HRMs connection to strategic management

HRMs connection to strategic management 1.1 Explain Guests model of hard-soft, loose-tight dimensions of HRM. [P1] In1987 Guests said HRM is connected to strategic management of an organisation. Guest gives Human Resource Management model and dimensions of hard-soft HRM. British gas maintain Guests model like they have training system by they make their employee good at their work. They also have recruitment and selection system for collect their perfect employee. Guests model has given bellow: Hard HRM: According to the Storey (1992:29) Hard HRM is the quantitative, calculative and business strategic prospect of managing the census resources in as lucid way for any factor of production as associated with a useful-instrumentalist approach. Soft HRM: Soft HRM is an assistant with the human relations movement and the employment of individual talents (Bloisi, 2007). 1.2 Review the differences between Storeys definitions of HRM and personnel and IR Practices. [P2] Personnel management is that management which includes by job analysis, plan for personal needs, selecting appropriate people for job, mange to train, give right salary and communicate all of the employees of organisation. Human resources management is strategic management of an organisation, to achieve organisation goals and to utilize every employee for achieving organisation goals. There are huge differences between HRM and personnel management. The differences given bellow: Beliefs and assumption: Contract: Personnel management or IR contact by writing with delineation while HRM wish to go beyond contract. Rules: personnel management evaluate of discovering clear rules but HRM maintains can -do outlook impatience with rule. Managerial task vis-a-vis labour: Managerial task vis-a-vis labour of PM or IR is monitoring though HRM is nurturing. Nature of relations: Relation of PM or IR is pluralist where HRM is unitary. Conflict: PM conflict institutionalised and HRM conflict de-emphasised. Strategic aspects: Key relation: PM make their key relation with labour management while HRM evaluate customer. Initiatives: The initiative of PM is piecemeal but HRM is integrated. Corporate plan: PM corporate their plan marginal to and HRM corporate their plan central to. Speed of decision: PM takes their decision slowly but HRM can fast. Line management: Management role: Management role of PM is transactional where HRM is transformational leadership. Key managers: PM or IR specialists mange all thing at PM but in HRM, line manager do everything. Communication: PM communicates with employee indirectly but HRM communicate directly. Standardisation: Standardisation of PM is high while HRM is low. Key levers: Selection: PM select their employee separately where HRM integrated. Pay: PM pay their employee by job evaluation though HRM pay by performance. Job categories: PM has different job categories but amount of HRM is few. Job design: PM design their job through division of labour but HRM divide by teamwork (Bloisi, 2007). 1.3 Demonstrate that effective judgment has been made to establish a contribution of strategic HRM in achieving the corporate objectives. [P3] Role of line manager Introduction: The role of the line manager is to achieve organisations goals. He maintains all of things on behalf of an organisation. In the view of my case study, HR of British Gas has already maintained the role of manager. If he did not maintain the role of HR manager then organisation can not go to their goals. The role of HR manager: There are some roles of HR manager by which they run an organisation. It has given bellow: Planning, resourcing and retention: A line manager need to know how many staffs are now working, which department is busier, which department they need some people. When he will indentify this things then he will plan how many staffs he will take and how process he will take. For example Sainsbury is very busy at Saturday and Sunday. So managers of Sainsbury need more staff for these weekend day. And he also need to find out how many staff are good at for operating system. Then he will take decision for taking or recruiting people. This is the planning and resourcing role for line manager. Retention is also important role for line manager. It can be define the retention like some of staffs are recruiting for new staff, but manager have to know to know are they happy for their time being. Recruitment and selection: When manger will confirm that they need people essentially, in that time they need to find out appropriate people for their organisation, by which he can achieve their organisation goals as well. It is most important role for a manager because if he can not find out right people then he will be failed for achieving organisation goals. To find out right people he need to select more productive people who are very much enthusiastic, good behave and first of all who can help organisation for achieving their goals. Training and development: To take right people for their organisation manager manage to give training to make appropriate for work. Because new people do not know what is their main responsibilities and operating system. So manager need to know everybody about their job. And he also makes their as good employee for achieving their goals. By training method manager develop their new employee. Reward remuneration: Employees depend on their organisation for surviving their live. So manager have to pay adequate and equitable. Manger also has to manage reward system like pensions, healthcare, other financially. By rewarding employee get more satisfaction to work. If employees are happier on their organisation then they will work more. Employee relations: Employees relation is another important role of manager. Because manager have to maintain good relations like good behave, easies with employee, reasonable for all, to consider employee with their life (Bloisi, 2007). 