Post-Independence Colonial Impacts on the Political Development of Pakistan: The Bureaucracy

The ethos of every postcolonial country was shaped by the way in which it secured its independence, therefore in analyzing the political development of Pakistan from its creation one must consider the related development of India prior to Partition, exploring the nature of colonial rule and it’s far reaching impacts on the political development of Pakistan after independence. While India has seen innumerable kingdoms rise and fall and many waves of invasions, the British encroachment in India from the 18th century onwards, particularly the direct incorporation of India as the jewel of the British Empire in 1857, was unique in that it wrenched the locus of political and economic control away from the Subcontinent to Europe. However, many British residents in India ‘went native’, by adopting local religion and culture. The British loved India, whether residents such as Rudyard Kipling or the ruling elite in Britain (e.g. Queen Victoria had Indian servants and companions). The British cultivated an elite group of administrators from the powerful indigenous landowners and middle-class professionals (the latter of whom were mainly from Hindu castes), which helped the British to consolidate their vested interests to strengthen their rule in India. The amalgamated British army consisted of Indian and British soldiers under the command of British officers. This paper discusses in detail the impacts of British colonial rule in the Subcontinent with special reference to post-independence Pakistan drawing on archival records and other written materials on the subject.

Employees' Readiness For Change: Effects of Organizational Commitment And Social Support at Workplace

Development of organization is indispensable to encounter the changing requirements and competition. Change Management can aid organizations in bringing about change in their processes and people. People are considered considerably significant in the process of change, so their readiness for change matters a lot. This research probes the relationship of organizational commitment, social support and employees' readiness for proposed change. The study was carried out in telecommunication sector of Pakistan. Data was collected through email and self- administered questionnaires. Correlation and regression were applied to check the hypotheses and to test the intensity of relationship among the variables. Results showed a significant relationship between organizational commitment and readiness of employees for change. Committed employees showed a high level of readiness for change. Social support delivered by peers at workplace is useful in building morale and reducing resistance for adapting the changed methods and procedures. Social support significantly affects the change readiness. Response of one person may differ from that of other for the same change message and depends upon the cognitive structure of that person. Personality and culture are significant factors for change readiness. Problems related to readiness for change can be administered through a model called Five Message Component. Each component of this model can he analyzed and used for enhancing the degree of readiness for proposed change. There are many other factors which may influence the employees' readiness for change. There is a need to study change agents, clarity of change message and initiation of change process. This study is groundwork for advance research to comprehensive level of generalization.