جمہوریت سے ہی پاکستان کا مستقبل ہے
ہر کس و ناکس کی پیہم جد و جہد اس کے مستقبل کے نکھار کے لیے ہوتی ہے۔ گذشتہ راصلوۃ آئندہ را احتیاط کے پیشِ نظر ماضی کو کر ید نا اہلِ لب کا شیوہ نہیں ہوتا صرف واقعات سابقہ سے حصول عبرت منشاء و مراد ہوتی ہے۔ حال کوبحسن و خوبی گزارنے کے ساتھ ساتھ مستقبل کی درخشندگی و تابندگی کے لیے کوشاں رہتے ہیں۔ جو پھر گیسوئے گیتیء استقبال میں مشاطگی کا فن سیکھ لیتا ہے۔ نابغۂ روزگارگردانا جاتا ہے۔
کوئی اپنا مستقبل سنوارتا ہے، کسی کی آواز یہ انگڑائیاں لیتی ہے کہ افراد خانہ کا مستقبل روشن ہو جائے ،کسی کی تمنایہ ہوتی ہے کہ میری قوم کا مستقبل مستنیر و منور ہو جائے ،کسی کے دل و دماغ کے کونے کھدرے میں یہ بات مہیمز ثابت ہونا شروع ہوتی ہے کہ روشن مستقبل ہی حاصل حیات ہے اور وہ اسی میں اپنی حیاتِ مستعار کے عظیم لمحات صرف کردیتا ہے۔
کتنا خوش نصیب ہے وہ شخص جو انفرادی کے بجائے اجتماعی سوچ کا حامل ہوتا ہے۔ اور پورے ملک کے لیے اس کی آرزو یہ ہوتی ہے کہ وہ درخشندہ و تابندہ مستقبل کی فضاء میں سانس لے۔ پاکستان کے مستقبل کی یہ خواہش صرف اور صرف جمہوری طرزعمل سے ہی پوری ہوسکتی ہے۔ پاکستان میں بسنے والے ہرشخص کی عزت و احترام صرف اور صرف جمہوریت سے ہی وابستہ ہے۔
جمہوریت میں ہر شخص کو گفتگو کی، تحریر کی، تقریر کی آزادی ہوتی ہے، وہ قانون کے دائرے میں رہ کر اپنی آواز ایوانوں تک پہنچا سکتا ہے، اور اُس کی حق وصداقت پر مبنی آواز سے ایوان بالا کے در و دیوار لرزنے لگتے ہیں ، ایوانوں میں موجود عوامی نمائندگان کی سوچ فلاح انسانیت کے کاموں کی تکمیل کے لیے مستعدومتحرّک ہو...
Shari‘ah’s teachings are perfect and forever. They leave everlasting impacts on society towards its spiritual as well as material purification (Tazkia) if implemented properly according to Qur’an and Sunnah. Interest (Sood/Rib┐) has been forbidden by Almighty Allah whereas Trade (Ba‘a) has been legitimated. To bring the Muslims of today out of Interest-based Banking System, religious scholars have outlined and introduced Islamic Banking System which, although, has got fast growth in market but still, a number of objections are being raised by different scholars leading to an impression that this system is not working in accordance with Shari‘ah. This not only discourages the entry of new ones to Islamic Banking Sector but also create confusions in the minds of the enlisted customers. Keeping in view the above scenario, need is felt to assess, evaluate and analyze the Objections raised with special emphasis on Islamic Concept of Bank, Charity Fund (Iltez┐m be tasaduq) and Mur┐ba╒a being the major points of objections of the critics. The present study investigates different aspects and dimensions of these objections in the context of Shariah and ground realities in order to know the extent of validity of these objections, highlight the gray areas giving rise to objections and give real picture to the public in general and enhance the satisfactory level of the enlisted Islamic Banking customers in particular.
The purpose of this research was to understand organizational change initiative in public sector organization. To expound the understanding, planning and initiation of public sector organizational change, a comprehensive and integrated study was required. It was also essential to undertake employee’s perspective and their descriptive experiences about the change process and the magnitude of employment of New Public Management (NPM) practices. Computerized Driving Licensing Authority (CDLA) of Khyber Pakhtunkhwa Traffic Police (KPTP) was selected for investigation. An exploratory study was framed in compliance to nature of the current study based on employees’ experiences, therefore, this research adopted social constructionist’s perspective with the help of narratives. Semi-structured in-depth interviews were designed and conducted on the employees of an organization at the time of change initiation. In total thirty-one interviews were conducted, including one repeat interview with project team member. Interviews were transcribed and grouped into meaningful information using narratives and thematic analysis techniques. A technology driven change was detected in CDLA with a focus on process-oriented change. The employees’ resistance and negative response towards change was ascribed to the lack of HR planning and practices. It was also found that there were several causes (including system related issues and human-related issues), components, complexities and constraints to the implementation of organizational change in CDLA. The change was brought in several phases using a stepwise approach. Moreover, gaps were identified in two successional phases of planning and implementation of change process. It was evident from the inquiry that technocrats were not welcomed in the bureaucratic system which led to hurdles at the launching phase of reform initiative for project team. In CDLA, few characteristics of NPM were objectively prevailing in vii practice, however, the study stipulated the absence of complete use and essence of NPM by public sector of KP. This research provided a comprehensive direction for future research including multiple case studies investigation, development of change model for developing countries and further exploration of change in autocratic organizations.