2.1 Review different ways of developing flexibility within the workplace in your organization review and explain a model of flexibility within the workplace and illustrate its implementation in your chosen organization. [P4] Atkinsons has given model of flexibility: (Emerald insight, 2010) 2.2 Describe the need for flexibility and the types of flexibility to be considered by an organization and give examples of such implementation in an organization. [P5] Flexible working is not only part time working but also flexible types of working. British Gas can develop by implementing flexibility. By giving flexibility they can get good response from their employee. In the view of case of British Gas they need to flexibility for getting better result themselves. Importance of flexibility: An organisation needs to give flexibility to their employee for developing or achieving their goals. There are different side for flexibility. Organisation can give their customer satisfaction as they need by flexibility. By flexibility organisation can give their staff happiness, better staff motivation. Staffs also get more support for surviving their live. By flexibility organisation can rise up their fertility. Staffs are also more ease with one and another. Finally by flexibility organisation can recruit more enthusiastic, skilled people for their organisation (Equality Challenge Unit, 2010). Types of flexibility: There are different types of flexibility like part-time work, shift time work. Description has given bellow: Part-time working: Part time working means that type of work where employee works standard time or less than full time hour. Flexitime: When employees work in a free time of starting, finishing and take break in order to employer. Staggered hours: Staggered hour can be defined that employee has different starting, finishing and breaking time allowing organisation to open longer hours. Compressed working hours: Compressed hour means that an employee work 40 hours in a week but he wants to work same hour within 5 days. Job sharing: An employee who work as a full time worker but he wants to split between another employee who agree to work with him. Shift swapping: When employee manages their shift among themselves by covering all requirements of organisation. Time off in lieu: Sometime employee work more hour when organisation get peak activity but when organisation get less busy time that time employee go for time off in lieu. Term-time working: It can be described that normally in term time employee work in his organisation like 20hour per week but when his or her school, college or university go to holiday in that time employee work like term time. Annual hours: Annual hour means employee calculates his or her hours annually and the employer decorate shift but employer keep some hours in their hand. When organisation get peak time, then they call them for work. Zero hours contracts: An employee work that hour which his need that is called zero hour (Business link, 2010). 2.3 Evaluate the advantages and disadvantages of flexible working practices from both the employee and the employer perspective in your chosen organization. [P6] Flexible working has advantage and disadvantage. In my case study British Gas should take decision after looking advantage and disadvantage of flexible working. British Gas need to achieve their goal so they Have to take decision is it helpful or not. Advantage of flexible working: Advantage of flexible working has given bellow: By flexible working employee can get good health. By flexible working they can reduce their passion. By flexible working employee can spend their life happily. By flexible working responsibilities increase to employee for organisation By flexible working employee and employer can spend their time with their family. By flexible working travel costs decrease. Flexible gives different shift patterns through organisation. And finally flexible working gives more effective time management. Disadvantage of flexible working: As flexible working has advantage so that it has some disadvantage which has given bellow: Sometime employee get downsize salary if he works few hours. Flexible work creates separation from one and another colleague. By flexible work employee feel isolation. Human resource cannot justify honestly the performance of employee. Flexible works creates drawback to promotion (Prospects, 2010). TASK- 02 2.1.1 Describe different forms of discrimination observed by you within a selected organization. [P7] Discrimination: Now-a-days discrimination is the common matter through the world. Discrimination means to give the favour one people less than other people by ethnic, religion, sex and so on. British Gas should omit the discrimination through their employee, by which they can be trusted by their employee. There are different forms of discrimination which has given bellow: Direct discrimination: Direct discrimination is that discrimination where an employ get less favour than other employee to base on age, sex. Indirect discrimination: Indirect discrimination is that discrimination which is occurs on the requirement process of an organisation. Harassment: Harassment is unwelcomed conduct which has the effect of violating an employment performance or making agree sieve, disgraceful, humiliating workplace for employment. Victimisation: Victimisation is occurred to base on some reasons: Create complaint under ACT. Do anything which is unlawful or illegal (Law-Now, 2010). 2.1.2 Review how the legislative framework and any proposed changes relating to discriminate in the workplace can be applied by an organisation. [P8] Legislative framework: Legislative frame work is the process by which an organisation can recruit their employee with equal opportunity and equal opportunity also run in work place. There are some changes relating to discriminate in workplace has given bellow: In 1970 the equal acts covered the equal pay through men and women. In 1974 the rehabilitation offenders act mention an individual does not have to reveal criminal offence if the conviction is deemed spent. In 1975 there is no gender discrimination in marriage and qualification has covered by Sex discrimination acts. In 1976 race relations act mention that race, ethnic, colour and nationality positive action. In 1984 and 1998 discover the act of data protection and implement that protection of data its usage and extension. In 1995 and 1999 the disability discrimination acts has covered the disable people get right commission. In 1998 the public interest disclosure act maintains protection of whistle blowing. In 1998 the employment right mention the reformation of the industrial tribunal system. In 1999 national minimum act rate covered national minimum wage. In 1999 human rights act mention retreat of human rights. Finally it can be said that the above discussion can apply for an organisation for legislative frame work (Bloisi, 2007). 2.1.3 Explain a range of current initiatives and practises which focus on equal opportunities in employment. [P9] British gas need to maintain that equal opportunity policy has given bellow. It needs for this organisation. A range of current initiatives and practises which focus on equal opportunities in employment has given bellow: Employer develops an equal opportunities policy, covering recruitment, promotion and training. They set an action plan with targets so that employer and their staff have a clear idea of what can be achieved and when. They asses the present position to establish their starting point and monitor progress in achieving their objectives. They review their recruitment, selection and training procedures regularly, to ensure that they are delivering on their policy. Employer draw up clear and justifiable job criteria which are demonstrably objective and job related. Employer develops links with local community groups, organisations and schools, in order to reach a wider pool of potential applicants (Bloisi, 2007). 