مولوی احتشام علی ندوی
افسوس ہے کہ ۲۰؍ رمضان المبارک کو مولوی احتشام علی ندوی اچانک چل بسے، ان کی تعلیم دارالعلوم ندوۃ العلماء میں ہوئی، وہ مولانا عبدالسلام قدوائی ندوی مرحوم کے چہیتے شاگردوں میں تھے، انہی کے ایما سے جامعہ ملیہ میں داخلہ لیا، مولانا عبدالسلام صاحب نے لکھنؤ میں ادارۂ تعلیمات اسلام کی داغ بیل ڈالی تو اس کی تشکیل میں یہ بھی ان کے معاون رہے اور ان کی نگرانی میں صحابہ کرام کے حالات میں مختصر اور عام فہم بعض کتابچے لکھے۔
دارالمصنفین سے ان کا تعلق دو بار رہا، پہلی دفعہ وہ مولانا عبدالسلام قدوائی کے ساتھ آئے اور محاسب کی ذمہ داری سنبھالی، ان کے انتقال کے بعد انہوں نے بھی یہاں سے تعلق منقطع کرلیا، تاہم دارالمصنفین سے ان کے لگاؤ میں کمی نہیں آئی جناب سید صباح الدین صاحب مرحوم کے انتقال کے بعد پھر وہ دارالمصنفین تشریف لائے اور پریس کی نگرانی اور دوسرے انتظامی امور ان کو سپرد کئے گئے لیکن اس دفعہ ان کی صحت خراب رہنے لگی۔ دو تین برس سے کمزوری بہت بڑھ گئی تھی اور ضعف بصر کی شکایت بھی ہوگئی تھی۔ ان کا انتقال دارالمصنفین ہی میں ہوا، مگر تدفین ان کے وطن رحیم آباد میں ہوئی۔ اﷲ تعالیٰ درجات بلند کرے اور اہلیہ و اعزہ کو صبرِ جمیل عطا کرے آمین!
(ضیاء الدین اصلاحی، جنوری ۲۰۰۰ء)
Background and Aim: The majority of people suffered with low back pain (LBP) at least once during their lifetime. As such, LBP is a highly prevalent and costly condition. People respond inappropriately as a result of current or possible risks and establish defensive habits (for example, hyper-vigilance) that aim at avoiding new injuries. A continued reconciling of studies which provide various answers for the same issue will be necessary for treatment decisions. This study is performed to conclude the function of Kinesiophobia and check it on Pain, Disability and Quality of Life in Patients that are suffering from Chronic Low Back Pain: A Systematic Review.
Methodology: A Systematic Review has been conducted. Secondary data collected from Electronic database including PubMed, Medline and Cochrain Library from inception to 2010. Total 554 Article found out of which 10 articles included in the study after excluding the duplicate article, Quality screening through Pedro Scale, and article don’t fulfilling the inclusion criteria of the study. Review completed within 9 months after approval of synopsis.
Results: According to this Review total Sample size was 554 with mean Sample size 130±90, mean Age 46±5 years, Mean of Pain Intensity (VAS 0-10) 6.12±1.5, mean Pain Duration 30±14, mean Kinesiophobia Measures (Tampa Scale of Kinesiophobia 0-68) 37±6.5, mean Disability (Oswestry Disability Index 0-100%) 56±27, mean Quality of Life (SF 36 0-100) 39.17±15.197.
Conclusion: TSK scores showed a statistically significant correlation with Pain, Disability, education level, and SF-36 QOL. As the education level decreases, kinesiophobia scores increase and as kinesiophobia scores increase, Level of disability increases and the quality of life decreases. Patients with kinesiophobia presented greater pain intensity, a greater fear of movement and of performing physical activities and it was also associated with worse quality of life.
The current aims of study is to examine the impact of HRM practices i.e recruitment & selection, training & development and performance appraisal on employee performance with mediatingrole of HR outcomes and moderating role of Islamic Work Ethics in Judiciary of Punjab, Pakistan.This study was carried on stratified sample of 193 (176 males and 17 females) staff members, study was quantitative in nature and primary data was collected through questionnaire from 193 staff members (Assistant, Senior Clerk, Junior Clerk) of Lahore High Court(Principal seat and its allied Benches-Rawalpindi, Multan and Bahawalpur). Data was investigated by descriptive statistics, correlation, alpha, linear regression and Hayes process (for mediating and moderating variables) through SPSS. Result supported the conceptual model by showing significant impact of HRM practices on employee performance. Correlation, linear regression and Hayes process analysis were used to refine and increase the accuracy of three dimensions of independent variable HRM practices, one mediating variable HR outcomes, one moderating variable IWE conforming to their relationship and impact on dependent variable employee performance. Results demonstrates that recruitment & selection and training & development has negative impact on employee performance while performance appraisal has positive impact on employee performance. There is no mediation of HR outcomes (competence, motivation and role clarity) between HRM practices (recruitment & selection, training & development, performance appraisal) and employee performance. Moderation of IWE found on employee performance without the relationship of HRM practices (recruitment & selection, training & development and performance appraisal).The study provide recommendations that management of LHC can adopt a fair recruitment & selection procedure, provide off-the-job training and evaluate the performance of employees before and after the training which enables employees to contribute for the success of the organization meaningfully