مسٹر چرچل
بالآخر مسٹر چرچل کو بھی پیام اجل آگیا، وہ ا س صدی کی عظیم ترین شخصیتوں میں تھے، ان میں اتنے کمالات جمع تھے کہ مشکل ہی سے ایک انسان میں جمع ہوتے ہیں، وہ صحیح معنوں میں صاحب السیف و القلم بلکہ کچھ اس سے بھی زیادہ تھے، ایوان سیاست میں بے نظیر و مدبر، عرصۂ رزم میں جنگ آزما سپہ سالار میدان علم و ادب میں سحر طراز ادیب و خطیب، وہ اپنی قوم کے بہت بڑے محسن تھے، انھوں نے جتنی طویل مدت تک اپنے ملک و قوم کی خدمت کی اس کا موقع کم لیڈروں کو ملتا ہے، انھوں نے نوے سال کی عمر پائی اور ستر سال تک مسلسل کسی نہ کسی حیثیت سے خدمت کرتے رہے، وہ برطانوی قوم کے ناخدا تھے، انھوں نے ایسے نازک موقعوں پر اس کو ڈوبنے سے بچایا جب اس کی امید بہت کم رہ گئی تھی، گو وہ قدامت پرست طبقہ سے تعلق رکھتے تھے جس کا نقطہ نظر برطانوی شہنشاہیت کی توسیع و استحکام اور دنیا میں اس کی بالادستی تھا لیکن وہ اتنے بڑے آدمی تھے اور انھوں نے اپنی قوم کی اتنی گوناگوں خدمات انجام دیں کہ ان کی ذات دنیا کے لیڈروں کے لئے نمونہ ہے جس سے ان کو سبق حاصل کرنا چاہیے۔
(شاہ معین الدین ندوی،فروری ۱۹۶۵ء)
Sīrah is the topic which started during 1st Hijrah, from that time till now there are several books written on this topic, there is no such personality in history other than Prophet Muhammad (PBUH) whose biography from his birth till his death is preserved in such a manner. None of the aspect of his life is hidden, there was no such personality in history that was praised to such an extent. There are so many books written on the Sīrah of Holy Prophet (PBUH), but the one which was written by Allama Ibn-e-Kathir is indeed unique among them all. During his era there were too many books written on Sīrah al-Nabawiyyah but his command on Ḥadith and Fiqh made his work unique among others, he added authentic Aḥadith and narrations in his book and included such points which remained hidden from other authors. His book consists of 4 parts, and also includes Fiqh al Sīrah, which shows his great command over Fiqh (Islamic Jurisprudence). The work of Ibn-e-Kathir helps in deeply understanding the Sīrah of Prophet.
This study was based on human resource management (HRM) and performance linkages, and reviewed existing available HRM-Performance perspectives to iden- tify an alternate perspective for HRM. The most suitable option in literature was organizational justice (OJ) and its major dimensions. The objective of this study was to identify the missing theories of OJ, which if included would further sub- stantiate OJ and its major dimensions. Census method was used to collect data from faculty members and their respec- tive head of department of private higher educational institutions operated in Pakistan. A 5-point Likert scale was used which provided data from both types of respondents. A total of 966 questionnaires were distributed amongst the faculty members and their respective head of department. Out of 966 questionnaires, 588 successful questionnaires were returned with a response rate of 60 percent. The reliability of measures were evaluated through Cronbach''s alphas; while, the valid- ity were evaluated through expert opinion along with con rmatory factor analysis. One sample t-test and simultaneous equation models (three path mediated model) were used for testing of our eight hypotheses. The results re ect that the well identi ed missing theories in existing OJ scales include: external equity, equality, need, due process model, interaction with col- leagues, interaction with top management, and upward communication. Further, majority of experts opinion on missing theories (our proposed additions) have ap- peared on positive side, that is, they were more inclined toward agreed side than disagreed. Moreover, therstve econometric models (4.1-4.5) used for testing of hypotheses, one each for each of the OJ dimension have been signi cant on the basis of F-value. Additionally, majority of our proposed additions and existing sub-dimensions turn out to be signi cant, in therstve econometric models. Similarly, the last four econometric models (4.6-4.9) used to test the mediating mechanism of overall justice and employees'' job satisfaction have also been found signi cant on the basis of F-value. The mediated e ect of overall justice, and employees'' job satisfaction were also found statistically signi cant. Finally, the last model (4.13) used to test the moderating a ect of organizational size was sta- tistically signi cant; however, only two variables, that is, overall justice and rater procedural justice provide signi cant results. On the basis of results, it is concluded that there exist considerable theoretical gaps and misconceptions in existing OJ scales and literature. Further, presently missing theories (external equity, equality, downward communication, etc.), should be added to the existing dimensions of OJ to complete the concept. Moreover, OJ dimensions as measured through their sub-dimensions contributes towards over- all OJ, which in turn lead to employees'' job satisfaction, which further lead to employees behavior.