2.1.5 Compare and contrast equal opportunities and managing diversity at work place. [P10] Compare between equal opportunities and managing diversity has given bellow: Base on drivers for change: Equal opportunity drive externally but managing diversity drive internally. Equal opportunity rests on proper and sound arguments and managing diversity rests on business case. Equal opportunity appreciates EO as a cost and it appreciate as investment. Degree of combination: Equal opportunities are operational and managing diversity is strategic. Equal opportunity corporate with process but managing diversity corporate with outcomes. Sensation of difference: Equal opportunity sensate as other and managing diversity sensate as asset. Focus of action: Equal opportunity focus on group discrimination and managing diversity focus on improvement for individuals. It is group of initiatives and it is universal of initiatives. It supported by narrow positivist knowledge base and it is supported by pluralistic knowledge base (His academy, 2010). TASK- 03 3.1.1 Explain different models of performance management in practice. [P11] Performance management Performance management is the subject by which an organisations manager can justify that employees making match organisation goals. It has three parts: It gives the information what types of idea of performance are consistent to the job. It can evaluate the relevant idea of employee performance. It gives the comment by which employee can justify their performance to suit their organisation goals. Armstrong and Baron (2004) define performance management as a process which contributes to the effective management of individuals and terms in order to achieve high levels of organisational performance. As such, it establishes shared understanding about what is to be achieved and an approach developing people which will ensure that is achieved. Functions of performance management: There are three functions of performance management. Strategic function: Performance management must be able to find where employees are matching their work with organisations goal. For doing this organisation need to know in which place it is occurring. For doing this strategic function they have flexible because of flexibility can change the goal and nature of organisations. Sometime some organisations fail to do this then they like administrative and development function. Administrative function: Every organisation has to pay their employee and for getting popularity they do promotion, besides this they have to make retention, redundancy. So many of the organisation use administrative function for doing this job. Development function: By doing development function managers of any organisation can realize when an employee doing his or her job well and can be improve themselves. But normally without performance appraisal it is not possible to measure the poor performance of employee and by this employee also improve them. Performance appraisal: Performance appraisal is the way by which manager can evaluate and justify the employee performance. By this if employee performance shows poor then manger can improve them. Objectives of performance management: Shortly an objective of performance is SMART which can be explained by Specific, Measureable, Achievable, Relevant and Time bound (Bloisi, 2007). 3.1.3 Critically evaluate different human resource practices in the workplace. [P12] Human resource practises in workplace is very important for any organisation. So British Gas needs to practises the human resource for developing their organisation. They have followed the bellow types of practises: Mandatory meeting with producer and department manger: An organisation have to create meeting with producer and manger about the performance, training need or not, quantity of success and so on. Recruiting: Organisation have to find out in which department they have to recruit, what kinds of people are allowed to apply and they should give the position which they need. Finally they have to provide their every through their web site. Open book management style: An organisation have to mange open book management system like sharing the business report and the position of their organisation in market. Bonuses: An organisation has mange bonuses for employee. By this way employee can know how their performance in organisation and the amount of profit of organisation. It will be helpful for organisation. 360 degree performance management feedback system: It is the feedback for employee to know the performance of their. If any organisation gives this to employee then employee will be touch about their performance which can be bear better result for organisation. Keeping it legal: Organisation must keep everything legal by which people and employee can trust to the organisation (Archives IGDA, 2010). 3.1.4 Evaluate the impact of globalization on issues such as human resource planning. [P13] Every organisation has impact of globalisation. British Gas has to maintain and realize impact of globalisation. Impact of globalisation has given bellow: For globalisation, human resource planning increased economic independence of nation. Capital, information and technology flows are in the increase. Organisation competition are going base on innovation. Organisations of globalisation are large extent and beyond national boundaries. Human resource can apply for reasonable products or necessary things from other country. Globalisation has started new technology through the world on human resource planning. The nature of organisation and employee has changed for this. For globalisation, human resources have to extend their service section (All Experts, 2010). 3.1.5 Review the impact of different national cultures and practices human resource professionals can employ to manage a culturally diverse workforce. [P14] British Gas need to know the impact of different national practises and human resource professionals can employ to manage culturally diverse workforce. Approaches to culture diversity, there are some approaches to cultural diversity. They are knowledge, respect, and search for unity in diversity. Management workplace diversity: Manager needs to change from an ethnocentric view to a culturally relative perspective. There are different practises that manager can adopt in ensuring effective management in workplace diversity in order to attain organisations goal: Planning a monitoring programme is the best way to give feedback to employee about their workforce by culturally. Organising talents strategically about the employee base is another important human resource professional practise. By motivational approaching organisation can improve their employee performance for getting organisation goal. Gain sharing means an organisation which gain that should be shared (All Experts, 2010). Conclusion: I believe that I have written all of criteria from my case study. Finally managing human resource is the helpful for all organisation and employee.

