tag:blogger.com,1999:blog-47052034688882857892024-02-02T09:01:47.826-08:00Nihaalithoughts, ideas and my contribution towards a better world...Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.comBlogger25125tag:blogger.com,1999:blog-4705203468888285789.post-78357911079352357922014-10-20T03:44:00.005-07:002014-10-20T03:53:58.144-07:00My reflection - a symposium on improving electoral process in the Maldives<div class="MsoNormal" style="text-align: justify;">
Recently I attended a symposium on improving electoral processes in the Maldives. The symposium was first of its kind held in the Maldives. It was also the first official gathering that I have attended after five years of absence from the political and social scene of the country. Therefore, it was a great learning experience for me. It was also a great opportunity for me to realize how things have changed over the last 5 years and to determine what I need to do in order to be able to better fit/integrate in to this society. I would like to share two important lessons that I learned by taking part in the symposium.<o:p></o:p></div>
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<b>1 </b><b>Seeking an ideal solution<o:p></o:p></b></div>
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Discussions were skewed towards finding an ideal solution rather than reaching consensus on important issues. It seems that incremental or continuous improvement (step-by-step approach) is not in stakeholders’ vocabulary.<o:p></o:p></div>
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<b>2 </b><b>Blaming the legal framework for the failures of the electoral processes</b></div>
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The stakeholders seem to think that legal framework is the solution for everything. While acknowledging that the existing laws and regulations are not well-implemented, stakeholders are with the view that laws and regulations are panacea for all electoral problems. Hence, they proposed more electoral laws and regulations to be enacted, and to bring about legal clarity and improvements to the electoral legal framework. </div>
Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com0tag:blogger.com,1999:blog-4705203468888285789.post-41857476597512473862014-06-12T23:29:00.001-07:002014-06-12T23:29:22.418-07:00‘Not for us, but for them’: hospitality industry stakeholder views on design and implementation challenges of Maldivian employment law<div class="hd hasAbstract">
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Abstract</h2>
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Using
in-depth interviews and documentary sources, this paper examines the
design, content and implementation challenges of the Maldivian
employment legislation (Law No.2/2008) from the perspective of
hospitality industry stakeholders. The findings reveal that the complex
Maldivian context presents unique challenges to employment legislation.
Current employment legislation has not served the industry well,
providing leeway for employers to avoid it. The paper highlights that
the current one-size-fits-all approach to employment relations in the
Maldives does not suit the hospitality industry. It also points to the
critical role of labour inspection in implementing employment law and
the difficulties associated with this in the Maldives. The paper
highlights the importance of adopting a combination of
rational-materialist and normative-cultural approaches to employment law
reforms.</div>
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Read more (full text): <a href="http://www.tandfonline.com/eprint/4h2UBZhGi5dcRNxXMbb5/full" rel="nofollow" target="_blank">http://www.tandfonline.com/eprint/4h2UBZhGi5dcRNxXMbb5/full</a> </div>
Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com0tag:blogger.com,1999:blog-4705203468888285789.post-61812384579514315902014-04-12T02:07:00.003-07:002014-04-12T02:07:54.349-07:00Emerald Publishing outstanding paper award - The role of HR actors in designing and implementing HRM in tourist resorts in the Maldives<h2 style="text-align: justify;">
<span style="font-size: small;"><span style="font-weight: normal;"><span>The paper, "The role of HR actors in
designing and implementing HRM in tourist resorts in the Maldives”
published in Employee Relations has been selected by the journal’s
Editorial Team as the Outstanding Paper of the year. </span></span></span></h2>
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<span style="font-size: small;"><span style="font-weight: normal;"><span>According to the Emerald Publishing, </span>the Outstanding Paper award is the backbone of the <a href="http://www.emeraldgrouppublishing.com/authors/literati/categories.htm" target="_blank">Emerald Research Excellence Awards</a>. Papers
are judged on their contribution to the body of knowledge, rigor of
argument and analysis, relevance to practice and/or further research and
overall excellence.</span></span></h2>
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<span style="font-size: small;"><span style="font-weight: normal;">"<span>We aim to increase
dissemination of such a high quality article as much as possible and aim
to promote your paper by making it freely available for one year. The Outstanding Paper award also gives us a chance to promote your
article via social media, marketing campaigns and at conferences", said </span><span>Emma Hollindrake, Academic Relations Assistant, Emerald Group Publishing Limited in an email to the author of the paper. </span></span></span></h2>
<h2>
<span style="font-size: x-small;"><span style="font-weight: normal;"><span><span style="font-size: small;">The paper can be accessed</span>: </span></span><span style="font-size: 10pt;"><a href="http://www.emeraldinsight.com/journals.htm?articleid=17097612" target="_blank"><span style="font-size: small;"><span style="font-weight: normal;">http://www.emeraldinsight.com/journals.htm?articleid=17097612 </span></span></a></span></span></h2>
Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com0tag:blogger.com,1999:blog-4705203468888285789.post-79751707503046438692014-04-12T00:32:00.000-07:002014-04-12T02:20:53.181-07:00Institutional perspectives in HRM and MNC research: A review of key concepts <b>Abstract: </b>Institutional theory has been widely applied
in human resource management (HRM) and organisational research,
particularly in the study of multinational companies (MNCs). Despite
this, there is no consensus among institutional scholars about the
relevance of some of the institutional concepts used in HRM and MNC
research. This paper critically reviews the key concepts of
institutional theory in relation to HRM and in the context of MNCs. The
paper highlights the aspects of these concepts that researchers may
consider when applying institutional theory to future HR and MNC
research.<br />
<br />
Access to full text: <a href="http://search.informit.com.au/documentSummary;dn=831461632003873;res=IELBUS%20%20" target="_blank">http://search.informit.com.au/documentSummary;dn=831461632003873;res=IELBUS </a>Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com0tag:blogger.com,1999:blog-4705203468888285789.post-60726295404755919582013-09-03T05:18:00.001-07:002013-09-03T05:18:21.413-07:00The role of HR actors in designing and implementing HRM in tourist resorts in the Maldives<br />
"The role of HR actors in designing and implementing HRM in tourist resorts in the Maldives", Employee Relations, Vol. 35 Iss: 6<br />
<br />
<a href="http://www.emeraldinsight.com/journals.htm?issn=0142-5455&volume=35&issue=6&articleid=17095466&show=abstract">http://www.emeraldinsight.com/journals.htm?issn=0142-5455&volume=35&issue=6&articleid=17095466&show=abstract</a>Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com0tag:blogger.com,1999:blog-4705203468888285789.post-49469556786028931292013-04-28T14:59:00.000-07:002014-04-12T03:09:31.725-07:00ވޯޓުދިނުމުގެ ޙައްޤާއި ޒިންމާ<!--[if gte mso 9]><xml>
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<div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: justify; unicode-bidi: embed;">
<span lang="DIV" style="font-family: Faruma; font-size: small;">އެމީހަކު
އިޚުތިޔާރުކުރާ ފަރާތަކަށް ވޯޓުދިނުމަކީ ދިވެހިރާއްޖޭގެ ޤާނޫނު އަސާސީން ދިވެހި
ކޮންމެ ރައްޔިތަކަށްވެސް ލިބިދޭ ޙައްޤެކެވެ. ނަމަވެސް، ކޮންމެ ޙައްޤަކާއެކުވެސް
ޒިންމާއެއް ނުވަތަ ޒިންމާތަކެއްވެއެވެ. ވޯޓުދިނުމުގެ ޙައްޤުގެ ބޭނުން އަޅުގަނޑުމެން
ހިފަނީ ޒިންމާދާރުކަމާއެކުގައި ބާވައެވެ</span><span lang="AR-SA" style="font-family: "Times New Roman","serif"; font-size: small;">؟</span><span lang="DIV" style="font-family: Faruma; font-size: small;"> 2004 ވަނަ އަހަރުގެ
ފަހު ކޮޅު ރައްޔިތުންގެ މަޖިލީހުގެ އިންތިޚާބަށް ކެމްޕެއިންކުރި ދުވަސްވަރު
އަޅުގަނޑު ތާއީދުކުރި ކެނޑިޑޭޓަކު ހޮވަން ފަސް ރަށެއްގެ ގާތްގަނޑަކަށް ހުރިހާ
ގޭބިސީއަކަށް ވަދެ ވޯޓުދިނުމުގެ ޙައްޤާއި ޒިންމާގެ ވާހަކަ ދެއްކީމެވެ. ނަމަވެސް،
އޭރު އެވާހަކައަކީ އެހާ ވިކޭ ވާހަކައަކަށްނުވިއެވެ. އޭގެ ނުވަ އަހަރު ފަހުން މިއަދުވެސް
އަޅުގަނޑުމެން ވޯޓުދިނުމުގައި ޢަމަލުކުރާ އުޞޫލުތަކަށް މާބޮޑު ބަދަލުތަކެއް
އައިކަމަކަށް ނުފެނެއެވެ. ވޭތިވެދިޔަ އަހަރު ބޭއްވުނު ރައްޔިތުންގެ މަޖިލީހުގެ
ބައި އިލެކްޝަނެއްގައިވެސް ބައެއް މީހުން އެމީހުންގެ ވޯޓު ފަސްސަތޭކަ ރުފިޔާއަށް
ނުވަތަ ފަތި ޓީވީއަކަށް ވިއްކާލިވާހަކަ ދެކެވެއެވެ. ވޯޓު ދިނުމުގައި އަދިވެސް
އަޅުގަނޑުމެންނަށް ބޮޑަށް ބެލެވެނީ ތިމާއަށް އެންމެ ބޮޑު މާއްދީ ފައިދާއެއް ލިބެން
އޮތްގޮތަކަށް ވޯޓު ދިނުމަށެވެ. </span></div>
<div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: justify; unicode-bidi: embed;">
<span style="font-size: small;"><br /></span></div>
<div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: justify; unicode-bidi: embed;">
<span lang="DIV" style="font-family: Faruma; font-size: small;">ނަމަވެސް،
ވޯޓުދިނުމުގެ ޙައްޤާއި ޒިންމާއާމެދު ކޮންމެވެސް ވަރަކަށް ޢާންމުން ދަނީ
ހޭލުންތެރިވަމުންނެވެ. މިސާލަކަށް، ދާދި ފަހުން ދިވެހި ރައްޔިތުންގެ ޑިމޮކްރެޓިކް
ޕާޓީގެ ރިޔާސީ ކެނޑިޑޭޓް ބ.އަތޮޅުގެ ކުޑަ ރަށަކަށް ޒިޔާރަތްކުރެއްވި ދުވަހު
އެރަށަށް ނިސްބަތްވާ ފޭސްބުކް ގްރޫޕެއްގައި އެރަށުގެ ޒުވާނަކު
ސުވާލުކޮށްފައިވެއެވެ. "އަންނި ރަށަށް ކޮށްދޭންބުނީ ކޮންކަމެއްތަ؟"
މިކޮމެންޓަށް އެގްރޫޕުގައި އެހެން ޒުވާނަކު ދީފައިވާ ޖަވާބުގައި ބުނެފައިވަނީ
މިފަދައިންނެވެ. "ކޮންމެހެން ވަކިރަށަކަށް ވަކިކަމެއްކޮށްދޭން ބުނުމުގެ
ބަދަލުގައި އަހަރެމެން ބަލަންޖެހޭނީ މުޅި ދިވެހިރާއްޖެއަށް ފައިދާހުރި
ކަންތައްތަކެއް ކޮށްދޭން ބުނާ ފަރާތަކަށެވެ." ތެދުވާހަކައެކެވެ. އަތޮޅުތެރޭގެ
ގިނަރަށްރަށް އޮތީ ޢުމުރާނީ ގޮތުންނާއި، އިޖްތިމާޢީ ގޮތުން ވަރަށް ޙާލުގައެވެ.
އެރަށްރަށުގެ ޢާންމު ރައްޔިތުން ދިރިއުޅެމުންދަނީ އެއަށްވުރެ އަދި ނިކަމެތި
ޙާލުގައެވެ. ގިނަ ރަށްރަށަށް ލަފާފުރުމުގެ ދަތިކަން ކުރިމަތިވެފައިވެއެވެ.
