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Structural Behaviour of Composite Triple Layer Bridge Grids Ph. D Thesis

Thesis Info

Author

Mohammad Ashraf

Program

PhD

Institute

Allama Iqbal Open University

Institute Type

Public

City

Islamabad

Country

Pakistan

Thesis Completing Year

1988

Thesis Completion Status

Completed

Page

458

Subject

Engineering

Language

English

Other

Call No: 624.2 MOS; Publisher: Deptt. of Civil Engineering, University of Surrey

Added

2021-02-17 19:49:13

Modified

2023-02-17 21:08:06

ARI ID

1676710468003

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تحقیق کی ابتدا

تحقیق کے مباحث
موضوع1:تحقیق کی ابتدا
کہتے ہیں کہ حق تعالی نے انسان کو تخلیق کیا اور اسے بہت کچھ عطا کیا لیکن ایک چیز اس کی زنبیل میں نہیں ڈالی اور وہ سکون ہے۔انسان متجسس طبیعت لے کر پیدا ہوا اس میں کچھ کرگزرنے کا جذبہ بدرجہ اتم موجود ہے۔اسی جذبہ نے اسے غوروفکر پر مجبور کیا۔چونکہ انسا ن کو زندگی میں نت نئے مسائل کا سامنا کرنا پڑتا ہے اس لیے انسان زندگی کے ان مسائل کا حل تلاش کرنے کی کوشش کرتا ہے۔قدرت اس پر مہربان ہو جاتی ہے اور آئے روز نئے انکشافات کے نت نئے دروازے کھل گئے جس سے ابن آدم کی حوصلہ افزائی ہوئی۔یہ ابتدا اتفاقیہ یا بعض اوقات غوروفکر کے نتیجے میں ہوئی۔یوں ہر انسانی الجھن کا حل دریافت ہوا اور یہ حل ایک نئی دریافت ثابت ہوئی گویا یہ تحقق کی ابتدائی اور غیر مربوط صورت تھی جو بالعموم انفرادی کوششوں کا حامل تھی۔بعد ازاں ترقی کے بعد اس نے ان تجربات کو مربوط کیا اور دوسرے باصلاحیت لوگوں کو اپنی کاوشوں میں شریک کیا۔
تحقیق کے معنی و مفہوم
تحقیق اردو زبان کے زبان لفظ حق سے ہے جس کے معنی سچائی کے ہیں یعنی حقیقت کی تلاش۔تحقیق عربی زبان کا لفظ ہے اس کا مادہ "ح۔ق۔ق" ہے جس کے معنی کھرے اور کھوٹے کی چھان بین کے ہیں۔تحقیق کے لیے انگریزی میں لفظ Researchاستعمال ہوتا ہے۔Re کے معنی دوبارہ اور search کے معنی تلاش ہیں۔گویاریسرچ یا تحقیق کے معنی دوبارہ تلاش کرنے کے ہیں۔کرافورڈ کے مطابق:
"اس کی ابتدا ء کسی مسئلہ سے ہوتی ہے پھر وہ مواد جمع کرتی ہے ،پھر اس کا تنقیدی تجزیہ کرتی ہے اور صحیح شہادت کی بنا پر کسی نتیجے پر پہنچتی ہے۔"
ویبسٹر نیو انٹرنیشنل ڈکشنری:
" تحقیق محتاط یا سرگرم تلاش اور گہری جستجو کا نام ہے۔"

عالمی اتحاد و یگانگت کے لئے مکالمہ بین المذاہب کا کردار: تعلیمات نبوی کی روشنی میں

During these troubled times fallacious notions are being deliberately and repeatedly spread throughout the world by many biased, ill-informed and even mischievous persons regarding Islam and Holy Prophet Mohammad(SAW). Those writers have tried to damage the graceful and towering personality of Mohammad(SAW) in the eyes of the world. Thus, Islam is under the pressure of media, politicians, and even financial world donor institutions. The result of all this propaganda is that Muslims are considered a threat to Western way of life. Muslims are portrayed as fanatics, fundamentalists and terrorists. This article presents the Islamic view about interfaith dialogue especially in the light of the Quranic verses and Hadith of Prophet (SAW). Certain events from the life of the Prophet (SAW) have also been quoted when the Prophet Muhammad (SAW) held interfaith dialogue with the rulers, envoys and other factions. These incidents include different strategies of the prophet (SAW) calling DAWA and preaching for interfaith dialogue. At the same time Prophet (SAW) presented Islam as a religion of harmony and peace.

Gender Discrimination in Workforce Through Sticky Floor & Glass Ceiling Effects: A Study of Public & Private Organizations of Pakistan

Human Resource Management (HRM) is a very essential tool of the organizations. Now-a-days its importance has increased because of the heterogeneous work force. Globalization has resulted in the “Managing Diversity”, the prime aim of which is to provide equitable work environment for heterogeneous work force to perform to its potentials. One of the tools of the managing diversity is Equal Employment Opportunity (EEO). EEO prohibits all forms of employment discrimination. Affirmative Action (AA) is a supportive tool of EEO to correct the employment number mistake of the past. If EEO is not operating properly it will result in Sticky Floor and Glass Ceiling effects. This thesis examines Gender Discrimination through Sticky Floor (Horizontal Discrimination) and Glass Ceiling (Vertical Discrimination) effects. Horizontal discrimination is examined through employment, trainings, assignments and behavior at work place; vertical discrimination is examined through promotions and wage gap. Close ended questionnaire was administered from 526 samples-242 males and 282 females- of lower, middle and higher category employees of public and private health and education departments of Hyderabad and Jamshoro districts. The findings showed that females are discriminated more than males in employment, assignments, trainings, and behavior; more in public sector than in private sector. In terms of promotions there is no any significant discrimination against females in any of the sector. Study has also found that females in all age groups are discriminated more than males in public organizations than in private organizations. However females in age group 31-40 years are discriminated more and in age group 41-50 less. Effect of viiimarital status on gender discrimination in workforce is not different for females and males in public organizations than private organizations. The effect of children on gender discrimination in workforce is not different for females and males in public organizations than private organizations. The effect of domicile on gender discrimination in workforce is not different for females and males in public organizations than private organizations. Females are discriminated more than males in majority of the post groups (designation they hold) in both organizations. ‘paramedical’ females in public health department and ‘nurse’ in private health department and ‘HST’ in public and private education department face more discrimination; whereas ‘professors’ in public and private health department and ‘university professors’ in public and private education department face less discrimination. The effect of social class on gender discrimination in workforce is not different for females and males in public organizations than private organizations. The effect of district on gender discrimination in workforce is different for females and males in public organizations than private organizations. The effect of organization on gender discrimination in workforce is not different for females and males in public organizations than private organizations. Females are discriminated more than males in majority of the current salary groups in both organizations. In both sectors, females of salary group ‘5,100 to 8,000’ face more discrimination and ‘more than 50,000’ face less discrimination. The influence of education on gender discrimination is not different for males and females in private organizations than in public organizations. However, females of education group ‘intermediate’ face more discrimination and ‘PhD’ face less discrimination in public sector and females of education group ix‘matriculation’ face more discrimination and ‘MPhil’ face less discrimination in private sector. Females are paid less than males and that wage gap is more in private sector than public sector, though they have equal educational attainment level in both sectors. The findings have also shown that gender discrimination is inversely proportional with job satisfaction and motivation and commitment and enthusiasm, and directly proportional with the stress level.