(ہک بیت وچ چار ماہ دا ذکر)
چڑھے چیتر اداسیاں آگیاں
وسوں گئی، وساکھ مرجھا گئیاں
جیٹھ جند مصیبتاں کھا گئیاں
ہاڑ، ہاڑے گھت کرلا گئیاں
ساون ساہ دا یار وساہ کی اے
بھادوں بھاہ لگی، کیہڑی، واہ کی اے
اسو آس دا پھل تباہ کی اے
کتیں کئی لٹے، عشق پھاہ کی اے
مگھر مار کے مینوں لتاڑیا ای
پوہ پاس کلیجہ ساڑیا ای
ماگھ ماہی دا ورقہ پاڑیا ای
پھگن پھاہی حنیف نوں چاہڑیا ای
According to traditional-religious-culture the early age marriages are very common custom especially in rural areas. The act of marring girls in early ages is considered to be a good practice in these constituencies; in contrast, the holy Quran has provided some logical guidelines to reject this idea. In the holy Quran “men” are instructed to marry as per their choice, which reveals, it is necessary for a “man” to be adult (Baligh) for marriage. Considering this fact, how it is possible that a man can be permitted to have a non-adult (Nabaligh) life partner? In this regard, marriages between Adult and Non-adult, Non-adult and Non-adult are not permitted because it is against the right of equality. Further, the holy Quran instructs the guardians of the orphans to return them their valuables when reach to the age of Nikah; which reveals that there is a particular standard of age set for Nikah, if it is not so, why the holy Quran has made this bounding for the guardians of the orphans? As per the guidance of the holy Quran, it is clear that Nikah requires both man and women not only to be physically adult/mature but also mentally adult/mature. In this connection, it has been highlighted that Nikah which is a physical contract requires a particular age for man and woman which however cannot be an age of Non-adult.
Organizational Citizenship Behavior or "extra-role behavior" has received a great deal of attention from organizational behavior researchers in the last two decades. Unfortunately, because inquisitions into this topic are still at an early stage, relatively little is yet known about the antecedents of, or key influences on, OCB. In present investigation I looked at prognostic power of these four variables as antecedents of OCB (distributive justice, procedural justice, organizational commitment, and job satisfaction). For that a hierarchical regression analysis was carried out using OCB as the dependent variable. Research also intended to unmask that whether there is any relation between methods of performance monitoring and OCB and what type of effects performance monitoring has on dimensions of OCB which employee exhibit. Because my hypotheses examine the relationships among the methods of monitoring, dimensions of justice, and citizenship behaviors, I first analyzed the data using a nested-models analysis and then looked at the significance of the individual paths. In conclusion, overall, the results provide limited encouragement for the familiar compensatory model of relationships among the leader monitoring behaviours, perceptions of justice, and OCB. Informal discussions formal meetings were found to have a direct and positive relationship with altruism, courtesy and conscientiousness, conflicting with the overall negative relationship hypothesized between monitoring and OCB. Similarly, distributive justice was found to have a significant, negative relationship with the four out of five OCB dimensions, instead of the hypothesized positive relationships. Results does not approved that the exceptional variance in organizational citizenship behavior will be expounded via Organizational commitment Comparisons of findings show that satisfaction in job confirms solid association to Organizational Citizenship Behavior, tracked by organizational commitment, Interactional justice, and distributive justice.