Doctor Who vs. Back to the Future Essay

People always love a good science fiction film or show, because even though it can have the same basic idea, they can be completely different. Doctor Who and Back to the Future are two of the world’s most beloved franchises, however, even though they are both based on time travel, they completely different but have some key similarities. Both of these franchises have a basis of time travel. Doctor Who is about an all-knowing alien named The Doctor, who travels through time and space in his time machine called the TARDIS. He is normally accompanied by a friend or a companion that he picks up along his travels. With Back to the Future, it revolves around a seventeen-year old kid named Marty McFly who, after crazy circumstances, winds up taking the time machine his best friend, Doc Brown or Doc, had invented. Marty is accompanied by Doc from different points in Doc’s time line. The extent of time travel is different for these franchises. Time is one of the most complicated ideas in all of history. When it comes to the time travel perspective Doctor Who is much more complicated than the simple Back to the Future model of time travel. In Back to the Future, Marty accidentally goes back in time and stops his parents from ever meeting. Throughout the movie he tries to get his parents to fall in love. When he begins to fail at getting them to fall in love, he starts to fade away. This idea seems to be pretty straightforward. However, you need to take into account the fact if Marty was never born how did he travel back and stop them from meeting. In Doctor Who it goes much more in-depth and time travel gets more difficult to understand. If the Doctor was faced with the same situation as Marty, a paradox would occur and he would have been from a different time stream where his parents got married, and he wouldn’t have faded away. One of the most immense trademarks that define these franchises is the characters. The trademark characters define this genre of film. The Doctor is an alien from the planet Gallifray, who has been traveling for about 900 years. Marty, is a teenager who gets thrown into a time travel with no foreknowledge about the subject. Marty is a naive teenager who doesn’t know the first thing about time travel, whereas the Doctor knows all about time travel, history, science and, most importantly, what not to mess with. Even though they don’t share the same knowledge, their personalities have some similarities. They both show bravery when needed and are willing to rip through time just to help someone dear to them. However, what shines the most about these two characters are their flaws. Whenever someone calls Marty a chicken, he loses all control of himself and does whatever he can to prove he isn’t. The Doctor, on the other hand, has a dark side. If someone breaks the Doctor enough, who is already damaged, he will show no mercy, and that is the scariest thing about him. Even though no one likes them, the antagonist of each franchise is just as important as the protagonist. In Back to the Future the antagonist is Biff Tannen. Biff Tannen bullied Marty’s dad as a kid and continues to bully him into adulthood. With Doctor Who the main antagonist, among many, are the Daleks. They are a robotic alien race that wants nothing more than to destroy anything that isn’t Dalek and will do anything to survive. Both of these enemies only care about can benefit themselves. Neither of them cares if they hurt anyone, or the disaster they can cause in their quest for power or wealth. The Daleks, however, aren’t the same as Biff. The Daleks are very loyal to their own race, whereas Biff isn’t loyal to anyone. In Back to the Future Biff is thought of as a pain that Marty has to deal with whereas when the Doctor has to deal with the Daleks, he is frightened. The Daleks are pure hate and have no sympathy. Biff is a human being so therefore he does have humanity somewhere in him. The science fiction genre is one of the most celebrated genres in all of history. It is so vast and so loved by many. Even though there are so much science fiction, even though some have the same basic idea, they can be so different with a few key things in common that makes it spectacular. Doctor Who and Back to the Future are two enchanting franchises in their own ways, even with both of them revolving around time travel.

Al Maqasid Al Sharia

CIFP – SH1002 SHARI’AH ASPECTS IN BUSINESS AND FINANCE AL-MAQASID AL-SHARI’AH THE OBJECTIVES OF ISLAMIC LAW DEFINITION OF MAQASID AL SHARI ’AH The word â€Å"Maqsid† (plural: Maqasid ) reflects a meaning of purpose, objective, principle, intent, goal. Maqasid comprise the wisdom and knowledge behind rulings, the objectives of particular actions. As for the term â€Å" Shari’ah †, some scholars define the word as following strictly the injunctions of Allah or the way of Islam ( din ). Hence, Maqasid al-Shari’ah represents â€Å"the objectives and the rationale of the Shari’ah.It encompasses all disciplines, laws, regulations, policies, instructions, obligations, principles, beliefs, devotion and actions designed to protect the interest of human beings in all segments and aspects of life. Various scholars have tried to elucidate the purposes and the objectives of Shari’ah upon which it is established. Among these th e exceptional individuals are the Malikite Abu Ishaqal-Shatibi, the Shafite al-‘Izz ibn ‘Abd al-Salam, and the Hanbalite Ibn Qayyim al Jawziyyah.According to Ibn Qayyim al-Jawziyyah, Shari‘ah aims at safeguarding people’s interest in this world and the Hereafter. Referring to the maqasid al-Shari‘ah , al-Ghazali said: â€Å"The objective of the Shari‘ah is to promote the welfare of human beings, which lies in safeguarding their faith, their life, their intellect, their posterity, and their wealth. Whatever ensures the safeguard of these five fundamentals serves public interest and is desirable†. Al-Shatibi approves al-Ghazali’s list and sequence,hereby indicating that they are the most preferable in terms of their harmony with essence of Shari’ah .Finally, Ibn Ashur provides a broader definition stating that: Both its general rules and specific proofs indicate that the all-purpose principle(maqsad ‘amm) of Islamic legis lation is to preserve the social order of the community and insure its healthy progress by promoting the well-being and righteousness ( salah ) of that which prevails in it, namely, the