عبداللطیف اعظمی کی وفات
(سبط محمد نقوی)
آج ۱۸؍ مئی کو لکھنؤ کے ایک اردو روزنامے میں رضا لائبریری رامپور میں منعقدہ ایک تعزیتی جلسے کی کاروائی نظر سے گزری، اس میں تین ادیبوں کی وفات پر اظہار غم دالم کیا گیا ہے۔ ان میں سے ایک نام محب محترم عبداللطیف اعظمی صاحب مرحوم کا بھی ہے۔ ان کے ایسے مستند دانشور کے فقدان کا جو صدمہ ہوا وہ اپنی جگہ پر ہے۔ اس کا ملال مستزاد ہے کہ وہ بہت چپ چپاتے رخصت کردیئے گئے۔ ریڈیو پر بھی یہ خبر اذیت اثر سننے کو ملی۔ لکھنؤ کے ان تین اردو اخباروں میں نظر سے گزری جو ہمارے یہاں آتے ہیں۔
مرحوم جامعہ ملیہ اسلامیہ کے انتظامی عملے میں تھے لیکن تعلیمی دور سے لے کر سبکدوشی کے بعد تک مرحوم کا قلم گل افشاں رہا۔ مولانا شبلی نعمانی مرحوم کے دفاع میں ان کا جہاد اور ماہنامہ جامعہ کے احیاء میں ان کی سعی مشکور۔ ان کے عدیم النظیر تاریخی کارنامے ہیں۔
مرحوم سے ملاقات کے موقع تو بس تین چار بار آئے مگر خط و کتابت کافی رہی۔ آخر میں میرے کسی فقرے سے بددل ہوکر مراسلت کا سلسلہ قطع کردیا تھا، پھر بھی کسی بات کے سلسلے میں ہیچ مداں کے معلومات جاننا چاہے تھے تو یاد فرمایا تھا۔
مجھے نہایت خوش اخلاق، مہمان نواز اور کریم النفس انسان لگے۔ ان سے آخری ملاقات جب ہوئی تو برادرم ضیاء الحسن فاروقی صاحب بھی وہیں تشریف فرما تھے۔ یہ ملاقات ان دونوں حضرات سے آخری تھی۔ افسوس ہے کہ وہ نسل بھی اب اٹھتی جاری ہے، جس نے بزرگان پیشیں کے دور کا ادراک کیا تھا۔ میں ان دونوں کے لئے دعائے مغفرت کرتا ہوں۔ فقط والسلام: سبط محمد نقوی۔ ( جون ۲۰۰۲ء)
عبداللطیف اعظمی
افسوس ہے کہ ۱۰؍ مئی ۲۰۰۲ء کو...
The Quran describes itself as a book of guidance. Sura l-Baqarah, verse (67) states: قَالَ أعُوْذُ بِاللّٰہِ اأنْ أَکُوْنَ مِنَ الْجَھِلِیْنَ۔He said, "I seek refuge in Allah from being among the ignorant. "The Qur'an does not render a coordinated description of the universe Creation and how it will end. In lieu of a continuous story of creation and cease, there are verses dispersed all over the Quran which deal with certain aspects of the universe’s Creation and end. These scattered verses provide information on the sequential events marking its development with varying degrees of detail. The primary objective of this paper is to analyze the Quranic Concept of Universe. The idea of steady state by Hermann Bondi, Thomas Gold, and Fred Hoyle (1948) suggests that this universe is created with big bang, it is expanding and it would be the same, always static, always contracting or always expanding with no end. This is in contrast with the pulsating theory of the accelerating expansion will result in weak gravity which will cause the universe to contract. When this contraction will condense everything back into one single point, this rapid compression will lead to another explosion (often referred to as mini big bang). As a result of which the universe will start expanding again. Hence it results in a pulsating universe in which there is alternate expansion and contraction of universe.
Procedural justice in performance management system is meant or creating and maintaining a comfortable
and productive working environment for all the employees where they could perform to the optimum level
with a perception of fairness and balance in the effort and reward structure within the overall context of
performance management system. `In general, procedural justice means fairness / honesty in different
functions of a system-. Procedural justice in performance management system has been a key area of interest
for the researchers and practitioners.
A lot of research has been carried out in this area and some of it has been in the recent years. This is even more
important in today's volatile business world where the absence of justice in performance management system
can cause a negative word of mouth, decrease in motivation, high turnover ratio, conflicts and intra-
organizational politics including introduction of worker unions etc. Non availability of procedural justice in
performance management system is also one of the main areas of concern for the employees and especially for
those in the private sector of Pakistan where economic downturn and political instability of the country has
contributed to the employees' insecurity in the workplace especially in the private sector.
Managers have their own perspective about performance management which is equally important and needs
proper understanding.
This research was aimed at understanding the perspective of both the employees and managers in the private
sector. Two hypotheses were proposed for creating a model and for proving the significance of relationship
among important variables. One of the hypothesis which was taken from the proposed new model on
procedural justice identified few important components for creating and delivering a procedurally just
performance management system. The second hypothesis was taken from the work of (Taylor, Renard and
Tracy, 1998) which was linked with the new model for it partial replication.
This research was conducted under the parameters of a professional research methodology. Initially the
managers and business owners of private enterprises were contacted for the initial interviews for having a
need analysis of this research. Data collection was done through two separate questionnaires where one of the
questionnaires was for the employees of private organizations and the other one was for the managers of the
private organizations. Similarly the questionnaire that was for the employees was constructed from the
variables of first hypothesis and the questionnaire that was for the managers was constructed from the
variables of the second hypothesis. This was done by the proper operationalization of the research concept and
by identifying all the related research dimensions. It was a cross sectional and generalizable study with an
overall population sample of two hundred.
Data was collected from fifty managers and one hundred and fifty employees who were all from private sector
of Pakistan. Pilot Test was conducted at an earlier stage for finding acceptable values of Cronbach Alpha for all
the items of two questionnaires. Five Point Likert Scale was used for the proper coding of data on SPSS. Chi
Square Test was applied on the collected data of both the questionnaires for proving the research concept
through quantitative means. Frequency distributions and bar charts for each item have been given as well.
Findings of this research work have identified the potential obstacles for the implementation of a justice based
performance management system in private firms. The results of this research match with the practical
observations and also with the past research.
In the overall perspective, this research recommends the use of new research based model on procedural
justice proved in this research for both the practitioners and academia. So this fact has been established that a
positive contribution of the factors like willingness of top management, pre appraisal training of assessors,
representing the post appraisal voice of employees, periodic performance feedback and accountability of
assessors will surely enhance the procedural justice in the performance management system. This procedurally
just system can be helpful for the organizations for better satisfaction with the system, improved working
conditions and lesser distortion of appraisal results.
Finally some useful recommendations have been given for the benefit of ractitioners and academia. It can be
useful for the practitioners to have a gap analysis for the current and required level of procedural justice for
their organization. This research puts a clear emphasis of the use of those variables which make a procedurally
just system with its distinct benefits for an organization.