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ممتاز حسین

ممتاز حسین
ممتاز شیریں پاکستان سے تعلق رکھنے والی اردو کی پہلی خاتون نقاد، تانیثیت کی علم بردار، افسانہ نگار، مترجم اور ادبی مجلے نیا دور کی مدیر تھیں۔ممتاز شیریں 12 ستمبر 1924ء کوہندو پور، آندھرا پردیش، برطانوی ہندوستان میں پیدا ہوئیں۔ ممتاز شیریں کے نانا ٹیپو قاسم خان نے اپنی اس نواسی کو تعلیم و تربیت کی خاطر اپنے پاس میسور بلا لیا۔ اس طرح وہ بچپن ہی میں اپنے ننھیال میں رہنے لگیں۔ ممتاز شیریں کے نانا اور نانی نے اپنی اس ہو نہار نواسی کی تعلیم و تربیت پر خصوصی توجہ دی۔ وہ خود بھی تعلیم یافتہ تھے اور گھر میں علمی و ادبی ماحول بھی میسر تھا۔
ممتاز شیریں ایک فطین طالبہ تھیں انہوں نے تیرہ (13)برس کی عمر میں میٹرک کا امتحان درجہ اول میں امتیازی حیثیت سے پاس کیا۔ ان کے اساتذہ ان کی قابلیت اور خداداد صلاحیتوں کے معترف تھے۔1941ء میں ممتاز شیریں نے مہارانی کالج بنگلور سے بی اے کا امتحان پاس کیا۔1942ء میں ممتاز شیریں کی شادی صمد شاہین سے ہو گئی۔ ممتاز شیریں نے 1944ء میں اپنے شوہر صمد شاہین سے مل کر بنگلور سے ایک ادبی مجلے "نیا دور" کی اشاعت کا آغاز کیا۔ اس رجحان ساز ادبی مجلے نے جمود کا خاتمہ کیا اور مسائل ادب اور تخلیقی محرکات کے بارے میں چشم کشا صداقتیں سامنے لانے کی سعی کی گئی۔ صمد شاہین پیشے کے اعتبار سے وکیل تھے۔ انھوں نے وکالت کے بعد ڈاکٹریٹ کی ڈگری حاصل کی اس کے بعد وہ حکومت پاکستان میں سرکاری ملازم ہو گئے۔ وہ ترقی کے مدارج طے کرتے ہوئے حکومت پاکستان کے بیورو آف ریفرنس اینڈ ریسرچ میں جوائنٹ ڈائریکٹر کے منصب پر فائز ہوئے۔
ممتاز شیریں نے زمانہ طالب علمی ہی سے اپنی صلاحیتوں کا لوہا منوا لیا۔ ان کی سنجیدگی ،فہم و فراست ،تدبر...

جهود العلامة إحسان إلهي ظهير في الدفاع عن العقيدة وتفنيده على الفرق المنحرفة والعقائد القاديانية كنموزج

Faith in the context of religion has a key role in the life of a person. It places a person in a belief system that evolves into a way of life and provides a unique system of logic to explain the phenomena of life around us. Good deeds are the inevitable result of sincere faith, so God constantly emphasizes rewarding those "who have faith and do good". So ʻAqīdah is the foundation of the religion Islam and it is based upon the Book of Allah and the Sunnah of Allah’s Messenger (ﷺ). Scholars of this Ummah used to give great importance to the affair of ‘ʻAqīdah by explaining it in their lessons and whenever they had an opportunity. So, they refuted the false beliefs and the deviated thoughts, and they clearly explained how they were counterfeit and baseless. A great Scholar from Pakistan named ʻAllāma Eḥsān ’Ilāhī Ẓahīr earned his fair share in spreading the correct belief. He studied at various prestigious institutions in Pakistan and abroad. He was also a graduate from the department of Sharīʻah Medina University. He studied under distinguished scholars including Shaykh Al-Albānī and Shaykh Ibn Bāz. He wrote extensively on many deviant sects such as the Qādiyānīs, Bābīs, Bahā’īs, Bātinīs and the Shīʻah. Objective of this paper to highlight the different aspects of this personality especially his great work in the field of da’wah around the world.

The Rationale & Development of Organizational Democracy Scale

The emerging labor movement in 20th century had embraced very different views of possibility of democracy at work (Hyman, 2016). Despite being present in the scholarly and industrial research since decades, understanding on organizational democracy was limited (Lee and Edmondson, 2018). Majority of studies on this construct are qualitative, narrow in scope and have generalizability issues (specifically outside Europe and USA).Since the last two decades, academic and industrial researchers have shown greater interest in it, but the concept is still in need of more clarity, as well as theoretical and empirical support (Han and Garg, 2018; Battilana et al., 2016). In continuation of these efforts, this research develops the construct of organizational democracy which is “a system of organizational governance based on the principles of autonomy and freedom giving employees equal rights to participate, share, involve and contribute in organizational affairs directly or indirectly for attaining overall objectives and goals of organization”. Using extensive literature review, this research thoroughly examines how this centuries old multi-disciplinary, multi-dimensional and multi-facet concept came into the management literature. The review also includes a comprehensive discussion on what organizational democracy is, what impacts it can have on the organizations, empirical facts, and industrial practitioner’s efforts in flourishing this idea. Using several qualitative tools (literature review, focus groups, netnography, expert In-depth interviews and field survey), the research develops a construct on organizational democracy, differentiating feature being its comprehensiveness as compared to the already existing one. The qualitative information obtained through all sources was processed through quantitative content analysis using KH Coder. The findings of KH coder and learnings from American civic centre of education three components (liberalism, constitutionalism and functionalism), ten dimensions (freedom, fairness, integrity, tolerance, shared responsibility, structure, transparency, knowledge sharing, accountability and learning environment) were identified that led to development of conceptual framework for organizational democracy. By adopting established scale development procedures (DeVellis, 2017; Hinkin, 1998; Spector, 1992), the organizational democracy scale was developed, refined and validated. The new organizational democracy scale consists of 45-items, consistent with theory three components and ten dimensions. The new dimensions were verified by exploratory factor analysis x (EFA) using a sample of 287 respondents obtained from different educational institutes. The dimensions were further validated by confirmatory factor analysis (CFA) using a separate sample of 304 respondents obtained from various industries. All the major goodness-of-fit indices indicated the model’s good fit (χ2/df = 1.52; CFI = 0.96; NFI = 0.90; TLI = 0.95; RMSEA = 0.041; SRMR = 0.06). Finally, statistically significant figures (AVE and CR) for convergent and discriminant validities were obtained along with correlation values for each dimension not exceeding the criterion of 0.70 (Stevens, 2009) suggesting negligible multicollinearity. The development of organizational democracy scale is a valuable contribution in management, Organizational Behavior and Human Resource literature, especially in the Asian context. The newly developed measures will assist future researchers and industrial practitioners in deeper exploration of this important organizational construct. In addition, organizational managers and supervisors can use this scale for establishing, assessing and improving democratic practices at their workplaces. The testing of organizational democracy scale under different situations, settings and designs (sample size, contextual boundaries, methodology) in future, will further add to its authentication, validation and applicability.
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