اہلیہ، مولانا محمد انور شاہ الکشمیری
حضرت الاستاذ مولانا محمد انور الکشمیری کے ہزاروں تلامذہ اورارادت مندوں کو جوبرصغیر میں پھیلے ہوئے ہیں، یہ معلوم کرکے بڑاملال ہوگا کہ حضرت موصوف کی اہلیہ جنھیں ہم سب’’اماں جی‘‘کہا کرتے تھے، جون کے آخری ہفتے میں داعی اجل کو لبیک کہہ کر اس خاکدان سے رخصت ہوگئیں۔ اناﷲ وانا الیہ راجعون۔
مرحومہ بڑی خوبیوں اوراعلیٰ صفات وکمال کی خاتون تھیں۔حضرت شاہ صاحب ایسے شوہر کی وفات کے بعد انھوں نے زندگی جس صبرورضا اوراستقلال و توکل کے ساتھ بسر کی ہے وہ انھی کاحصہ تھی۔کئی برس سے کینسر جیسے موذی مرض میں مبتلا تھیں۔سعادت مند اولاد نے بڑے سے بڑے علاج معالجہ میں کوئی کسر اٹھا کے نہیں رکھی لیکن وہ کینسر ہی کیا جس سے مریض جانبر ہوجائے۔اس مرض سے مرحومہ نے جوغیر معمولی تکلیف برداشت کی ہیں وہ یقینا ان کے لیے درجۂ شہادت کی ضامن ہیں۔ اپنی اولاد معنوی کے ساتھ وہی تعلق رکھتی تھیں جو خود حضرت الاستاذ کو تھا۔ان کانفس وجود ہم لوگوں کے لیے سرمایۂ خیروبرکت تھا۔ افسوس اب یہ بھی ختم ہوا۔ اﷲ تعالیٰ کروٹ کروٹ جنت نصیب فرمائے اور صدیقین اورشہداء کامقام عطا ہو۔آمین۔ [جولائی۱۹۶۷ء]
Wherever person goes, he finds unless it finds advertisement tools in various shapes and sizes. These ads, which have become an important pattern in the life of traders are indispensable for them than in contemporary reality. But now companies are specializing in the production of these ads and incentives, taking advantage of all the modern means of magazines and broadcasting video and audio formats and even mobile internet services. Each of these companies have their own philosophy of it, some of which consider the legitimate controls in advertisements but other are to make money regardless of the appropriateness of these ads or following the controls of legitimacy and this research aims at highlighting the most important of these Islamic perspective controls which must be adhered when designing these commercials ads. Islam regulates the trade system and provides a sound guideline to its followers. It has forbidden all the malpractices being exercised in business and its advertisement. The research talks about the commercial advertisements, their types, aims and the opinions of Islamic experts about them. Besides, the research proves that advertisement is permissible according to shariah.
Procedural justice in performance management system is meant or creating and maintaining a comfortable
and productive working environment for all the employees where they could perform to the optimum level
with a perception of fairness and balance in the effort and reward structure within the overall context of
performance management system. `In general, procedural justice means fairness / honesty in different
functions of a system-. Procedural justice in performance management system has been a key area of interest
for the researchers and practitioners.
A lot of research has been carried out in this area and some of it has been in the recent years. This is even more
important in today's volatile business world where the absence of justice in performance management system
can cause a negative word of mouth, decrease in motivation, high turnover ratio, conflicts and intra-
organizational politics including introduction of worker unions etc. Non availability of procedural justice in
performance management system is also one of the main areas of concern for the employees and especially for
those in the private sector of Pakistan where economic downturn and political instability of the country has
contributed to the employees' insecurity in the workplace especially in the private sector.
Managers have their own perspective about performance management which is equally important and needs
proper understanding.
This research was aimed at understanding the perspective of both the employees and managers in the private
sector. Two hypotheses were proposed for creating a model and for proving the significance of relationship
among important variables. One of the hypothesis which was taken from the proposed new model on
procedural justice identified few important components for creating and delivering a procedurally just
performance management system. The second hypothesis was taken from the work of (Taylor, Renard and
Tracy, 1998) which was linked with the new model for it partial replication.
This research was conducted under the parameters of a professional research methodology. Initially the
managers and business owners of private enterprises were contacted for the initial interviews for having a
need analysis of this research. Data collection was done through two separate questionnaires where one of the
questionnaires was for the employees of private organizations and the other one was for the managers of the
private organizations. Similarly the questionnaire that was for the employees was constructed from the
variables of first hypothesis and the questionnaire that was for the managers was constructed from the
variables of the second hypothesis. This was done by the proper operationalization of the research concept and
by identifying all the related research dimensions. It was a cross sectional and generalizable study with an
overall population sample of two hundred.
Data was collected from fifty managers and one hundred and fifty employees who were all from private sector
of Pakistan. Pilot Test was conducted at an earlier stage for finding acceptable values of Cronbach Alpha for all
the items of two questionnaires. Five Point Likert Scale was used for the proper coding of data on SPSS. Chi
Square Test was applied on the collected data of both the questionnaires for proving the research concept
through quantitative means. Frequency distributions and bar charts for each item have been given as well.
Findings of this research work have identified the potential obstacles for the implementation of a justice based
performance management system in private firms. The results of this research match with the practical
observations and also with the past research.
In the overall perspective, this research recommends the use of new research based model on procedural
justice proved in this research for both the practitioners and academia. So this fact has been established that a
positive contribution of the factors like willingness of top management, pre appraisal training of assessors,
representing the post appraisal voice of employees, periodic performance feedback and accountability of
assessors will surely enhance the procedural justice in the performance management system. This procedurally
just system can be helpful for the organizations for better satisfaction with the system, improved working
conditions and lesser distortion of appraisal results.
Finally some useful recommendations have been given for the benefit of ractitioners and academia. It can be
useful for the practitioners to have a gap analysis for the current and required level of procedural justice for
their organization. This research puts a clear emphasis of the use of those variables which make a procedurally
just system with its distinct benefits for an organization.