Friday, 29 March 2013
Iqbal's Shiar..like and share
یہ عناصر کا پرانا کھیل، یہ دنیائے دوں
ساکنان عرش اعظم کی تمناؤں کا خوں!
ساکنان عرش اعظم کی تمناؤں کا خوں!
اس کی بربادی پہ آج آمادہ ہے وہ کارساز
جس نے اس کا نام رکھا تھا جہان کاف و نوں
جس نے اس کا نام رکھا تھا جہان کاف و نوں
میں نے دکھلایا فرنگی کو ملوکیت کا خواب
میں نے توڑا مسجد و دیر و کلیسا کا فسوں
میں نے توڑا مسجد و دیر و کلیسا کا فسوں
Two babes.....SMS
امید تھی کبھی مل کر زندگی کے کسی موڑ پر
دو باتیں ہونگی پیار کی ،
کیا معلوم تھا یہ زندگی موڈ لے گی اپنی
راہ اس قدر اور کر دے گی برسات پیار کی
Tuesday, 26 March 2013
Monday, 25 March 2013
Friday, 22 March 2013
Wah Wah.... kia SMS hi yar
قتل ہوتا دیکھ کر میں جا بجا انسان کو
.
ایک چٹھی لکھ رہا ہوں صدر ِ پاکستان کوصدر
جی اِس ملک سے اپنا تو جی اب بھر گیا
ہر بشر جس ملک میں جینے سے پہلے مر گیا
Thursday, 21 March 2013
Marrying with servant...
بوائے -
میجر روھیل -
بوائے -
میجر روھیل -
پاپا مجھے نوکرانی سے پیار ہے میں اس سے ہی شادی کروں گا نوکرانی کو رانی بنانے کا نہ سوچو کیوں یہ غلطی میں نے بی کی تھی بیٹا
Fun from India............joke
میمن : ارے آج تو 1 روپیز کے 3 امرود ملے !
دوست : وہ کیسے ?
میمن : 1 روپے کا میں نے خریدا 1 لیکر بھاگا اور 1 خان نے غصے میں پیچھے پھینکا اور وہ میں نے کیچ کر لیا
Aik Admi ko har bat par..... Joke
ایک آدمی کو ہر بات میں تیرا بھائی کہنے کی عادت تھی .
وہ شادی کے بیڈ اپنے بیڈروم میں گیا اور دلہن کا گھونگھٹ اٹھا کے بولا :
" کیسا لگ رہا ہے
تیرا بھائی " ; - )
Monday, 18 March 2013
Saturday, 16 March 2013
Friday, 15 March 2013
Kiski leni hai?... nice joke
اگر تم کہو تو تمھارے لیے
لیکن تم انکا کرونگی کیا . . . .
( کیا لوجیکل شعر ہے ! ! )آسمان سے چاند تارے توڑ لاؤں ، اگر تم کہو تو تمھارے لیے آسمان سے چاند تارے توڑ لاؤں ،
لیکن تم انکا کرونگی کیا . . . .
( کیا لوجیکل شعر ہے ! ! )
Beauty.... Urdu Joke
!بوائے : جان من ، اس دل میں آجا
گرل : سینڈل اتاروں کیا
!بوائے : ارے پگلی ، یہ کوئی مندر تھوڑی ہے ، ایسے ہی آجا
گرل : سینڈل اتاروں کیا
!بوائے : ارے پگلی ، یہ کوئی مندر تھوڑی ہے ، ایسے ہی آجا
Thursday, 14 March 2013
Wednesday, 13 March 2013
Ek aurat hakeem se boli - Joke
Ek aurat hakeem se boli: Hakeem ji
mujhe doodh nahi aata.
Hakeem: Choos ke check karma padega.
Aurat:
Theek hai, pehle abba jaan ko check kar lo, unko peshab nahi aaya.
mujhe doodh nahi aata.
Hakeem: Choos ke check karma padega.
Aurat:
Theek hai, pehle abba jaan ko check kar lo, unko peshab nahi aaya.
Santa ne amrud liye to usme kida nikal aaya - Joke
Santa ne amrud liye to usme kida nikal aaya
Santa: Inme kida nikla hai.
Shopkeeper : Ye kismet ki baat hai, kya pata agli baar motor cycle nikal aaye.