human species. The well-being and virtue of human beings consist of the soundness of their intellect, the righteousness of their deeds as well as the goodness of the things of the world where they live that are put at their disposal.Maqasid al-Shari’ah : An Overview Maqasid al-Shari’ah calls for establishment of justice, elimination of unfairness and alleviation of privation. It endorses relationship and mutual support within the family and community in general. This has for outcome a preservation of public interest (maslahah) as the most important objective of the Shari’ah. Shari’ah recognizes three areas which constitute well- being, namely, endorsing benefits (maslahah ) to people, educating individual and establishing justice.One of the objectives and the underlying pr inciple of the Shari’ah is endorsing benefits (maslahah) to the people. It is associated with people livelihood in this world and the Hereafter Qur’anic verse: â€Å"†¦ and establish regular prayer: for prayer restrains from shameful and unjust deeds; and remembrance of Allah is the greatest (thing In life) without doubt. and Allah knows the(Deeds) that ye do. † ( Al-Qur’an , Al-Ankabut: 45). Every verdict in Shari’ah appears with reasoning and with a purpose, which is to shelter and protect public interests (maslahah ) in all aspects and segments of life.It should also be observed that in specific occasions emergence of arguments between endorsement of benefit and avoidance of evil arise. If none appears to be preferable, then avoidance of evil takes precedence over the recognition of benefit. Educating individuals is an essential objective of Shari’ah, too. Education encourages people with faith and Taqwa (consciousness of Allah s. w. t. ) in order to accomplish public objectives. A truthful and moral person can emerge as representative of others and bearer of the ruling of Shari’ah related to ibadah , mu’amalah and jinayah.Lastly, one of the objectives of the Shari’ah is to maintain the standards of justice (‘adl ). It must be based on creation of equilibrium which accomplishes rights and responsibilities on one side, and abolishes unfairness and inequality on the other. It must embrace both individual and social justice, regardless whether it is a case of friend or foe, Muslim or non-Muslim, personal or public. Illicit behaviors and wrongdoings are disapproved and punished in order to avoid injustice as it is undesirable and contradictory with the philosophy of Qur’an and the Maqasid al-Shari’ah.IDENTIFICATION OF THE MAQASID As already indicated the ulema have differed in their approach to the identification of the maqasid. The first approach to be noted is the purely t extualist approach, which confines the identification of the maqasid to the clear text, the commands and prohibitions, which are in themselves the carriers of the maqasid. The maqasid, according to this view, have no separate existence as such. Provided that a command or prohibition is tasrihi (explicit) and ibtida’i (normative) it in itself conveys the maqsud of the Lawgiver.Although it is generally accepted that textual injunctions must be respected and observed as manifestations of the intentions of the Lawgiver, the majority approach to the identification of the maqasid takes into consideration not only the text but also the underlying ’illah or rationale of the text. 10 The chief exponent of Al-Maqasid, Abu Ishaq Ibrahim al-Shatibi , spoke affirmatively of the need to respect and observe the explicit injunctions, but added, that adherence to the obvious text must not be so rigid as to alienate the rationale and purpose of the text from its words and sentences.Such rigidity could, of course, then be just as much contrary to the maqsud of the Lawgiver as would be in the case of a conscious and direct neglect of that law. The preferred approach then is to read the text, whether it is of a command or a prohibition, in conjunction with its rationale and objective, for this is most likely to bear the greatest harmony with the intention of the Lawgiver. 11 Al- Shatibi elaborated that the maqasid that are known from such a comprehensive reading of the text are of two types, asliyyah (primary) and tab’iyyah (secondary).The former are the essential maqasid, or the daruriyyah, which the mukallaf must observe and protect regardless of his personal predilections, whereas the latter, the supplementary maqasid, or the hajiyyat, are those regarding which the mukallaf has some flexibility and choice. The comprehensive approach to the textual injunctions of the Shari’ah has given rise to two important questions. Firstly, the question that seeks to establish whether the means to a command, a wajib (obligation) or a haram (prohibition), should also be seen as integral to the goal and objective that is sought by that command.The general response given to this question is that supplementary aspects of commands and prohibitions are indeed integral to their objectives. Thus, it is generally accepted that whatever might be necessary for the completion of a wajib is also a part of that wajib, and that whatever may lead to a haram is also haram. There has, however, been some disagreement on this, emerging from certain areas of detail. The second question concerns the silence of the Lawgiver in respect of certain conducts, especially where a general reading of the relevant evidence casts light on the value of that conduct.The question may be formulated as follows: We know that the maqasid can be known from clear injunctions, but can they also be known from a general reading of the nusus (clear textual rulings) by way of induction? A l-Shatibi’s response to this question is possibly the most original. Page 5 of 7 Istiqra’ (induction), according to al-Shatibi, is one of the most important methods for identifying the maqasid of the Shari’ah. There may be various textual references to a subject, none of which may be in the nature of a decisive injunction.Yet their collective weight is such that it leaves little doubt as to the meaning that is to be obtained from them. A decisive conclusion may thus be arrived at from a plurality of inclining expressions. Al-Shatibi illustrates this with an important example. Nowhere in the Qur’an is there a specific declaration to the effect that the Shari’ah has been enacted for the benefit of the people, and yet, this must be the definitive conclusion that is to be drawn from the collective reading of a variety of textual proclamations. 