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محمد خالد

                یوسف نیر(۱۹۴۷ء ۔۲۰۱۷) کا اصل نا م یوسف رحمت ہے اور نیر تخلص ہے ۔ آپ محلہ اٹاری گیٹ سیالکوٹ میں پیدا ہوئے۔(۱۰۹۰) آپ نے ایم ۔اے اردو پنجاب یونیورسٹی اور ایم۔فل اردو علامہ اقبال اوپن یونیورسٹی سے کیا۔ ۱۹۷۹ء میں آپ کی تعیناتی بطور لیکچرار گورنمنٹ کالج رحیم یار خان میں ہوئی۔ گورنمنٹ کالج سیالکوٹ سے ایسوسی ایٹ پروفیسر کے عہدے پر آپ ریٹائر ہوئے ۔(۱۰۹۱) آپ کالج میگزین lکے مدیر رہے اور ان کی ادبی تخلیقات اس میں شائع ہوتی تھیں۔ آپ کا شعری کلام ’’کاتھولک‘‘،’’نقیب‘‘ ،لاہور ،’’شاداب ‘‘ لاہور ، ’’شعاعِ نور‘‘ ،لاہور ،’’بیسویں صدی‘‘ ،لاہور اور ’’فنون ‘‘ لاہور میں شائع ہوتا رہا۔

                آپ مرے کالج کی مجلسِ سخن اور مجلسِ اقبال کے انچارج رہے۔ نیرمرے کالج کے علمی و ادبی مجلہ ’’الفیض ‘‘ کے نگران رہے اور مرے کالج سے اقبال نمبر اور غالب نمبر شائع کیے۔۱۹۸۸ء میں آپ پاکستان رائٹرز گلڈ کے مرکزی صدر منتخب ہوئے۔ پنجابی ادب سنگت لندن نے انھیں ۲۰۰۰ء کاادبی ایوارڈ لندن میں ایک مشاعر ے میں پیش کیا۔ (۱۰۹۲)’’روشنی کا پہلا دن‘‘ یوسف نیر کا شعری مجموعہ الحمد پبلی کیشنز نے ۱۹۹۲ء کو شائع کیا۔

                یوسف نیر ادب میں ادب برائے زندگی نظریے کے قائل ہیں۔ انھوں نے اپنی شاعری میں ہمیشہ غریب ،مظلوم اور پسماندہ معاشرے کے پسے ہوئے انسانوں کے دکھ اور محرومی کی بات کی ہے۔ وہ ظالم ،جابر اور استحصالی نظام اور افراد کی مـذمت کرتے ہیں۔ نیر گہرا سماجی شعور رکھتے ہیں وہ سماجی اور معاشرتی ظلم و ستم کو نظر انداز نہیں کرتے بلکہ اسے محسوس کرتے ہیں اور اپنی شاعری میں جا بجا بیان کرتے نظر آتے ہیں:

راہ کوئی نہیں ہے بچنے کی……

 

1ہر طرف شیش ناگ بیٹھے ہیں

 

The World viz-a-viz Covid-19 Pandemic  Which Way Is A Way to Temple?

The contemporary world is witnessing a deadly pandemic whose outcome till date has played havoc on the world economies and has rendered businesses, industries, and societies to a grinding halt. There exists even a greater danger that devastation of economies may eventually lead to conflicts within and outside the periphery of borders. The world will continue till its very end and humans will have to live with wars, pandemics, and natural calamities. Two ‘social’ institutions so far have remained the most fundamental for a rather unbumpy time-evolution of any society, viz. (i) Institutions producing ‘manpower’ (i.e, educational institutions); and (ii) Workplaces run by ‘manpower’ (such as businesses, trade, industries, and military).

The Anatomy of Workplace Advice Network in Relationship With Employees Personal Characteristrics, Psychological Profile and the Perceived Leadership Styles

Advice networks are integral part of an organization as they channel a highly valuable resource, advice, across the workplace in the form of information, ideas, knowledge, guidance and instructions among employees in an informal social network augmenting the formal communication channels. This thesis attempted to explore some commonly observed morphological structures of workplace advice networks including tie forming tendency, reciprocity, gender-based homophily, popularity and activity spreads and transitivity in the real-world context of personal (gender, education, experience and expertise), psychological (personality, emotional intelligence and positive psychological capital) attributes of employees and the perceived leadership styles- thus the term anatomy. Using purposive sampling, 20 service-sector organizations were surveyed as WANs and 100% response rate was achieved. Network data were collected using a sociometric matrix employing the roster method. On the other hand, the conventional data for the personal characteristics were collected using a section for the demographic variables. The questionnaire for personality, emotional intelligence and positive psychological capital were borrowed from Donnellan, Oswald, Braid and Lucas (2006), Wong and Law (2002) and Luthans Avolio, Avey and Norman (2007) respectively. The scales were tested for their validity and reliability employing exploratory and then confirmatory factor analyses for validity and Cronbach’s alphas for reliability of the scales. Finally, to map the real-world effects of actors personal characteristics, psychological profiles, and perceived leadership styles upon the selected structural paradigms of the workplace advice networks, this thesis resorted to Exponential Random Graph (or p*) Models. The results showed that actors in the advice networks followed a meticulous approach in seeking advice from given colleagues in the networks. The advice seekers also tended to form reciprocal ties besides the general tendency to form advice seeking ties with a common advice giver. As far as the nodal attributes were concerned, employees with higher scores on the personality scales tended to seek advice rather than give; whereas employees with higher scores on emotional intelligence were more inclined towards advice giving. Nonetheless, employees with higher positive psychological capitals were less inclined towards advice giving. All other structural elements and attributes were insignificant. Anatomy of workplace advice network xi The study mainly focused on the total effects of the psychological constructs including personality, emotional intelligence and positive psychological capital, there still is a need to measure the effects of the individual components of each of these constructs separately. Similarly, the effect to different types of leadership styles perception can also be independently studied with reference to the anatomy of workplace advice networks. Finally, structures like transitivity can be studied independently in a study for its various triangular forms.
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