ރަށްރަށުގެ ސިއްޙީ މަރުކަޒުތައް ހުރީ ހަމަ ނަމަކަށެވެ. ވުމާއެކު، އެރަށްރަށުގައި
ދިރިއުޅޭ ރައްޔިތުމީހާއަށް އެންމެ އިސްކަމެއް ދެވޭނީ އެރަށުގެ ބަނދަރު ހެދުމަށާއި،
އެރަށުގެ ޞިއްޙީ މަރުކަޒަށް ރަނގަޅު ޑޮކްޓަރެއް ހޯދުމަށެވެ. މިކަންކަން ފުރިހަމަކޮށްދޭ
ފަރާތަކަށް އޭނާ ވޯޓުދިނުމަކީ ހައިރާންވާންވީ ކަމެއް ނޫނެވެ. </span></div>
<div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: justify; unicode-bidi: embed;">
<span style="font-size: small;"><br /></span></div>
<div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: justify; unicode-bidi: embed;">
<span lang="DIV" style="font-family: Faruma; font-size: small;">ނަމަވެސް، ރިޔާސީ
ކެނޑިޑޭޓުން ހުށަހަޅާ ސިޔާސަތުތަކަކީ ޤައުމީ ފެންވަރުގައި އެ ސިޔާސިތުތައް
ތަންފީޒުކުރުމުން އޭގެ ފައިދާ ސީދާ ރައްޔިތުމީހާއަށް ފޯރާފަދަ ސިޔާސަތުތަކަކަށް
ހެދިދާނެއެވެ. މިސާލަކަށް، ދަތުރުފަތުރުގެ ނިޒާމާއި، އާސަންދައިގެ ޚިދްމަތަކީ
ކޮންމެ ރަށެއްގެ ކޮންމެ މީހަކަށްވެސް ބޭނުންކުރެވޭނޭ ޚިދުމަތްތަކެވެ. މިފަދަ ޚިދުމަތްތައް
ރައްޔިތުން ވަރަށް ބޮޑަށް ބަލައިގެންފައިވާކަމަށް ފެނެއެވެ. މިފަދަ ޚިދުމަތްތައް އިތުރަށް ތަރައްޤީވެ، ދެމެހެއްޓެނިވި
ގޮތެެއްގައި ރައްޔިތުންނަށް ލިބިގެން ދިޔުމަކީ ރައްޔިތުންގެ އެދުމަކަށް ވާނޭކަން
ޔަޤީނެވެ. ވުމާއެކު، މިފަދަ
ސިޔާސަތުތަކަކީ ރައްޔިތުންނަށް އެސިޔާސަތުތައް އޮޅުންފިލުވައިދީގެން ވޯޓު ހޯދިދާނޭ
ސިޔާސަތުތަކެކެވެ.</span></div>
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<span lang="DIV" style="font-family: Faruma; font-size: small;">ރައްޔިތުމީހާގެ
ވޯޓުދިނުމުގެ ޙައްޤު އޭނާ ޒިންމާދާރުކަމާއެކު އަދާކުރާކަން ޔަޤީން ކުރުމަކީ އެތައް
ފަރާތެއްގެ ކޮނޑުގައި އެޅިފައިވާ މަސްއޫލިއްޔަތެކެވެ. ސިޔާސީ ފަރާތްތަކުން
އެފަރާތްތަކުގެ ސިޔާސަތުތައް ސާފުސީދާކޮށް ރައްޔިތުންނަށް އޮޅުން ފިލުވައިދޭން
ޖެހެއެވެ. މީޑިއާއިން ވަކި ފަރާތަކަށް ނުޖެހި ސިޔާސީ ފަރާތްތަކުން ހުށަހަޅާ
ސިޔާސަތުތައް ރައްޔިތުންނަށް ސާފުކޮށްދޭން ޖެހެއެވެ. ދައުލަތުގެ ކަމާބެހޭ
މުއައްސަސާތަކުން ސިޔާސީ ކަންތައްތަކަށާއި، އިންތިޚާބާއި، ވޯޓުދިނުމާގުޅޭ
އެންމެހައި ކަންކަމާމެދު ރައްޔިތުން ހޭލުންތެރިކުރަން ޖެހެއެވެ. ރައްޔިތުމީހާ،
މިހުރިހާ ފަރާތްތަކުގެ އަޑުއަހައި ޒިންމާދާރުކަމާއެކު އޭނާގެ ވޯޓުދިނުމުގެ ޙައްޤު
ބޭނުންކުރަން</span><span dir="LTR" style="font-size: small;"></span><span dir="LTR" lang="DIV" style="font-size: small;"><span dir="LTR"></span>
</span><span lang="DIV" style="font-family: Faruma; font-size: small;">ޖެހެއެވެ. </span><span dir="LTR" style="mso-bidi-font-family: Faruma; mso-bidi-language: DIV;"></span></div>
Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com0tag:blogger.com,1999:blog-4705203468888285789.post-29394630789404883362013-04-06T01:13:00.002-07:002013-04-06T01:13:30.035-07:00ފަތުރުވެރިކަމުގެ ފައިދާ ރައްޔިތުމީހާއަށް!<!--[if gte mso 9]><xml>
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<![endif]-->
<br />
<div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: justify; unicode-bidi: embed;">
<span lang="DIV" style="font-family: Faruma; mso-bidi-language: DIV;">ފަތުރުވެރިކަން
ދިރުވައި އާލާކުރުމުގެ އެންމެ ބޮޑު އެއްބޭނުމަކީ ފަތުރުވެރިކަމާ، އެކަމާގުޅިފައިވާ
އެހެނިހެން އިޤްތިޞާދީ ޙަރަކާތްތަކުން ރައްޔިތުންގެ ދިރިއުޅުމުގެ ފެންވަރު
ރަނގަޅުކުރުމެވެ. މިކަންކުރެވޭނީ ފަތުރުވެރިކަމުގެ ޒަރީޢާއިން ވަޒީފާގެ
ފުރުޞަތުތަކާއި، ޤައުމަށް ވަންނަ އަދި ދައުރުވާ ބޭރުގެ ފައިސާގެ މިންވަރު
އިތުރުކޮށްގެންނާއި، ރައްޔިތުންނަށް ލިބޭ އާމުދަނީ އިތުރުކޮށްގެންނެވެ. ދެމެހެއްޓެނިވި
ފަތުރުވެރިކަމާބެހޭ މާހިރުން ވިދާޅުވާގޮތުން، ފަތުރުވެރިކަމުގެ ޙަރަކާތްތަކުގައި
ރައްޔިތުންނަށް ހަމަހަމަކަމާއެކު ބައިވެރިވުމުގެ ފުރުޞަތު ނުލިބޭނަމަ</span><span lang="AR-SA" style="font-family: Faruma;">، </span><span lang="DIV" style="font-family: Faruma; mso-bidi-language: DIV;">އަދި ފަތުރުވެރިކަމުގެ ފައިދާ ރައްޔިތުންނަށް
ހަމަހަކަމާއެކުނުލިބޭނަމަ، ފަތުރުވެރިކަމުގެ ކާމިޔާބީއާއިމެދު ސުވާލުއުފައްދާނޭ
ޖާގައޮންނާނެއެވެ. މިއުޞޫލުން ބަލާއިރު ދިވެހިރާއްޖޭގެ ފަތުރުވެރިކަމުގެ ދާއިރާގެ
ކާމިޔާބީއާމެދު ސުވާލުއުފެއްދިދާނެއެވެ. </span></div>
<div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: justify; unicode-bidi: embed;">
<br /></div>
<div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: justify; unicode-bidi: embed;">
<span lang="DIV" style="font-family: Faruma; mso-bidi-language: DIV;">ދިވެހިރާއްޖޭގެ
ފަތުރުވެރިކަމަށް 40 އަހަރު ފުރިގެންދާއިރު، މިފެންނަނީ މަދުދިވެހިންކޮޅަކާއި،
ބޭރުގެ ފަރާތްތައް އެދާއިރާ ކޮންޓްރޯލްކުރަމުންދާތަނެވެ. ދާދިފަހަކާއި ޖެހެންދެން
ރިސޯރޓްތައް ޤާއިމްކުރެވިފައިވަނީ މާލެއަތޮޅާއި، މާލެއާއިކައިރި އަތޮޅުތަކުގައެވެ.
ރިސޯރޓްތަކުގެ ވަޒީފާތައް ދިވެހިންނަށްވުރެ ބިދޭންސީންނަށް ފައްސެވެ. އަދި ބައެއް
ރިސޯރޓްތަކުގައި ވަޒީފާ އަދާކުރާ ދިވެހިންނަށް ލިބޭ ޚިދްމަތްތަކަށްވުރެ ރަނގަޅު
ފެންވަރުގެ ޚިދްމަތްތައް ބިދޭސީންނަށް ލިބެއެވެ. ރިސޯރޓްތަކަށް ލިބޭ ފައިދާއާއި،
މުވައްޒަފުންކުރާ މަސައްކަތާއަޅާބަލާއިރު، މުވައްޒަފުންނަށް އެކަށީގެންވާ އުޖޫރައެއް
ނުލިބެއެވެ. ރިސޯރޓްތަކުގެ ވަށައިގެންވާ މީހުން ދިރިއުޅޭ ރަށްރަށަށް ރިސޯރޓްތަކުން
އެކަށީގެންވާވަރަށް އަޅާލާ، އެރަށްރަށުގެ ތަރައްޤީގެ ބައިވރިންގެ ގޮތުގައި
ރިސޯރޓްތައް ޙަރަކާތްތެރިވާތަނެއް ނުފެނެއެވެ. ބައެއް ރިސޯރޓްތަކަށް ވަންނަ ބޭރުފައިސާ
އެންމެ ސިކުންތަކުވެސް ރާއްޖޭގައި ހަރުނުލާ ސީދާގޮތެއްގައި ދަނީ ބޭރަށެވެ. ވީމާ،
ހަމަ ޔަޤީނުންވެސް ރިސޯރޓްތައް ހިންގައިގެނެއް ފަތުރުވެރިކަމުގެ އިޤްތިޞާދީ ފައިދާ
އެންމެނަކަށް ނުލިބެއެވެ.</span></div>
<div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: justify; unicode-bidi: embed;">
<br /></div>
<div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: justify; unicode-bidi: embed;">
<span lang="DIV" style="font-family: Faruma; mso-bidi-language: DIV;">ރާއްޖޭގެ
މީހުން ދިރިއުޅޭ ރަށްރަށުގައި ގެސްޓްހައުސް ހިންގުމަކީ ފަތުރުވެރިކަމުގެ
ސިނާޢަތުގައި ރައްޔިތުންގެ ބައިވެރިވުން އިތުރުކޮށް، ފަތުރުވެރިކަމުގެ ފައިދާ ރައްޔިތުންނަށް
ފޯރުކޮށްދިނުމުގައި މުހިންމު ދައުރެއް އދާކުރާނޭކަމަކެވެ. މިއީ ކުދި އަދި މެދު
ފަންތީގެ ވިޔަފާރި ތަރައްޤީވުމުގައި މުހިންމު ދައުރެއް އަދާކުރާނޭކަމެއްވެސްމެއެވެ.
މީހުން ދިރިއުޅޭ ރަށްރަށުގައި ގެސްޓް ހައުސް ހިންގުން ހުއްދަކުރެވުނުފަހުން މިވޭތިވެ
ދިޔަ ދެތިން އަހަރުދުވަހުގެ ތެރޭގައި 20 ރަށެއްގައި ރަޖިސްޓްރީކޮށްގެން ހިންގާ 91
ގެސްޓްހައުސް އެބަހުރިކަމަށްވެއެވެ. މީގެ ތެރެއިން އެއްރަށުގައި މިހާރުވެސް 274
އެނދު އެބަހުއްޓެވެ. އަދި މިއަހަރު ނިމޭއިރު އެރަށުގައި އެކަނި 438 އެނދު
ހުންނާނޭކަމަށް ލަފާކުރެވެއެވެ. ރާއްޖޭގައި ހިންގާ ބޮޑު ރިސޯރޓެއްގައިވެސް އެނދު
ހުންނާނީ މިހައިކަށްވަރަށެވެ. މީގެ ނަތީޖާއަކީ</span><span lang="AR-SA" style="font-family: Faruma;">، </span><span lang="DIV" style="font-family: Faruma; mso-bidi-language: DIV;">ގެސްޓް ހައުސްތަކުގެ ސަބަބުން ރަށްރަށުގައި ވަޒީފާތަކާއި،
އަދި އެހެނިހެން ތަފާތު ކުދި ވިޔަފާރިތައް ހުޅުވިގެން ދިޔުމެވެ. ރަށްރަށުގައި
ދިރިއުޅޭ އެންމެ އާދައިގެ ރައްޔިތުމީހާއާ ހަމައަށްވެސް ޑޮލަރު ވާޞިލުވުމެވެ.</span></div>
<div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: justify; unicode-bidi: embed;">
<br /></div>
<div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: justify; unicode-bidi: embed;">
<span lang="DIV" style="font-family: Faruma; mso-bidi-language: DIV;">ނަމަވެސް،
ގިނަ ގެސްޓްހައުސްތައްވެސް ޤާއިމްކުރެވޭތަން އަދި މިފެންނަނީ މާލެއާއި ކައިރި
ހިސާބުތަކުގައެވެ. ވީމާ، ހަމަހަމަކަމާއެކު ފަތުރުވެރިކަމުގައި ރައްޔިތުން
ބައިވެރިވުމުގެ ފުރުޞަތު ތަނަވަސްކޮށްދިނުމާއި، ފަތުރުވެރިކަމުގެ ފައިދާ
ހަމަހަމަކަމާއެކު ރައްޔިތުންނަށް ފޯރުވާދިނުމުގައި ދަތިތަކެއް އެބަހުއްޓެވެ.
ގެސްޓް ހައުސް ހިންގުމުގެ ސިޔާސަތުތަކުގެ ތެރެއިން މިކަމަށް މަގުފަހިކޮށްދޭންޖެހެއެވެ.
