.
4. Professionalism requires high integrity that is not shaken by "forced circumstances" or temptations of faith such as wealth and the pleasures of life.
5. Professionalism requires unanimity of thought and action, so that high work effectiveness is maintained.

Competent

Tjerk Hooghiemstra: a person who is said to be professional is someone who is very competent or has certain competencies that underlie their performance. According to Tjerk Hooghiemstra, Hay group, The Netherlands in his article entitled "Integrated Management of Human Resources.

Competence

Competence is a person's basic characteristic that relates to effective or superior performance in a particular position. Competence can be in the form of motivation, traits, personal self-concept, attitude or values, knowledge possessed, skills and various traits of a person that can be measured and can show the difference between average and superior. It is further explained that it is necessary to distinguish between superior and average performance.

What Lyle M. Spencer put forward in his book entitled "Competence at Work" is not much different from what Tjerk Hooghiemstra put forward previously, Competence is a person's basic characteristics that are related to or result in effective and/or superior work performance in a particular position or situation according to established criteria.

Main characteristics: have a very deep meaning of competence and are an inherent part of a person's personality and can adapt attitudes to various conditions or various tasks in a particular position.

There are five characteristics of competence: motivation, attitude, self-concept (attitude, values ​​or self-imagination), knowledge and skills.

According to ILO/ASPDEP at the Regional Model Competency Standards preparation seminar, Bangkok, 1999, competencies include:

• The skill of carrying out individual tasks efficiently (Task skill).
• Skills in managing several different tasks in one's work (Task management skills).
• Contingency management skills: Skills to respond effectively to non-routine events and breakdowns.
• Skills in dealing with environmental responsibilities and demands including working with others and working in groups (Job/role environmental skills).

Competence focuses more on what is expected to be done by workers in the workplace, in other words, competence explains what a person should do, not what training should be followed. Competence must also be able to describe the ability to use knowledge and skills in new situations and environments. Therefore, the description of competence must be able to describe how to do something effectively, not just listing tasks.

Doing something effectively can be achieved with knowledge, skills and work attitude. Work attitude greatly affects productivity, but until now it is still debated how to change work attitudes and assess them, it is impossible to be implemented in a relatively short time.

According to the German concept (in the dual system) the term professional competence or key qualification is used. Professional competence includes a collection of several different competences as shown below.

5. Work Culture and Work Ethic

Culture

A certain way of life that radiates a certain identity of a nation (Ashley Montagu & Cristoper Dawson 1993). A whole of behavioral patterns that are sent through social life, art. Religion, institutions, and all the results of human work and thought from a group of people (Kotter & Heskett 1992). The whole system of ideas, actions and results of human work in the context of community life that are made human property by learning (Koentjaraningrat). Values ​​that have become habits such as "BUILT A WORK CULTURE"

Work Culture

Work culture is a philosophy based on a view of life as values ​​that become characteristics, habits and driving forces, become part of the culture in the life of a community group or organization and are then reflected in attitudes that become behavior, beliefs, ideals, opinions and actions that are manifested as "work" or "working".

Organizational work culture is management that includes the development, planning, production, and service of a quality product in the sense of being optimal, economical, and satisfying.

Function of Work Culture

A component of human quality that is inherent in the identity of the nation and becomes a basic benchmark in development. Participates in determining the integrity of the nation and becomes a major contributor in ensuring the continuity of the nation's life. Closely related to the values ​​and philosophy of the nation that drive a person's performance.

Benefits of Work Culture

1. Changing employee attitudes and behavior to increase work productivity.
2. Increase job and customer satisfaction, functional oversight, and reduce waste.
3. Ensuring quality work results
4. Strengthening work networks (networking)
5. Ensuring transparency (accountable)
6. Building togetherness.

Culture of Dare to Take Risks (Take a Risk Culture)

Living in a risk-focused culture is full of efforts to suppress high risks, but with slow feedback. The importance of making the right decisions gives rise to the instinct to look far ahead. Making decisions takes a long time, and once done, thoughts are difficult to change. In this culture mature individuals are needed.

Focus On Process Culture

Individuals who are valued in this culture are those who try to protect the integrity of the system more than their personal interests. In government agencies, employees do not even get feedback. As a result, the effectiveness of the work until something happens that requires evaluation.

Hard Worker Culture

Hard work culture is a difficult culture, full of energetic activities. This cultural environment is very conducive to active people, closely related to achieving certain targets.

