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سید ہاشم علی اختر

سید ہاشم علی اختر صاحب
افسوس ہے کہ ۱۴؍ جون ۲۰۰۳؁ء کو جناب سید ہاشم علی اختر شکاگو میں وفات پاگئے، اناﷲ و انا الیہ راجعون۔
وہ جامعہ عثمانیہ کے مایہ ناز فرزند، حیدرآباد کے نام ور شخص اور ملک کے بڑے دانشور تھے، ان کو ملک کی دو شہرہ آفاق یونیورسٹیوں جامعہ عثمانیہ حیدرآباد اور علی گڑھ مسلم یونیورسٹی کا وائس چانسلر ہونے کا فخر بھی حاصل ہوا۔
جناب ہاشم علی اختر کی پیدائش ۶؍ اکتوبر ۱۹۲۴؁ء کو حیدرآباد میں ہوئی تھی، شروع کی تعلیم مدرسوں میں ہوئی، ۱۹۳۸؁ء میں انہوں نے جامعہ عثمانیہ سے بی ایس سی اور ۱۹۴۴؁ء میں ایم ایس سی کیا، ان کی طبیعت کا رجحان علم و تعلیم کی طرف تھا، اس لیے شروع میں درس و تدریس ہی کے پیشے سے وابستہ ہوئے، پہلے سٹی ہائی اسکول میں مدرس ہوئے پھر سٹی کالج میں جونیئر لکچرر ہوئے، مگر ان میں نظم و نسق کی صلاحیت بھی بہ درجہ اتم تھی، اس لیے جلد ہی انتظامی شعبے سے ان کا تعلق ہوگیا اور ۱۹۴۶؁ء میں وہ حیدرآباد سیول سروس کے لیے منتخب ہوگئے، اس کے بعد آئی۔اے۔ایس کے لیے ان کا انتخاب ہوا اور ڈپٹی کلکٹر کے عہدے پر تقرر ہوا جس سے ترقی کرتے ہوئے پرنسپل سکریڑی کے عہدے پر فائز ہوئے۔
ہاشم صاحب کو نظم و نسق کا اچھا سلیقہ تھا، ایک کامیاب اور نیک نام آئی اے ایس آفیسر کی حیثیت سے ان کو بڑی عزت و شہرت ملی، سکریٹریٹ کی اچھی کارکردگی اور خوش انتطامی ہی کی وجہ سے سبکدوش ہونے کے بعد حکومت نے ۱۹۸۲؁ء میں انہیں جامعہ عثمانیہ حیدرآباد کا وائس چانسلر مقرر کردیا، ابھی اس کی میعاد مکمل نہیں ہوئی تھی کہ ۱۹۸۵؁ء میں علی گڑھ یونیورسٹی کے وائس چانسلر کے لیے ان کا انتخاب ہوگیا۔
وائس چانسلر کی حیثیت سے ان کی کارکردگی...

منهجية الاشتقاق في اللغة العربية

Language is the identity of a nation, a region and a territory, which serves as a link between the people of that nation and territory. On the other hand, it causes unity, uniformity, brotherhood and love. That’s why study of language has been the subject of conversation of scholars and researchers from the very first day. Wherever human beings exist on this earth planet, there are languages with their noun, verb, preposition and its sub kinds i. E. Present, past and future tense, subject, Object and pronoun. A complete structure of language is founded upon which the learned men have made valuable contribution in various decades. Survival and development of these languages owe to the efforts of these learned people. The current research study is also an effort in which discussion has been made with reference to Arabic language. Arabic is the fourth largest language of the world. It is spoken and understood in Saudi Arabia, U. A. E, Egypt, Syria, Iraq, Iran, Jordon and Morocco. 3 The Universities all over the world, particularly those Universities which have leading role in the present time, not only adopt Arabic Language as medium of instruction but are not second to the Arabs in respect of Arabic Language. The present article discusses the one aspect of this historical grand language namely “derivation”. What is the source of derivation in the Arabic Language? How words are formed and how they are refined. What are different theories regarding derivation. This article is an effort to explain all these aspects

Gender Discrimination in Workforce Through Sticky Floor & Glass Ceiling Effects: A Study of Public & Private Organizations of Pakistan

Human Resource Management (HRM) is a very essential tool of the organizations. Now-a-days its importance has increased because of the heterogeneous work force. Globalization has resulted in the “Managing Diversity”, the prime aim of which is to provide equitable work environment for heterogeneous work force to perform to its potentials. One of the tools of the managing diversity is Equal Employment Opportunity (EEO). EEO prohibits all forms of employment discrimination. Affirmative Action (AA) is a supportive tool of EEO to correct the employment number mistake of the past. If EEO is not operating properly it will result in Sticky Floor and Glass Ceiling effects. This thesis examines Gender Discrimination through Sticky Floor (Horizontal Discrimination) and Glass Ceiling (Vertical Discrimination) effects. Horizontal discrimination is examined through employment, trainings, assignments and behavior at work place; vertical discrimination is examined through promotions and wage gap. Close ended questionnaire was administered from 526 samples-242 males and 282 females- of lower, middle and higher category employees of public and private health and education departments of Hyderabad and Jamshoro districts. The findings showed that females are discriminated more than males in employment, assignments, trainings, and behavior; more in public sector than in private sector. In terms of promotions there is no any significant discrimination against females in any of the sector. Study has also found that females in all age groups are discriminated more than males in public organizations than in private organizations. However females in age group 31-40 years are discriminated more and in age group 41-50 less. Effect of viiimarital status on gender discrimination in workforce is not different for females and males in public organizations than private organizations. The effect of children on gender discrimination in workforce is not different for females and males in public organizations than private organizations. The effect of domicile on gender discrimination in workforce is not different for females and males in public organizations than private organizations. Females are discriminated more than males in majority of the post groups (designation they hold) in both organizations. ‘paramedical’ females in public health department and ‘nurse’ in private health department and ‘HST’ in public and private education department face more discrimination; whereas ‘professors’ in public and private health department and ‘university professors’ in public and private education department face less discrimination. The effect of social class on gender discrimination in workforce is not different for females and males in public organizations than private organizations. The effect of district on gender discrimination in workforce is different for females and males in public organizations than private organizations. The effect of organization on gender discrimination in workforce is not different for females and males in public organizations than private organizations. Females are discriminated more than males in majority of the current salary groups in both organizations. In both sectors, females of salary group ‘5,100 to 8,000’ face more discrimination and ‘more than 50,000’ face less discrimination. The influence of education on gender discrimination is not different for males and females in private organizations than in public organizations. However, females of education group ‘intermediate’ face more discrimination and ‘PhD’ face less discrimination in public sector and females of education group ix‘matriculation’ face more discrimination and ‘MPhil’ face less discrimination in private sector. Females are paid less than males and that wage gap is more in private sector than public sector, though they have equal educational attainment level in both sectors. The findings have also shown that gender discrimination is inversely proportional with job satisfaction and motivation and commitment and enthusiasm, and directly proportional with the stress level.
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