قرآن پاک کی روشنی میں اسلاموفوبیا کی سدباب کے لئے حکمت عملی

In Western, countries there is a great fear of Islam and Muslims leading to a great hatred which in turn makes them think that Islam is a religion of violence that it allows the massive killing of people. After the incident of 9/11, Islamophobia has taken another turn. In this regard, it is the utmost duty of every Muslim to find the solution to this problem collectively as well as individually. It is therefore necessary, to think of a solution which favors the teachings of Islam without harming the humanity. It is a pressing need of the day that the true picture of Islam be brought forth through practice upon Shariah. We as muslims should play our role in changing the perception of our religion as the religion of ‘peace’ and preserver of humanity.

Relationship Between Workforce Diversity and Organizational Outcomes: Mediating Role of Organizational Justice Qamar Abbas Student Id: 2013-Qup-F-7874 Phd In

Workforce diversity is an emerging phenomenon in almost all kinds of organizations and is globally recognized as a force for increased productivity, creative solutions to complex problems, and human development but at the same time it brings some new challenges to the conventional ways of managing organizations. Researchers and practitioners, therefore, try to develop models for managing diversity. This research aims to find gap in the existing body of knowledge and add to it by studying workforce diversity and its impact on organizational trust and commitment with the moderating role of organizational justice. To test different relevant hypotheses, data was collected from a sample of 239 individuals working in various government organizations in Khyber Pakhtunkhwa (Pakistan) through a standardized survey. Descriptive statistics and multiple regression technique were used to make sense of the data. The findings reveal that workforce diversity has a statistically significant impact on different organizational outcomes (such as trust and employee commitment) in the presence of organizational justice. The study suggests some recommendations for managing diversity and provides directions for future research.