12 To illustrate the point further we may give two more examples.There is no specific declaration in the textu al sources on the classification of the maqasid into the three categories of daruriyyah, hajiyyah and tahsiniyyah or on the conclusion that the Lawgiver has intended that these maqasid must be protected — and yet, through istiqra’, this classification and conclusion has generally been accepted by the ulema. Again, there is no specific textual declaration espousing the claim that the protection of the five values of life, intellect, faith, lineage and property is of the most primary importance to the Shari’ah — but once again, through istiqra’, this has also been generally accepted by the ulema.It is also to be noted that the inductive method is not confined to the identification of maqasid-cum-masalih alone, but extends to commands and prohibitions. 15 Conclusions arrived at through istiqra’, such as those in the above paragraph, are of great overall importance to the understanding and implementation of the Shari’ah. They are not to b e seen as being subject to doubt or lacking in credibility by way of being based on speculative reasoning. 14 In fact, al-Shatibi’s own position on this was to go so far as saying that the conclusions and positions established through istiqra’ are he general premises and overriding objectives of the Shari’ah, over and above the level of the specific rules. Al-Shatibi’s approach to the method of induction is reminiscent of knowledge that is acquired of the personality and character of an individual through a sustained association and observation of conduct of that individual. This kind of knowledge is broad and holistic as it is enriched with insight, and is likely to be more reliable compared to, say, knowledge based only on the observation of odd and isolated incidents in the daily activities of that individual.AL-MAQASID AND IJTIHAD Having expounded his theory of Al-Maqasid, al-Shatibi advocated and accentuated the need for knowledge of the science of A l-Maqasid as a prerequisite to the attainment of the rank of a mujtahid (jurist). Throughout Muslim history, those who neglected acquiring mastery over the science of Al-Maqasid did so at their own peril, as it made them liable to error in ijtihad. Included amongst these were the ahl al-bida’ (the proponents of pernicious innovations), who only looked at the apparent text of the Qur’an without pondering over its ultimate aims and objectives.These innovators (an allusion to the Kharijites) held steadfastly to the literal text of even the mutashabihah (the intricate segments of the Qur’an) and premised many conclusions on them. They took a fragmented and atomistic approach to the reading of the Qur’an, which failed to tie up the relevant parts of the text together. The leading ulema have, on the other hand, always viewed the Shari’ah as a unity, in which the detailed rules were to be read in the light of their broader premises and objectives. 6 Ibn à ¢â‚¬â„¢Ashur, the author of another landmark work on Al-Maqasid, also stressed that knowledge of the science of Al-Maqasid was indispensable to ijtihad in all its manifestations. 1 Some ulema, who confined the scope of their ijtihad only to literal interpretations, found it possible, ibn ‘Ashur observed, to project their personal opinions into the words of the text, but fell into error as they were out of touch with the general spirit and purpose of the surrounding evidence. We may illustrate this by reference to the differential views taken by the ulema with respect to whether the Zakah on commodities, such as wheat and dates, must be given in kind or could also be given in their monetary equivalent. The Hanafis validated the possibility of this substitution, but some ulema held otherwise. The Hanafi view was founded on the analysis that the purpose of Zakah was to satisfy the needs of the poor, which could just as easily be achieved with the monetary equivalent of the commod ity.Ibn Qayyim al-Jawziyyah likewise observed that where the ahadith on the subject of sadaqah al-fitr (the charity due on the Eid after Ramadan) sometimes referred to dates and at other times to raisins or food grains, the common purpose in all this was to satisfy the needs of the poor, which could be done with any of these staple foods of Madinah and its environs at that time. The purpose in any of these ahadith was not to confine the payment of the sadaqah to a particular commodity.A similar example relates to the issue of whether a person may pay his Zakat ahead of time, that is, prior to the expiry of the one year period when it becomes due, and whether he is liable to pay again if he has already paid before that time. Imam Malik, drawing an analogy with Salah, ruled affirmatively that the person would be liable to pay again. Subsequent Maliki jurists, including Ibn al-‘Arabi and Ibn Rushd, however, disagreed with this position and ruled that early payment of Zakah was pe rmissible.Indeed, if someone performs his Salah before its due time, he must perform it again at its proper time. But, there is a difference between Salah and Zakah, in that the former is time-bound to specific times but the latter is not in any such similar ways. Hence, Zakah may be paid earlier, especially if it is prepaid by only a few weeks. Scholars who have taken a non-literalist approach, on the other hand, have often been criticised for departing from certain parts of the textual sources.Imam Abu Hanifah, for example, was criticised by the Ahl al-Hadith (the Traditionalists), for having departed on occasions from the wordings of particular ahadith. It turns out upon closer inspection, however, that such scholars departed from the text only when they had reached a different conclusion by reading that particular text in the context of the of the other relevant evidence in the Qur’an and Sunnah. Disharmony and conflict between the aims and objectives of the Shari’ ah and its specific rulings may arise latently.A mujtahid or a judge may issue a ruling or a decision which appears at that time to be consistent with the text and maqsud of the Shari’ah. With time and further scrutiny, however, it may prove to be not so consistent. A judge may, for example, uphold a duly signed contract and make it binding on the parties. With time, however, the contract may prove to be grossly unfair on one of the parties. In such an