Karen Armstrong’s Works on the Life and Mission of the Last Prophet (S. A. W.): A Critique of Her Distortion of Historical Truths

Karen Armstrong is a well-known prolific writer on Christianity, Islam, and Prophet Muhammad. She appears in her writings very much objective. In her books on the Las Prophet (s. a. w.) “Muhammad: A Biography of The Prophet and “Muhammad: A Prophet for Our Times” she generally appears to be attempting, unlike many Orientalists, to creat soft image of the Last Prophet (s. a. w.) . Methodologically he works may be considered highly appreciable but from historical angle she seems to have distorted certain evidenc related to the Last Prophet (s. a. w.) . The basic reason for such lapse in her books is that she did not consult the original and basic authentic sources of Islamic history. This articl analyses where she faltered in her presentation of historica truths concerning the Last Prophet (s. a. w.) .

Effects of Organizational Culture on Employees? Job Satisfaction With Interactional Justice As Mediator: A Comparison Between Multinational and Domestic Pharmaceutical Companies of Pakistan

This research offers an insight into the effects of the organizational culture of domestic and multinational pharmaceutical companies of Pakistan, on the job satisfaction levels of employees working in them, through the mediating effects of perceived levels of interactional justice. By explaining the interactions between organizational culture, interactional justice and job satisfaction, the managers and owners of those organizations shall be able to modify and inculcate the requisite changes in their organizational cultures to enhance the output levels of their employees through increasing the job satisfaction levels. Through this research, it is empirically established that organizational culture is positively and significantly related to job satisfaction. Furthermore, it is also established that interactional justice also has a significant and positive mediation effect on the relationship between organizational culture and job satisfaction levels of the employees. Through analysis of data collected from a total of 396 employees working in 11 domestic and multinational companies operating in Pakistan, using convenience sampling technique, it is established that organizational culture, interactional justice and job satisfaction levels of multinational pharma companies are relatively better than domestic pharma companies. This difference is empirically attributed to better organizational cultures of multinational pharma companies in the research. Based on the analysis, it is recommended that organizational culture of a pharmaceutical company can be improved by adhering to written rules and procedures instead of relying on verbal instructions. Moreover, a culture which supports and encourages innovation and initiative shown by employees improves the organizational culture prevailing in the organization. Equitable pay scales and fair chances of upward mobility within the organizational hierarchy through timely promotions also result in better score of organizational culture, thus increasing the overall job satisfaction levels.