مولانا محمد جلیل کیرانوی
افسوس ہے کہ گزشتہ ماہ اگست میں حضرت شیخ الہندؒ کے دومنتسبین،مولانا محمد جلیل کیرانوی استاذ اورمولانا محمد مبارک علی نائب مہتمم دارالعلوم دیوبند واصل بحق ہوکر اس جہانِ فانی کوالوداع کہہ گئے۔اناﷲ وانا الیہ راجعون۔ اوّل الذکر (المتولد۱۳۱۸ھ)نے اگرچہ دورۂ حدیث حضرت الاستاذ مولانا محمد انورشاہ کے عہد میں تمام کیا تھا لیکن درحقیقت پروردہ تھے حضرت شیخ الہند کے گھرانے کے ہی۔ نوبرس کی عمر تھی کہ اُن کے والد حضرت ؒ کے سپردکرگئے تھے۔یہ اس آستانۂ قدس کوایسے چمٹے کہ مرتے دم تک اسے نہ چھوڑا۔اس لیے حضرت شیخ الہند کے خادم خاص اور شریکِ جلوت وخلوت تھے اس بناء پر حضرت شیخ الہند کی مشہور’’ریشمی خطوط‘‘والی تحریک کے جزوکل سے خوب واقف اوراس کے محرمِ اسرار تھے۔اس سلسلہ میں انھوں نے بڑے بڑے مصائب اورشدائد برداشت کئے لیکن تحریک کابھید آشکار نہیں کیا۔حضرت ؒ کی وفات کے بعد ادہر ادہرمدرس رہے۔آخر میں دیوبند آگئے تھے اوردرس کی خدمات انجام دیتے تھے۔
[ستمبر۱۹۶۸ء]
Lung mass is an abnormal region of 3 cm or more in size present in the lungs mainly due to underlying pulmonary caner. It is usually round, opaque and poorly differentiated on X-ray. Common etiological key players are smoking, exposure to asbestos, radon, however, familial history may also play a role. We presented retrospectively7 cases of lung mass and nodule encountered during our clinical practice. We have discussed their clinical presentation, manifestation, medical history, radiological findings and differential diagnosis. In this case series, most of the patients were young, only 2 cases were older patients. There was one infant one month old, one female child 12 years old, one female 25 years, 2 males, 22 and 21 years, one male of 50 years and another male of 60 years age. Correct diagnosis on the basis of clinical profile, radiological findings and histology may help in proper management and hence, timely treatment of the patient
The study primarily explored the impact of Learning Organization’s Practices (LOPs) on Employee Performance (EP) by examining the mediating roles of Employee Engagement (EE) and Employee Development (ED) in Pakistan’s Telecommunication Sector Organizations (PTSOs). It also examined the moderating role of Performance Appraisal Justice (PAJ) between the relationships of LOPs and EE and LOPs and ED in PTSOs. The study addressed the four research questions on PTSOs, covering; the impact of LOPs upon EP, impact of LOP’s on EP mediated through the path of ED and EE, Performance Appraisal Justice moderating the relationship between LOPs and Employee Engagement, and Performance Appraisal Justice moderating the relationship between LOPs and Employee Development. The hypotheses of the study included the significant impact of Learning Organization Practices on Employee Performance, Employee Engagement, and Employee Development. They also included the significant impact of Employee Engagement on Employee Performance, the significant impact of Employee Development on Employee Performance, the Relationship between LOPs and Employee Performance mediated through Employee Development and Employee Engagement, Performance Appraisal Justice moderating the relationship between Learning Organization Practices and Employee Engagement, and Performance Appraisal Justice moderating the relationship between Learning Organization Practices and Employee Development. VIIIThe study used quantitative approach using self-administered questionnaires. The questionnaire was built on the eight existing standardized questionnaires taken from; DLOQ, Marsick and Watkins (2003), CIPD (2006), Oreg and Nov (2008), Pinchuk (2010), Medlin and Green (2009), Muhammed (2006) and Gupta and Kumar (2013). Eight demographic questions have also been included in the second section of the study questionnaire. Instruments of the study were validated by factor analysis. The study included the data collected from 1228 respondents in PTSOs. All the relationships were tested using correlation and Structure Equation Modeling (SEM). The SEM indicated multiple confirmations like; LOPs had a strong impact on EP and on EE (Fig 7), LOPs did have a strong impact on ED, EE had an impact on EP, ED had a strong impact on EP. All of these indicated a significant path coefficient. Results also confirmed that Employee Engagement and Employee Development mediated the relationship between Learning Organization Practices and Employee Performance. Results drawn from SEM using the extracted significant path coefficient confirmed that the relationship between LOPs and Employee Performance was also mediated by both EE and ED together. Finally the moderation results extracted from SEM indicated that PAJ moderated the relationships between LOPs and EE, and LOPs and ED. The study divulged a new track for the researchers and practitioners of LOs. The sequence of measures have to be taken into consideration by the LOs, revealed from the current study i.e. 1) the provision of LOs first have to be ensured in the organizations to LOs in the right manner, 2) looking at the impact IXof LOPs upon their employees’ engagement states, 3) analyzing the impact of implemented LOPs on ED states, and 3) checking their performance appraisal system is bias- free performance appraisal system which should possess the said four justice types. Keywords: Learning Organizations, Learning Organization Practices, Employee Engagement, Employee Development, Performance Appraisal Justice, Employee Performance