މިސާލަކަށް، މިއިޤްތިޞާދީ މަސައްކަތް ރާއްޖޭގެ ހުރިހާ ރަށެއްގައިވެސް
ދެމެހެއްޓެނިވި ގޮތެއްގައި ހިންގޭނޭގޮތް ހެދުމަށް މި ވިޔަފާރިއާގުޅޭ އެންމެހާ
ކަންކަން އިތުރަށް ހަރުދަނާކުރަންޖެހެއެވެ. މިސާލަކަށް، ހއ. އަތޮޅުގެ ތުރާކުނުގައި
ގެސްޓް ހައުސެއް ހަދާ ހިންގާނަމަ، އެތަނަށް ގެސްޓަކު ދިޔުމަށް ކުރަންޖެހޭ ދަތުރު
ފަތުރުގެ ޚަރަދު ބޮޑުކަމުން އެއީ ކުރެވޭވަރުގެ ކަމަކަށްނުވެދާނެއެވެ. އެއީ،
ދިވެހިރާއްޖޭގެ އެތެރޭގެ އުދުހުންތަކުގައި ފަތުރުވެރިންގެ ޓިކެޓަށް ދެގުނަ
ޚަރަދުކުރަންޖެހުން ފަދަ ދޯދިޔާކަންތައްތައް ހުރުމުންނެވެ. ގެސްޓް ހައުސްގެ
ވިޔަފާރި ބޮޑަށް އަމާޒުކުރެވޭނީ މެދުފަންތީގެ ނުވަތަ އާދައިގެ ފަތުރުވެރިންނަށް
ކަަމށްވާތީ، އެތެރޭގެ އުދުހުންތައް ހަރުދަނާކުރުމުގެ އިތުރުން، ދިވެހިރާއްޖެއަށް
ބަޖެޓް އެއަރލައިންތައް އުދުހޭނޭ އިންތިޒާމްތައްވެސް ހަމަޖައްސަންޖެހެއެވެ.
ގެސްޓްހައުސްގެ ވިޔަފާރި ހިންގުމާ ގުޅޭ އެންމެހައި ކަންކަން ފަހިކޮށް ދެވިއްޖެނަމަ
ހަމަ ޔަޤީނުންވެސް ދިވެހިރާއްޖޭގެ ރަންބިސް އަޅާ ކުކުޅުގެ ބިސް ކާންލިބޭނީ
ހަމައެކަނި މަދު މަހުޖަނުންކޮޅަކަށް އެކަންޏެއްނޫނެވެ. އެބިހުގެ ރަހަބަލައިލުމުގެ
ފުރުޞަތު ކޮންމެ ދިވެހި ރައްޔިތަކަށްވެސް ލިބޭނެއެވެ.<span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span></span><span dir="LTR" style="mso-bidi-font-family: Faruma; mso-bidi-language: DIV;"></span></div>
Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com0tag:blogger.com,1999:blog-4705203468888285789.post-85569417027732320412013-03-17T00:52:00.002-07:002014-04-12T03:08:41.816-07:00ރައްޔިތުންނާއި ބީރައްޓެހި، ޙާލަތާ ނުގުޅޭ ވަޢުދުތައ<h1>
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<![endif]-->
<div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: justify; unicode-bidi: embed;">
<span lang="DIV" style="font-family: Faruma; font-size: small;">ދުނިޔޭގެ
ކުރިއަރާފައިވާ ޑިމޮކްރަސީތަކުގައި ސިޔާސީމީހުން ވެރިކަމަށް އައުމަށްޓަކައި
ރައްޔިތުންނަށް ވިއްކަނީ ތަފާތު ސިޔާސީ ފިކުރުތަކުގެ މައްޗަށް ބިނާވެފައިވާ
ސިޔާސަތުތަކެވެ. ރައްޔިތުން އިންތިޚާބުތަކުގައި ވޯޓުދެނީ މިދެންނެވި ސިޔާސަތުތައް
ކިރާ ވަޒަންކުރުމަށްފަހު އެންމެ ރަނގަޅު ސިޔާސަތުތައް ހުށަހަޅާ ފަރާތަކަށެވެ. ދިވެހިރާއްޖޭގައި ފުރަތަމަ ފަހަރަށް
ރައްޔިތުންނަށް ސިޔާސީ ފަރާތްތަކުން އެމީހުންގެ ސިޔާސަތުތަކާއި ވަޢުދުތައް
ހުށަހަޅާތަން ފެނިފައިވަނީ 2008 ވަނަ އަހަރުގެ ރިޔާސީ އިންތިޚާބަށް ތައްޔާރުވެގެން
އައި ދުވަސްވަރެވެ. ރައްޔިތުންނަށް ކަންތައްތަކެއްކޮށްދޭން ވަޢުދުވުމާމެދު
ރައްޔިތުން ދެކޭގޮތް ވޭތިވެ ދިޔަ ފަސްވަރަކަށް އަހަރުތެރޭވަނީ ވަރަށް ބޮޑަށް
ބަދަލުވެފައެވެ. ރައްޔިތުން މިހާރު ވަޢުދުތަކާވަރަށް ރައްޓެއްސެވެ. ނަމަވެސް،
ސިޔާސީ ފަރާތްތަކުން ވަޢުދުތައްފުއްދާނެކަމާމެދު ރައްޔިތުން އަދިވެސް ފުރިހަމައަށް
ޢިތުބާރުކުރެއެކޭ ނުދެންނެވޭނެއެވެ. </span></div>
<span style="font-size: small;">
</span><div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: justify; unicode-bidi: embed;">
<span lang="DIV" style="font-family: Faruma; font-size: small;">މިދުވަސްވަރަކީ
އަނެއްކާވެސް ސިޔާސީ ފަރާތްތަކުން ރައްޔިތުންނަށް ވަޢުދުވުމުގެ މޫސުމެވެ. މިއަހަރު
ސެޕްޓެމްބަރމަހު އޮންނަ ރިޔާސީ ރޭހަށް ނިކުންނަވާފައިވާ ސިޔާސީ ފަރާތްތަކާއި
ނިކުތުމުގެ މަގުކޮށްޓަވަމުން ވަޑައިގަންނަވާ ބައެއް ސިޔާސީ ފަރާތްތަކުންދަނީ
އެބޭފުޅުންގެ ސިޔާސަތުތައް ހާމަކުރައްވައި، ވަޢުދުތައްވެވަޑައިގަންނަވަމުންނެވެ.
ނަމަވެސް، މީގެ ތެރެއިން ބައެއް ވަޢުދުތައް ފެންނަނީ ރައްޔިތުންނާ ބީރައްޓެހި،
ދިވެހިރާއްޖޭގެ މިހާރުގެ ޙާލަތާ ނުގުޅޭ ވަޢުދުތަކެއްގެ ގޮތުގައެވެ. އޭގެތެރެއިން
މިވޭތިވެދިޔަ ހަފުތާތަކުގެތެރޭގައި މީޑިޔާތަކުގައި ރިޕޯރޓްކޮށްފައިވާ މިފަދަ
ސިޔާސަތުތަކަށް އަލިއަޅުވާލާނަމެވެ. </span></div>
<span style="font-size: small;">
</span><div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: right; unicode-bidi: embed;">
<span style="font-size: small;"><br /></span></div>
<span style="font-size: small;">
</span><div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: right; unicode-bidi: embed;">
<span style="font-size: small;"><b><span lang="DIV" style="font-family: Faruma;">ދިވެހިރާއްޖެއިން
ތެޔޮ ހޯދުން</span></b></span></div>
<span style="font-size: small;">
</span><div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: justify; unicode-bidi: embed;">
<span lang="DIV" style="font-family: Faruma; font-size: small;">ދިވެހިރާއްޖެއިން
ތެޔޮ ހޯދާދޭނެކަމަށް ރިޔާސީ ރޭހުގައި ވާދަކުރައްވާ ދެކެނޑިޑޭޓަކު މިހާރުވަނީ
ހާމަކުރައްވާފައެވެ. ދިވެހިރާއްޖޭގެ ކަނޑުތަކުން ތެޔޮ ހޯދިދާނެއެވެ. ނަމަވެސް،
ސުވާލަކީ އެކަމަށް ހޭދަކުރަންޖެހޭ ވަގުތާއި، ވަޞީލަތްތަކަށް ބަލާއިރު މިކަމަކީ އިޤްތިޞާދީގޮތުން
މިވަގުތުކުރަން އެންމެ ފައިދާހުރި މަސައްކަތްބާވައެވެ. ތެޔޮ ހޯދުމާއި، ތެލުގެ
ވިޔަފާރިއާ ދެކޮޅު ފަރާތްތަކުން ދެކޭ ގޮތުގައި އެކަމަކީ ވަރަށް ބޮޑު 'އޮޕޮޗުނިޓީ
ކޮސްޓެއް' ހިމެނޭ ކަމެކެވެ. ތެލަކީ ދެމެހެއްޓެނިވި ގޮތަކަށް ކުރިއަށް ގެންދެވިދާނެ
އިޤްތިޞާދީ ޙަރަކާތެއްނޫނެވެ. ނަތީޖާއެއްގެ ގޮތުން ތެޔޮނަގާ މަޝްހޫރު
ޤައުމުތަކުންވެސް މިހާރުދަނީ އެހެނިހެން
އިޤްތިޞާދީ ވަޞީލަތްތަކަށް ލޯއަޅަމުންނެވެ. ހަމަމިފަދައިން، ތެޔޮ
ބޭނުންކޮށްގެން ހަކަތަ އުފެއްދުމަށް ބަރޯސާވުން ކުޑަކޮށް އިޔާދަކުރެވެނިވި
ހަކަތައަށް ދުނިޔޭގެ އެކިއެކި ޤައުމުތަކާއި، އިންޑަސްޓްރީތައް އަދި ވަކިވަކި ވިޔަފާރިތައްވެސް
ދަނީ ދީއްލައިލަމުންނެވެ. ދިވެހިރާއްޖެއަކީ، ނާޒުކު އަޤްތިޞާދަކާއި،
ތިމާވެއްޓެއްއޮތް ޤައުމަކަށްވާއިރު ދިވެހިރާއްްޖެއިން ތެޔޮ ނެގުމުގެ މަސައްކަތަކީ
މިހާރަށްވެސް އަދި ދުރު މުސްތަޤުބަލަކަށްވެސް އެންމެ ފައިދާހުރި ކަމެއްކަމަކަށް
ޤަބޫލެއްނުކުރެވެއެވެ. އެކަމުގެ ސަބަބުން ޓޫރިޒަމާ މަސްވެރިކަމުގެ ޞިނާޢަތަށް
ނޭދެވޭ އަސަރުކުރުމަކީ ވަރަށް ގާތްކަމެކެވެ. </span></div>
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<span style="font-size: small;"><b><span lang="DIV" style="font-family: Faruma;">ބެޔަސް
ނުބެޔަސް މަސްވެރިންނަށް އާމުދަނީ ލިބޭނެ</span></b></span></div>
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<span lang="DIV" style="font-family: Faruma; font-size: small;">ދިވެހި
މަސްވެރިންނަކީ ވަރަށް ކެރޭ ހީވާގި ބައެކެވެ. އެމީހުން ބޭނުންވަނީ އެމީހުންކުރާ
މަސައްކަތަކުން ދިރިއުޅޭށެވެ. އެމީހުން މަސައްކަތެއްނުކޮށް ސަރުކާރުގެ އެހީގައި
ކާލައިގެން ތިބޭކަށް ބޭނުންވާނޭހެނެއް
ހިޔެއްނުވެއެވެ. ވުމާއެކު، އެމީހުން ބޭނުންވާނީ އެމީހުން ބާނާ މަސްކޮޅުކިރި
އެކަށީގެންވާ އަގެއްލިބޭގޮތްވުމެވެ. އަދި ބެޔަސްނުބެޔަސް މަސްވެރިންނަށް
ސަރުކާރުން ފައިސާދޭގޮތަށް އޮތުމަކީ މަސައްކަތްތެރި، އުުފެއްދުންތެރި އާބާދީއެއް
އުފެއްދުމަށް މިކުރާ އުންމީދަށްވެސް އޮތް ހުރަހެކެވެ. ދެންއޮތީ، މަސްވެރިންނަށްދޭ
ޑިސެބިލިޓީ އިންސުއަރެންސްގެ ވާހަކައެވެ. މަސްވެރިންނަށް ވަކި ޑިސެބިލިޓީ އިންސްއަރެންސް
ސްކީމެއް އޮތުމުގެ ބަދަލުގައި ހުރިހާ ދިވެހިރައްޔިތުންނަށް އޮންނަ މިފަދަ
ނިޒާމެއްގެ ތެރެއިން މިކަން ހަމަޖެއްސިދާނެއެވެ. މަސްވެރިންނަށް ދުރު
މުސްތަޤުބަލަކަށް ބަލާއިރު ބޭނުންވަނީ ދިވެހިރާއްޖޭގެ ވަޒީފާއަދާކުރާ އެހެނިހެން
ފަރާތްތަކަށް ލިބޭ ޕްންޝަން ސްކީމްގެ ފައިދާ އެމީހުންނަށްވެސް ލިބުމެވެެ. އަދި
ރަނގަޅު ހެލްތު އިންޝުއަރެންސް ސްކީމެއްގެ ފައިދާ ދެމެހެއްޓެނިވި ގޮތެއްގައި
ލިބުމެވެ. </span></div>
