کسے معلوم انجام ِ محبت
تیرے وعدوں کے خمیدہ رستے پر
میری نڈھال حسرتوں سے اور نہیں چلا جاتا
تم سے جڑی ہر آس بغاوت پراتر آئی ہے
تمھاری یہ محبت جفائوں کا آمیختہ ہے
تمھاری تسلیاں اور پیار کے دلاسے سب میرا آموختہ ہے
ہر صبح میری سرخ آنکھیں امیدِ نوکا سورج دیکھتی ہیں
مگر جب شام سرمئی اندھیرا پہن لیتی ہے
انتظار کے چراغوں کا دھواں آنکھوں کی پتلیاں پھیلا دیتا ہے
یہ انتظار کب مجھے نیند کی وادی میں دھکیل دیتا ہے، معلوم نہیں
خوابوں کی تتلیاں بو جھل پلکوں پر آبیٹھتی ہیں
رات بھر تیرے خوابوں کی ایک مجلس بپارہتی ہے
سَحرہونے سے ذرا پہلے ایک ماتمی جلوس برآمد ہوتا ہے
حسرتیں نوحہ کناں ہوتی ہیں
آہیں اورنالے زنجیر زنی کرتے ہیں
محبت اپنے ’’ہونے ‘‘ اور ’’نہ ہونے‘‘ کی مرثیہ خوانی میں مصروف ہے
دل ایک کونے میں پڑا کانپتا ہوا محوِ دعا ہے
منتظر ہے کسی سورج کی حدت بھری کرنوں کا
جو اس کے بدن میں استراحت بھر دیں
The current research was conducted to explore the possible causes of actual employee turnover and turnover intentions. Using Post positivism research philosophy, phenomenological qualitative research method was used to explore the phenomena. Semi-structured interviews of 21 bank employees (selected using purposive sampling) were conducted which were analyzed using NVivo 12. The research findings suggest many uniques themes in order to overcome the problem of employee turnover, especially for banks. The themes which were developed consisted of five significant themes such as the bank appraisals and reward system was identified as biased and based more on favoritism, employee feel that their actual performance is not evaluated properly and sincerely. The other factor concluded by the research findings is that the employees are dissatisfied with the salary and benefits, as they felt that there should a consistent effort to identify employee personal needs which should be customized accordingly in their compensation plans as well. The very essential factor recognized in the research finding was the upward and downward communication gaps with the employees. Such perceptions generated related issues as the employees felt that branches are much deprived to have a direct communication channel with the top team heads. The other very essential factor discovered after the investigation of the phenomena of turnover is lack of career growth. Lastly, another important cause of employee turnover was the transfers, which took place without the consent of the employee. Employees felt demotivated due to such transfers and changes in their work locations. Recommendations and future research directions have been at the end of the research
This agent based model was constructed to help understand how rural electrification can affect the overall energy poverty and rural development of Sindh's coastal villages. The model uses gender relations, income and health as its key indicators of change. It has been built using NetLogo. The model helps identify possible ways in which the village may adapt to different scenarios pertaining to electrification and how that will in turn affect the overall development of the village. The study spans over 3 years. Baseline data was taken from 2014, then on-field data was collected in 2016 and again in 2019 for comparison. A sensitivity analysis of how each scenario affects overall rural development is also provided