eventuality the judge or the mujtahid can hardly ignore the attendant unfairness and insist on the strict adherence to the letter of the contract.Indeed, according to the Shari’ah laws of obligations, a contract is no longer a governing instrument between the shari’ah al-‘aqidayn (the contracting parties) if it becomes an instrument of injustice. The judge must therefore, in order to uphold the maqsud of justice, a primary and all-pervasive characteristic objective of the Shari’ah, set aside the contr act. The judge or the mujtahid must, likewise, give priority to the maqasid whenever there is such a latent discord. These discords or conflicts are most likely to occur where the specific rulings have been arrived at through the doctrine of Qiyas (Analogy).Thus, where a rigid adherence to Qiyas may lead to unsatisfactory results, recourse may be had to Istihsan (Juristic Preference) in order to obtain an alternative ruling that is in greater harmony with the objectives of the Shari’ah. An important feature of the ‘Maqasidi’ (objectives-based) approach in relation to ijtihad and the formulation of specific rules is the attention that the mujtahid must pay to the consequences of his rulings. Indeed, an ijtihad or fatwa would be deficient if it failed to contemplate its own ma’alat (consequences).The importance of such contemplation is demonstrated by the Prophet’s Sunnah. Therein, we note instances where the Prophet paid much attention to the possibl e consequences of his rulings, often in preference to other considerations. Thus, for example, although acutely aware of the treason and subversive activities of the Munafiqun (the Hypocrites), without and within the Muslim community, we find that he decided not to pursue them, stating simply that â€Å"I fear people might say that Muhammad kills his own Companions†.Similarly, although he personally would have liked very much to accept and execute ‘A’ishah Siddiqah’s suggestion to restore the Ka’bah to its original proportions, as founded by the patriarch Prophet, Ibrahim, again, we find that he decided not to, saying â€Å"I would have done so if I didn’t fear that this may induce our people into disbelief†. In both these instances, therefore, the Prophet did not take what would have been thought to be the normal course because of a foresight of the potential adverse consequences. Finally, we must turn to ijtihad in the context of cri mes and penalties.Of course, the normal procedure here is to apply the punishment whenever the cause and occasion for it is present. There may, however, be instances where to pardon the offender would be a more preferable course to take. The mujtahid and the judge must remain open and alert to such possibilities and reflect them in their judgements whenever so required. Al-Shatibi has in this connection drawn a subtle distinction between the normal ’illah that invokes a particular ruling in a given case and what he terms as ‘illah tahqiq manat al-khas (the verification of the particular) in the issuance of ijtihad and judgement.The mujtahid (scholar) may investigate the normal ‘illah and identify it in the case, for example, of a poor person who qualifies to be a recipient of zakah, but such an enquiry may take a different course when it is related to a particular individual as to what might seem appropriate or inappropriate to be applied in a particular case. The mujtahid needs therefore to be learned not only of the law and specific evidence but must also have acumen and insight to render judgements that are enlightened by both the overall consequences as well as the special circumstances of each case.CLASSIFICATION OF MAQASID AL SHARI’AH Although there are different classifications of maqasid al-Shari‘ah , Muslim cholarsgenerally classified them into three main categories: daruriyyat (essentials), hajiyyat (needs)and tahsiniyyat (embellishments). The essentials ( daruriyyat ) are particulars that are required and considered as vital for the founding of wellbeing in this world and the Hereafter. If society in some way neglects them, the outcome will be anarchy together with disorder of the functionality of the society which will result in total collapse.The essential masalih (plural of maslahah) or daruriyyat are further divided into five: (i) Preservation of faith/religion (Din); (ii) Preservation of the life(afs); (iii) Pres ervation of lineage/descendents/procreation (asl ); (iv) Preservation of property ( Mal ); and (v) Preservation of intellect/reason (‘Aql ). The embracement of the mentioned values is obligatory to ensure normal functioning of society and welfare of individuals. It is an obligation of society and people to implement all necessary measures to prevent or eliminate all the barriers that will hinder the realization of these values.The Shari’ah constantly seeks to embrace and endorse these values and enhance procedures for their continuation and progression. Furthermore, Islam as religion is greatly concerned with eradication of poverty and hardship of individuals and community, which is in consistency with the aims of Shari’ah. This is to ensure that people have prosperous life and that there will be no disruption to their normal life. The needs (hajiyyat ) serve as complementary to the essentials. Without the needs, people will face hardship.However, non-existence o f the needs will not create complete disruption of the normal order of life as is the case with the essentials. Ibn Ashur defined the meaning of complementary necessities in the following manner: â€Å"It consists of what is needed by the community for the achievement of its interest and the proper functioning of its affairs. If it is neglected, the social order will not actually collapse but will not function well. Likewise, it is not on the level of what is indispensable (daruri ). The embellishments ( tahsiniyyat ) relate to matters which bestow enhancement in the societyand guide to improved life.The admirable illustrations are Shari’ah ’s guidelines as clean body and attire for purpose of prayer, offering charity and avoiding lavishness and recommendation of supererogatory prayers (‘ibadat ). The rationale of all these are the accomplishment of integrity and perfection in entire fields of a person’s behavior. However, without these values the society will still be able to function and normal life process will not be interrupted. The illustrations of these matters are: voluntary ( sadaqah),and