جو کام مجھے کرنے ہیں کرنے نہیں دیتے
حالات مجھے غم سے نکلنے نہیں دیتے
سچ ہے کہ وہی لوگ مرے دشمنِ جاں ہیں
جو لوگ مجھے جاں سے گزرنے نہیں دیتے
کم ظرف ہیں وہ جام چھلک جاتے ہیں جن سے
ہم اپنا بھرا دل بھی چھلکنے نہیں دیتے
تحسین مری اُن کو ، دعائیں مری لاکھوں
جو خود کو کسی دل سے اُترنے نہیں دیتے
لگتا ہے مرے اپنے مقدر ہیں یہ تائب ؔ
بگڑی جو کسی بات کو بننے نہیں دیتے
Gog and Magog Interpretations by Modern Scholars and its Application on Contemporary Nations: An Analytical Study According to the Islamic point of view Gog and Magog (Ya’jūj Ma’jūj), are two such supernatural and aggressive powers that will reveal from some unknown place. According to Islamic sources the two disbelieving powers (tribes) are the children of Yāfith son of Noah. Humanity will affect badly at their severely harmful activities on the earth. In the beginning they were free into some unknown place. The famous king Dhulqarnayn imprisoned them behind an unknown thick wall in human history. There are many conjectures regarding the wall, and it is sometimes considered in any Norwegian country because of too long duration of sunrise in these countries. Their population will be 10 times more than the World’s populations. They will be so much trouble creating nation from the race of Noah (A.S) even Isa (Christ) will take refuge on the mountain of Toor and Muslims will pray Allah to get rid of them. Today some modern Islamic researchers have been claiming that they are in fact, Chines or Russians as we find their resemblance in prophet's traditions. In this article, an attempt has been made to unveil the disputed matter that either they exist in current age in form of living peoples or some hidden which will be revealed before the end of time. The purpose of this research is to revisit different speculations about Gog and Magog as we find them also into the Bible. Many Muslims research took effect from Bible’s concept ignoring the traditions of the prophet and find out many different solutions which, according to me are to be seen into the true and clear facts by Quran and Sunnah.
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.