فانی دنیا
جدوں دا تو رب رب کہنا بھل گئی
دُکھاں دی اُجاڑ وچ کونج وانگوں رل گئی
ویلا ہتھوں جان لگا پیا نوں منا لَے
پیا دے دوارے بہہ کے درشن پا لَے
جس ٹور پیا ٹورے من اوہ رضا لَے
ایویں جانیں جیویں تقدیر تیری کھل گئی
اوکھی سوکھی جیویں توں ایہہ زندگی نبھائی اے
موت ویلے لوکاں تینوں کفنی پوائی اے
بھین بھائی سارے تیرے پان گے دہائی اے
جیس ویلے روح تیری وطناں نوں جُل گئی
مال تے اولاد والی یاد تینوں آوے گی
اوس ویلے جان تیری بڑا پچھتاوے گی
چنگی کیتی نیکی جہڑی اوہو کم آوے گی
دل والی میل توبہ نال دھل گئی
لبھیا کی تینوں اس دنیا مکار توں
چھڈ سوہنے رب نوں تے ہوئی بڑی خوار توں
کسے نہیں او پچھنا جو ہوویں گی بیمار توں
ایویں کوڑی دنیا دی چمک اُتے ڈُل گئی
قادری دیؔ ایہہ گل توں پلے بنھ لَے
دنیا ناں رج کے تے ہک واری کھن لَے
گور وچ آوے گا سکون گل من لَے
جدوں اوتھے جنتاں دی وا گھل گئی
Laws of inheritance and succession exist since time immemorial in every human society. The estate of the deceased person is distributed amongst his/her legal heirs according to the laws of inheritance. Based on religions i.e. Islam and Hinduism-two different societies exist in the Indo-Pak sub-continent, having different frames of rules regarding socio-religious life. Coupled with a long history of closeness and co-existence, have deep religio-moral and socio-cultural diffusions and infusions with one another. The same impact permeates the laws of inheritance as well. This paper is an analysis of this permeation by focusing on the points of comparison and contrast in the light of the Holy Qur’ān, Sunn’ah and the sacred books of Hindūism.
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.