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<span style="font-size: small;"><b><span lang="DIV" style="font-family: Faruma;">މަތީ
ޘާނަވީގައި ދިވެހި އިސްލާމު ކިޔަވާ ކުދިންނަށް ޢިނާޔަތް ދިނުން</span></b></span></div>
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<span lang="DIV" style="font-family: Faruma; font-size: small;">އޭލެވެލްގައި
ކިޔަވާ ހުރިހާ ދަރިވަރުން ކަހަލަ ގޮތަކަށް މިހާރުވެސް ދިވެހި، އިސްލާމު މާއްދާތައް
ކިޔަވައެވެ. މައްސަލައަކީ، އެ ދަރިވަރުންނަށް އެކަށީގެންވާ ނަތީޖާ ނުނެރެވުމެވެ. ވުމާއެކު،
ސިޔާސަތުތައް އަމާޒުކުރެވެންވީ ރަނގަޅު ނަތީޖާ ހޯދާދިނުމަށެވެ. ދަރިވަރުންގެ ކިބައިގައި
ދިވެހިވަންތަކަން އަށަގަންނުވާ އެކުދިންގެ ދީނީ ޢަޤީދާ ވަރުގަދަކުރެވޭނީ
ހަމައެކަނި އޭލެވެލްގައި ދިވެހި އިސްލާމް ކިޔަވާދީގެނެއްނޫނެވެ. މުޅި ތަޢުލީމީ
ނިޒާމުގެ ހުރިހާ ހިސާބަކާއި މަރުޙަލާއެއްގައި މިކަންކަމަށް
ސަމާލުކަންދެވިގެންނެވެ. ތައުލީމީ މަންހަޖުގެ ތެރޭގައި ފުރިހަމައަށް މިކަންކަން
ހިމަނައިގެންނެވެ. މަތީ ޘާނަވީގައި ކިޔަވާ ދަރިވަރުންގެ ކިބައިގައި އެކުދިން
އަމިއްލައަށް އެކުދިން މަތީތައުލީމް ޙާޞިލްކުރާނޭ ދާއިރާތައް ކަނޑައެޅުމުގެ
ޤާބިލްކަން ހުންނާނޭކަމަށް ބެލެވިދާނެއެެވެ. އެކުދިންނަށް ޖެހޭނީ މަގުދައްކައިދޭށެވެ. ވަކިދާއިރާއަކުން ކުރިއަށް ދިޔުމަށް
މަޖުބޫރުކޮށްގެން އެކުދިންނަކީ އުފެއްދުންތެރިބަޔަކަށް ހެދުމަކީ އުނދަގޫކަމަކަށް
ވެދާނެއެވެ. </span></div>
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<span lang="DIV" style="font-family: Faruma; font-size: small;">ސިޔާސީ
ބައެއް ފަރާތްތަކުން ހާމަކުރަމުންދާ ސިޔާސަތުތަކުންނާއި، ވެވަޑައިގަންނަވަމުންދާ
ވަޢުދުތަކުން އެބޭފުޅުންނަށް ރައްޔިތުންގެ ޙާލަތާއި، ޤައުމަށް ދިމާވެފައިވާ
މައްސަލަތައް އެނގޭމިންވަރާއި، އެކަންކަން ޙައްލުކުރުމުގެ ޤާބިލުކަންހުރި
މިންވަރާއިމެދު ރައްޔިތުންދަނީ ސުވާލުއުފައްދަމުންނެވެ. ހަވީރު އޮންލައިންގެ 15
މާރޗް 2013 ގައި 'އެކި ދާއިރާތަކުން ޔާމީން ގެންގުޅުއްވާ ތަޞައްވުރާއެކު ކެމްޕެއިން
ލޯންޗްކޮށްފި' މިސުރުޚީގެ ދަށުން ލިޔެފައިވާ ލިޔުމަށް މީހަކު ފޮނުވާފައިވާާ
ކޮމެންޓެއްގައިވެއެވެ: </span></div>
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<span style="font-size: small;"><i><span lang="DIV" style="font-family: Faruma;">"ރޭގައި ޔާމީނުގެ
ވިޝަން ބަލާފައި އަޅުގަޑަށް އިހުސާސްވީ ޔާމީން ގެވިސްނުމާ</span></i><i><span lang="DIV" style="font-family: Faruma;"> </span></i><i><span lang="DIV" style="font-family: Faruma;">ފިކުރުމިހިރީ އަހަރެމެން
ނިކަމެތި ރައްޔިތުންގެ ފެންވަރުގައި ނުންކަމެވެ</span></i><i><span dir="LTR">.</span></i><i><span style="font-family: Faruma;"> <span lang="DIV">އޭގެ އެއްމިސާލަކީ، ސިއްހީދައިރާ
އިސްލާހުކުރުމާބެހޭގޮތުން ވާހަކަދެއްކެވި</span></span></i><i><span lang="DIV" style="font-family: Faruma;"> </span></i><i><span lang="DIV" style="font-family: Faruma;">އިރު ބަލިހާލު ބޮޑުމީހުން ސިންގަޕޫރަށް
ގެންދިއުމަށް ހެލްކޮޕްޓަރުގެ އަގު10</span></i><i><span lang="DIV" style="font-family: Faruma;"> </span></i><i><span lang="DIV" style="font-family: Faruma;">ހާސް ޑޮލަރަށް ކުޑަކުރައްވުމުގެ ޚިޔާލަކީ،
އަޅުގަޑުމެން އާދައިގެ މީހާގެ</span></i><i><span lang="DIV" style="font-family: Faruma;"> </span></i><i><span lang="DIV" style="font-family: Faruma;">ދިރިއުޅުމަށް އެއްވެސް އެދެވޭއަސަރެއްކުރާނޭ ކަމެއްނޫނެވެ. ބަލަ މިއުޅެނީ</span></i><i><span lang="DIV" style="font-family: Faruma;"> </span></i><i><span lang="DIV" style="font-family: Faruma;">ރާއްޖޭގެ އެއްރަށުން
އަނެއްރަށަށް ބަލިމީހާ ނުއުފުލިގެން އުޅެނިކޮން މިހާ</span></i><i><span lang="DIV" style="font-family: Faruma;"> </span></i><i><span lang="DIV" style="font-family: Faruma;">މަރުވެގެންނެވެ. ނުވަތަ ދަތުރުމަތީގައި
ވިހައިގެންނެވެ. ރާއްޖޭގެ</span></i><i><span lang="DIV" style="font-family: Faruma;">
</span></i><i><span lang="DIV" style="font-family: Faruma;">ތާރީޚްގައިވެސް
20 މީހުންވެސް މިހާތަނަށް ސިންގަޕޫރަށް</span></i><i><span lang="DIV" style="font-family: Faruma;"> </span></i><i><span lang="DIV" style="font-family: Faruma;">އުފުލާފައިނުވަނެއެވެ. އަވާމެންދުރުނުދައްކަވާށެވެ.
ގީޕީ އުފަށްދަވައިގެން</span></i><i><span lang="DIV" style="font-family: Faruma;"> </span></i><i><span lang="DIV" style="font-family: Faruma;">އާއިލާގެ
ހިސްޓްރީބެލެހެއްޓުމުން ސްޕެސިއަލިސްޓުންގެ ވަގުތު ސަލާމަތަވިޔަސް</span></i><i><span lang="DIV" style="font-family: Faruma;"> </span></i><i><span lang="DIV" style="font-family: Faruma;">ރަގަޅުފެސިލީޓީސް ނެތުމުން
އެމީހުންތިބޭނީ އަތްއއުރާލައިގެންނެވެ."
</span></i></span></div>
<span style="font-size: small;">
</span><div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: justify; unicode-bidi: embed;">
<span lang="DIV" style="font-family: Faruma; font-size: small;">ތެދެކެވެ.
ރަނގަޅު ވަޢުދުތައްވެ، ސިޔާސަތުތައް އެކުލަވާލެވޭނީ ރައްޔިތުން އުޅެމުންދާ ހާލު ދެނެގަނެގެންނެވެ.
އެކަން ދެނެގަނެވޭނީ ރައްޔިތުންނާއި ހަމައަށް ތިރިވެ</span><span lang="AR-SA" style="font-family: "Times New Roman","serif"; font-size: small;">،</span><span lang="DIV" style="font-family: Faruma; font-size: small;"> ރައްޔިތުމީހާގެ ވިސްނުމުން ވިސްނައިގެންނެވެ. އެމީހާގެ ބޭނުންތަކަށް
އަމާޒުނުކުރެވޭ ސިޔާސަތުތަކާއި ވަޢުދުތައްވާނީ ބޭކާރުއެއްޗަކަށެވެ. </span><span dir="LTR" style="mso-bidi-font-family: Faruma; mso-bidi-language: DIV;"></span></div>
</h1>
Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com0tag:blogger.com,1999:blog-4705203468888285789.post-36748647292120506792013-03-10T03:11:00.000-07:002013-03-10T03:12:24.306-07:00އިންޞާފު ޤާއިމްކުރުމާއި ޞުލްޙަމަސަލަސްކަން <!--[if gte mso 9]><xml>
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UnhideWhenUsed="false" QFormat="true" Name="Book Title"/>
<w:LsdException Locked="false" Priority="37" Name="Bibliography"/>
<w:LsdException Locked="false" Priority="39" QFormat="true" Name="TOC Heading"/>
</w:LatentStyles>
</xml><![endif]--><!--[if gte mso 10]>
<style>
/* Style Definitions */
table.MsoNormalTable
{mso-style-name:"Table Normal";
mso-tstyle-rowband-size:0;
mso-tstyle-colband-size:0;
mso-style-noshow:yes;
mso-style-priority:99;
mso-style-qformat:yes;
mso-style-parent:"";
mso-padding-alt:0in 5.4pt 0in 5.4pt;
mso-para-margin-top:0in;
mso-para-margin-right:0in;
mso-para-margin-bottom:10.0pt;
mso-para-margin-left:0in;
line-height:115%;
mso-pagination:widow-orphan;
font-size:11.0pt;
font-family:"Calibri","sans-serif";
mso-ascii-font-family:Calibri;
mso-ascii-theme-font:minor-latin;
mso-fareast-font-family:"Times New Roman";
mso-fareast-theme-font:minor-fareast;
mso-hansi-font-family:Calibri;
mso-hansi-theme-font:minor-latin;}
</style>
<![endif]-->
<br />
<div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: right; unicode-bidi: embed;">
<b><span lang="DIV" style="font-family: Faruma; mso-bidi-language: DIV;"><br /></span></b></div>
<div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: right; unicode-bidi: embed;">
