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دُور اُن سے دہر کی ساری بلائیں ہو گئیں
جن کی قسمت میں مدینے کی فضائیں ہو گئیں
ہم کو پہلے مل گئے رب کی عطا سے مصطفی ؐ
مصطفی ؐ کی ہم پہ پھر ساری عطائیں ہو گئیں
آمدِ محبوبِؐ ربِّ العالمیں کے فیض سے
فیض یابِ نعمتِ رب ساری مائیں ہو گئیں
عرش پر بھی بہرِ امت در گزر کی اِلتجا
فرش پر بھی ’’ربِّ ھب لی‘‘ کی دُعائیں ہو گئیں
سبطِ پیغمبر پہ جاں کچھ اس طرح قربان کی
حضرتِ عباسؓ پر قرباں وفائیں ہو گئیں
فاتحِ مکہ کا وہ اظہارِ امن و آشتی
محوِ حیرت امن کی سب فاختائیں ہو گئیں
آپؐ کا سجدئہ محشر کام آیا اُس گھڑی
پیشِ داور عاصیوں کی جب خطائیں ہو گیئں
گنگ لہجوں کی صدا آقاؐ عطا ہوں مدحتیں
مسکرا کے آپؐ نے فرمایا! ’’جائیں ہو گئیں‘‘
مَزرعِ ہستی پہ بارِش ہو گئی انوار کی
ظلمتیں مٹتی گئیں عرفاںؔ! ضیائیں ہو گئیں
Allama Shabbir Ahmed Uthmani was one of the prominent religious personalities who made efforts for islamization in Pakistan. So far as the major slogan in 1946 elections were to have a separate homeland of the Muslims where they may be able to live according to the Islamic values. It means Islam was the real power behind the struggle for Pakistan in 1947. After the making of Pakistan a religious scholar Allama Shabbir Ahmed Uthmani presented his services for isalmization in Pakistan as in this respect he had a unique role for the enforcement of Islamic system in Pakistan. Maulana Shabbir Ahmed Uthmani wants to see the constitution of Pakistan to be the leading document towards religious state. In this respect Allama Shabbir Ahmed Uthmani made critical efforts for designing the constitution of Pakistan which was finally approved by the Constitutional Assembly of Pakistan.
The current study was an attempt to investigate the impact of a comprehensive Performance Management System on Organizational Performance, while analyzing the mediating effect of employee performance and moderation of organizational justice in five Cellular Phone Companies (CPC) of Pakistan. The study was based on the gaps found in previous literature which emphasized on analyzing the effectiveness of performance management system in terms of its employee and organizational outcomes. Survey techniquewas employed for which a questionnaire comprised of multiple borrowed scales was used, which was revalidated in Pakistani context. Data were collected from 271 managers of Cellular Phone Companies of Pakistan. The study involved moderation, mediation and moderated-mediation analyses, for which Preacher and Hayes’ PROCESS MACRO (Model 1, 4 and 8) was used. The results of the study reflected significant moderation of organizational justice, partial mediationof employee performance and significant moderated-mediation effects of both on relationship between performance management system and organizational performance. It was established that comprehensive performance management system, duly supported by perception of organizational justice within the organization, leads to enhanced employee and organizational performance. The researcher also conducted multivariate analysis of variance (MANOVA) and Post Hoc analysis to analyze the differences of performance management system and organizational justice practices among the five cellular phone companies of Pakistan. From theoretical perspective, thecomprehensive performance management system framework comprised of seven dimensions, was usedfor the first time especially in the Pakistani context. Moreover, the moderating effect of organizational justice on performance management system was also researcher’s contribution. The study has also revalidated goal setting, expectancy and equity theory in Pakistani context. Results of the study suggested the cellular phone companies to focus on comprehensive performance management system incorporating goal setting, communication, establishing & monitoring performance expectations, coaching, feedback, performance appraisal and performance consequences along with positive perception of organizational justice in Pakistani context to achieve the objectives of enhanced employee and organizational performance. The study has also provided implications for future research in the area.