درد ملے تو رَنج ہی کیا ہے
درد بھی دل کی ایک دوا ہے
جس نے مجھ کو درد دیا ہے
اُس نے تو احسان کیا ہے
اُس کو جب تک دیکھ نہ لوں میں
دل کو سُکون کہاں ملتا ہے
رات گزرنے والی ہے جی
دل کا غبار نہیں نکلا ہے
دل کا برتن جب سے ٹُوٹا
پانی آنکھ میں بھر رکھّا ہے
میں کب تک مدہوش رہوں گا
اُن آنکھوں سے جام پیا ہے
سارے تارے دیکھ رہے ہیں
چندا مجھ کو گھُور رہا ہے
کتنے لوگ تھے دل میں صاحب!
اب تو دل ویران پڑا ہے
یادوں کی بارِش میں صادقؔ
کب سے بیٹھا بھیگ رہا ہے
Humanity is not immortal and suffers from accidents and disaster. These dangers may exist in the present or future and humans are compelled to face all kinds of dangers. So human beings have always been taking measures to overcome the dangers. Islam also allows for adopting different methods to overcome and indemnify all expected disasters but that methods should be in sharia limitations. Takaful is that kind of method that is practised in Muslim world. Takaful companies are offering takaful policies on the basis of Wakala, Waqf, Modharba and Hybrid models. This article makes awareness about a model of takaful, “Modharba model”. It explains the takaful Modharba model in the parameters of actual Introduction conditions and sharia bases of modharbat. It is resulted that this model has great contradiction with the concept of actual sharia modharbat. Many sharia concerns are found in this model that’s why this model is not suitable for Takaful. Takaful should be on the basis of pure Tabarrou. In which people help one another on the basis of mutual assistance and cooperation not because of just their own benefits.
Motivating work environment enhances performance of human resources whereas workplace hurdles, stressors and hazards result in a decline in their performance. Workplace bullying is a major workplace hazard that results in low employee performance. Hence, its incidence must be controlled and impact on employee performance must be mitigated. The current study was conducted to analyze the workplace bullying phenomenon, reduce its incidence by implementing antibullying interventions and mitigating its impact on employee performance by enhancing the level of emotional intelligence of the victims through emotional intelligence training interventions in health care sector of Pakistan. This study was carried in three stages: (i) Pretest stage, (ii) Treatment of Bully Group and Victim Group, (iii) posttest stage. In Pretest Stage, bullying incidence was reported and groups of bullies and victims were identified. There were 25 bullies who were lacking personality trait of agreeableness and 126 victims who had personality trait of agreeableness. In Stage 2: Treatment of Bully Group, anti-bullying interventions developed through The Transtheoretical Model (TTM) to change bullies’ behavior were applied to 22 bullies who agreed to be the part of TTM anti-bullying interventions. Moreover, in Stage 2: Treatment of Victim Group was carried out where employee performance and emotional intelligence level of 101 identified victims were assessed. By providing an informed consent, 36 victims with low level of emotional intelligence became the part of EI training interventions. In stage 3: posttest data was collected and analyzed. Results of Wilcoxon Signed Ranked test revealed significant decrease in bullying incidence and paired sample T-Test showed significant increase in emotional intelligence. Results of moderation analysis revealed that EI had significantly moderated relationship between workplace bullying and employee performance. Significant decrease in negative effect of workplace bullying incidence on employee performance was found when the level of emotional intelligence was enhanced. Similar results were reported in both pre and post-EI-interventions implementation stages. However, negative effect in post-EI-interventions implementation stage was relatively lower as a resultant higher level of emotional intelligence. Current study also discussed limitations or directions for future research and various important implications for theory, research and practice.