102. At-Takathur/Striving for more
I/We begin by the Blessed Name of Allah
The Immensely Merciful to all, The Infinitely Compassionate to everyone.
102:01
a. O The People!
b. Striving for more worldly riches distracts you from the Remembrance of Allah,
102:02
a. till you visit/reach the graves.
102:03
a. By no means!
b. You will soon get to know the consequences of your priorities in worldly life.
102:04
a. Once again, by no means!
b. You will soon get to know the consequences of your priorities in worldly life.
102:05
a. By no means!
b. You would not have been distracted from the reality of the Hereafter if you knew with certainty that you would be held accountable for the worldly life, you would not have preoccupied yourselves with it.
102:06
a. That you would definitely end up experiencing the Blazing Fire,
102:07
a. and again, if you knew that you would definitely end up seeing it with the very eye of certainty.
102:08
a. Then, at that Time, you will certainly be questioned about the bliss you enjoyed in the worldly life.
هدفت الدراسة للتعرف على المعايير المهنية للإدارة والقيادة المدرسية في بعض الدول الأفريقية وإمكانية الإفادة منها بسلطنة عمان، واتبعت الدراسة المنهج الوصفي، كما استخدمت نظرية تحليل المضمون في تحليل الوثائق في جمع البيانات والمعلومات. وتوصلت الدراسة إلى مجموعة من النتائج أهمها: أن معايير الإدارة والقيادة المدرسية في سلطنة عمان تركز على تناول المؤشرات دون تفسير شامل ومُتكامل لتلك المعايير، وأن مؤشرات كل معيار محدودة وقليلة للغاية ولا تٌلبي طموحات تطوير القيادة المدرسية في سلطنة عُمان في ضوء خططها المُستقبلية، وأنها بحاجة إلى معايير مستقلة في المعارف والمهارات والاتجاهات المهنية، كما أنها بحاجة إلى التركيز على المُصطلحات والمفاهيم التربوية والإدارية المُعاصرة مثل: التخطيط الاستراتيجي، والشراكات المجتمعية، وتكنولوجيا المعلومات والاتصالات، ومجتمعات التعلم المهنية، وأخلاقيات مهنة الإدارة المدرسي
This study is focused on identifying the facilitating role of the learning organizations in the process of
individuals' careers development. The research has undertaken the study of the part of the process of
Organizational Development, where capacity development in terms of Career Development of the staff is
carried out to enhance the capabilities of the organization. The study establishes the fact that if the objectives
of the two processes are merged together then a synergetic effect is created which enhances the pace of both
the process.
The theoretical framework of this study has taken career development as dependent variable, Organizational
Development strategies is the Independent Variable. This study analyzes the reliance of the introduction of
knowledge sharing strategy of OD on the individual capacity development. The main construct of this study is
to see the significance of the correlation between the processes of career development and Organizational
Development. The theoretical frame work has been studied in two different context i.e the learning
organizations' and the conventional organization and a comparative analysis of the two have been carried out
establishing certain results. Keeping in view the qualitative nature of the study, three different tools have been
employed by this study including Participant Observation, Questionnaire and Structured interviews.
The conclusion of the study indicated that the Learning Organizations context is more supportive to the
process of career development as compared to the Conventional context. It was also concluded that the
management of both the organizations are undoubtedly clear about the positive contribution of the capacity
development process to organization's benefit but the role performed by the management in these two
different context is different from each other. The recommendations of this study include a model for
integrating HR activities of the organization with the career development process.