Example of Work Culture Formulation

In forming a charming personality:

• Regards
• Who
• Smile
• Polite
• Polite

Hopefully the QUALITY of your organization's human resources is not like this:

• complaining, demanding, selfish
• work as you please, lack of concern
• half-hearted work, often procrastinating, manipulative
• lazy, bad discipline, low work stamina
• minimal dedication, thin sense of belonging, lack of work enthusiasm
• stuck in a routine, resistant to change, lacking creativity
• work carelessly, quickly feel satisfied
• lowly serving soul, feeling great, arrogant.

Organizational Work Ethic

Work Ethic is actually a popular term for "taste for work":

• Spirit
• Self esteem
• Trust (confidence).

Professional Work Ethic

Your navigator to success:

• Work is a Blessing (I Work Sincerely and Full of Gratitude)
• Work is a mandate (I work properly and responsibly)
• Work is a Calling (I Work Thoroughly with Integrity)
• Work is Actualization (I Work Hard with Enthusiasm)
• Work is Worship (I Work Seriously with Love)
• Work is Art (I Work Smart and Full of Creativity)
• Work is an Honor (I Work Diligently with Excellence)
• Work is Service (I Work Completely and Humbly).

Expectations arising from Organizational Behavior:

• Finding true success
• Spirit of success in Organization
• Humans as Working People
• Integrated Success Theory
• Ethos & Character Development
• Ethos & Competence Development
• Ethos & Charisma Development
• Ethos & Self Confidence Development
• Ethos & Spiritual Intelligence
• Ethos & Emotional Intelligence
• Advertiser Ethos & Intelligence
• Ethos & Financial Intelligence.

The Nature of Humans in Islam

The process of human creation. The origins of humans in the Islamic view cannot be separated from the figure of Adam as the first human. Adam was the first human created by God on earth with all his human characteristics.

Humans are mysterious and very interesting creatures of Allah. Humans were created by Allah SWT. Originating from the essence of the soil, then becoming nutfah, alaqah, and mudgah until finally becoming the most perfect creature that has various abilities. Therefore, humans must be grateful for the gifts that Allah SWT has given.

Humans according to the view of the Qur'an, the Qur'an does not explain the origin of human events in detail. In this case the Qur'an only explains the principles. Verses regarding this matter are found in the letters: Nuh 17, Ash-Shaffat 11, Al-mukminuun 12-13, Ar-Rum 20, Ali Imran 59, As-sajdah 7-9, Al-Hijr 28, Al-Hajj 5. The concept of humans in Islam can be taken from QS Al-mu'minun: 12-14.

[12] And indeed We have created man from an essence (originating) from the earth. [13] Then We made the essence of semen (which is stored) in a strong place (the womb). [14] Then we made the semen into a clot of blood, then we made the clot of blood into a lump of flesh, and we made the lump of flesh into bones, then we wrapped the bones in flesh. Then we made him a creature of another (form). So Glory be to Allah, the best Creator.

In the Quran itself, it has been explained about humans and the mention of human names themselves. The mention of human names can be seen from various aspects of human life, including:

a. Historical aspects

The creation of humans is called the Children of Adam. Allah says in QS Al-A'raf: 31 which reads. “O son of Adam, wear beautiful clothes every time (enter) the mosque. Eat and drink, and don't overdo it. Indeed, Allah does not like excessive people."

Some scholars are of the opinion that Prophet Adam was the first human created on this earth, but some other scholars reject this view because of differences in interpretation of the word caliph contained in the Qur'an, Al-Baqarah: 30. This verse contains a dialogue between Allah and the Angels when Allah was going to create Adam.

“Indeed, I want to make a caliph on earth. They (angels) said: Why do You want to make (a caliph) on the earth, someone who will cause damage to it and shed blood, even though we always glorify and purify You. Allah says: Indeed, I know what you do not know" (QS al-Baqarah).

b. Biologically

Humans are called basyar which means the appearance of something good and beautiful, then basyarah was born which means skin, which reflects its physical-chemical-biological properties.

"Among the signs of His power is that He created you from dust, then suddenly you (became) human beings who reproduced." (QS al-Rum: 20).

c. Intellectually

Humans are called humans, namely the best creatures who are given reason so they are able to absorb knowledge.

"Indeed, We have created humans in the best form" (QS al-Tin: 4). “He created humans. Teach him to be good at speaking" (QS al-Rahman: 3-4).

d. Sociologically

Humans are called nas, which shows their tendency to group with their own kind.

"O mankind, indeed We created you from a man and a woman and made you into nations and tribes so that you may know each other..." (QS al-Hujurat: 13).

e. Positionally

Humans are called 'abd which shows their position as servants of Allah who must submit and obey Him.