Santa: hmmmmmm, theek hai….. 5 kg aur de do.
امریکی خواتین فوجیوں پر جنسی حملے اور فوجی انصاف
پینٹاگون کے ایک اندازے کے مطابق سالانہ 19000 سروس ارکان جنسی حملے ہوتے ہیں ، لیکن سال 2011 میں واقعات کا صرف ایک چھوٹا سا حصہ 3191 کیسز رپورٹ ہوئے اور ان کیسز کےصرف10 فیصد مقدمات کی سماعت آگے بڑھی ۔ مجموعی طور پر تقریبا 3 فوجی عورتوں میں سے 1 کے ساتھ جنسی زیادتی کی گئی۔ جو ایک شہرمیں پیش آنے والے واقعات سے دو گنا زیادہ ہے ۔اور سابق خواتین فوجی جو عصمت دری یا دوسرے جنسی صدموں کے نتیجے میں پوسٹ ٹرامیٹک ڈس آرڈرکی خرابی کی شکایت اور ذہنی دبائو کا شکار ہوئیں ،سابق فوجیوں کی معذوری وظائف حاصل کرنے میں بڑی مشکل کا سامنا کرنا پڑا۔ 2011.12 تعلیمی سال کے دوران، محکمہ دفاع کے مطابق ملک کی تین ایلیٹ فوجی اکادمیوں نے جنسی حملوں کے مقدمات کی ایک ریکارڈ تعداد رپورٹ کئے ہیں۔
Source
http://timesofchitral.blogspot.com/
Friday, 8 March 2013
Thursday, 7 March 2013
Boosting women’s presence at workplace - International Women’s Day
Via Jakarta Post - March 8 will see the world celebrating International Women's Day. There are many reasons to celebrate women and girls' achievements. One obvious achievement we can boast about is that the gender gap in education has reversed in many parts of the world as, now, girls rather than boys are more likely to enter college and graduate.
While this is clearly progress for women, since receiving an education signals empowerment as it puts women on an equal footing with men in enabling them to seek salaried work, gender equality in education has so far failed to be translated into gender equality in the workplace. In fact, women continue to face persistent obstacles in the workplace because this domain remains largely male-dominated.
Several reasons point to why the gender gap in the workplace should be closed. The most obvious rationale is that closing the gap in employment spurs growth in gross domestic product (GDP) rates and improves economic competitiveness and corporate performance.
According to the Global Gender Gap Report 2012, research has shown that reducing the gender gap in employment has been an important factor for economic growth in the last decade, boosting US GDP by as much as 9 percent and eurozone GDP by as much as 13 percent. Moreover, women bring a different approach to social interactions in the workplace, says Harvard University president Drew Gilpin Faust.
Making the workplace inclusive for women may be achieved in several ways. Ensuring equal pay for equal work across the sexes is one attempt at encouraging gender equality.
In the US, for example, in spite of wage gaps closing from 62 percent in 1979 to 82 percent in 2011 — according to data from the US Department of Labor and the Bureau of Labor Statistics in October 2012, a gap still persists and, in fact, older women employees are not as compensated as well as their younger counterparts.
Removing every shade of discrimination against female employees in the area of promotion is also equally important in closing the gender gap in the workplace. The number of women in decision-making positions in corporations and businesses continues to lag behind men because of the glass ceiling.
Removing the glass ceiling would not only be inclusive toward women but diversity would also be ensured which, in turn, could result in better governance.
Also important in creating an inclusive workplace for women workers are measures to ensure that women are not penalized if they decide not to work for a short period in order to have or to look after their children.
This policy would signal to women that their skills in the workplace are important and that it is acceptable for them to be mothers and employees at the same time.
Making the workplace more inclusive for women would also include the provision of affordable childcare, especially in the case of working mothers, since women employees are more likely to be saddled with balancing family demands and workplace commitments than their male counterparts.
While this is clearly progress for women, since receiving an education signals empowerment as it puts women on an equal footing with men in enabling them to seek salaried work, gender equality in education has so far failed to be translated into gender equality in the workplace. In fact, women continue to face persistent obstacles in the workplace because this domain remains largely male-dominated.
Several reasons point to why the gender gap in the workplace should be closed. The most obvious rationale is that closing the gap in employment spurs growth in gross domestic product (GDP) rates and improves economic competitiveness and corporate performance.
