مسٹر کینیڈی
امریکہ کے پریسڈنٹ مسٹر کنیڈی کا قتل بہت بڑا بین الاقوامی حادثہ ہے، جس کا اثر پوری دنیا کی سیاست پر پڑیگا، وہ غیر معمولی صلاحیتوں کے مالک تھے، ابھی ان کی عمر ۴۶ سال کی تھی، اور ان کی مدت صدارت بھی ڈھائی سال سے زیادہ نہ تھی، اس عمر اور اس مدت میں بین الاقوامی معاملات میں انہوں نے جس تدبر اور ہوشمندی کا ثبوت دیا وہ ان کی سیاسی بصیرت اور عالی دماغی کی بین شہادت ہے، وہ مختلف رنگ و نسل کی قوموں کے درمیان مساوات، دوستانہ تعلقات اور امن کے بڑے علم بردار تھے، اور اس راہ میں ان کے بڑے کارنامے ہیں، وہ نسلی تفریق و امتیاز کے سخت خلاف تھے اور اس میں انہوں نے اپنی قوم کی بھی مخالفت کی پرواہ نہیں کی اور نیگرو اور یورپین نژاد امریکنوں کے درمیان حقوق کے مساوات کی کوشش کے جرم میں قتل کیے گئے، اس لیے ان کا قتل درحقیقت انسانیت کی راہ کی قربانی ہے، مذہبی حیثیت سے بھی وہ قابل قدر تھے، وہ راسخ العقیدہ کیتھلک تھے، پروٹسٹنٹ میں تو برائے نام مذہب رہ گیا ہے، گورومن کیتھلک کی بعض رسمیں مشرکانہ ہیں لیکن یورپ و امریکہ کی خدا بیزار اور مادہ پرست سرزمین میں مذہب انہی کے دم سے زندہ ہے۔ (شاہ معین الدین ندوی، دسمبر ۱۹۶۳ء)
The Qur'an is the verses of Allah, which Allah Himself has taken assurance to keep safe. And there is no any other opinion in saying that the Holy Qur'an is still safe today as the prophet Muhammadصلى الله عليه وسلم taught to his Companions. Thereafter, it is also obligatory to follow the Qur'anic punctuation and pronunciation during the recitation of holy Quran same as mandatories mentioned in Quran o Hadith and ijma-e-ummah to earnest reading of the Qur'an. The Arabs were linguists, so they stop to the proper place, understanding the meaning. But for the nonArabs, it was a very difficult matter. Therefore, for the onvenience of the people, Allama Sajawandi put symbols in different places in the mus'haf so that these symbols can be dedicated in a suitable place keeping in mind and avoid spiritual error. Allama Sajawandi not only wrote many books on this topic but was the first to formulate endowment symbols on the Holy Quran. He Divide the symbols into five steps and apply them to the Mus'haf, Which are written still today.
The study primarily explored the impact of Learning Organization’s Practices (LOPs) on Employee Performance (EP) by examining the mediating roles of Employee Engagement (EE) and Employee Development (ED) in Pakistan’s Telecommunication Sector Organizations (PTSOs). It also examined the moderating role of Performance Appraisal Justice (PAJ) between the relationships of LOPs and EE and LOPs and ED in PTSOs. The study addressed the four research questions on PTSOs, covering; the impact of LOPs upon EP, impact of LOP’s on EP mediated through the path of ED and EE, Performance Appraisal Justice moderating the relationship between LOPs and Employee Engagement, and Performance Appraisal Justice moderating the relationship between LOPs and Employee Development. The hypotheses of the study included the significant impact of Learning Organization Practices on Employee Performance, Employee Engagement, and Employee Development. They also included the significant impact of Employee Engagement on Employee Performance, the significant impact of Employee Development on Employee Performance, the Relationship between LOPs and Employee Performance mediated through Employee Development and Employee Engagement, Performance Appraisal Justice moderating the relationship between Learning Organization Practices and Employee Engagement, and Performance Appraisal Justice moderating the relationship between Learning Organization Practices and Employee Development. VIIIThe study used quantitative approach using self-administered questionnaires. The questionnaire was built on the eight existing standardized questionnaires taken from; DLOQ, Marsick and Watkins (2003), CIPD (2006), Oreg and Nov (2008), Pinchuk (2010), Medlin and Green (2009), Muhammed (2006) and Gupta and Kumar (2013). Eight demographic questions have also been included in the second section of the study questionnaire. Instruments of the study were validated by factor analysis. The study included the data collected from 1228 respondents in PTSOs. All the relationships were tested using correlation and Structure Equation Modeling (SEM). The SEM indicated multiple confirmations like; LOPs had a strong impact on EP and on EE (Fig 7), LOPs did have a strong impact on ED, EE had an impact on EP, ED had a strong impact on EP. All of these indicated a significant path coefficient. Results also confirmed that Employee Engagement and Employee Development mediated the relationship between Learning Organization Practices and Employee Performance. Results drawn from SEM using the extracted significant path coefficient confirmed that the relationship between LOPs and Employee Performance was also mediated by both EE and ED together. Finally the moderation results extracted from SEM indicated that PAJ moderated the relationships between LOPs and EE, and LOPs and ED. The study divulged a new track for the researchers and practitioners of LOs. The sequence of measures have to be taken into consideration by the LOs, revealed from the current study i.e. 1) the provision of LOs first have to be ensured in the organizations to LOs in the right manner, 2) looking at the impact IXof LOPs upon their employees’ engagement states, 3) analyzing the impact of implemented LOPs on ED states, and 3) checking their performance appraisal system is bias- free performance appraisal system which should possess the said four justice types. Keywords: Learning Organizations, Learning Organization Practices, Employee Engagement, Employee Development, Performance Appraisal Justice, Employee Performance