<span lang="DIV" style="font-family: Faruma; mso-bidi-language: DIV;">ޞުލުޙަމަސަލަސްކަމުގެ
ތަޅުދަނޑިއަކީ އިންޞާފު ޤާއިމުކުރުމެވެ. އިންޞާފު ލިބެންޖެހޭ ފަރާތްތަކަށް
އިންޞާފު ނުލިބި ކިތަންމެ ވަރަކަށް ޞުލުޙައަށް ގޮވާލިޔަސް އެކަންވުމަށްވުރެ ގާތީ
ނުވުމެވެ. ވީމާ، ޢަދުލު އިންޞާފުޤާއިމްކުރުމަކީ މުޖުތަމިޢުގެ ހަމަޖެހުމަށް ނުހަނު
ބޭނުންތެރިކަމެކެވެ. </span></div>
<div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: right; unicode-bidi: embed;">
<br /></div>
<div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: right; unicode-bidi: embed;">
<span lang="DIV" style="font-family: Faruma; mso-bidi-language: DIV;">ޢަދުލު
އިންޞާފުގެ ވާހަކަ ދައްކާއިރު މިދުވަސްވަރު އެންމެ ފުރަތަމަ ހިތަށް އަންނަނީ
ކުރީގެ ރައީސް މުޙައްމަދު ނަޝީދުގެ މައްޗަށް ދައުލަތުގެެ ފަރާތުން އުފުލާފައިވާ
ކުށެއްނުކުރާމީހަކު ހިފާ ހައްޔަރުކުރުމަށް އަމުރުކުރުމުގެ ދަޢުވާއާއި އެ
ދަޢުވާއާއި ގުޅޭ ޝަރީޢަތުގެ ކަންތައްތަކެވެ. 2008 ވަނަ އަހަރު ފާސްކުރެވުނު
ދިވެހިރާއްޖޭގެ ޤާނޫނު އަސާސީގައި ބުނާގޮތުން ޤާނޫނުގެ ކުރިމަތީގައާއި ކޯޓުތަކުގެ
ކުރިމަތީގައި އެންމެންވެސް ހަމަހަމައެވެ. ކޮންމެ މީހަކުވެސް ޤާނޫނާއި ޚިލާފު
ޢަމަލެއްކޮށްފިނަމަ، ޤާނޫނުގެ ދިގުއަތް އެމީހެއްގެ މައްޗަށް ފޯރާނެއެވެ. އެއުޞޫލުން
ރައީސް ނަޝީދާއިމެދުވެސް ޢަމަލުކުރުމަކީ އެންމެ އެދެވިގެންވާ ގޮތެވެ. ނަމަވެސް،
ރައީސް ނަޝީދާއި މެދު އުފުލިފައިވާ ދަޢުވާއާއި، އެދަޢުވާއާ ގުޅިގެން ކަންކަން
ހިންގމުންދާ ގޮތަށް ބަލާލާއިރު އިސްވެ ދެންނެވުނު އުޞޫލުތަކަށް ފުރިހަމައަށް އެބަ
އިޙުތިރާމްކުރެވޭބާވައެވެ؟ މިއީ ވަރަށް ގިނަ ޢަދަދެއްގެ ދިވެހިރައްޔިތުންގެ
ހިތުގައި މިއަދު އުފެދިފައިވާ ސުވާލަކަށް ވެދާނެއެވެ. </span></div>
<div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: right; unicode-bidi: embed;">
<br /></div>
<div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: right; unicode-bidi: embed;">
<span lang="DIV" style="font-family: Faruma; mso-bidi-language: DIV;">އިންޞާފުވެރި
ޝަރީއަތެއް ޔަޤީންކޮށްދިނުމުގައި ތަޙުޤީޤުގެ މަރުޙަލާއާއި ކޯޓުގެ މަރުޙަލާގައިވެސް
ހިނގާ އެންމެހާ ކަންތައްތަކަކީ ޤާނޫނާއި ޤަޥާޢިދާއި އެއްގޮތަށް އިންޞާފުވެރިކޮށް
ހިނގާ ކަންކަންކަމަށްވާންޖެހެއެވެ. ރައީސް ނަޝީދުގެ މައްސަލައިގައި އެކި
މަރުޙަލާތަކުގައި ހިނގާފައިވާ ކަންތައްތަކާމެދު އެފެދޭ ސުވާލުތައް ވަރަށް
ގިނައެވެ. ޕްރޮސެކިއުޓަރ ޖެނެރަލް އެމައްސަލަ ކޯޓަށް ހުށަހަޅާފައިވަނީ ހަމަ
އަމިއްލަ އިޚުތިޔާރުގައި އެއްވެސް ފަރާތެއްގެ ނުފޫޒެއްނެތިބާވައެެވެ؟
ޕްރޮސއކިއުޓަރޖެނެރަލް އެމައްސަލާގައި ދަޢުވާކޮށްފައިވަނީ އެންމެ އެކަށީގެންވާ
ޤާނޫނުގެ ދަށުންބާވައެވެ؟ އެދަޢުވާ ކުރުމުގައި ރައީސް ނަޝީދު ވަކިކަންކަމުން
މަޙުރޫމުކުރުމުގެ ވިސްނުމެއް ގެންގުޅޭފައެއް ނުވޭބާވައެވެ؟ އެމައްސަލަ
ހުށަހެޅިފައިވަނީ އެންމެ އެކަށީގެންވާ ޝަރުޢީ ކޯޓަށްބާވައެވެ؟ އެކޯޓަކީ ޞައްޙަ
ކޯޓެއްބާވައެވެ؟ އެކޯޓުގެ ޞައްޙަކަން ޝަރުޢީ މަރުޙަލާއިން ނިންމީ އިންޞާފުގެ
މަގުންބާވައެވެ؟ މައްސަލަ ބެލުމަށް ފަނޑިޔާރުންގެ ބެންޗް ކަނޑައެޅީ ޢަދުލުވެރިކޮށް
ބާވައެވެ؟ އެމައްސަލަ ބައްލަވާ ޤާޟީން ޢަމަލުކުރަމުން ގެންދަނީ އެންމެ
އިންޞާފުވެރިކޮށް ބާވައެވެ؟ މިހުރީ މިމައްސަލައާ ގުޅޭގޮތުން އުފެދިފައިވާ
ސުވާލުތަކެވެ.</span></div>
<div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: right; unicode-bidi: embed;">
<br /></div>
<div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: right; unicode-bidi: embed;">
<span lang="DIV" style="font-family: Faruma; mso-bidi-language: DIV;">މިމައްސަލާގައި
ޕޮރޮސެކިއުޓަރ ޖެނެރަލް ޢަމަލުކުރައްވާފައިވާ ގޮތާއި އަދި މިހާރުވެސް ޢަމަލުކުރަނއްވަމުން
ގެންދަވާ ގޮތާއިމެދު ވަރަށް ގިނަ ފަރާތްތަކެއްގެ ފާޑުކިޔުންވަނީ އެމަނިކުފާނަށް
އަމާޒުވެފައެވެ. ރައީސް ނަޝީދުގެ މައްސަލަ ކޯޓަށް ފޮނުވާފައިވަނީ މިހާރުގެ
ސަރުކާރަށް އެއްބާރުލުންދޭ ފަރާތްތަކުގެ ޕްރެޝަރާހެދިކަމަށް ބެލެވޭނޭ ކަންތައްތަކެއްވަނީ
ހިނގާފައެވެ. މިމައްސަލަ ކޯޓަށް ފޮނުވުން ލަސްވެގެން ތަފާތުއެކިއެކި ސިޔާސީ
ޕޯޑިއަމްތަކުގައި ޕްރޮސެކިއުޓަރޖެނެރަލް މަޤާމުން ދުރުކުރަންޖެހިދާނެ ކަމުގެ
އިންޒާރު ދީފައިވެއެވެ. އަދި މިމައްސަލަ ކޯޓަށް ފޮނުވާފައިވަނީ އެކަން ލަސްވާތީވެ</span><span lang="AR-SA" style="font-family: "Times New Roman","serif"; mso-ascii-font-family: Calibri; mso-ascii-theme-font: minor-latin; mso-hansi-font-family: Calibri; mso-hansi-theme-font: minor-latin;">، </span><span lang="DIV" style="font-family: Faruma; mso-bidi-language: DIV;">ސަރުކާރަށް ތާޢީދުކުރާ އިއްތިޙާދުގެ ބޭފުޅުން
ޕްރޮސެކިއުޓަރޖެނެރަލްއާ ބައްދަލުކުރިތާ މާގިނަ ދުވަހެއްނުވަނީހެވެ. އަދި ޑެޕިއުޓީ
ޕްރޮސެކިއުޓަރޖެނެރަލަކީ ރައީސް ނަޝީދުގެ ޕާރޓީއަށް ހަމުދަރުދީވާ ފަރާތެއްކަމަށް
ތުޙުމަތުކޮށް އޭނާ ވަޒީފާއިން ވަކިކުރުމުގެ ވާހަކަތައްވެސް ރައީސް ނަޝީދާ އިދިކޮޅު
ސިޔާސީ ފަރާތްތައް މީޑިއާގައި ދައްކަވާފައިވެއެވެ. މިސަބަބުތަކަށްޓަކައި
މިމައްސަލާގައި ޕްރޮސެކިއުޓަރޖެނެރަލަށް ސިޔާސީ ނުފޫޒުތަކެއް
ކުރިމަތިވެފައިވާކަމަށް ބެެލެވިދާނެއެވެ.</span></div>
<div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: right; unicode-bidi: embed;">
<br /></div>
<div class="MsoNormal" dir="RTL" style="direction: rtl; text-align: right; unicode-bidi: embed;">
<span lang="DIV" style="font-family: Faruma; mso-bidi-language: DIV;">ދެންއޮތީ
ރައީސް ނަޝީދުގެ މައްޗަށް ދަޢުވާކޮށްފައިވާ ޤާނޫނުގެ ވާހަކައެވެ. ދިވެހިރާއްޖޭގައި
މިހާރު ބޭނުންކުރެވެމުންދާ ޤާނޫނުލް ޢުޤޫބާތަކީ މިހާރުގެ ޙާލަތާގުޅޭ ޤާނޫނުލް
ޢުޤޫބާތެއް ނޫންކަމަށް ވަރަށް ގިނަ ކަމާބެހޭ ބޭފުޅުން
އެއްބަސްވެވަޑައިގަންނަވައެވެ. ނަތީޖާއެއްގެ ގޮތުން މިޤާނޫނުލް ޢުޤޫބާތު
ރައްޔިތުންގެ މަޖިލީހުން މިހާރުގެންދަވަނީ އިޞްލާޙުކުރައްވަމުންނެވެ. އައު
ޤާނޫނުލް ޢުޤޫބާތު މިއަހަރުގެ ތެރޭގައި މަޖިލީހުން ފާސްކޮށް ބޭނުންކުރަން
ފެށޭނޭކަމަށް ބެލެވެއެވެ. ދެންއޮތީ ރައީސް ނަޝީދުގެ މައްޗަށް ދަޢުވާ އުފުލާފައިވާ
މާއްދާގެ ވާހަކައެވެ. ބައެއް ބޭފުޅުން ވިދާޅުވާގޮތުންނަމަ، އެމާއްދާގެ ދަށުން
މީހެއްގެ މައްޗަށް ދަޢުވާއެއް ނުކުރާތާ މިހާރު އެތަކެއް އަހަރެއްވެއްޖެއެވެ.
ނަމަވެސް، ދައުލަތުންް އެވާހަކަ ދޮގުކުރައްވައެވެ. އެމާއްދާގެ ދަށުން ރައީސް
ނަޝީދުގެ މައްޗަށް ކުށް ސާބިތުވެ އެއް އަހަރަށް ވުރެ ދިގު ޙުކުމެއް
އަތުވެއްޖެނަމަ، ކުރިއަށްއޮތް ރިޔާސީ އިންތިޚާބުގައި އެމަނިކުފާނަށް ވާދަކުރުމުގެ
ފުރުޞަތު ގެއްލޭނެއެވެ. މިމާއްދާގެ ދަށުން މިމައްސަލާގައި ޕްރޮސެކިއުޓަރޖެނެރަލް
ދަޢުވާ އުފުއްލެވި މަޤްޞަދާމެދު ބައެއް ފަރާތްތަކުން ސުވާލު އުފައްދަނީ މިސަބަބަށްޓަކައެވެ.</span></div>
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<span lang="DIV" style="font-family: Faruma; mso-bidi-language: DIV;">ހަމަމިއާއެކު
ބައެއް ބޭފުޅުން ސުވާލުއުފައްދާ ދެވަނަ ކަމަކީ ޕްރޮސެކިއުޓަރޖެނެރަލް މިމައްސަލަ
ހުޅުމާލޭ ކޯޓަށް ހުށަހެޅުއްވި ނިޔަތާމެދުއެވެ. ޕްރޮސެކިއުޓަރޖެނެރަލް
ވިދާޅުވާގޮތުންނަމަ، މިމައްސަލަ ހުޅުމާލޭ މެޖިސްޓްރޭޓްކޯޓަށް ހުށަހެޅުއްވީ
މިމައްސަލައަކީ ޖިނާޢީ ކޯޓުގެ އިސް ޤާޟީއާ ގުޅޭ މައްސަލައަކަށްވެފައި ޖިނާޢީކޯޓަށް
މިމައްސަލަ ހުށަހަޅައިފިނަމަ އިންޞާފުވެރި ޝަރީއަތެއް ނުހިންގިދާނޭކަމަށް
ފެންނާތީއެވެ. ނަމަވެސް، ފަނޑިޔާރުންނާއި ޤާނޫނީ ވަކީލުންގެ މުސްތަޤިއްލުކަމާބެހޭޭ
އ.ދ. ގެ ޚާއްޞާމަމްދޫބު ދާދިފަހުން ދިވެހިރާއްޖެއަށް ކުރެއްވި ޒިޔާރަތަކަށް ފަހު
ދެއްވި ނޫސް ކޮންފަރެންސެއްގައި ވިދާޅުވެފައިވަނީ، ޕްރޮސެކިއުޓަރޖެނެރަލް