ethical and moral rules, and others. MAQASID AL-SHARI’AH AND ISLAMIC FINANCEThe significance of the Maqasid al-Shari’ah in Islamic finance originates from the perspective of the wealth in Islamic law. This significance relates also to the objectives of the Islamic law in finance and business transactions and to the overall goals of Shari’ah in wealth. The protection and preservation of the wealth is categorized in the sphere of necessary matters (daruriyyat). In previous section it has been elaborated that essentials necessities are those which, without their preservation, there would be disorder and anarchy in society.The abolishment of preservation for these matters would have for result loss of everything that we embrace as valued (Ibn Ashur, 2006). This characterization and classification of Maqasid al-Shariâ€℠¢ah demonstrates the most important position of the wealth and the substance of the finance in Islamic law. Therefore, it must be highlighted here that the finance is recognized by Maqasid al-Shari’ah as valuable aspect of life. Furthermore, the finance is preserved by Islamic law in form of Islamic lawful decisions and guidelines.It is essentially important to stress on the realization of Maqasid al-Shari’ah in the current Islamic finance transactions because of the several important reasons. First, there is a strong relationship between the objectives of Maqasid al-Shari’ah and the objectives of business transactions, as can be observed from the position of the wealth within Islamic law and Maqasid al-Shari'ah that requests the preservation of wealth in everyday business activities and the promotion of socially responsible activities.As a result, if objectives of Maqasid al-Shari’ah in business transactions are neglected, it may result in poverty and an archy. Second, the business transactions in domestic and international trade should be based on the principles of Islamic law, and the fundamental objectives of Maqasid al-Shari’ah in finance and business shall be applied as core guidelines to implement all types of financial transactions. Third, the particular objectives of Maqasid al-Shari’ah in business transactions must have perpetuity and constant outlook of the universal objectives of Maqasid al-Shari’ah .Last but not the least, the regulations of business transactions should be within the rules and the requirements of Maqasid al-Shari’ah and Islamic law. In other words, Maqasid al-Shari’ah must administer and regulate the Shari’ah principle of the Islamic finance. CONCLUSION The purpose of every civilization is to promote peace, prosperity, and freedom for its own members and for all others through compassionate justice.The challenge for all of us therefore is how to do this. Hence, T he One (Allah) Who creates knows, surely the One Who knows will speak. Since He will speak, surely He will speak to those who possess consciousness and thought, and those who will understand His speech. Since He will speak to those who possess thought, surely he will speak to mankind, whose nature and awareness are the most comprehensive of all conscious beings and indeed He has done by revealing the Quran.As much as we understand Maqasid al-Shari’ah which are undoubtedly rooted in the textual injunctions of the Qur’an and Sunnah, we will achieve the goal and purpose that is advocated and upheld. 1. MAQASID AL-SHARI’AH IN ISLAMIC FINANCE: AN OVERVIEW, by mirza vejzagic 2. AL-MAQASID AL-SHARI’AH THE OBJECTIVES OF ISLAMIC LAW, Mohammed Hashim Kamali 3. Maqasid al Shari’ah: Strategy to Rehabilitate Religion in America by Dr. Robert D. Crane 4. The Collection of Risale-i Nur, The Letters by Said Nursi

The Transformation of a Woman - Ibsens a Dolls House

The Transformation of a Woman In Henrik Ibsen’s play, A Doll’s House, the character of Nora Helmer is a woman who undergoes a profound life revelation that results in her becoming a woman with a belief structure and understanding of self that is far ahead of her time. At the beginning of the play, Nora thinks as a woman of her era; her identity is formed as her father’s daughter and continued as a wife to Torvald Helmer. At the end of the play Nora â€Å"discovers her individuality then walks out on her husband† (Ramsden). A primary theme of the play is that Nora is a doll that is living in a doll’s house. (Alexander 381--390) The entire play is set in one room of the Helmer household. This reinforces the sense that Nora is†¦show more content†¦Once Helmer discovers Nora’s deceit she hopes he will see the sacrifice that she has made, telling him â€Å"I have loved you above everything else in the world†. Instead he cries out, â€Å"she who was my joy and pride—a hypocrite, a liar—worse, worse—criminal!† His concern is only for himself, pronouncing â€Å"Now you have destroyed all my happiness. You have ruined all my future.† He worries, â€Å"I may be falsely suspected of having been a party to your criminal action. Very likely people will think I was behind it all—that it was I who prompted you.† He tells Nora she must stay in the home to uphold the appearances of marriage â€Å"but naturally only in the eyes of the world†, and that she will not be allowed to raise the children. Upon realizing they are free of exposure Helmer instantly does a complete reversal in his outrage towards Nora, telling her, â€Å"I have forgiven you everything. I know that what you did, you did out of love for me.† But it is too late for Nora. A Doll’s House becomes an astoundingly radical play about women’s historical transition from be ing generic family members (wife, sister, daughter, mother) to becoming individuals (Moi 256--284). She realizes she has been done an injustice. â€Å"You and papa have committed a great sin against me. It is your fault that I have made nothing of my life.† Nora tells Helmet, â€Å"You don’t understand me, and I have never understood you either—before tonight.† SheShow MoreRelatedA Critics Opinion of a Dolls House1743 Words   |  7 PagesDestiny Maxfield Mrs. Collar Engl. 1302 19 November 2012 A Critic’s Opinion of A Doll’s House In Henrik Ibsen’s A Doll’s House many views could be seen from both sides of the gender world. Critics will argue about the true meaning of the story and why Ibsen wrote the story. The main points of the play that critics discuss are sexuality i.e. feminism, the wrong doing of the father figure, and spiritual revolution. 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