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ساری بات سمجھ جاتا ہے

ساری بات سمجھ جاتا ہے
فاع فاعلن پر اٹکا ہے

فاع فعولن فاع فعولن
سارا کھیل فعولن کا ہے

میرے عروض پہ شک کرتا ہے
’’پہلی بارش‘‘ کو دیکھا ہے!

میرا عروض پرکھنے والے
تجھ کو عروض نہیں آتا ہے

پہلے ناصرؔ کو پڑھ کر آ
بات عروض کی گر کرتا ہے

فعلن کی تو سو صورت ہے
تو بس آٹھ لیے پھرتا ہے

’’پہلی بارش ‘‘میں ناصر نے
ہندی بحر کو ہی برتا ہے

میرے شہر کے لوگوں نے تو
ناصرؔ کو بے وزن کہا ہے

تجھ کو وہی سمجھے گا صادقؔ
جس نے ناصرؔ کو دیکھا ہے

مشائخِ خانقاہ قادریہ

The founder of Khānqāh-e-Chohar Haripur (Qādriya Silsilah) was Khwāja Muhammad Abdul Rahman Chohārvi (1840-1924), who born in Chohar, a village in Haripur District (Pak). Khwāja Muhammad Mehmood ul Rehman (1907-1986) was the Khalīfa and successor of Khwāja Abdul Rehman Chohārwi. After the demise of his Sheikh, he remained benefiting people by connecting them to Allah and ingraining the love of Allah in their hearts. After his death the new Sheikh of Khānqāh-e- Qādriya Chohar was Khwāja Muhammad Ṭayyab ul Rehman (1935-1995). Khwāja Muhammad Ahmed Rehman is the Fourth Khalīfa after Khwāja Abdul Rahman Chohārvi. Khwāja Muhammad Ahmed Rehman is the son of Khwāja Ṭayyab Rahman. In 1995, he was appointed the successor of his father Khwāja Ṭayyab Rahman.

Gender Based Discriminatory Human Resource Practices: An Identification of the Etiological Factors and its Remedies

Purpose: The purpose of the study is to identify HR based gender discriminatory issues. It is a cross-sectional study conducted in Pakistani context specifically in the Universities of Karachi. This study is conducted in six phases. Method: This research utilizes pragmatism philosophy. The researcher has adopted subjective and objective both point of views. The research approach used in this research is inductive in phase one and deductive in phase two, three and four. The research strategy employed is survey and mix method research is conducted. This cross-sectional survey comprises of 6 Phases. Findings: In phase one etiological factors of gender discrimination are explored using inductive type of multi method quantitative approach. Using Grounded theory technique, in-depth interviews and focus group technique have also been used along with that observation technique is also used to find out the ground realities. In phase two the findings of phase one have been tested objectively using hypothetico-deductive method. Discriminant analysis is done to find out the factors towards discrimination. The findings show that there is significant difference of procedural justice, informational justice, distributive justice, interactional justice, behavioural ethics and salary across the genders. Discriminant function is also derived in this phase. In phase three the theory is developed by the researcher using structural equation modelling and the impact of gender discriminatory HR practices on job satisfaction is tested quantitatively using deductive technique. Practical implications: This study is useful for HR practitioners because discrimination decreases the efficiency and productivity levels of employees. HR must formulate such policies that help the organizations to minimize or eliminate discriminatory HR practices at workplace. Social Implications: This paper is highly useful for HR practitioners, human rights organizations since it is also useful to save human rights. Limitations: Time, finances and geographical limitations Originality/value: The study is of great value to HR practitioners and human right workers. Keywords: Gender, discrimination, culture, Human resource practices.
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Asian Research Index Whatsapp Chanel

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