އެމައްސަލަ ފޮނުވަންޖެހޭނީ ޖިނާޢީ ކޯޓަށްކަމަށާއި، 'ކޮންފްލިކްޓް އޮފް
އިންޓަރެސްޓް' ގެ މައްސަލައަކީ އެމަނިކުފާނު މައްސަލަ ފޮނުއްވުމުގައި ރިޢާޔަތްކުރައްވަން
ޖެހިވަޑައިގަންނަވާނޭ ކަމެއް ނޫންކަމަށެވެ. އެކަމަނާ ވިދާޅުވެފައިވަނީ
'ކޮންފްލިކްޓް އޮފް އިންޓެރެސްޓް' ގެ މައްސަލައެއް ދިމާވެއްޖެނަމަ، އެކަމާގުޅޭ
ޤާޞީ އެމައްސަލައަކުން ތަނާޒުލްވެވިދާނެއެވެ. މިއީ، ދުނިޔޭގެ 'ބެސްޓް ޕްރެކްޓިސް'
ކަމުގައިވެދާނެއެވެ. ނަމަވެސް، ދިވެހިރާއްޖޭގެ ޙާލަތުގައި މިވަރުން ރައްޔިތުންނަށް
ޢިތުބާރު ލިބިދާނޭކަމާމެދު ޝައްކެވެ. ވުމާއެކު، ފުރަތަމަ މިމައްސަލަ
ހުޅުމާލޭކޯޓަށް ފުނުއްވަން ނިންމެވި ނިންމެވުމަކީ އަޅުގަނދުދެކޭގޮތުގައި
މާބޮޑުމައްސަލައެއްނޫނެވެ. ނަމަވެސް، ޕްރޮސެކިއުޓަރޖެނެރަލްގެ ނިންމެވުމާމެދު
ސުވާލު އުފެދެނީ އޭގެ ފަހުން ޝަރުޢީ މަރުޙަލާގައި އެކޯޓާމެދުގަޔާއި، އެކޯޓްގެ
ފަނޑިޔާރުންގެ ބެންޗް ކަނޑައެޅި ގޮތުން އިންޞާފުވެރި ޝަރީޢަތެއް ނުހިންގޭނޭކަން
ޔަޤީންވެވަޑައިގަތުމުންވެސް އެކަމާމެދު އެއްވެސް ފިޔަވަޅެއް
އަޅުއްވާފައިނުވާތީއެވެ.</span></div>
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<span lang="DIV" style="font-family: Faruma; mso-bidi-language: DIV;">ރައީސް
ނަޝީދުގެ މައްސަލަ ޝަރީޢަތުގެ މަރުޙަލާއަށް ދިޔުމާއެކު ކޯޓުތަކާއި، ކޯޓުތަކުގެ
ކަންތައްތަކަށް ފާރަވެރިވުމުގެ ޤާނޫނީ ޒިންމާ އަދާކުރާފަރާތުގެ
މުސްތަޤިއްލުކަމާމެދު ސުވާލުއުފެދޭފަދަ އެތައް މައްސަލަތަކެއް މިހާރުވަނީ ފެންމަތި
ވެފައެވެ. މިމައްސަލަ ފުރަތަމަ ހުޅުމާލޭ ކޯޓަށް ހުށަހެޅުމުން އެކޯޓް ހިންގެވުމާއި
ޙަވާލުވެހުންނެވި ޤާޞީވަނީ، މަތީކޯޓަކުން ވަކިގޮތަކަށް ނުނިންމާހާ ހިނދަކު
އެމައްސަލަބެލުމުގެ އިޚްތިޞާޞް ހުޅުމާލޭ މެޖިސްޓްރޭޓްކޯޓަށް ލިބިގެންނުވާކަމަށް
ވިދާޅުވެ އެމައްސަލަ އަނބުރާ ފޮނުވާލައްވާފައެވެ. އެމައްސަލަ ބެލުމަށް އެކޯޓުން
ނިންމެވީ<span style="mso-spacerun: yes;"> </span>އެމައްސަލަބެލުމަށް ހައިކޯޓުން
އަމުރުކުރުމުންނެވެ. މިއަމުރާގުޅިގެން މިމައްސަލަ ބެލުމަށް ހުޅުމާލޭ ކޯޓުން ނިންމާ
ޖުޑީޝަލް ސަރވިސަސް ކޮމިޝަނަށް ފޮނުވާފައިވާ ސިޓީގައި އެމައްސަލަ ބައްލަވާ ބެންޗް
އެކުލަވާލާއިރު އޭރު ކޯޓާ ޙަވާލުވެ ހުންނެވި ޤާޟީ ހިމަނުއްވައިގެން ބެންޗް އެކުލަވާލެއްވުމަށް
އެޤާޟީ އެދިވަޑައިގެންފައިވާކަމަށް ޖޭ.އެސް.ސީގެ މެމްބަރަކުވަނީ މީޑިއާގައި
ހާމަކުރައްވާފައެވެ. ނަަމަވެސް، ކޮމިޝަނުން އެމައްސަލަ ބަލާ ބެންޗް އެކުލަވާލެއްވި
އިރު އޭނާ ހިމަނުއްވާފައެއްނުވެއެވެ. އޭގެ ބަދަލުގައި އެބެންޗްގައި
ހިމަނުއްވާފައިވަނީ ދިވެހިރާއްޖޭގެ އެކި ހިސާބުތަކުން ހޮވާފައިވާ ތިން
މެޖިސްޓްރޭޓެކެވެ. މިބެންޗް ކަނޑައަޅުއްވާފައިވަނީ އެންމެ ޤާބިލް ފަރާތްތަކަށް
އިސްކަންދީގެންކަމަށް ޖޭ.އެސް.ސީގެ ނައިބް ރައީސް ރައްޔިތުންގެ މަޖިލީހުގެ
ކޮމެޓީއެއްގައި ވިދާޅުވެފައިވީނަމަވެސް، މިބެންޗްގެ ފަނޑިޔާރުންގެ ތެރޭގައި
ޢިލްމީގޮތުންނާއި އަޚުލާޤީ ގޮތުން ދަށް ފެންވަރުގެ ބޭފުޅުން ހިމެނިވަޑައިގަންނަވާކަމަށް
އަޑު ފެތުރިފައިވެއެވެ. ޖޭ.އެސް.ސީއިން އިތުރަށް ބުނެފައިވަނީ ފަނޑިޔާރުންގެ
ބެންޗް އެކުލަވާލާފަިވަނީ ޖުޑީޝަލް ކައުންސިލްގެ ލަފާގެ މަތީންކަމަށެވެ. އެކަމަކު
ޖަވާބުބޭނުންވެގެން މިއުޅޭ ސުވާލަކީ ހުޅުމާލޭކޯޓާއި އެކޯޓުގެ ފަނޑިޔާރުންގެ ބެންޗް
އެކުލަވާލާފައިވަނީ ޤާނޫނއިާ ޤަޥާޢިދާއި، އިންޓަރނޭޝަނަލް މުޢާހަދާތަކާއި ބެސްޓް
ޕްރެކޮޓިސްއާ އެއްގޮތަށްތޯއެވެ؟ </span></div>
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<span lang="DIV" style="font-family: Faruma; mso-bidi-language: DIV;">ހުޅުމާލޭ
ކޯޓަކީ ޞައްޙަކޯޓެއްކަމަށް ސްޕްރީމްކޯޓުގެ އެންމެ ކުޑަ އަޣުލަބިއްޔަތުންވަނީ
ނިންމާފައެވެ. ނަމަވެސް، އެނިންމުން ނިންމުމުގައި 'ނެޗްރަލް ޖަސްޓިސް' ގެ އުޞޫލާއި
ޚިލާފުވެފައިވާކަމަށް ބައެއް ޤާނޫނީވަކީލުންވަނީ ވިދާޅުވެފައެވެ. ސަބަބަކީ،
އެމައްސަލަ ބެއްލެވި ބެންޗްގައި ސްޕރީމްކޯޓުގެ ފަނޑިޔާރު އަދި ޖޭ.އެސް.ސީގެ ރައީސް
އާދަމް މުޙައްމަދު ބައިވެރިވެވަޑައިގެންފައިވާތީވެ، އެއީ 'ކޮންފްލިކްޓް އޮފް
އިންޓެރެސްޓް' ގެ މައްސަލައަކަށް ވުމެވެ. އެމައްސަލަ ބެއްލެވި މަޖިލީހުގައި ހިމެނިވަޑައިގެންނެވި
ފަނޑިޔާރު މުޢުތަޞިމް ޢަދުނާން ވެސް އެމަނިކުފާނުގެ ރަޢުޔުގައި ދިވެހިރާއްޖެއިން
ސޮއިކޮށްފައިވާ 'މަދަނީ އަދި ސިޔާސީ ޙައްޤުތަކާބެހޭ ބައިނަލްއަޤުޥާމީ މުޢާހަދާ' ގެ
14 ވަނަ މާއްދާއާ ޙަވާލާދެއްވާ 'ނެޗްރަލް ޖަސްޓިސް' ގެ އުޞޫލުގެ ވާހަކަ ފާހަގަކުރައްވާފައިވެއެވެ.
އެމަނިކުފާނު ވިދާޅުވެފައިވަނީ 'ހާދިސާއެއް ހިންގުމަށް ފަހު އުފައްދާ ކޯޓު ނުވަތަ
ޢާންމު އުޞޫލާ ޚިލާފަށް އުފައްދާ ބެންޗް ޞައްޙަ ނުވާނޭކަމަށެވެ'. މިކޯޓާއި ބެންޗާ
ބެހޭގޮތުން އ.ދ.ގެ ފަނޑިޔާރުންނާއި ޤަނޫނީ ވަކީލުންގެ މުސްތަޤިއްލުކަމާބެހޭ ޚާއްޞަ
މަމްދޫބުވެސް ވަނީ،<span style="mso-spacerun: yes;"> </span>މިކޯޓާއި</span><span lang="AR-SA" style="font-family: "Times New Roman","serif"; mso-ascii-font-family: Calibri; mso-ascii-theme-font: minor-latin; mso-hansi-font-family: Calibri; mso-hansi-theme-font: minor-latin;">،</span><span lang="AR-SA" style="font-family: Faruma; mso-bidi-language: DIV;"> </span><span lang="DIV" style="font-family: Faruma; mso-bidi-language: DIV;">ފަނޑިޔާރުންގެ ބެންޗްގެ ޞައްޙަކަމާމެދު
ސުވާލުއުފައްދަވާފައެވެ.</span></div>
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<span lang="DIV" style="font-family: Faruma; mso-bidi-language: DIV;">ދެންއޮތީ</span><span lang="AR-SA" style="font-family: "Times New Roman","serif"; mso-ascii-font-family: Calibri; mso-ascii-theme-font: minor-latin; mso-hansi-font-family: Calibri; mso-hansi-theme-font: minor-latin;">، </span><span lang="DIV" style="font-family: Faruma; mso-bidi-language: DIV;">މިމައްސަލަ ބައްލަވާ ފަނޑިޔާރުންގެ
މުސްތަޤިއްލުކަމާމެދުގައި އޮތް ސުވާލެވެ. މިހާތަނަށް މިޝަރީޢަތް ހިނގާފައިވާގޮތަށް
ބަލާއިރު ފަނޑިޔާރުންގެ ޞައްޙަކަމާމެދު ސުވާލުއުފައްދާނޭ ޖާގަ އެބައޮތެވެ.
ކަންތައްތައްވަމުންދާ ގޮަތަށް ބަލާއިރު މިދެންނެވި ފަނޑިޔާރުންގެ ފަރާތުން
ފެންނަނީ ރައީސް ނަޝީދުއާއި ޒާތީގޮތުން ޖައްސާލައިގެން އުޅޭފަދަ ގޮތަކަށެވެ.
މިސާލަކަށް،<span style="mso-spacerun: yes;"> </span>އިންޑިއަން ހައިކޮމިޝަނުން
ނިކުމެވަޑައިގަތުމަށްފަހު އަބޫދާބީއަށް ވަޑައިގަތުމުގެ ހުއްދައަކަށް އެމަނިކުފާނު އެދިވަޑައިގަތުމުން
ފަނޑިޔާރުންގެ ބެންޗުން ނިންމަވާފައިވަނީ ކޯޓަށް އެއްބާރުލުން ނުދެއްވާތީ
ރާއްޖެއިންބޭރަށް ވަޑައިގަތުމުގެ ހުއްދަދެވެންނެތްކަމަށެވެ. އަޅުގަނޑުދެކޭގޮތުގައި
ޝަރީޢަތަށް އެއްބާރުލުން ނުދެއްވާނަމަ ކޯޓަށް އެޅޭނޭ ޤާނޫނީ ފިޔަވަޅުތައް
ހުންނާނެއެވެ. ކޯޓުންއަޅަންވާނީ އެފަދަ ފިޔަވަޅުތަކެވެ. ރައީސް ނަޝީދަށް ޝަރީޢަތް
ހިންގަން ޤާޟީން ބޭނުންވެލައްވާ މިންވަރު އެންމެބޮޑަށް ފާހަގަވެގެންދިޔައީ އެންމެ
ފަހުންބޭއްވުނު ޝަރީޢަތުގެ މަޖިލީހުގައި ކަންކަން ހިނގާދިޔަގޮތުންނެވެ. ރައީސް
ނަޝީދުގެ މަައްސަލަ ރިޔާސީ އިންތިޚާބުގެ ފަހަށް<span style="mso-spacerun: yes;">
</span>ފަސްކޮށްދިނުމަށް ރައީސް ނަޝީދުގެ ޤާނޫނީ ޓީމުންހުށަހަޅުއްވައި، ދައުލަތުން
އެކަމަށް އިޢުތިރާޒުނެތްކަން ހާމަކުރެއްވުމުންވެސް، އެގޮތަށް
އެކަންކޮށްދެއްވާފައެއް ނުވެއެވެ. ދުނިޔޭގެ ތަހުޒީބު ޤައުމުތަކުގައި މިފަދަ
މައްސަލަތަކުގައި ދެފަރާތުން ޝަރީއަތެއް ފަސްކޮށްދޭން އެދުމުން އެކަން އެގޮތަށް
ހަމަޖައްސާދެއެވެ. އޭގެ ބަދަލުގައި ރައީސް ނަޝީދުގެ ޤާނޫނީ ވަކީލަކު
ވިދާޅުވިފަދައިން ޤާޟީން ފެނުނީ ތަކުރާރުކޮށް ދައުލަތުގެ އިޢުތިރާޒެއްއޮތްތޯ
ސުވާލުކުރައްވާ އެކަން އެގޮތަށްވިޔަ ނުދިނުމަށް މަސައްކަތްކުރެއްވިތަނެވެ.
