انسانی دودھ کے بینک: تعارفی و فقہی جائزہ

Human Milk banks have been established in many parts of the world. The main purpose of these banks is to save the babies’ lives and to ensure that the newborn babies’ rights to breast milk are fulfilled. Especially for the infants whose Mothers could not feed them due to illness, lack of milk or lack of time. The problem is that milk bank practices in the Western countries contradict with the Islamic law whereby it may result in the possibility of overlapping of the progeny (nasab) and selling the organ of human, etc. The Muslim countries have been not participating in these milk sharing activities because of these religious issues. However, due to a critical need of breast milk in hospitals, this article addresses these issues and the different opinions of Islamic scholars and suggests ways to formulate a proper model of milk bank that is compatible with the Islamic law and to avoid further problems of nasab. This study has two main objectives: firstly, to introduce Milk Bank, causes of its’ existence, method of collection and storage the milk, the benefits of breastfeeding and the unpleasant effects of Milk Banks. Secondly, to review some authoritative legal scholars’ opinions on the issue of milk bank and to recommend a proposal on how to develop a milk bank in accordance with the Islamic law. The study is expected to be able to recognize the issues of Milk Bank, to make the people become aware of its side effects and religious problem.

Attribution and Influence Perception of Success Among Male and Female Managers: A Perspective of Pakistani Private Sector Organizations

Thesis Title: ATTRIBUTION AND INFLUENCE PERCEPTION OF SUCCESS AMONG MALE AND FEMALE MANAGERS: A PERSPECTIVE OF PAKISTANI PRIVATE SECTOR ORGANIZATIONS This study investigated whether people’s attribution for success and failure do reflect identifiable dimensions and whether or not these were compatible with those proposed by Weiner (1985, 2004) mainly internal and external locus of control. Moreover, it also looked at the perceived influence used by managers, mainly rationality, ingratiation and exchange maneuvers. It was hypothesized that success will be attributed more to internal factors like ability etc; whereas failure will be attributed to external factors like luck etc. The gender of the managers was believed to influence the attributions made, with males’ success and females’ failure attributed to internal causes. For influence perceptions, it was hypothesized that success will be attributed to the usage of ingratiation and exchange maneuvers as well as rationality maneuvers. As for the gender of the managers, it was hypothesized that males’ success will be assigned to the more frequent usage of rationality maneuvers, whereas the success of female managers will be assigned to the more frequent usage of ingratiation and exchange maneuvers. The design of the study was experimental and four hundred employees from the private sector organizations of Pakistan participated in this investigation. The overall design of this study was a 2 (managers: most successful/least successful) X 2 (manager’s sex: male/female) X 2 (participants sex: male/female) between-subjects factorial. This means that this was a 2x2x2 factorial design because three independent variables were examined: the managers’ success, the managers’ gender and the subjects’ gender all with two categories each. Data was gathered with the help of a self-report questionnaire with closed questions that included scaled items. MANOVA and ANOVA techniques were performed to test the hypotheses. The results revealed only partial acceptance of the hypotheses proposed. As predicted, success by a male was assigned to skill (internal), whereas the lack of career success in a female was attributed to lack of skill (internal). For influence perceptions, male’s success was assigned to the more frequent use of rationality maneuvers compared to the other managers. The gender of the participants was not significant in the evaluations of the manager. Moreover limitations, future research, directions, and implications for organizations were also discussed.