مولوی محمد عبدالرحمن خاں
افسوس ہے کہ مخدومی جناب مولوی محمد عبدالرحمن خاں صاحب صدر حیدر آباد اکاڈمی کی رحلت پریہ کلماتِ تعزیت بہت تاخیرسے پیش کیے جارہے ہیں۔ مرحوم اپنے وقت کے بہت بڑے فاضل، علومِ جدیدہ کے محقق، ماہرِ فلکیات اور بہت سی قابلِ قدر انگریزی اور اردو کتابوں کے مصنف تھے۔ ندوۃ المصنفین سے نہایت گہرا اور مخلصانہ ربط وتعلق رکھتے تھے اور ہمیشہ اپنے قیمتی مشوروں سے نوازتے رہتے تھے ۔۱۹۴۴ء میں ادارے کے تعارف اور اس کے حلقوں کی توسیع کے سلسلہ میں حیدرآباد جانا ہوا توجن بزرگوں نے اس خدمت میں بیش از بیش حصّہ لیا تھا اُن میں مرحوم کا نام سرفہرست تھا۔ اس کے علاوہ انھوں نے اپنی بعض گراں قدر تالیفات کے مسودے بھی کسی معاوضے کے بغیر ’’ندوۃ المصنفین ‘‘ کے حوالے کردیے ،چنانچہ ’’قرونِ وسطیٰ کے مسلمانوں کی علمی خدمات‘‘، ’’تاریخ اسلام پرایک طائر انہ نظر‘‘ اور ’’تحفۃ النُظّار‘‘(خلاصہ سفرنامہ ابن بطوطہ)جو مرحوم کی نہایت مفید ،تحقیقی اور اہم تالیفات ہیں اسی ادارے سے شائع ہوئی ہیں۔
اس صدی کے شروع میں ’’جامعہ عثمانیہ‘‘ کے قیام کاجو خواب دکن کے ارباب ِ علم وفضل نے دیکھا تھا اس کی تعبیر میں جتنا عملی حصّہ خاں صاحب مرحوم کا تھا کسی دوسرے کاکم ہی ہوگا۔مرحوم کم وبیش پچیس سال تک اس عظیم الشان ادارے کے نہ صرف صدر رہے بلکہ اپنے خلوص،محنت ودیانت ،عزم وہمّت اور بے پناہ جذبۂ عمل سے اس میں زندگی کی روح پھونک دی ،پھر وہ وقت بھی آیا کہ جامعہ کے تمام قدیم وجدید شعبوں میں اُردو کوذریعہ تعلیم بنانے والایہ فاضلِ اجل حیدرآباد کے جاگیر دارانہ نظام کی سازشوں کاشکار ہوکر گوشہ نشین ہوگیا اور رفتہ رفتہ اس کے کارنامے طاقِ نسیاں کی نذر ہوگئے۔مگر گردشِ لیل ونہار کی ستم ظریفی بھی قابلِ ملاحظہ ہے کہ ۴۷ء کے انقلاب کی...
Ḥajj―an annual Islamic congregation―is a supreme manifestation of Faith (Imān) in which muslims assemble to pronounce explicitly their subservience and loyalty to Almighty Allah alone. Besides freeing themselves from the squalor of Shirk, Muslims satiate their souls with the feelings of ‘Faith’ and ‘Unity.’ This fact is purely accomplished when the Muslims shed off their outer difference by donning the dress of unity (Iḥrām). Ḥajj is a perfect blend between ‘Creator’ and ‘creature’, ‘soul’ and ‘spirit’ on the one hand and an enduring and invaluable expression physically, socially, and materially on the other. From this pragmatic Institution, Pakistan―one of the premier countries of the Islamic world―can derive unprecedented benefits politically, socially, and economically. One of the important objectives of the paper is to describe the significance of Ḥajj to the people of Pakistan. In so doing, the paper examines and explores, objectively and analytically, the institution of Ḥajj and its implications on the Muslim world, particularly Pakistan. The first section of the paper, “Ḥajj―At a Glance”, presents meaning and historical background of Ḥajj. The second section “Revitalizing the Ḥajj”, besides presenting the revitalization of the Institution by the final Messenger (peace be upon him) also gives an overview of some of the very important rituals to be realized (during Ḥajj). The subsequent sections, “Socio-Economic Dimension of Ḥajj” and “Ḥajj―Implications and Impact on the Society of Pakistan”, describe respectively the socio-economic impact and leverage of the Ḥajj on the Muslim world in general and on Pakistan in particular. The study is followed by “Conclusion” wherein it has been argued that the Ḥajj can bring an immense transformation and positivity in a country if its sweetness is sought in all earnestness.
Employees are very important part of any organization. Their attitudes and behaviors at work can either enable organizations to cultivate and accomplish superior performance or close it operations. So, understanding those attitudes and behaviors of employees and what factors affect them is very crucial for any organization. Better understanding of attitudinal and behavioral issues will help resolve problems of low commitment, less job satisfaction, turnover intentions and many more managerial dilemmas. This thesis examines the impact of Psychological Contract on and attitudinal and behavioral responses of employees. This thesis also investigates the Antecedents of psychological contract included personality, organizational culture and work- family conflict. Attitudes and behaviors of the study include organizational citizenship behavior, job satisfaction, organizational commitment, job insecurity, stress, turnover intentions and knowledge sharing. Close - ended questionnaires were distributed among 600 males and females of public and private banks, universities and hospitals of Hyderabad and Jamshoro districts. The data was analyzed through multivariate analysis of variance and hierarchical regression. The findings showed that older employees formulate relational whereas, young employees formulate transactional psychological contract. It was established in this study that personality is a predictor of the psychological contract and psychological contract fulfillment. Organizational culture is also a significant contributor of the psychological contract and psychological is contract fulfillment. The empirical findings confirmed that conflict among work and family responsibilities can be very harmful for relational and transactional psychological contract. Psychological contract fulfillment also decreases as a result of clash in work and family responsibilities. Relational psychological contract, transactional psychological contract and psychological contract all had impact on attitudes (organizational citizenship behavior, job satisfaction, organizational commitment, job insecurity and stress) and behaviors (turnover intentions and knowledge sharing) of employees. No difference in formulation of relational psychological contract among male and female employees was found. Relational psychological contract was more persistent in public sector employees as compared to private sector employees. This study will help managers resolve attitudinal and behavioral problems of low commitment, less job satisfaction, turnover intentions and many more managerial dilemmas in the context of psychological contract. This study will assist in solving these problems and will help managers to modify and upgrade their selection and appraisal procedures to hire employees who form ‘relational psychological contract, who show attitudes (i.e. be more commitment, more satisfaction) and behaviors (i.e. lower turnover intentions) that are beneficial for organizations as they increase overall organizational performance.