Several 5-arylfuran-2-carbaldehydes were prepared from furfural by a Meerwein arylation. These were then reacted with a few arylhydrazides to provide respective arylhydrazones which acted as the starting ligands. On reaction with copper, nickel and cobalt (d block elements) salts provided corresponding metal complexes. (Scheme). NH2 R + O CHO R O CHO O CH R N NH O C R'' H2N NH C O R'' (Hydrazide) M= Cu(II), Ni(II), Co(II) O C N H N C R'' O M O C N H N C R'' O R R M O C N H N C R'' O R Cl (A) (B) O N C H N C O M O (C) R (Hydrazone) (5-arylfuran-2-carbaldehydes ) Both the conventional heating and microwave irradiation were employed for the formation of the hydrazides, hydrazones and the metal complexes. Microwave methods were time and yield efficient and presented as eco-friendly, neater and higher yields processes as viii compared to the conventional methods. All the new compounds were characterized through their elemental analyses and spectra (FTIR, 1H NMR, 13C NMR and EIMS). The metal complexes were further analyzed for their metal contents (ICP-OES) and chloride ions (Metrohm potentiometric autotitrator). Mass spectral fragmentation of the hydrazone ligands was also suggested. Further studies showed that the complexes formed in the ligand to metal ratios were 2:1 and 1:1 which helped identify them as Octahedron (A), Tetrahedron (B) and Square planar (C) in their geometry. Chloride ions when present are perhaps in the bridging position in the complexes. Biological screening of the ligands as well as their complexes was carried out to test for their antibacterial (three Gram Positive (Staphylococcus aureus, Bacillus subtilis and Actinobaculumschaalii) and six Gram Negative (Pseudomonas aerugenosa, Escherichia coli, Salmonella typhimurium, Bordetellabronchiseptica, Shigella and Salmonella) bacterial strains were tested) and antioxidant activity (three: in vitro methods used DPPH method, NO method and Phosphomolybdenum method). These products did not show any pronounced activities however.
There are many beliefs in the sects that are common, while the differences are very small and minor. The differences are usually of a sectarian, ijtihad and preferential nature. But the false powers are using these sectarian differences to spread extremist thinking, which is a poison for the Muslim Ummah.
Closeness is essential for the survival of the Muslim faith. This unity should not be temporary but should be a message of intellectual and spiritual, material well-being, spiritual maturity and evolution of mental development and unity should be universal. No matter how much the two groups disagree, there are many commonalities. It is important for convergent beliefs to cultivate commonalities rather than divisive ones. So that the atmosphere of hatred is reduced and an atmosphere of unity is created.
The history of Islam bears witness to the fact that the Imams, jurists, narrators and commentators have differed on a number of issues. Despite this difference, love, goodwill, brotherhood and unity prevailed. For such interfaith tolerance and harmony, mutual respect is also necessary.
Key words: Convergence of beliefs, Unity and solidarity, Interdisciplinary, Shared, Sub-differences, Universal
Small and Medium Size enterprises act as an engine of economic growth through new business creation, employment generation and poverty reduction in any economy. Talent Management (TM) has been popular in academic circles and corporate since the end of twentieth century owing to intense global competition and shortage of capable workers termed as “Talent”. SMEs face intense competition from other SMEs as well as from large enterprises and this state of competition calls for excellent strategies, market winning products and impressive execution of the plans. All of this is not possible without “Talented” workers. The dissertation analyzed the relationship between Talent Management (TM) and Organizational Performance. Major gaps in the area of Talent Management includes emphasis qualitative researches, overemphasis of these studies on Large Enterprises , and lack of studies on quantitative impact of Talent Management (TM) on SMEs in the context of developing economy. The current study is an original work that focuses on SMEs and the relationship between different aspects of Talent Management (TM) and Organizational Performance in SMEs in Karachi, Pakistan. This study is quantitative in nature and survey method has been used for data collection. Population of the study was Small and Medium Sized Enterprises in Karachi. The data was statistically analyzed using regression to establish the relationship between TM factors and Organizational Performance. The study concludes that Talent Management (TM) is significantly important for small and medium sized enterprises and contributes to their overall performance. The findings reveal that each component of Talent Management (TM) is important and has significant contribution towards Organizational Performance suggesting that all Talent Management (TM) components need to be employed and emphasized.