Woman’s Share in Inheritance: Islamic Teachings, State Law and Contemporary Pashtun Traditions in District Bannu and Lakki Marwat

The woman was once considered a commodity and property of her male partner that was to be used for satisfying physical needs and procreation. There was no concept of woman rights in its ideal sense for many centuries in east and the west. Though socialists and historians claim that woman was once head of the family in the agricultural age due to certain factors of that age, the plight of women throughout various phases of history is pityful. It was when Islam came that the just rights for women were granted to them keeping in view their innate capabilities and requirement. The Islamic law of inheritance is one of such rights that accommodate and preserve economic needs of a woman in view of her rights and responsibilities as a mother, sister, daughter, and wife. Muslim states in the current age have also legislated and enforced certain laws in accordance with these Qur’anic principles. Contemporary Pashtun society, mainly a male-dominant society, indicates quite an opposite approach towards woman’s share in inheritance, however. An attempt has been made in this paper to study and explore the context, factors, and impacts of the Pashtun social traditions regarding women’s share in inheritance and explain the teachings of Islam based on rationality and divine wisdom and highlight the State Law in this respect as well.

A Comparative Study of Self-Perceived Employability Among Employees and Organizational Performance in Selected Private and Public Sector Organizations Pakistan

This study analyzes Self-Perceived Employability attributes among employees and its impact on Organizational Performance of private and public sectors in respect of key supporting variables i.e. personal attributes, occupational attributes, subjective career success, professional commitment, and internal and external labour markets. The twenty first century recognizes tremendous benefits of Self-Perceived Employability Attributes as a key of success for employees’ better performance as well as for organizational development. After presenting a theoretical frame work; a conceptual model is proposed and tested with AMOS (Analysis of Moment Structure) statistic technique to examine the impact of self-perceived employability attributes on organizational performance. Disproportionate stratified random sampling method was used to collect data from employees of private and public sectors’ organizations of twin cities, Rawalpindi and Islamabad, Pakistan through a structured questionnaire. The sample size (n= 464) is selected from total population of this study. This empirical investigation uses regression analysis, Tukey Test for mean difference, and mean and standard deviation for data analysis with SPSS 15.0 version. The findings validate the proposed model with significant correlation between self-perceived employability attributes and organizational performance either in internal or external markets. This study, therefore strongly advocates the implementation of self-perceived employability attributes among employees for better organizational performance by means of improving employee’s performance either in private or public sectors. The self-Perceived Employability attributes have a remarkable and immense importance in developing countries and especially in Pakistan so that growing human inventory can be trained and effectively used for sustained growth and human development. Findings of the study support educational qualifications that play vital role to enhance self-perceived employability attributes. Furthermore, as qualification increases, the self-perceived attributes also boost up and then business education contributes more as compared to other categories of education. Eventually, organizational performance will also be enhanced significantly. In the light of regression analysis, the findings of the study significantly maintain training, especially during service, which plays a dynamic role not only to enhance Self-Perceived Employability Attributes but also organizational performance. It is generally observed that feminine gender shows better attributes than masculine gender. Table 4.70 favours that private sector considers Self-Perceived Employability more important for better organizational output than the public sector. Thereupon, the findings of the study support self-perceived employability attributes which significantly enhance organizational performance for achieving sustainable development and competitive advantage.