ادریس طوطی
پیپلز پارٹی کا یہ بہادر نوجوان 1963ء کو دھرم پورہ لاہور میں پیدا ہوا ۔سولہ سال کی عمر میں 1979ء کو پی ایس ایف میں شامل ہوا ۔ضیاء آمریت کے دور میں گھر پر مسلسل چھاپوں اور اہل خانہ کو ہراساں کر نے پر کابل چلا گیا ۔واپسی پر گرفتار ہوا ۔1983ء میں پھانسی دی گئی ۔پھانسی کے وقت آپ کی عمر 21سال تھی ۔
As the courts are not in a stance to hold up the entire load of the judicial system, multitudinous contentions impart themselves to settlement by alternative methods such as arbitration, conciliation, mediation, negotiation, etc. The Alternative dispute resolution processes not only lay out procedural pliability but also save valuable time & money and eschew the tensity of a conventional trial. Nearly all the discords involving civil, labour, commercial, and family strife, wherein the parties are capacitated to wind up a resolution, can be resolved by an alternative dispute resolution system. Alternate dispute resolution methods have also been evinced to operate in the business environment, principally in respect of disputation comprising intellectual property, securities, real estate, construction projects, joint ventures, partnership differences, personal injury, professional liability, product liability, contract interpretation and performance and insurance coverage. To dwindle the logjam of cases, there is a crucial need to organize and encourage alternate dispute resolution services for the settlement of both national and international conflicts. These services require to be nutrified on sound notions, prowess in their application and comprehensive and contemporary provisions. Although ADR has proven to be an efficacious mechanism as it has provided a congenial atmosphere, a less formal and less complicated forum for copious disputes, due to lack of awareness of its quiddity at the ground root level has abrupted its quantum leap. This paper aims to provide the gist of ADR concerning India by focusing on its purpose, advantages and disadvantages, (fruitful) modes of conflict resolution, highlighting the importance of Lok Adalat, significance and effectiveness of ADR in conflict resolution and ways to overcome the persisting deficiencies.
The purpose of the present study is to examine the impact of personality traits (big five) on organizational commitment (affective commitment, continuance commitment and normative commitment). Respondents of the present study constituted University academia from three public sector Universities of Southern Punjab, Pakistan. Multiple regression analysis was performed to test the hypotheses. Results identified the significant impact of agreeableness towards the development of affective commitment and continuance commitment; however, insignificant association was recognized between agreeableness and normative commitment. Results of the study also indicated that conscientiousness and extraversion have profound impact towards all three types of organizational commitment. Neuroticism was found to be significantly associated with only affective commitment. And openness to experience contributed towards the development of affective commitment and normative commitment. Inclusion of big five personality analysis during recruitment test of employees will help human resource department towards the selection of committed work force. Moreover, findings of the study also provides insights for developing policies regarding performance appraisal, training, coaching and mentoring to enhance organizational commitment and retain required employees with different personality traits. The theoretical contribution of this study rests in its comprehensive approach enclosing impact all big five personality traits towards three components of organizational commitment in the context of University academia of Southern Punjab.