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Home > Leadership Styles As Viewed by Secondary School Headteachers of Lahore City [M. A. Program]

Leadership Styles As Viewed by Secondary School Headteachers of Lahore City [M. A. Program]

Thesis Info

Author

Abdul Ghaffar Sheikh

Supervisor

Usman Khalil Yousaf Zai

Department

University of Management and Technology

Program

MA

Institute

University of Management and Technology

Institute Type

Private

City

Lahore

Province

Punjab

Country

Pakistan

Thesis Completing Year

2001

Thesis Completion Status

Completed

Page

162 .

Subject

Education

Language

English

Other

Report presented in partial requirement for MA degree Advisor: Usman Khalil Yousaf Zai; EN; Call No: TP 371.2012 ABD-L

Added

2021-02-17 19:49:13

Modified

2023-01-06 19:20:37

ARI ID

1676713170259

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آصف فیملی پارک دی سیر

آصف فیملی پارک دی سیر
آصف فیملی پارک میں پہلی وار ویکھیا
اجمیری مسجد دا سوہنا گنبد باشکل مزار ویکھیا
الحاج احمد علی ہے نیک نمازی بندہ رب دا پیارا
مسجداں اُتے خرچ کریندا اوہدی زندگی دا ورتارا
بہاول نگر دی ممتاز شخصیت عزت کرے جگ سارا
غریباں تے مسکیناں دا اوہنوں غمخوار ویکھیا
ایڈا سوہنا فیملی پارک ہر کوئی ویکھن آوے
ویکھن والا دوجی واری فیملی نال لیاوے
رات گئے تک گھمے پھرے اوہ بہتیاں خوشیاں پاوے
میں وی جا جا پارک نوں ہے بار بار ویکھیا
پارک دے وچ گھمن والے رج رج خوشیان پاون
ہر طرح دے کھانے پکن جو دل چاہوے کھاون
چنگے ذائقے والی چائے ٹھاکر ہوریں پلاون
ایہو جیا ذائقہ تاں اساں نہ کدی بازار ویکھیا

کڑیاں وی کدی سیر بہانے فیملی دے نال آندیاں نیں
مہک پھلاں دیں پہل موراں دی پیاں اپنا دل پرچاندیاں نیں
دوجی واری نال سہلیاں ول ول اوتھے آندیاں نیں
کشتی رانی دے وچ وی بیٹھیا میں انہاں نوں کئی وار ویکھیا
سوہنی اُچی پہاڑی ویکھ کے خوشیاں ہون دوبالا
مست ہوا دے جھولے آون کوئی سمجھے درداں والا
ملے سکون تے فرحت ایتھے دکھ رب کریم نے ٹالا
مہماناں نے وی ایہہ رونق میلا عین جاندی واری ویکھیا
فیملی پارک دے کبوتر وی پئے ہو ہو کردے نیں
بند ر بچیاں کولوں چیزاں لے لے پیٹ اپنا پئے بھردے نیں
موراں نے جد پہلاں پایاں خوشی دے بدل ورہدے نیں
نقد و نقد ی خوشیاں ملیاں ناں اساں کدی اودھار ویکھیا
ساز آواز سریلی ایسی دل چ اتردی جاوے
عطاء اللہ دی طرز سی ساری ہر ہک نوں پئی بھاوے
کونج وچھڑ گئی ڈاروں ایویں وچھڑیاں دی...

أصالة علم مقارنة الأديان في الفكر الإسلامي

The interfaith dialogue has a very intricacy in its terminology. The interfaith dialogue changes with the passage of time. So getting the fruitful result is impossible unless & until the clear definition of interfaith dialogue. Islam teaches to respect all religions and Prophets to maintain and sustain the peace & harmony. Islamic teachings emphasize to convey the message to the followers of the religions but especially to the revealed religions. This is the need of the day to develop the sprite of harmony and understanding among the followers of revealed religions. This article discusses the different ambiguous terminologies and all these dimensions which are very essential for interfaith dialogue

Differential Effects of Challenging and Hindering Job Demands on Stress-Related Presenteeism and Outcomes: Can Psychological Capital and Mindfulness Be Successful Interventions to Undo the Harm?

For many decades, organization research scholars have been trying to find answers as to why individuals behave in a certain way at work and what consequences it can have for the individual and the organizations. In their quest for finding answers to such questions, they have mostly studied a variety of behaviours and also observed reasons for why people absent themselves from work (absenteeism) or chose to come to work (presenteeism) in spite of certain conditions when they shouldn’t do so. While a plethora of research is available on understanding the meanings and reasons of absenteeism, still its counterpart presenteeism does not enjoy the same attention of organizational scholars and has been limited to the attention of medical researchers and practitioners due to its narrowly defined nomenclature of ‘coming to work while ill’. An intriguing question here would be if people can absent themselves for all sorts of reasons other than health related and absenteeism can manifest into different meanings at the workplace, then presenteeism can also be due to different reasons and can have different meanings. Today’s work environment is dynamic and the challenges faced by individuals in contemporary organizations are countless; be it changing information technology, fierce competition at both local, national and global level, the shift in the paradigm of business from product oriented to service oriented, demographics changes, the changing nature of internal organizational structures and even the traditional understanding of a job as a set of fixed tasks. At the heart of all such changes is the individual who has to put in all efforts to meet organization sumptuous expectations of maximum productivity and long term success which has apparently little interest in an individual’s well-being. These challenges create stress for the individuals, they chose to be present at work but their mental energies are not focused on the task at hand and they are distracted. This type of psychological strain has been conceptualised by certain researchers as stress-related presenteeism. Though research on presenteeism has been overwhelmed by sickness-related presenteeism, researchers have started to raise important concerns about the understanding of sickness related presenteeism and how it can be measured. This study therefore, employed stress-related presenteeism which is an understudied construct and more relevant to the context of Pakistan which has a collectivist culture where there are strong norms of reciprocity, social bindings, and citizenship pressures due to which individuals may feel more pressures, thereby creating stress which can lead to distraction at work and can have devastative effects on their well-being. The field of presenteeism is quite a theoretical. Lack of theory is an important challenge while studying presenteeism. Most studies on the different types of presenteeism have used the job demands resource theory to explain how presenteeism manifests at the workplace where job demands have been seen as a crucial antecedent of presenteeism. The most popular model by Gary Johns also explicates that job demands can lead to presenteeism at the work place. Keeping in line with this theorizing, the current study used the Job Demands-resource (JD-R) model and the conservation of resource theory to investigate the differential effects of challenging (workload) and hindering (emotional demands and, cognitive load) job demands on stress-related presenteeism and outcomes (psychological well-being and procrastination). In an attempt to investigate how individuals can cope with stress-related presenteeism, individual personal resources of psychological capital and mindfulness were also included as moderating variables. Data was collected at two time waves from 298 employees of the banking industry of Pakistan. For analysis of data, stepwise regression analysis in SPSS and bootstrapping mediation analysis techniques were used.The results of this study confirmed the relationship between workload and cognitive demands with stress-related presenteeism. However, no support was found for emotional demands. As proposed, the findings also supported the moderating role of psychological capital and mindfulness on cognitive job demands and not on emotional job demands. In the end, results of the study have been explained based on past literature and theory and also practical implications for managers have been discussed at the end.