ފަނޑިޔާރުންގެ މުސްތަޤިއްލުކަމަކީ އިންޞާފު ޤާއިމްކުރުމަށް ވަރަށް މުހިއްމު
ކަމަކެވެ.<span style="mso-spacerun: yes;"> </span>ހަމައެކަނި ކަރުދާހުގައި<span style="mso-spacerun: yes;"> </span>ބަޔާންކޮށްފައި އޮވެގެން<span style="mso-spacerun: yes;"> </span>އެފަރާތުގެ މުސްތަޤިއްލުކަން
ކަށަވަރެއްނުކުރެވޭނެއެވެ. އެކަން ރައްޔިތުންނަށް ޔަޤީންކޮށްދިނުމަކީ ފަނޑިޔާރުންގެ
ކަމެކެވެ. އެކަން ބިނާވެފައި އޮންނާނީ އެފަރާތްތަކުގެ ބަހާއި ޢަމަލުގެ މައްޗަށެވެ.</span></div>
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<span lang="DIV" style="font-family: Faruma; mso-bidi-language: DIV;">ރައީސް
ނަޝީދުގެ މައްސަލާގައި އިންސާފުވެރި ޝަރީޢަތެއް ހިންގުމަކީ
މުޅިދިވެހިރާއްޖެއަށްވެސް އެންމެ ފައިދާހުރިގޮތެވެ. މިއީ ދިވެހިރާއްޖޭގެ ޝަރުޢީ
ނިޒާމް އިޞްލާޙުކުރުމަށްލިބޭ ފުރުޞަތެކެވެ. މިމަގަށްއޮތް ހަމައެކަނި ފުރުޞަތަކީ
މިނިޒާމްގައި މައްސަލަތަކެއް ހުރިކަން ޤަބޫލުކޮށް އިޞްލާޙުކުރަން ހުރި
ފުރުޞަތުތަކުގެ ބޭނުން ހިފުމެވެ. ގޮތްދޫނުކޮށް ވަކިމީހަކު ވަކިކަމަކުން
މަޙުރޫމްކުރަން މަސައްކަތްކޮށްގެން ގެއްލިގެންދާނީ އެތައްބައެއްގެ ޙައްޤުތަކެވެ.
އިންޞާފުޤާއިމުކުރުމުގެ ނަމުގައި ނުވަތަ އިންޞާފުން އެއްކިބާވުމުގެ ސަަބަބުން
އެތައް ބައެއްގެ ޙައްްުޤުތައް ގެއްލިގެންދިޔުމަކީ ޞުލްޙަވެރި މުޖުތަމިޢަކަށް
އަޅުގަނޑުމެންމިކުރާ އުންމީދުތަކަށް އޮތް ހުރަހަކަށްނޫނީ ނުވާނެއެވެ. </span><span lang="DIV" style="font-family: "MV Boli"; mso-ascii-font-family: Calibri; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "MV Boli"; mso-bidi-language: DIV; mso-hansi-font-family: Calibri; mso-hansi-theme-font: minor-latin;"></span></div>
Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com0tag:blogger.com,1999:blog-4705203468888285789.post-90872503030708373902012-10-30T04:48:00.000-07:002012-10-30T04:48:13.623-07:00My kid loves to learn through fun<!--[if gte mso 9]><xml>
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<div style="text-align: justify;">
<span lang="EN-AU">In our culture, parents start
teaching kids Arabic, English and Dhivehi letters in a conventional way as
early as possible. Some times during the first year. We tried a program called
‘Brillkids’ to teach our son English and our local language (Dhivehi) letters
and words. He took interest in the program until he turned two. We noticed that
learning through play, maximizing fun is the only way that works for him.
We realized that to teach him, we need to be artistic and
creative, and most importantly we should have the patience. I lack all of these
characteristics but my wife is creative enough to teach him through play,
focusing on what he likes the most. The following diagrams are some of the examples.
At the moment, he is obsessed with vehicles, especially cars. So, that's
the main theme. </span></div>
<div style="text-align: justify;">
<br /></div>
<div class="separator" style="clear: both; text-align: center;">
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<div style="text-align: justify;">
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Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com0tag:blogger.com,1999:blog-4705203468888285789.post-36376629849838872882012-10-14T05:47:00.002-07:002012-10-14T05:47:49.782-07:00Key employee recognition strategieshttp://www.forbes.com/sites/kevinkruse/2012/10/08/employee-recognition/Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com0tag:blogger.com,1999:blog-4705203468888285789.post-41247374195444732742012-09-06T19:08:00.001-07:002012-09-06T19:08:52.434-07:00The status of migrant workers in the Maldives<a href="http://www.highbeam.com/doc/1G1-289835560.html">http://www.highbeam.com/doc/1G1-289835560.html</a>Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com0tag:blogger.com,1999:blog-4705203468888285789.post-58653532862857253322012-05-10T18:19:00.002-07:002012-05-11T16:14:17.688-07:00The status of migrant workers in the Maldives: 'precarious workers' or 'labour aristocrats'?<strong>Introduction</strong><br />
<span style="font-size: small;"><br />The number of migrant workers has increased significantly in the Maldives over the last two decades. The obvious explanation for the increase is the high demand for labour and skills to sustain the economic growth (Ministry of Planning and National Development, 2006). This view, which seems to have been taken for granted, has been accepted without the exploration of the implications for the migrant workers, the local labour market and the wider society. Notwithstanding the contributions made by the migrant workers to the economy, the large presence of migrant workforce in the country appears to be creating several social problems and in some ways yielding more negative social and economic impacts than positives (Human Rights Commission of the Maldives, 2009). The notion of labour shortage or skill shortage and the over-dependence on migrant workers raise more questions than answers. It says little about why employers turn to migrant workers rather than local employees for jobs which are suitable for, and willing to be taken up by locals. More importantly, it leaves unexamined how migrant workers are treated by their employers and the society at large. <br /><br />Using face-to-face in-depth interviews with migrant workers, employer <span style="font-size: small;"></span><br />representatives, local workers and their representatives and government officials, and data collected from various documentary sources, this study explores the status and experience of migrant workers in the Maldives. In doing so, this study further examines whether the status and experience of migrant workers differ across sectors and occupational levels. The first section provides an overview of the labour market in the Maldives within which migrant workers are placed. Second, theoretical concepts concerning the status and experience of migrant workers are discussed. After a brief account of research methods, this study goes on to present the findings on the status and experience of migrant workers. Finally, the findings in relation to theoretical concepts are discussed, outlining the implications and suggestions for future research. <br />
<br />The empirical sections of the paper examine the status and experience of migrant workers based on sectors and occupational levels. It begins by placing this research in the context of employers’ perceived preference for migrant workers in the Maldives. Employers prefer migrant workers over local workers due to the perceived usefulness of migrant workers that they are more committed, equipped with the right attitudes and work ethics, less problematic and easy to handle, less costly and fit for purpose. However, as the next section in the empirical analysis shows, both unskilled and professional migrant workers in most sectors are subject to varying degrees of abuse and maltreatment. The final section of the empirical analysis depicts a different picture regarding the migrant workers in resorts. Most of the professional positions in resorts are held by migrant workers and they enjoy better terms and conditions than their local colleagues. <br /><br />More...............<br /><br /><strong>Full text</strong>: Employment Relations Record (2011), vol.11, no.2. </span>Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com1tag:blogger.com,1999:blog-4705203468888285789.post-28471348584549896752012-05-07T20:53:00.001-07:002012-05-07T21:05:00.351-07:00Rich picture!!!!<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjl8nJF7CQInMUiuQXYrK_3oUAbh4MVPxf_mbEA_bpiP1AHpMuG47Izflvmm_8VrfWsWBmf29004tYe-pmezkbjY2BBBV19UwFSKY1selW0snxhT2915sHGS69u1Uaoc5hlfx_bcIrx0Mc/s1600/image2012-05-08-133836-1%5B1%5D.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="226px" mea="true" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjl8nJF7CQInMUiuQXYrK_3oUAbh4MVPxf_mbEA_bpiP1AHpMuG47Izflvmm_8VrfWsWBmf29004tYe-pmezkbjY2BBBV19UwFSKY1selW0snxhT2915sHGS69u1Uaoc5hlfx_bcIrx0Mc/s320/image2012-05-08-133836-1%5B1%5D.jpg" width="320px" /></a></div>
A rich picture provides details of the problems in the form of a graphical drawing. It is often used to learn or explain about complex problems. My undergraduate managment students were asked to analyse an organisation based on a managment issue and write a case study. They were also asked to present the case study findings to the class. They wrote a case study report (2000 words) and did 5-8 minute presentation. They were instructed to use only a single slide to present the case study in order to test their creativity. They developed rich pictures which are creative, and reflect the major content of the managment issues. The diagram above is one of the rich pictures presented by a group. The group's case organisation is Qantas.Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com0tag:blogger.com,1999:blog-4705203468888285789.post-63154010756934352702012-04-18T18:38:00.001-07:002012-04-18T18:39:13.980-07:00Mind mapping - what makes a leader great?Here is a mind map developed by one of the teams in my tutorial groups of 100 level introductory management course. It took just 15 minutes for the students to come up with this wonderful map. Students are imaginative and creative, and they are well equipped with communication skills. This could be attributed to the high level of emphasis on these skills in the primary and secondary education system.<br />
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<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgH8vlZs2MQM3liK0od0g8znvv4dM8eEbjkNNvSRdbbHNtyAS6oHlOKCD2rKruyUI5DXC798XKHt54wd1jTYQTF_hWmp5TNFD00qxJ2iTfXAva2L2kWznVmxTBO-oRNR7-S-o7LYcIxKTg/s1600/mindmap+by+management+students.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320px" qda="true" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgH8vlZs2MQM3liK0od0g8znvv4dM8eEbjkNNvSRdbbHNtyAS6oHlOKCD2rKruyUI5DXC798XKHt54wd1jTYQTF_hWmp5TNFD00qxJ2iTfXAva2L2kWznVmxTBO-oRNR7-S-o7LYcIxKTg/s320/mindmap+by+management+students.jpg" width="226px" /></a></div>Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com1tag:blogger.com,1999:blog-4705203468888285789.post-8555219708799694552012-02-19T17:05:00.000-08:002012-02-19T17:05:57.396-08:00HRM in paradise: similar or different? A study of tourist resorts in the Maldives<em>Employment Relations Record, 2011, vol.11, no.1.</em><br />
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Introduction <br />
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Since Huselid (1995) stimulated the HR debate, empirical research on HRM has been conducted for more than a decade. However, little is known about how HRM is shaped in organisations (Boselie, 2009; Paauwe, 2009). HRM scholars attribute the lack of understanding about HRM decision making to the lack of theory development in the field (Keegan & Boselie, 2006). Among the contemporary theories in the field of HRM, the resource-based view of the firm has most widely been used to gain insight into the shaping of HRM in organisations. It considers external product market and competition in the shaping of HRM (Paauwe, 2004), but neglects the contextual and institutional factors (Oliver, 1997). Thus, it represents only one side of the coin (Boselie, 2009), and alternative theories are needed to develop HRM as a field of academic enquiry. New institutionalism which looks at the institutional mechanisms is a viable alternative theory to study the shaping of HRM in organisations in different settings (Paauwe, 2004). <br />
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The study of HRM in hospitality is essential to both HRM and hospitality research. HRM has gained importance in the hospitality industry in recent years (Alleyne, Greenidge, Corbin, Alleyne & Devonish, 2008). However, knowledge about HRM practices in hospitality is limited. As the recognition of the need to include the context of hospitality in theory development has increased, and as HR practices begin to increase in importance for hospitality firms, more literature has begun to appear on HRM in the hospitality industry. The extant research on HRM in hospitality treated all sectors in the industry as a generic unit, viewing them in a relatively homogeneous manner (Knox, 2002). As a result, HRM practices in the industry has been characterised as "adversarial and ad hoc" (Knox, 2002, p. 60). Given the differences that exist within the sectors of the hospitality industry (Knox, 2002), there is a need to explore HRM in relation to specific sectors of the industry in order to recognise the differences. <br />
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The aim of this study is to generate new empirical data on the shaping of HRM practices in resorts in the Maldives, thereby shedding light on a context which has attracted little research to date. The study adopts a multiple-case study approach to explore HRM practices and examine factors that shape managerial decisions on the adoption of HRM practices through the lens of institutional theory. <br />
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The research setting is tourist resorts in the Maldives. Resorts represent the largest sector in the hospitality industry in the Maldives. They are developed based on the one-island-one-resort concept with an inbuilt infrastructure for providing products and services for tourists. As resorts are isolated from the community, only tourists, managers and employees are found in resorts. Over the years, this unique resort concept has attracted a large number of international hotel chains. <br />
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This paper is organised as follows: first, the literature on new institutionalism and HRM is briefly reviewed. Second, the methodological approach used in the research is described. Third, the findings are presented. Finally, the findings are discussed in light of relevant literature. Theoretical and practical implications are also identified within the discussion, acknowledging the limitations and providing suggestions for future research in this area. <br />
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NEW INSTITUTIONALISM <br />
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Institutional theorists argue that "organisations compete not just for resources and customers, but for political and institutional legitimacy, for social as well as economic fitness" (DiMaggio & Powell, 1983, p.150). This implies that organisations not only need to be effective and achieve financial success, but also have to be legitimate in order to survive in the long run (Greenwood & Hinings, 1996; Scott & Meyer, 1994). Various stakeholders determine whether they perceive organisations as legitimate. Organisations are embedded in the institutional environment in which they operate, thus, organisational practices (e.g. HRM practices) are often either a reflection of, or responses to the expectations of the institutional environment (Paauwe, 2004). Hence, to receive support and achieve legitimacy, organisations need to conform to these requirements (Scott & Meyer, 1994), even though conformance is not the best option (Jaffee, 2001). <br />
