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تقریظِ اول

تقریظ اول
حافظ محمد اکرم راشد کا تعلق ایک علمی گھرانے سے ہے اور اپنی وراثت کو جو علم کی صورت انھیں اپنے آبا ئواجداد سے ورثے میںملی ہے، تشنگانِ علم کو منتقل کرنے کے لیے ہمیشہ مستعد رہتے ہیں۔ موصوف عارف والا کی ایک مرکزی مسجد میں خطابت کے فرائض سر انجام دے رہے ہیں۔اِن کا تحریری کام مختلف جرائد میں گاہے بگاہے چھپتا رہتا ہے۔
زیرِ نظر کتاب’’ نسیم سخن‘‘جو تقاریر کا مجموعہ ہے یہ ایک عظیم کام ہے۔ آپ کی ایک اور کتاب قبل ازیں ’’نگارشاتِ راشد‘‘ کے نام سے زیورِ طباعت سے سے مزین ہو کر منظرِ عام پر آچکی ہے۔ آپ نے انتہائی محنت ،لگن اور خدمتِ خلق کے جذبے سے سرشار ہو کرنسیم سخن (جو تقریروں کا مجموعہ ہے) کو عوام الناس کے لیے باالعموم اور طلبا کے لیے بالخصوص مدون کیا۔ تقریباً تقریروں کا یہ مجموعہ فی البدیہہ تحریروں پر مشتمل ہے جو موصوف کی کی اس فن سے کما حقہ آگہی پر شاہدہے۔ ان میں سے اکثر تقریریں گزشتہ دور میں انعقاد پذیر ہونے والے سرکاری سطح کے مقابلہ جات میں پوزیشنیں حاصل کر چکی ہیں۔اللہ تعالیٰ ان کی اس کاوش کو قبول فرمائے۔
میاں اظہر طارق وٹو
اسسٹنٹ کمشنر، عارف والا

Implementation of Work Discipline and Application of Employee Sanctions In PD. BPR Rokan Hulu

This study was conducted at BPR PD Rokan Hulu, utilizing a qualitative descriptive analysis based on interviews. The primary objective was to investigate the disciplinary practices and the application of punishment among employees within the institution. The findings reveal that to enhance disciplinary diversity, BPR PD Rokan Hulu has established robust regulations and enforced sanctions effectively. This initiative demonstrates BPR PD Rokan Hulu's commitment to promoting diversity through structured training programs and the implementation of punitive measures. Despite these efforts, the study identified that there are still instances of indiscipline among some employees. Specific violations observed include habitual tardiness, absenteeism without prior approval from supervisors, and unexplained departures during official work hours. These actions not only contravene the company's established regulations but also undermine the overall disciplinary framework intended to foster a productive and efficient work environment. The research highlights the significance of continuous monitoring and reinforcement of disciplinary measures to ensure adherence to organizational norms and standards. Furthermore, it suggests that while the implementation of rules and sanctions is vital, BPR PD Rokan Hulu could benefit from exploring additional strategies to address the root causes of indiscipline. This could include more personalized training sessions, enhanced communication channels between employees and management, and the development of a more inclusive company culture that encourages respect for regulations. In conclusion, while BPR PD Rokan Hulu has made commendable strides in enforcing discipline and applying necessary sanctions, there is room for improvement. Addressing the lingering issues of employee indiscipline requires a multifaceted approach that not only penalizes non-compliance but also actively fosters an organizational culture that values punctuality, responsibility, and adherence to established guidelines.This study was conducted at BPR PD Rokan Hulu, utilizing a qualitative descriptive analysis based on interviews. The primary objective was to investigate the disciplinary practices and the application of punishment among employees within the institution. The findings reveal that to enhance disciplinary diversity, BPR PD Rokan Hulu has established robust regulations and enforced sanctions effectively. This initiative demonstrates BPR PD Rokan Hulu's commitment to promoting diversity through structured training programs and the implementation of punitive measures. Despite these efforts, the study identified that there are still instances of indiscipline among some employees. Specific violations observed include habitual tardiness, absenteeism without prior approval from supervisors, and unexplained departures during official work hours. These actions not only contravene the company's established regulations but also undermine the overall disciplinary framework intended to foster a productive and efficient work environment. The research highlights the significance of continuous monitoring and reinforcement of disciplinary measures to ensure adherence to organizational norms and standards. Furthermore, it suggests that while the implementation of rules and sanctions is vital, BPR PD Rokan Hulu could benefit from exploring additional strategies to address the root causes of indiscipline. This could include more personalized training sessions, enhanced communication channels between employees and management, and the development of a more inclusive company culture that encourages respect for regulations. In conclusion, while BPR PD Rokan Hulu has made commendable strides in enforcing discipline and applying necessary sanctions, there is room for improvement. Addressing the lingering issues of employee indiscipline requires a multifaceted approach that not only penalizes non-compliance but also actively fosters an organizational culture that values punctuality, responsibility, and adherence to established guidelines.

Antecedents of Individual Readiness for Change with the Moderating effect of Behavioral Resistance to Change in Software houses of Islamabad Pakistan

The aim of this study is to contribute to the growing research of meaningful individual readiness for change. These topics have attracted interest both in the academia and in the wider public during the last decades. This is due to a growing research in positive psychology and positive organizational scholarship and because increasingly many people want to experience their work as meaningful. My aim is to understand the sources of meaningful work and how do employees actively change themselves according to the rapidly changing environment so that their work to become more meaningful. The target group is software engineers (programmers and developers) working at software houses of Evacuee Trust Islamabad Pakistan. It is an interesting study target as there is no research of this profession and this level of employees related to meaningful work. The perspective of this study is individual readiness for change, and this study aims to understand how meaningful Leadership. Organizational commitment and organizational culture with the moderating effect of behavioral resistance to change are connected to employee readiness for change.
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