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فخر ا لدین علی احمد

آہ! جناب فخرالدین علی احمد صاحب صدر جمہوریہ ہند
معارف کے اس شمارہ کی طباعت ہوچکی تھی کہ یکایک ریڈیو سے صدر جمہوریہ ہند کی المناک رحلت کی خبر ملی، ملک اس قدر جلد ان کی دائمی جدائی کے لیے تیار نہ تھا، فلک کا کیا بگڑتا جو نہ وہ مرتے کوئی دن اور، پہلے ڈاکٹر ذاکر حسین مرحوم اور اب جناب فخرالدین علی احمد کی وفات راشٹرپتی بھون ہی میں ہوئی، دونوں کی صدارت کے ساتھ،
پیچھے پیچھے وہ دبے پاؤں قضا بھی آئی
وہ جاچکے، جب ان کی سوانح عمری لکھی جائے گی تو وہ ایک پرجوش مجاہد آزادی، قابل فخر محب وطن، کامیاب بیرسٹر، آسام کے معزز ایڈوکیٹ جنرل، اسی ریاست کی حکومت کے قابل اعتماد وزیر خزانہ، پھر ملک کی لوک سبھا کے ہر دلعزیز ممبر، اقوام متحدہ کے ہندوستانی وفد کے بڑے لائق رکن، مرکزی حکومت کے مختلف محکموں کے بہت ہی کارگزار وزیر سیکولرزم کے بہترین نمائندہ، قومی یکجہتی کے زریں نشان اور آخر میں جمہوریہ ہند کے محبوب صدر کی حیثیت سے برابر یاد کئے جائیں گے، ہندوستان کی خارزار سیاست میں داخل ہوکر کسی مسلمان رہنما کا کامیاب ہونا آسان نہیں، کچھ مسلمان قائد ایسے ہوئے جو مسلمانوں میں تو مقبول تھے لیکن ہندوؤں میں اچھی نظروں سے نہیں دیکھے گئے اور کچھ مسلمان لیڈر ایسے بھی گذرے جو ہندوؤں میں تو محبوب لیکن مسلمانوں میں غیر محبوب رہے، جناب فخرالدین علی احمد صاحب کا نمایاں وصف یہ تھا کہ وہ دونوں حلقوں میں عزت کی نگاہوں سے دیکھے گئے، ان کے کسی اخباری بیان کسی عمل کی نشاندہی نہیں کی جاسکتی ہے، جس سے ہندو خوش اور مسلمان ناخوش یا مسلمان خوش اور ہندو ناخوش ہوئے۔
ان کی علم نوازی کی یادوں کی بھی مشعل روشن رہے گی، ۱۹۶۹؁ء میں غالب کی صدسالہ برسی پورے ملک میں ان...

ارتداد کی سزا کا معاصرانہ تنقیدی مطالعہ

This is not hidden from anyone familiar with Islamic laws, that in Islam the punishment for every person who enters the realm of Islam voluntarily and then turns away from Islam and returns to disbelief, is capital punishment (death penalty). From the earliest days of Islam, all the Companions, Followers, and all Islamic Jurists have improved the same, but at the end of the nineteenth century, many people who hated Islam refused to accept the punishment imposed by Islam due to various doubts. They have also challenged its legitimacy. As a result, two types of views on apostasy emerged. Some other scholars, at the endof the twentieth century, came with a third view on the punishment of apostasy. They neither deny the punishment of apostasy in general nor do they believe in it as the majority of scholars do. Therefore, in this article, we will briefly discuss these three types of views and their arguments, so that truth and falsehood become clear and no doubt remains in this matter.

Current Practices of Teachers Performance Appraisal: A Case Study of a Community-Based School

This research was an attempt to find out the current practice of teachers' performance appraisal of a community-based school and its implications for management's role in implementing the appraised processes effectively. Appraisal is generally used for both accountability and professional development. This mostly depends on the school's objectives for carrying out the appraisal. It is noted that teachers get uncomfortable and feel threatened by the performance appraisal process. This could be for two main reasons: (a) when the objectives of appraisal exercises are not made clear to the teachers, they do not know what this would lead to; (b) teachers become threatened if they know that, the school will use the findings to decide about teachers annual increments and promotions. Literature, however, suggests that performance appraisal should be for teachers' professional development. The exercise should be a road map for teachers and finding should help teachers to grow professionally. I carried out an exploratory case study to find out the current practices of carrying out teachers' performance appraisal of a particular school; their perceptions about the teachers' performance appraisal and to know whether the findings of teachers' performance appraisal enabled the teachers to grow professionally. The findings of the study revealed that, the teachers associated the performance appraisal not with professional growth but with the amount of increment in salary, dismissal in case of poor performance and promotion or demotion. However, there are different perceptions about the utility of appraisal among the stakeholders. Some relate this to professional development, others categorize the teachers in A' and B' category and based on this categorizes give increments. It was evident that the purpose of the practice is not clear to teachers. Appraisers do not negotiate and inform the details on which teachers are appraised. There are no pre and post appraisal meetings to discuss teachers' progress and future needs. Also there is lack of clarity about the purpose and objectives of being appraisal In view of the findings and considering the importance of the performance appraisal exercise, this dissertation recommends that objectives of teachers' performance appraisal be shared with teachers; the system should be more transparent and proper procedure of appraisal should be followed to gain maximum benefit from it and give qualitative feedback to the teachers.
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