مہاراجہ سرکرشن پرشاد
پچھلے مہینہ ملک میں کئی افسوس ناک موتیں ہوئی یمین السلطنت مہاراجہ سر کرشن پرشاد جنہوں نے پورے ۳۷ برس تک دکن کے سیاسی و انتظامی معاملات کی سربراہی کی، وفات پائی، ۱۹۰۲ء میں وہ دولت آصفیہ کے پیش کار و صدر اعظم مقرر ہوئے، اور تھوڑے تھوڑے وقفہ کے ساتھ برابر اپنے عہدہ پر فائز رہے، وہ راجہ ٹوڈرمل کی یادگار تھے، اصلی وطن لاہور اور پھر دہلی ہوا، اور یہاں سے آصفجاہ اول کے ساتھ ان کا خاندان دکن کو منتقل ہوا، اور ہمیشہ شاہان آصفیہ کے سیاسی ومالی مہمات میں کار پرداز بنا رہا۔
مہاراجہ سرکشن پرشاد عربی، فارسی اور انگریزی تین زبانوں سے واقف تھے اور تینوں میں باتیں کرتے تھے، علمی مذاق صاف ستھرا تھا، شعر و سخن کا چسکا رکھتے تھے، تصوف میں وحدۃ الوجود کے عقیدہ کے نہایت سخت معتقد اور حامی تھے، اور اسی کو ہندو مسلم اتحاد کا ذریعہ سمجھتے تھے، سرکار رسالتﷺ کی بارگاہ میں بھی کبھی کبھی عقیدت کا اظہار کرتے تھے، ان کی ایک نعت کو یہ شرف حاصل ہے کہ مدینہ منورہ میں مسجد نبویؐ کے پیچھے کتب خانہ شیخ الاسلام کی ایک دیوار پر آویزاں ہے، مرنج و مرنجان، شریف، وضعدار، اورپرانی شریفانہ خصوصیات کی اپنی آپ مثال تھے۔ (سید سلیمان ندوی، جولائی ۱۹۴۰ء)
E-commerce is one way among many that people buy and sell things in retail. Some companies sell products online only, but for many, e-commerce is a distribution channel that’s part of a broader strategy that includes physical stores and other revenue streams. Either way, e-commerce allows startups, small businesses, and large companies to sell their products at scale and reach customers worldwide. The growing scenario of E-commerce shapes a new dynamism in Business and offers no time-bound, cost-efficient, and hassle-free buy and sell. Following changing approach, security management in e-commerce (cyber security) is now the focus. People in Bangladesh are mostly unaware of the risks of using computing and digital devices and online platforms. This article articulated the risk factors associated with the growing reliance on digital technologies and devices. Then, some policy guidelines are prescribed for the national level and individual level, including leading social campaigns, new chapters in the school curriculum, advancing technological aptitudes of law enforcers, strengthening security systems in e-commerce, embanking sites, bringing frauds to justice, initiating law to define cybercrimes, fortifying institutional management of cyber securities
Performance appraisal is a management tool to assess employees’ performance. Various processes that organizations use to conduct performance appraisal are known as performance appraisal processes (PAP). As the key objective of performance appraisal is to measure employees’ task performance, most of the research on PAP concerns the effects of PAP on employees’ task performance. Research suggests that PAP is a socio-emotional process and may affect employees’ intentions and behaviors beyond their task performance. However, how PAP affects employees’ intentions and behaviors has received scarce research attention and hence need to be further investigated. Limited research that has studied the relationship between PAP and employees’ intentions and behaviors has largely ignored the processes and mechanisms that drive this relationship and the boundary conditions within which this relationship works. To address the highlighted issues, this study examined the direct effects of PAP on employees’ intentions and behaviors (i.e., Organizational Citizenship Behavior (OCB), Voice Behavior (VB), and Turnover Intentions (TOI)). Using social exchange theory as the theoretical framework, the study identified three mediators (i.e., psychological empowerment, organizational commitment, and job involvement) and four moderators (i.e., Leader Member Exchange (LMX), Perceived Organizational Support (POS), trust, and Perceived Fairness (PF)) of the relationship between PAP and employees’ intentions & behaviors. The study also developed hypotheses regarding how these mediators and moderators will affect this relationship. Using a quantitative approach based on cross sectional design employing multiple sources, the study empirically tested the direct, mediating and moderating hypotheses using the hierarchal regression and bootstrapping methods. Results based on triadic data from 250 employees, their immediate supervisors and representatives from their HR functions largely supported the hypotheses. The findings of this study suggested that PAP has significant positive effects on OCB, VB and significant negative effect on TOI. Moreover, both psychological empowerment and organizational commitment fully mediated by the relationships of PAP – OCB and PAP – VB and partially mediated by the relationship of PAP – TOI. Further, the relationships between PAP – OCB, PAP – VB, and PAP – TOI were moderated by LMX, Trust, and PF, however, POS only moderated the relationship between PAP and TOI. The study made significant contributions in organizational and behavioral science research. The study provided managerial insights about how to use PAP to positively affect employees’ intentions and behaviors (i.e. OCB, VB, & TOI). The study identified three intermediary mechanisms of the relationship between PAP and employee intentions & behaviors to show how this relationship works. Additionally, the study highlighted the important and critical role of four moderators to explain the varying effect of PAP on employee intentions and behaviors, hence showing when this relationship works and when it doesn’t work. Theoretical contributions, practical implications, study limitations and future research avenues were also discussed.