تعلیم کی اہمیت
جہاں تک دیکھیے تعلیم کی فرمانروائی ہے
جو سچ پوچھو تو نیچے علم ہے اوپر خدائی ہے
تاریخ کی ورق گردانی کریں تو یہ بات اظہر من الشمس ہے کہ اس دنیا کے اندر جو بھی کارہائے نمایاں سر انجام دیے گئے وہ صرف اور صرف تعلیم ہی کی بدولت تھے ۔تعلیم ایک فرد میں جرأت مندی حوصلہ، دلیری، ثابت قدمی، قناعت پسندی ، صداقت، لیاقت، امانت اور دیانت جیسی عظیم صفات کی موجودگی کا سبب بنتی ہے۔
قرآنِ پاک کا مطالعہ کریں تو پتہ چلتا ہے کہ تعلیم کی کتنی اہمیت ہے۔ حضرت آدم ںمسجودِ ملائکہ بنے تو تعلیم ہی کے ذریعے یعنی اللہ تعالیٰ نے آپؐ کو اشیاء کاعلم سکھا دیا۔ طالوت کو بادشاہت ملی تو سبب علم ہی کو بتایا گیا۔ اگر حضرت یوسف کو سیاہ و سفید کا مالک بنایا گیا اور مصر کی بادشاہت ملی تو اس کا سبب بھی تعلیم ہی بنی۔ آپؐ نے فرمایا کہ اِنّی حَفِیْظ عَلم علا وہ از یں متعدد مقامات پرتعلیم ہی کا ذکر ہے کہ اس کے ذریعے کا ئنات میں مختلف امور سرانجام دیے گئے۔ اللہ تعالیٰ نے حضرت محمد صلی اللہ علیہ و آلہٖ وسلم کو ہر اس شے کا علم عطا فرمایا جو آپ صلی اللہ علیہ و آلہٖ وسلم نہیں جانتے تھے۔ ارشادِ باری تعالیٰ ہے کہ’’ اور سکھادیاتمہیں جو تو نہیں جانتا تھا‘‘(القرآن) اللہ تعالیٰ کی ذات کے بعد اگر کسی ہستی کا مرتبہ علیٰ و اَرفع ہے تو رسول اللہ صلی اللہ علیہ و آلہٖ وسلم کی ذات ہے لیکن اس کے باوجود بھی وہ یوں دعا کرتے ہیں کہ ’’یارب العالمین میرے علم میں اضافہ فرما‘‘تعلیم کی اہمیت ہر دور میں مسلمہ رہی ہے۔
حدیث نبوی میں ہے کہ:
’’ علم حاصل کرو گود سے لے کر گورتک‘‘ (الحدیث)
’’علم حاصل کرنا ہر مرد...
Hydro politics is the modern term for water issues. Every country wishes to protect its sweet water resources, especially those that have difficulties with rivers that run through more than one country. Water is required for the survival of over 180 species. This study is center on the importance of water to all living things, including humans, as well as to countries and their economies. The conflicts and treaties are also covered in the area of study on hydro-politics on the river Jhelum between India and Pakistan. Both countries have fought wars over water more than once, and if the water distribution issue can handle peacefully then their relationship may improve. The Jhelum River began in the disputed area of Jammu and Kashmir and flows through Pakistan and meets the Indus River. The distribution of Jhelum water was settled by the Indus Water Treaty in 1960, but India's repeated breaches made it a problem between the two neighboring states and one of the reasons for conflict between them. The research's main goal is to not only examine the causes of conflict but also to predict how it will be resolved in the future.
The emerging labor movement in 20th century had embraced very different views of possibility of democracy at work (Hyman, 2016). Despite being present in the scholarly and industrial research since decades, understanding on organizational democracy was limited (Lee and Edmondson, 2018). Majority of studies on this construct are qualitative, narrow in scope and have generalizability issues (specifically outside Europe and USA).Since the last two decades, academic and industrial researchers have shown greater interest in it, but the concept is still in need of more clarity, as well as theoretical and empirical support (Han and Garg, 2018; Battilana et al., 2016). In continuation of these efforts, this research develops the construct of organizational democracy which is “a system of organizational governance based on the principles of autonomy and freedom giving employees equal rights to participate, share, involve and contribute in organizational affairs directly or indirectly for attaining overall objectives and goals of organization”. Using extensive literature review, this research thoroughly examines how this centuries old multi-disciplinary, multi-dimensional and multi-facet concept came into the management literature. The review also includes a comprehensive discussion on what organizational democracy is, what impacts it can have on the organizations, empirical facts, and industrial practitioner’s efforts in flourishing this idea. Using several qualitative tools (literature review, focus groups, netnography, expert In-depth interviews and field survey), the research develops a construct on organizational democracy, differentiating feature being its comprehensiveness as compared to the already existing one. The qualitative information obtained through all sources was processed through quantitative content analysis using KH Coder. The findings of KH coder and learnings from American civic centre of education three components (liberalism, constitutionalism and functionalism), ten dimensions (freedom, fairness, integrity, tolerance, shared responsibility, structure, transparency, knowledge sharing, accountability and learning environment) were identified that led to development of conceptual framework for organizational democracy. By adopting established scale development procedures (DeVellis, 2017; Hinkin, 1998; Spector, 1992), the organizational democracy scale was developed, refined and validated. The new organizational democracy scale consists of 45-items, consistent with theory three components and ten dimensions. The new dimensions were verified by exploratory factor analysis x (EFA) using a sample of 287 respondents obtained from different educational institutes. The dimensions were further validated by confirmatory factor analysis (CFA) using a separate sample of 304 respondents obtained from various industries. All the major goodness-of-fit indices indicated the model’s good fit (χ2/df = 1.52; CFI = 0.96; NFI = 0.90; TLI = 0.95; RMSEA = 0.041; SRMR = 0.06). Finally, statistically significant figures (AVE and CR) for convergent and discriminant validities were obtained along with correlation values for each dimension not exceeding the criterion of 0.70 (Stevens, 2009) suggesting negligible multicollinearity. The development of organizational democracy scale is a valuable contribution in management, Organizational Behavior and Human Resource literature, especially in the Asian context. The newly developed measures will assist future researchers and industrial practitioners in deeper exploration of this important organizational construct. In addition, organizational managers and supervisors can use this scale for establishing, assessing and improving democratic practices at their workplaces. The testing of organizational democracy scale under different situations, settings and designs (sample size, contextual boundaries, methodology) in future, will further add to its authentication, validation and applicability.