کہانی پڑھی جارہی ہے
(سید ماجد شاہ)
چوک میں جہا ز کی ڈمی نصب کی جا چکی تھی۔لڑکی نے چوک سے یو ٹرن لینے کے لیے ،گاڑی کی رفتار آہستہ کی ۔جب گاڑی چوک سے نیم دائرہ بنا کر مڑ رہی تھی تو فرنٹ سیٹ پر بیٹھے ، لمبے بالوں والے لڑکے نے کہا،‘‘ میں ایک منتر نما ایکویشن سے یہ جہاز اڑا سکتا ہوں۔
لڑکی نے کنکھیوں سے دیکھا جہاز آدھا پینٹ کیا جاچکا تھا۔
لڑکی، جس کے جسم میں جاری تمام کیمیائی عمل بحالتِ اعتدال کام کر رہے تھے ،جیسے ایک بیس بائیس سال کی مائل بہ فربا خوشحال گھرانے کی لڑکی میں کام کرتے ہیں۔
اس نے لڑکے کی کپکپاتی مخروطی انگلیوں کو غور سے دیکھا، جن پر سگریٹ کے سرمئی داغ ، تیز گندمی رنگ پر نمایاں تھے۔پھر لڑکی نے بائیں ہاتھ سے اپنی سرخ ٹی شرٹ کا بٹن کھولتے ہوئے پورے یقین سے کہا، ‘‘ میں اس پر اڑنا چاہوں گی۔’’
گاڑی کا اے سی بند تھا ۔ شیشے تھوڑے نیچے کیے گئے تھے تاکہ سگریٹ کا دھواں خارج ہو سکے، اس عمل سے دھواں باہر ضرور نکل رہا تھا لیکن رد ِ عمل کے طور پر باہر کی شدید گرمی گاڑی میں بھر گئی تھی۔
جب لڑکی یہ جملہ بول رہی تھی۔‘‘ میں اس پر اڑنا چاہوں گی۔’’تو اس کے لہجے میں مذاق کا عنصر رائی برابر بھی شامل نہیں تھا، کیونکہ جب وہ مذاق کے موڈ میں ہوتی تھی تو اس کی آنکھوں میں شرارت کی لہر ابھر کر بھوؤں کو کمان بنا دیتی اور کمانیں ماتھے پر لطیف شکنیں پیدا کردیتیں۔ اس پر ہونٹوں کے ابھار میں اضافہ اور گالوں کے تھوڑا اٹھ جانے سے اس کا...
The twentieth century is considered as the most notable era for interfaith dialogue and other interreligious activities among the followers of different faiths across the globe. A number of interfaith activities were launched to bring closer, especially, the adherents of the Abrahamic faiths: Jews, Christians and Muslims. Many Christian institutes and organizations are actively involved in such activities. We cannot ignore the role of Christian Study Centers situated across the globe, which are rendering considerable services in the field of interfaith dialogue. One of them is the Christian Study Center Rawalpindi (CSC), Pakistan, which is the focal subject of this research paper. The CSC has a long journey in the course of interfaith dialogue and harmony, as it was its objective since its commencement. The CSC was established in 1967 as an extension of HMI (Henry Martyn Institute, Hyderabad India) to promote interfaith dialogue, harmony and good relationship among the followers of different faiths in Pakistan. It is conceded; the Christian Study Center Rawalpindi has provided great services and contributed a lot to interfaith dialogue, harmony and peace in Pakistan. In this study the efforts were made to evaluate the 50 years dialogical activities of the Christian Study Center (CSC), Rawalpindi.
The main aim of this study is to investigate the impact of training on employees’ performance. The case study selected for this study is NGOs that are located in Hyderabad division/region. There are five independent variables in study and one dependent variable. The independent variables analyzed for the study are training based on needs analysis (TBNA), training with organizational commitment (TOC), training contents (TC), training delivery approaches (TDA) and training evaluation (TE) while the dependent variable is employee performance (EP). The design selected for this study is mixed method where both quantitative and qualitative information is utilized to extract the results for achieving the aim of study. The data collection method employed is primary and secondary data collection where primary data has been collected from 388 respondents through survey questionnaire while semi-structured interviews were conducted from a few employees working in NGOs. The data analysis techniques applied in this study include factor analysis, multiple regression analysis, correlation analysis, descriptive statistics, tolerance analysis and independent sample t-test. Multiple Regression results from the study showed that there is a significant relationship between all the variables of study except one. Furthermore, it was shown that the mean of male and female working in NGOs in Hyderabad is insignificantly different while for single individuals and married individuals working in NGOs at Hyderabad is significantly different. Results from tolerance test showed that multicollinearity does not exist between the variables showing that there is no correlation among the independent variables. Moreover, there is a significant impact of training with organizational commitment (TOC), training contents (TC), training delivery approaches (TDA) and training evaluation (TE) on employee performance (EP) while training based on needs analysis (TBNA) has an insignificant impact on employee performance (EP). It is recommended to the managers of the NGOs at Hyderabad Division to deal with the short-term learning needs of the employees for enhancing the skills of the workers. This will enable the employees to rapidly learn according to the job description needs which is necessary for the volunteers working at the NGOs. For this purpose, the organizations are required to rethink on the development needs of the employees along with their learning needs to train them simultaneously according to their requirements. In this essence, the training can be customized according to the needs and wants of the employees working at the organization. Finally, it has been found in this study that training based on needs analysis (TBNA) is insignificantly associated with employees’ performance and keeping into view, the importance of ‘needs analysis’ in formulating effective training program and its impact on employees’ performance, the researcher cannot reject the importance of TBNA. Therefore, it is suggested for the future researchers that they should conduct research study in which the relationship of TBNA is exclusively examined through the use of different clusters of respondent employees working in NGOs at different regions of Pakistan.