86. Al-Tariq/The Star of Brilliant Brightness
I/We begin by the Blessed Name of Allah
The Immensely Merciful to all, The Infinitely Compassionate to everyone.
86:01
a. By the celestial realm and the Tariq.
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a. And what may enable you to comprehend the Tariq?
86:03
a. Tariq is the star of brilliant brightness before dawn.
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a. There is a guardian angel set up over every human being.
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a. So let every human being reflect of what insignificant substance he is created -
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a. - he is created out of a mingling of seminal and ovarian spurting fluid,
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a. emerging from between the male’s hip and the female’s pelvis.
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a. Surely, HE is Able to bring him back to life-
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a. - at the Time when all secrets of his deeds, dealings and speech will be exposed and judged,
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a. then he will have no power to hide them, and
b. no supporter to help him avoid the consequences.
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a. By the sky clouds giving rain, time and again,
86:12
a. and the land/earth too splitting time and again -
b. for gushing of springs and growth of vegetation.
c. and human beings during the Time of Resurrection.
728 Surah 86 * Al-Tariq
86:13
a. Indeed, this - Qur’an - is the Decisive Word!
86:14
a. And it is not for amusement.
86:15
a. Indeed, they are devising a plot/false arguments against The Prophet,
86:16
Impact assessment of microfinance programs have been remained the foremost concern of microfinance stakeholders for optimal policy measures. The existing literature regarding the impact assessment varies from parametric to experimental methods to evaluate the performance of microfinance programs across the world however; the literature is lacking a single measure to reveal maximum possible changes in socioeconomic variables resulting from microfinance institutions’ intervention. This study aims to develop a composite index for evaluating the performance of microfinance programs in multi-dimensional contexts. The study exposes a set of eight “diverse indicators” to evaluate the performance of a microfinance program on a wider socioeconomic scale. The dimensions of the index are consist of economic (Income, saving) and socioeconomic (poverty, access to basic facilities, family empowerment) indicators. The changes in deprivations of household, based on the selected indicators, reveal the intensity of success of a microfinance program towards their goals. Finally, we have developed an index by the interaction of incidence and intensity of socioeconomic deprivations. The index is named as “Multidimensional Microfinance Deprivation Index”. This is an index developed in the same line as multidimensional poverty index. The implications of this study are three folds; firstly, it will open up a new dimension of literature in the field of microfinance including Islamic microfinance by instigating an important area. Secondly, it may provide a better alternative to microfinance’s stakeholders to investigate the impact assessment of microfinance programs on a wider socioeconomic scale rather than a few economic. Last but not the least, the study integrates diverse socioeconomic indicators, after assigning weights and adjustment to portray an overall picture of the performance of microfinance in terms of uplifting the socioeconomic conditions of the poor and financially marginalized people.
Intragroup conflict is an inevitable reality in organizational life. It holds the potential for change. Task conflict
is associated with disagreement among group members and relationship conflict is linked with interpersonal
incompatibilities. Management makes lucid decisions because they know that intragroup conflict is very
important and it has significant impact on employee's performance. They defuse or eradicate its impact but
never avoid. This dissertation fills a gap in the conflict literature concerning intragroup conflict and its impact
on employee's performance. Moreover, it also clarifies the impact of task conflict and relationship conflict on
employee's performance.
The purpose of this study is to test a model of intragroup conflict among employees and its impact on
employee's performance. The sample of 142 individuals, working in 27 different teams, belonging to
commercial banks of Rawalpindi/Islamabad was selected. Questionnaires comprising four parts were sent
directly to target the segment. In the first part, the first 12 questions were about personal/general information;
second part consisted of 4 questions relating to task conflict; third part consisted of 5 questions of Cox's
organizational conflict scale concerning to relationship conflict; and the last part consisted of 17 questions on
employee's performance. Task and relationship conflict showed that the model is significant at .05 confidence
level (p>0.05). We compared both variables on individual basis, which revealed that the variable difference is
significant at p<0.05. The regression coefficient for relationship conflict was 0.408, which suggests that
employees' performance was sensitive to changes in the relationship conflict. The other variable, i.e. task
conflict is insignificant to employees performance at .05 confidence level as it is p>.05 level. The regression
coefficient of task conflict was negative but without any significance.
In this model, only significant variable that account variation in employee's performance is relationship
conflict. It's possible that the employees within the organization try to keep the conflict concealed because of
management/ organization reputation or flaming effect. This study would help executives as well as
management tier to understand how to take advantage from this research study and to develop measures to
solve 'intragroup conflict.