ڈاکٹر عبدالسلام سلامؔ سندیلوی
افسوس ہے ۱۶؍ ستمبر کی شب میں معروف محقق و نقاد اور شاعر ڈاکٹر عبدالسلام سلامؔ سندیلوی کا انتقال ہوگیا، وہ ہردوئی ضلع کے مردم خیز قصبہ سندیلہ میں ۲۵؍ فروری ۱۹۱۹ء کو پیدا ہوئے تھے، لکھنؤ میں اعلیٰ تعلیم حاصل کی، ان کو اردو فارسی کے علاوہ ہندی اور سنسکرت پر بھی عبور تھا، اردو میں پی۔ایچ۔ڈی اور ڈی۔لٹ کی اور ہندی میں وشارد اور ساہتیہ سدھا کر کی ڈگریاں حاصل کیں، مضمون نگاری اور شعر و شاعری کا چسکا طالب علمی کے زمانے میں لگ گیا تھا، شعر و ادب اور تحقیق و تنقید ان کا خاص موضوع تھا، ان میں درجنوں تصنیفات یادگار چھوڑیں۔ اردو رباعیات، اردو شاعری میں نرگیست اور اردو شاعری میں منظر نگاری بڑی اہم تصانیف ہیں، اول الذکر پر پی۔ایچ۔ڈی اور ثانی الذکر پر ڈی۔لٹ کی ڈگری ملی، ۱۹۵۹ء میں گورکھ پور یونیورسٹی سے وابستہ ہوئے اور پھر یہیں کے ہوگئے۔ وظیفہ یاب ہونے کے بعد بھی قلم و قرطاس سے تعلق باقی رہا، مگر کئی برس سے بینائی چلی گئی تھی اس لئے معذور اور خانہ نشین ہوگئے تھے، ڈاکٹر صاحب کی تصنیفات کمیت و کیفیت کے لحاظ سے اہم تھیں، لیکن اعزاز اور عہدے کے لئے بھاگ دوڑ ان کو پسند نہ تھی، اس لئے ان کو خاطر خواہ شہرت نہیں ملی، اس سال ان جیسے مستحق کو اترپردیش اردو اکادمی کا مولانا ابوالکلام آزاد ایوارڈ دیا جانا قابل ستایش اقدام تھا، اﷲ تعالیٰ مغفرت فرمائے اور پس ماندگان کو صبر وقرار بخشے۔ آمین!! (ضیاء الدین اصلاحی، اکتوبر ۲۰۰۰ء)
Leadership is the process of activities of someone who has the art / ability to influence, coordinate and move individuals so that cooperation arises regularly in an effort to achieve common goals that have been established / formulated. While educational leadership, namely the process of activities influencing, moving and coordinating individuals, organizations / educational institutions to achieve certain goals that have been formulated. Leader skills operate the organization. Is skill to cooperate, motivate and lead and technical skills, namely skills that must be possessed by the principal in using knowledge, methods, techniques, and equipment to complete certain tasks. Other activities that the headmaster must do as a self-developer are learning and observing daily work in the wet environment, observing management activities in a planned and creative way to develop new methods in the learning process and building networks.
From the last 3 decades, empirical evidence on employee empowerment and organizational justice perception and their influence on employee work related outcomes such as productive, performance, trust, motivation, organizational citizenship behavior, turnover intensions, organizational commitment prove its significance for management researchers and business organizations alike. However, limited research is devoted on whether or not justice perception can influence the relationship between employee empowerment and organizational commitment of the employees working in banking industry of Pakistan. Hence, this study was conducted to explore the relationship between employee empowerment and organizational justice and the moderating affect of organizational justice on this relationship. For the current study, data was collected from 300 employees serving in public and private banks of Pakistan. Simple linear regression analysis was employed to evaluate the relationship between empowerment and organizational commitment, further, hierarchical multiple regression analysis was used to test the moderating affect of all dimension of organizational justice i.e distributive justice, procedural justice and interactional justice on the relationship between employee empowerment and organizational commitment. The result of the regression analysis showed significant positive relationship between empowerment and organizational commitment, and highlights that management practice to empower their employees by providing authority and autonomy would results in enhanced level of employee commitment towards their respective bank. In addition, the evidence that has been concluded from the research findings, firstly indicates that when employees are empowered their commitment and tendency to remain loyal to the organization will also increase. Secondly, when employees of the banks perceives that their input is equal to their output, they are appropriately rewarded for their contribution and they are treated with respect and dignity, such perception results in beneficial behavior of employee towards the bank they worked for and ultimately enhance their level of commitment, absence of fair standards and organization policies would result in negative behavior of employee towards the respective bank. It is clear from the research that all the dimension of empowerment and organizational justice collectively has close association and influencing effect on employees working in banking industry. Besides, perception of distributive justice has been found an important justice dimension that has significant influencing effect when interaction of employee empowerment and organizational justice is under question due to its moderating effects on the positive relationship between employee empowerment and organizational commitment. Based on the research findings, this study has drawn some conclusions, firstly, when employees working in banks feels that their task is meaningful their level of commitment enhanced. Secondly, when employees have been give the right to take decisions in their daily routine work and they are equipped with necessary tools and techniques to perform their job effectively, their commitment escalate towards the bank they work for. Thirdly, when management of the banks engender fair and just procedures and create an environment where employees perceives that they are treated in just manner and the rewards they are getting are equal and balanced with their peers , their level of organizational commitment enhances