سرشاہ سلیمان
نئی تعلیم نے جو بہتر سے بہتر نمونے ہماری قوم میں پیش کئے اُن میں سے ایک سرشاہ سلیمان تھے، وہ مشرقی تعلیم کے ایک ممتاز خاندان کے فرد فرید تھے، ان کا آبائی وطن ضلع اعظم گڑھ ہی کا ایک ممتاز قصبہ تھا، ملا محمود جون پوری جن کا نام شمس بازغہ اور فرائد کے مصنف کی حیثیت سے آفتاب کی طرح درخشاں ہے، ان کے مورثِ اعلیٰ تھے، سرسلیمان مرحوم نے بھی ابتدائی مشرقی تعلیم حاصل کی تھی، اور عربی تعلیم سے بہرہ ور تھے، ملا محمود نے فلسفہ میں ادب کی، اور ادب میں فلسفہ کی شان پیدا کی تھی، یہی خصوصیت سر سلیمان کی ذات میں تھی، ایک طرف وہ قصائد ذوق اور مثنویات میر کو ترتیب دیتے تھے اور دوسری طرف آئن سٹائن کے نظریہ پر نقد و تبصرہ کرتے تھے۔
سر سلیمان کی فطری ذہانت بے نظیر تھی، ذہانت کی بجلی ان کی رگ رگ میں بھری تھی، وہ نہ صرف ہائی کورٹوں کے جج رہے، بلکہ قانون کے نکتہ شناس بھی تھے، ان کی لیاقت و قابلیت کی شرح کے لئے چند سطریں کسی طرح کافی نہیں ہوسکتیں، اور ان سب باتوں کے ساتھ وہ مسلمان بھی تھے، ایماناً اور عملاً مسلمان! وہ ان تنگ ظرفوں میں نہ تھے جو رومن حروف کے چند الفاظ پڑھ لینے کے بعد اپنے کو حقائق و معارف کا سب سے بڑا عارف مان کر دین و مذہب سے بے نیاز ہوجاتے ہیں، اور بندگی کی حد سے آگے بڑھ کر خدائی کے عرش کا اپنے کو مستحق سمجھنے لگتے ہیں، مرحوم میں ان خوبیوں کے ساتھ بہت سی اخلاقی خوبیاں بھی جمع تھیں، وہ منکسر، متواضع، حلیم، اور سادہ مزاج تھے، ساتھ ہی اپنی رائے کے مضبوط اور کام کے دھنی تھے، وہ عالم تھے، مگر عمر بھر طالب العلم بنے...
Colonialism is strictly referred to the policies and Methods by an Imperial Power maintained and extended its control over the territories or People. A policy of extending a Country’s Power and influence through diplomacy or military. It also affects the literature of the Subject Country which is controlled by the colonialist. This Article Present an analysis of Colonial system and its impact for migration and its hurdles in Urdu Poem.
The first purpose of this study was to investigate whether workplace bullying and its dimensions of work-related bullying, person-related bullying, physical intimidation bullying, and cyber-bullying positively predicted three employee level outcomes of job insecurity, turnover intentions, and counterproductive work behaviour in targets of bullying. The second purpose of this study was to examine two positive psychology constructs, i.e. psychological capital along with its existing four dimensions of confidence, hope, resilience, optimism and additional four dimensions of wisdom, courage, gratitude, and forgiveness, and work engagement as possible moderators of relationships between workplace bullying and the three employee level outcomes. Employing snowball sampling through appointing a primary referral for each organisation, data were obtained from 162, (telecommunication sector) 102, (health sector) and 98 (higher education sector) employees. Linear regression was employed test direct effects and hierarchical regression was used to test moderation effects. Results revealed that full support was found for hypotheses pertaining to direct effects of workplace bullying on employee outcomes, while partial support was found for most hypotheses that had predicted direct effects of workplace bullying dimensions on employee outcomes. Full support was also found for hypotheses suggesting a moderating role of psychological capital on workplace bullying and employee outcomes relationships, while most hypotheses that had suggested a moderating role of psychological capital dimensions on workplace bullying and employee outcomes relationships found partial support. Most hypotheses that had predicted a moderating role of work engagement on workplace bullying and employee outcomes found partial support. Overall, of the 45 postulated hypotheses, 16 found full support, 24 found partial support, while five found no support. This study mainly found that adverse employee outcomes of job insecurity, turnover intentions, and counterproductive work behaviour are triggered in targets of bullying. Moreover, psychological capital and work engagement were proven as important moderators of workplace bullying and employee outcomes relationships.A notable theoretical implication of this study is broadening of the positive psychology literature: positive psychology variables of psychological capital and work engagement are suggested as significant employee strengths that may be employed as preventive measures to offset bullying effects in targets of bullying within bullying prone environments. Based on study findings, it is suggested that human resource managers, planners, and practitioners may design training and interventions focused on psychological capital and work engagement, and may integrate elements of psychological capital and work engagement in aspects such as job analysis, recruitment and selection, and work design. In addition, strengths, limitations, as well as theoretical, managerial, and organisational implications of the study are offered at the end of the study.