معاملة المخطئين والجاهلين في ضوء السيرة النبوية العطرة

Allah Almighty had created man with the instinct to choose between good and evil. It is nature that being a human to be indulged in some activity unconsciously and then to realize and feel sorry for the crime committed. To err is human and to forgive Devine. So sins should not be treated as a single entity for there are of various types, ranging from the small mild ones to the big severe ones, thus dividing people who commit them accordingly. When our father and mother, ate from the forbidden tree, which was wrong, they realized it there and then, and instantly felt pain and remorse and abstained from it and declared repentance with humility and knocked the door of Allah for mercy and forgiveness. Allah the almighty heard their prayers and embraced them in his mercy and forgave their sin, for he is most gracious, and most merciful. Similarly our prophet has set an ideal for treating the sinners, he did not turn his face away from them nor did he declare abandoning them or excommunicating them or even counting them as dirt that should be avoided or looked down upon. He treated them with an open heart and with utmost compassion, sympathy and tolerance, and took them by the hand to the righteous path, his sympathy was always present, a sun that never sets. This article is basically to deal with prophetic examples and virtual self how the Prophet Muhammad (ﷺ) treated the sinners and ignorant. It is suggested that the public and the rulers should be made aware about the with deal to able be would they that so, (صلى الله عليه وسلم) Prophet Holy of teaching sinner and ignorant in an effective manners by following the teaching of. (صلى الله عليه وسلم) Prophet Holy

Relationship Between Workforce Diversity and Organizational Outcomes: Mediating Role of Organizational Justice Qamar Abbas Student Id: 2013-Qup-F-7874 Phd In

Workforce diversity is an emerging phenomenon in almost all kinds of organizations and is globally recognized as a force for increased productivity, creative solutions to complex problems, and human development but at the same time it brings some new challenges to the conventional ways of managing organizations. Researchers and practitioners, therefore, try to develop models for managing diversity. This research aims to find gap in the existing body of knowledge and add to it by studying workforce diversity and its impact on organizational trust and commitment with the moderating role of organizational justice. To test different relevant hypotheses, data was collected from a sample of 239 individuals working in various government organizations in Khyber Pakhtunkhwa (Pakistan) through a standardized survey. Descriptive statistics and multiple regression technique were used to make sense of the data. The findings reveal that workforce diversity has a statistically significant impact on different organizational outcomes (such as trust and employee commitment) in the presence of organizational justice. The study suggests some recommendations for managing diversity and provides directions for future research.