According to the Global Gender Gap Report 2012, research has shown that reducing the gender gap in employment has been an important factor for economic growth in the last decade, boosting US GDP by as much as 9 percent and eurozone GDP by as much as 13 percent. Moreover, women bring a different approach to social interactions in the workplace, says Harvard University president Drew Gilpin Faust.
Making the workplace inclusive for women may be achieved in several ways. Ensuring equal pay for equal work across the sexes is one attempt at encouraging gender equality.
In the US, for example, in spite of wage gaps closing from 62 percent in 1979 to 82 percent in 2011 — according to data from the US Department of Labor and the Bureau of Labor Statistics in October 2012, a gap still persists and, in fact, older women employees are not as compensated as well as their younger counterparts.
Removing every shade of discrimination against female employees in the area of promotion is also equally important in closing the gender gap in the workplace. The number of women in decision-making positions in corporations and businesses continues to lag behind men because of the glass ceiling.
Removing the glass ceiling would not only be inclusive toward women but diversity would also be ensured which, in turn, could result in better governance.
Also important in creating an inclusive workplace for women workers are measures to ensure that women are not penalized if they decide not to work for a short period in order to have or to look after their children.
This policy would signal to women that their skills in the workplace are important and that it is acceptable for them to be mothers and employees at the same time.
Making the workplace more inclusive for women would also include the provision of affordable childcare, especially in the case of working mothers, since women employees are more likely to be saddled with balancing family demands and workplace commitments than their male counterparts.
In this case, if childcare is beyond the reach of the average household, this would lead to a situation where many women would choose not to enter the labor force as they would see nothing to be gained by going out to work. It would be the women who would opt to stay at home as, generally, it is expected that they shoulder the responsibility of caring.
Mothers retreating from the workplace is a universal and perennial phenomenon. Since motherhood is the main reason for women to leave work, this is all the more reason why this concern needs to be addressed to make it easier for women to return to work.
Nordic countries have gained considerable success in wooing large numbers of women back to work. According to the Global Gender Gap Report 2012, a combination of factors has led to this scenario.
These factors include policies enabling women to combine work and family through better work-life balance; ensuring shared participation in childcare, which entails greater involvement on the part of the state; and the prevalence of a gender ideology that encourages gender egalitarianism in the home in terms of more equitable distribution of labor.
At this time of slow and uncertain economic growth, there is enough justification for investing in women so that their participation in the labor force can be optimized.
For countries with more robust economic forecasts, accelerating women's participation in the workforce would indicate a commitment on the part of employers and governments to ensure that workplaces continued to be inclusive. According to a Chinese proverb, women hold up half the sky. By ensuring that women are on an equal footing with men in the workplace makes logical sense.
But there should be no reason for women to feel pressured to fit in and behave like men if they do decide to join the workforce. As Christine Lagarde, managing director of the International Monetary Fund (IMF), says: "We have to dare the difference and speak about it".
Mothers retreating from the workplace is a universal and perennial phenomenon. Since motherhood is the main reason for women to leave work, this is all the more reason why this concern needs to be addressed to make it easier for women to return to work.
Nordic countries have gained considerable success in wooing large numbers of women back to work. According to the Global Gender Gap Report 2012, a combination of factors has led to this scenario.
These factors include policies enabling women to combine work and family through better work-life balance; ensuring shared participation in childcare, which entails greater involvement on the part of the state; and the prevalence of a gender ideology that encourages gender egalitarianism in the home in terms of more equitable distribution of labor.
At this time of slow and uncertain economic growth, there is enough justification for investing in women so that their participation in the labor force can be optimized.
For countries with more robust economic forecasts, accelerating women's participation in the workforce would indicate a commitment on the part of employers and governments to ensure that workplaces continued to be inclusive. According to a Chinese proverb, women hold up half the sky. By ensuring that women are on an equal footing with men in the workplace makes logical sense.
But there should be no reason for women to feel pressured to fit in and behave like men if they do decide to join the workforce. As Christine Lagarde, managing director of the International Monetary Fund (IMF), says: "We have to dare the difference and speak about it".
Tuesday, 5 March 2013
Monday, 4 March 2013
Friday, 1 March 2013
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