According to Islamic teachings, humans are essentially:

• Allah's creation is the most perfect and made in a very good form (QS al-Tin: 14).
• Created by Allah to serve Him. "I did not create jinn and humans except so that they would worship Me" (QS al-Dzariyat: 56).
• A creature endowed with a soul.
• Creatures endowed with reason. So there are humans who always submit and obey, there are those who believe, and there are also those who disbelieve.
• Humans were created by Allah to be khalifah on earth.
• Individually, humans are responsible for all their actions.
• Everyone is responsible for what he does: (QS al_thur:21)

Actually, humans consist of 4 elements, namely:

• Physical: Consists of all body parts or what is visible on the outside.
• Life: The element of life that is characterized by movement.
• Spirit: Working spiritually because of God's will.
• Lust: Desire that is born from within humans.

Reference

• Basic Cultural Sciences Based on the Qur'an and Hadith, Jakarta, Raja Grafindo Persada, 1996
• Mustafa Zahri, The Key to Understanding Sufism, Surabaya, Bina Ilmu, 1976, p. 121
• Qamarul Hadi AS, Building the Whole Man; An Anthropological Review, Bandung, Al-Ma`arif, 1981, p. 135
• Ibid, p. 136 Dawam Raharjo, Insan Kamil, The Concept of Humanity According to Islam, Jakarta, Tempret, 1987, p. 7
• Islamic Religious Education Lecturer Team, State University of Malang. 2009. Actualization of Islamic Religious Education”. Surabaya: Hilal Pustaka.
• Azra, Azyumardi. 2004. Islamic Religious Education in Public Universities,
• Jakarta: Directorate of Islamic Higher Education.

Science in Islam

A. Faith, Science and Technology and Charity as a Unity

The role of Islam in the development of science and technology and art is basically 2 (two). First, making Islamic Aqidah a paradigm of science and art. This paradigm is what the people should have.

Islam, not a secular paradigm as it is today. This Islamic paradigm states that Islamic Aqidah must be used as the basis of thought (qa'idah fikriyah) for all knowledge. This does not mean that Islamic Aqidah is the source of all kinds of knowledge, but rather becomes the standard for all knowledge. So knowledge that is in accordance with Islamic Aqidah can be accepted and practiced, while that which is contrary to it must be rejected and may not be practiced.

Second, making Islamic Sharia (which was born from Islamic Aqidah) as a standard for the use of science and technology in everyday life. This standard or criterion is what Muslims should use, not the standard of benefit (pragmatism/utilitarianism) as it is now. This sharia standard regulates that the use of science and technology is permissible or not based on the provisions of halal-haram (Islamic sharia laws).

Muslims may utilize science and technology and develop art, if it has been permitted by Islamic Sharia. On the other hand, if an aspect of science and technology and art has been prohibited by Sharia, then Muslims may not utilize it, even though it produces momentary benefits to meet human needs.

B. The Obligation to Seek Knowledge and Practice It

1]. Hadith on the Obligation to Seek Knowledge.

"Seeking knowledge is obligatory for every Muslim man and woman." (HR. Ibn Abdil Barr)

2]. Hadith Wanting Happiness in the World and the Hereafter Must be Obligatory with Knowledge.

"Whoever desires the life of this world, it is obligatory for him to have knowledge, and whoever desires the life of the Hereafter, it is obligatory for him to have knowledge, and whoever desires both, it is obligatory for him to have knowledge." (HR. Turmudzi).

3]. Obligation to Practice the Knowledge That Has Been Obtained.

Remember! when Allah took an agreement with the people of the book: "You should give information about the Qur'an to people and do not hide it." (QS Al-Imran: 187).

4]. Consequences of Not Practicing the Knowledge Gained.

"The greatest punishment for humans on the Day of Resurrection will be those who are pious who do not use their knowledge." (HR Thabrani).

C. Responsibilities of a Scientist or Scholar or People of the Book

1]. Sharing His Knowledge with Mankind

"The most important thing in charity is a Muslim who teaches his knowledge to his Muslim brother." (HR Ibn Majah).

2]. Consequences of Scientists or Ulama' or People of the Book Who Hide Knowledge

"Whoever hides his knowledge, Allah will restrain his mouth on the Day of Resurrection with hellfire." (HR Judge).

Reference

The Qur'an and its Translation. (1986). Jakarta: Ministry of Religion of the Republic of Indonesia. (1999). Religion, Work Ethic, and Development of Human Resource Quality. Bapindo, DKI Jakarta. http://www.masjidalakbar.com/khutbah1.php?no=135