حضرت محمدؐ کی ولادت، بچپن اور معجزات
اعتراض نمبر۲۱
شارٹر انسائیکلوپیڈیا آف اسلام میں سال پیدائش کے موضوع پر حسب ذیل تبصرہ پایا جاتا ہے ۔ ’’سال پیدائش ۵۷۰ ء مشتبہ ہے کیونکہ روایات ان کی پیدائش عام الفیل بتا تی ہیں اور ابرہہ کا مکہ پرحملہ اس سال سے قبل ہوا ہوگا ۔
(۲) ’’ لیمن ‘‘نے تاریخ پیدائش میں بہت سے شبہات اس بناء پر پیدا کرنے کوشش کی ہے کہ مدینہ میں آکر آنحضرت ﷺ نے جس فعالیت کا ثبوت دیا وہ کسی معمر اور پچاس سال سے زیادہ عمر والی شخصیت سے متوقع نہیں ہو سکتی ‘ اس وقت عمر بیس یا تیس سال ہونی چاہیے ۔‘‘ ( اسلام ۔پیغمبر اور مستشرقین مغر ب کا ا نداز فکر ۔۲۸۱)
جواب : انسائیکلوپیڈیا کے مولفین سن ۵۷۰ ء سے قبل اور لیمن فعالیت کی بنیاد پر بوقت ہجرت آپ ﷺ کی عمر بیس یا تیس سال کے لگ بھگ قیاس کرتے ہیں ۔ یہ ان کی پرانی طرز اور انوکھی منطق ہے کہ تاریخی مصادر کو چھوڑ کر طبع زاد اور اختراعی و وضعی مفروضوں پر بنیاد رکھتے ہیں جبکہ مفروضہ کو حقیقت سے کوئی علاقہ نہیں ہوتا ۔
کوئی حیدر سلیم اس سے یہ پوچھے
کہ پھونکوں سے کبھی سورج بجھا ہے
آپ ﷺ کی زندگی دو ادوار پر مشتمل ہے ‘ اول مکی دوم مدنی ۔ مکی زندگی تریپن سال اور مدنی زندگی دس سال پر پھیلی ہوئی ہے ۔ لیمن کے بقول آپ ﷺؑکی عمر بوقت ہجرت بیس یا تیس سال ہونا چاہیے تھی اس حساب سے مکی زندگی کے ۳۳ یا ۲۳ سال کو یہ مستشرق بیک جنبش قلم،قلم زد کر دیتا ہے جبکہ تاریخ نے ان سالوں پر محیط واقعات کو اپنے دامن میں سمیٹ رکھا ہے ۔ آگے بڑھنے سے پہلے آپ ﷺ...
Mirza Husayn Ali Nuri (1817-1892) was one of the early followers of the Bab, and later took the title of Bahaullah’s mission was about to bring unity of all the mankind. He invited the world’s religion followers to peaceful coexistence with amity and harmony. He claimed that he was unique, in giving the idea of ‘ Most Great Peace’ through ‘Religious unity’ and a ‘Global civilization’ as a chosen ‘Manifestation of God’. He claimed to be a messenger from God referring to the fulfillment of the eschatological expectations of Islam, Christianity, and other major religions. He wrote many religious works, most notably the Kitab i Aqdas, the Kitab i Iqan and Hidden Words. In the History of Sub-continent, Great Mughal emperor Jallal ud Din Mohammad Akbar (1542-1605) is also known for the great task of ‘Religious unity’. Disillusioned with orthodox Islam and perhaps hoping to bring about religious unity within his empire, Akbar promulgated Din i Ilahi, a syncretic creed derived from Islam, Hinduism, Zoroastrianism, and Christianity. Majority of muslims condemned him to deform the real shape of true Islam. Akbar was deeply interested in religious and philosophical matters. In 1575, he built a hall called the Ibadat Khana ("House of Worship") at Fatehpur Sikri, to which he invited theologians, mystics and selected courtiers renowned for their intellectual achievements and discussed matters of spirituality with them. The policy of sulh-e-kul, which formed the essence of D┘n-e-Elāhi, was adopted by Akbar not merely for religious purposes, but as a part of general imperial administrative policy. With the passage of time D┘n-e-Elāhi lost its attraction and became a dead religion. It is interesting to make a comparison between the two.
Intragroup conflict is an inevitable reality in organizational life. It holds the potential for change. Task conflict
is associated with disagreement among group members and relationship conflict is linked with interpersonal
incompatibilities. Management makes lucid decisions because they know that intragroup conflict is very
important and it has significant impact on employee's performance. They defuse or eradicate its impact but
never avoid. This dissertation fills a gap in the conflict literature concerning intragroup conflict and its impact
on employee's performance. Moreover, it also clarifies the impact of task conflict and relationship conflict on
employee's performance.
The purpose of this study is to test a model of intragroup conflict among employees and its impact on
employee's performance. The sample of 142 individuals, working in 27 different teams, belonging to
commercial banks of Rawalpindi/Islamabad was selected. Questionnaires comprising four parts were sent
directly to target the segment. In the first part, the first 12 questions were about personal/general information;
second part consisted of 4 questions relating to task conflict; third part consisted of 5 questions of Cox's
organizational conflict scale concerning to relationship conflict; and the last part consisted of 17 questions on
employee's performance. Task and relationship conflict showed that the model is significant at .05 confidence
level (p>0.05). We compared both variables on individual basis, which revealed that the variable difference is
significant at p<0.05. The regression coefficient for relationship conflict was 0.408, which suggests that
employees' performance was sensitive to changes in the relationship conflict. The other variable, i.e. task
conflict is insignificant to employees performance at .05 confidence level as it is p>.05 level. The regression
coefficient of task conflict was negative but without any significance.
In this model, only significant variable that account variation in employee's performance is relationship
conflict. It's possible that the employees within the organization try to keep the conflict concealed because of
management/ organization reputation or flaming effect. This study would help executives as well as
management tier to understand how to take advantage from this research study and to develop measures to
solve 'intragroup conflict.