2571-1075ISSN (Online)
Volume 11 , Issue 1 , PP: 34-46, 2025 | Cite this article as | XML | Html | PDF | Full Length Article
Ahmed Fahim Elgendi 1 * , Ghada Moukhtar Elgendi 2 , Nael Zabel 3
Doi: https://doi.org/10.54216/IJBES.110104
The dynamic business world of today has introduced a necessity of efficient models of organizational change that are adaptive and ethical in nature. Organizations have been challenged by the necessity of innovative models of change management based on the ethical leadership dimension and culture awareness. The aim of this study is to examine the AHMAD Model as a change model for organizational transformation, drawing on the leadership behavior of Prophet Muhammad (PBUH). It would like to explore how applicable the model is in contemporary organizational contexts and if it can bring together ethical leadership and effective change management practices. Comparative analysis of AHMAD Model earlier Islamic scholarship and recent organizational transformation theories by Kotter's 8-Step Change Model, Lewin's Change Theory, and Agile methodologies will be employed. Adaptability, holism, motivation, accountability, and discipline are the five key pillars of the AHMAD Model. The acronym is "AHMAD" as pronounced by the followers of the Holy Prophet Muhammad (PBUH); it encourages ethical leadership and further provides participative decision-making, reactiveness as three important ingredients of successful change projects and effective communication. The AHMAD Model can serve as a template for organizations that strive to embark on changing initiatives founded on high moral and people-centered principles. Driven by such values, these organizations will be capable of triggering a process that humanizes the workplace and creates a teamwork-based work environment and more plural. This paper fills an important gap in literature by connecting religious-influenced leadership frameworks with classical organizational expectations. This paper offers a new paradigm of strategic leadership based on the Prophet's practices where ethics supersede modern management. The model gives an organization a change management process that is methodical in approach but moral in nature. Future studies can be done on how AHMAD Model can be implemented in different cultures and the impact of that on organizational performance. Similarly, research on long-term effects of the implementation of this model on organizational culture and employee morale would be useful.
Ethical leadership , Organizational change , Spiritual values , Lean transformation , Cultural awareness , Organizational change model
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