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ایٹمی توانائی کا پُر امن استعمال

ایٹمی توانائی کا پرامن استعمال
آنکھ جو کچھ دیکھتی ہے لب پہ آ سکتا نہیں
محو حیرت ہوں کہ دنیا کیا سے کیا ہو جائے گی
ہماراوطن عزیز پاکستان بھی ایک ترقی پذیر ملک ہے۔ اسے اپنی تعمیر وترقی کے لیے مختلف ذرائع و وسائل سے کام لینا چا ہیے۔ ہمارے مشہور وسائل قوت، معدنی تیل، قدرتی گیس، برقی طاقت اور بائیوگیس وغیرہ ہیں۔ شمسی توانائی بھی ایک وسیلہ قوت ہے لیکن اس سلسلے میں ابھی تک کوئی قابل قدر پیش رفت نہیں ہوئی ۔تعمیر وترقی کے میدان میں ہماری ضروریات اس قدر وسیع اور لامحدود ہیں کہ موجودہ وسائل اور ذرائع قطعاً نا کافی ہیں۔ اس لیے ہمیں لامحالہ ایٹمی توانائی کے حصول اور پھر اس کے پرامن استعمال پر اپنی مساعی اور کوششوں کو مرکوز کرنا ہے۔ بڑھتی ہوئی آبادی اور پیہم روز افزوں ضروریات کے پیش نظر اگر ہم نے اس شعبے میں غفلت اور کوتاہی سے کام لیا تو ہماری تعمیر وترقی کا تمام تر نظام اور پروگرام درہم برہم ہو کر رہ جائے گا۔
اپنی توانائی کے حصول کے بعد اس سے ایٹمی دھما کہ مطمع نظر نہیں ہونا چاہیے بلکہ اس کا پر امن استعمال پیش نظرر ہے۔ اس سے منشاء اور مراد ہو کہ ٹیکنالوجی کے شعبے میں استحکام اور فروغ ہوتا کہ اپنے پاؤں پر کھڑا ہوسکیں اور عوام کو پر مسرت زندگی کی ساعتیں دے سکیں۔
ایٹمی ٹیکنالونی میں پیش قدمی کا صنعت و زراعت پر اچھا اثر پڑتا ہے۔ ایٹمی پیش رفت نے الیکٹرانک انڈسٹری پر خوشگوار اثر ڈالا ہے اور بہتر نتائج سامنے آرہے ہیں۔ تعلیم کے میدان میں بھی کافی ترقی ہوئی ہے۔ ایٹمی توانائی کے پرامن استعمال سے ہم اپنے مختلف شعبہ ہائے زندگی میں عظیم انقلاب برپا کر سکتے ہیں مثال کے طور پر ہم تکنیک استعمال کر کے زرعی پیداوار میں دس...

ملت ابراہیمی کے احیاء کےلیے حضرت عبدالمطلب کی کاوشیں قرآن کی روشنی میں : ایک تحقیقی مطالعہ Efforts of Hazrat Abd al-Muṭṭalib for the Revival of Millat-e-Ibrāhimī in the Light of the Qur’ān: An Exploratory Study

This exploratory study delves into the remarkable efforts of Hazrat Abd al-Muttalib, the revered grandfather of the Holy Prophet Muhammad, in rejuvenating the Millat-e-Ibrahimi, the Abrahamic faith, in pre-Islamic Arabia. This study investigates the pivotal role played by Hazrat Abd al-Muttalib in preserving and strengthening the monotheistic beliefs of his forefathers, Abraham and Ishmael, against the backdrop of a polytheistic society. Drawing from historical accounts, oral traditions, and early Islamic sources, the research uncovers the strategies and initiatives employed by Hazrat Abd al-Muttalib to foster unity among the disparate Arabian tribes and uphold the principles of monotheism. This study sheds light on a crucial yet often understudied period in Islamic history, exploring the legacy of Hazrat Abd al-Muttalib as a precursor to the prophethood of his grandson, the Holy Prophet Muhammad. By examining his actions and their impact, it provides valuable insights into the early foundations of the Islamic faith and the broader context of religious development in the Arabian Peninsula. Keywords: Hazrat Abd al-Muṭṭalib, Millat-e-Ibrāhimī, Abrahamic faith, Pre-Islamic Arabia, Monotheism, Revival efforts, Arabian tribes۔

Linking Learning Organization Practices With Employee Performance

The study primarily explored the impact of Learning Organization’s Practices (LOPs) on Employee Performance (EP) by examining the mediating roles of Employee Engagement (EE) and Employee Development (ED) in Pakistan’s Telecommunication Sector Organizations (PTSOs). It also examined the moderating role of Performance Appraisal Justice (PAJ) between the relationships of LOPs and EE and LOPs and ED in PTSOs. The study addressed the four research questions on PTSOs, covering; the impact of LOPs upon EP, impact of LOP’s on EP mediated through the path of ED and EE, Performance Appraisal Justice moderating the relationship between LOPs and Employee Engagement, and Performance Appraisal Justice moderating the relationship between LOPs and Employee Development. The hypotheses of the study included the significant impact of Learning Organization Practices on Employee Performance, Employee Engagement, and Employee Development. They also included the significant impact of Employee Engagement on Employee Performance, the significant impact of Employee Development on Employee Performance, the Relationship between LOPs and Employee Performance mediated through Employee Development and Employee Engagement, Performance Appraisal Justice moderating the relationship between Learning Organization Practices and Employee Engagement, and Performance Appraisal Justice moderating the relationship between Learning Organization Practices and Employee Development. VIIIThe study used quantitative approach using self-administered questionnaires. The questionnaire was built on the eight existing standardized questionnaires taken from; DLOQ, Marsick and Watkins (2003), CIPD (2006), Oreg and Nov (2008), Pinchuk (2010), Medlin and Green (2009), Muhammed (2006) and Gupta and Kumar (2013). Eight demographic questions have also been included in the second section of the study questionnaire. Instruments of the study were validated by factor analysis. The study included the data collected from 1228 respondents in PTSOs. All the relationships were tested using correlation and Structure Equation Modeling (SEM). The SEM indicated multiple confirmations like; LOPs had a strong impact on EP and on EE (Fig 7), LOPs did have a strong impact on ED, EE had an impact on EP, ED had a strong impact on EP. All of these indicated a significant path coefficient. Results also confirmed that Employee Engagement and Employee Development mediated the relationship between Learning Organization Practices and Employee Performance. Results drawn from SEM using the extracted significant path coefficient confirmed that the relationship between LOPs and Employee Performance was also mediated by both EE and ED together. Finally the moderation results extracted from SEM indicated that PAJ moderated the relationships between LOPs and EE, and LOPs and ED. The study divulged a new track for the researchers and practitioners of LOs. The sequence of measures have to be taken into consideration by the LOs, revealed from the current study i.e. 1) the provision of LOs first have to be ensured in the organizations to LOs in the right manner, 2) looking at the impact IXof LOPs upon their employees’ engagement states, 3) analyzing the impact of implemented LOPs on ED states, and 3) checking their performance appraisal system is bias- free performance appraisal system which should possess the said four justice types. Keywords: Learning Organizations, Learning Organization Practices, Employee Engagement, Employee Development, Performance Appraisal Justice, Employee Performance
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