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The institutional pressure on organisations towards conformance forces them to become similar in structure and form with the competitors within the organisational field--i.e., "key suppliers, resource and product consumers, regulatory agencies, and other organizations that produce similar services or products." (DiMaggio & Powell, 1983, p. 148). Institutional theorists refer to this process as homogenisation (DiMaggio & Powell, 1983). The concept that best captures this homogenisation is isomorphism (Paauwe, 2004). Isomorphism is "a constraining process that forces one unit in a population to resemble other units that face the same institutional conditions" (DiMaggio & Powell, 1983, p. 149). There are two main types of isomorphism: completive and institutional. The latter is of interest in this study as it can explain the "institutional pressure on organisations" (Boon, Paauwe, Boselie & Den Hartog, 2009, p. 494). There are three different types of institutional isomorphism: coercive, normative, and mimetic isomorphism. <br />
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Coercive isomorphism could result from both formal and informal pressures exerted on organisations upon which they are dependent and by cultural expectations in the society within which they operate (DiMaggio & Powell, 1983). Organisations can receive these pressures as force, persuasion or invitation to join in collusion (Meyer & Rowan, 1977). They are mainly "embedded in regulatory processes, which can manifest themselves in different forms, and differ in their degree of enforcement" (Paauwe & Boselie, 2003, p. 63). Related to HRM, coercive isomorphism includes influence of social partners (trade unions and work councils), employment legislations and the government, including their policies and other influences (Paauwe & Boselie, 2003). Coercive isomorphism may be visible at international, national and industry levels. International level pressure may include different ILO conventions, national level regulatory pressure may include employment laws, and industry level regulatory pressure may include sector-wide collective bargaining agreements (Paauwe & Boselie, 2003). Organisations may have to bring changes to their HRM policies and practices in response to the coercive pressures (Tsai, 2010). .....<br />
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<em><strong>Full text of this article is available on employment relations record journal, 2011, volume.11, no 1. </strong></em>Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com0tag:blogger.com,1999:blog-4705203468888285789.post-51682877233300260872011-11-29T04:33:00.000-08:002011-11-29T17:38:01.871-08:00Exploring the world of academia<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhypyscGkO1EzY_W9a4q6wXm0H2V2IgKGTUBmatmliJdBB8X7uUuoetwDPqNIlIXU5-eOTxQASSKu7k8B2S1BzLpCDKQC09sQQkIBMtIk_Jo-wNAAQ1GZN3UI6mpwj7wJRg_-9bgMqJgr8/s1600/HGCSP+from+Beach.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="240px" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhypyscGkO1EzY_W9a4q6wXm0H2V2IgKGTUBmatmliJdBB8X7uUuoetwDPqNIlIXU5-eOTxQASSKu7k8B2S1BzLpCDKQC09sQQkIBMtIk_Jo-wNAAQ1GZN3UI6mpwj7wJRg_-9bgMqJgr8/s320/HGCSP+from+Beach.jpg" width="320px" /></a></div>I have been told by various academics including my supervisors about the importance of attending scholarly conferences ever since I enrolled in my PhD programme. Finally, I made a decision in June this year to attend Pacific Employee Relations Association (<a href="http://www.pera.net.au/page2.php" target="_blank">PERA</a>) annual conference. I wrote a research paper on one of the theories I applied in my PhD research and analyzing some of the data I have collected for my PhD project. I was fortunate to receive one of the '<a href="http://www.pera.net.au/page22.php" target="_blank">2011 Elizabeth Whiting PERA Conference Scholarship</a>s for Postgraduate Research and Honours Students' for my paper. It covered my registration fee and accommodation (up to AU$1000). The conference was held from 14th-17th November 2011 at Hotel Grand Chancellor Surfers Paradise, Gold Coast. I made my presentation on 15th November under the stream of 'industry studies'.<br />
<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiry1S_ldMF5cdIuLJt1kTDK3Ak1AFBThJdUhrcMO6xezL2H8nZ5a5FB_m9QkC7AS_A_ANkxTfI7CCPeQRi4RbHTVKmPUkuroiPMkIq9QdqjCyNCiBAxGkIN7PpyndKPSDV4Z43EhZbOVg/s1600/Exterior+Building.JPG" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="320px" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiry1S_ldMF5cdIuLJt1kTDK3Ak1AFBThJdUhrcMO6xezL2H8nZ5a5FB_m9QkC7AS_A_ANkxTfI7CCPeQRi4RbHTVKmPUkuroiPMkIq9QdqjCyNCiBAxGkIN7PpyndKPSDV4Z43EhZbOVg/s320/Exterior+Building.JPG" width="310px" /></a></div><br />
During the four days I spent in Gold Coast, I learned a lot about academia and academics. First, academics love and enjoy what they do, researching, teaching, presenting and debating over the issues relevant to their fields. In PERA conference, I noticed a couple of academics who attended all the sessions and in all four days regardless of the stream, topic and presenter. They made genuine contributions and set future directions and research agenda for areas such as enterprise bargaining, union leadership etc. I was amazed to see the level of debating among the academics, the openness and recognition for divergent thinking. They pursued their arguments giving due credits to the top academics in their field and respecting individuals who proposed counter arguments. The level of tolerance and respect was second to none. They listened carefully to students and early researchers and made suggestions for improvements.<br />
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Second, besides enriching their area of research, academics use conferences for networking. PERA conference provides various opportunities for networking. Morning tea, lunch, evening tea, conference BBQ and conference dinner were all opportunities for networking. They also organized an informal session for early researchers for networking purposes. I met a few top professors in the field of employment relations and workforce development who were found to be very humble, approachable and willing to help new researchers.<br />
<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhMF8l-_VN6wd90wcZEYunxZzh2312CadfEyypOZaYIcE4LdoaWkqGyF2QM1GFlmpiEIeO2WfDNQ9wAwMnvGE7z_5APEPs-7ylDU32w_P6OJnQCUKAdwpf89z751XMX1I8Mb_JsFwRqCdA/s1600/DSC01899.JPG" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="240px" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhMF8l-_VN6wd90wcZEYunxZzh2312CadfEyypOZaYIcE4LdoaWkqGyF2QM1GFlmpiEIeO2WfDNQ9wAwMnvGE7z_5APEPs-7ylDU32w_P6OJnQCUKAdwpf89z751XMX1I8Mb_JsFwRqCdA/s320/DSC01899.JPG" width="320px" /></a></div><br />
Third, academics enjoy chatting and sharing. I observed that during the conference dinner and BBQ nights, they kept on having conversations with each other over a glass of wine or beer. It lasted for hours. For me it was like being in a prison. I tried to escape several times. I got bored within the first hour each night. But as they kept on talking to me, I did not get a chance to get out of the restaurant.<br />
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Fourth, besides the academic part, academics use conferences as an opportunity to travel and enjoy. After having a hectic academic year, they want to relax and enjoy on the sideline of the conference. That's the reason why organizers are careful to host conferences in popular tourist destinations such as Gold Coast.<br />
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Fifth, I observed a few things which might be specific to PERA and Australian academics. I was amazed to see the bond between the group of academics leading PERA. They are like a family. They do everything in an informal and friendly manner. As all participants automatically receive membership of PERA for the upcoming year, I was given the opportunity to attend the AGM of PERA. The way they conducted the AGM was unique. I observed the casual, easy going and cool Australian way of life throughout the conference. Who would think that participants attending an academic conference like this will wear shorts and T-shirts. For the opening ceremony, I went with my suit, but I found that the key note speaker and I were the only people with suits. I ran to my room and changed my clothes before going inside the conference hall.<br />
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PERA conference was a wonderful opportunity for me to explore academia and learn about the lives of academics.I tried to make the best out of it. I made some friends, established networks with academics and professionals. I made a presentation and I was offered to submit my paper to a journal affiliated with the conference rather than publishing on the conference proceedings. I was also elected as one of the postgraduate representatives to the PERA committee. I agree with academics who recommend these conferences to early researchers. But my advise is not to leave your research paper to be published in the conference proceedings. Instead improve the paper based on the feedback received from the conference and submit it to a scholarly journal. I wish to attend the second conference during 2012, only if I get the funds.Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com1tag:blogger.com,1999:blog-4705203468888285789.post-72061241642542783242011-11-26T20:45:00.000-08:002011-11-26T23:44:37.858-08:00A quintessential symbol of love - what a marketing campaign!!<div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">We always talk about how society and the environment in which we live influence individuals and organizations . We all agree that norms, beliefs and values prevalent in our societies guide us. They draw boundaries within which we act or behave. We often underestimate the power and influence of individuals and corporates. Who would think that a profit making organization can shape the global society. Well, multinational corporations are increasingly seen as careers of globalization. </span></div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"><br />
</span></div><div class="separator" style="clear: both; font-family: "Trebuchet MS",sans-serif; text-align: center;"><span style="font-size: small;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhm935og5uy05MjI9tWYVr2RJiAuxKcr9w2-1tXwtl0Xfz27G2VnvXuK0nfflGMbE8aD2n6ENSsQKqA9BQEAB9yHLdZ0uK0Baxa6JJSBLqLigIoT_qOfMyqNfJzSYFRvp4UTxGN16v_dxg/s1600/engagement-rings-1.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="212" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhm935og5uy05MjI9tWYVr2RJiAuxKcr9w2-1tXwtl0Xfz27G2VnvXuK0nfflGMbE8aD2n6ENSsQKqA9BQEAB9yHLdZ0uK0Baxa6JJSBLqLigIoT_qOfMyqNfJzSYFRvp4UTxGN16v_dxg/s320/engagement-rings-1.jpg" width="320" /></a></span></div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"><br />
</span></div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">Recently, I read about the marketing strategies of a company called De Beers. I am sure undergraduate and Masters' level marketing students have come across this case. But this is the first time I have read about this company. De Beers is renowned for its jewellery business, particularly for its diamond product line. How they have developed and executed their marketing strategies are not only fascinating but also inspiring. How they have ingrained their marketing 'tag line' in Western societies is phenomenal. </span></div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"><br />
</span></div><div class="separator" style="clear: both; font-family: "Trebuchet MS",sans-serif; text-align: center;"><span style="font-size: small;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiAXguOw0L798YpDmx0F9gbXioynGW540Pv9ZgvDJ_QP1Sprf0ah2xQX0Z58v0bUGd6lTaAaIN_Mt0vKMCyobMXd195ZWfiZbNMce-Al5KIRLqDYdRgaGjBG6zciLcJvrCYoXTxX_ehf2U/s1600/diamond+ring+1.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiAXguOw0L798YpDmx0F9gbXioynGW540Pv9ZgvDJ_QP1Sprf0ah2xQX0Z58v0bUGd6lTaAaIN_Mt0vKMCyobMXd195ZWfiZbNMce-Al5KIRLqDYdRgaGjBG6zciLcJvrCYoXTxX_ehf2U/s1600/diamond+ring+1.jpg" /></a></span></div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">Initially, the company thought that consumers use diamonds as a fashion. But, a market research by an advertising company changed this perception. It found that fashion was not the key reason why consumers bought diamonds but </span><span style="font-size: small;">but rather it was because they were a symbol of love. So they decided to market diamonds as a symbol of love and commitment. They came up with the tag line, 'A Diamond Is Forever' in 1947, which is arguably the best advertising slogan of the twentieth century. </span></div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"><br />
</span></div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">For me, more intriguing than the tag line is the marketing strategies used by De Beers to promote this tag line.They used the following marketing strategies: </span></div><ul style="font-family: "Trebuchet MS",sans-serif;" type="disc"><li class="MsoNormal" style="line-height: 150%;"><span style="font-size: small;">writing (or re-writing) scenes for Hollywood movies that injected diamonds into<a href="http://www.zacheverson.com/True_Stories/Chasing_Skirts/chasing_skirts.htm"><span style="color: windowtext; text-decoration: none;"> romantic relationships between men and women</span></a></span> </li>
<li class="MsoNormal" style="line-height: 150%;"><span style="font-size: small;">giving diamonds to movie stars to use as symbols of indestructible love </span></li>
<li class="MsoNormal" style="line-height: 150%;"><span style="font-size: small;"> placing celebrity stories and photographs in magazines and newspapers to reinforce the link between diamonds and romance </span></li>
<li class="MsoNormal" style="line-height: 150%;"><span style="font-size: small;">using fashion designers to talk on radio programs about the “trend towards diamonds commissioning artists like Picasso, Dali, and Dufy to paint pictures for advertisements, conveying the idea that diamonds were unique works of art </span></li>
</ul><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjmQvdKi2bSP-DayHLvUiHPgTlBPdJsDgunOI5t4b6jxDPazbkq6-dwELJhYW-khQ7AzqVweZn14urJGB2kRMoaTfFibDptAE-LIYnAGAPjVxNb7_Y2vaZIcKIq8eioJOO7erKjltXwcGo/s1600/diamond+ad2.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjmQvdKi2bSP-DayHLvUiHPgTlBPdJsDgunOI5t4b6jxDPazbkq6-dwELJhYW-khQ7AzqVweZn14urJGB2kRMoaTfFibDptAE-LIYnAGAPjVxNb7_Y2vaZIcKIq8eioJOO7erKjltXwcGo/s320/diamond+ad2.jpg" width="320" /></a>These strategies have made diamonds a symbol of love as a strong belief of the Western societies. Today, hardly any marriage in Western societies take place without an engagement, and few engagements take place without a diamond engagement ring, regardless of the economic status or the social position of the bride and groom. The size of the diamond in the engagement ring may reflect the affluence of the couple. </span></div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"><br />
</span></div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">For me, this case has significant importance for individuals, organizations and society. First, research and development is a pre-requisite for any marketing effort. Second, an eye-catching 'tag line' is no use without sound marketing strategies. The success depends on how the marketing strategies are executed and implemented. Third, corporates and individuals are capable of shaping the environment and society in which they are embedded.</span></div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"><br />
</span></div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"><i>Note: This is part 1 of the reflection of a reading on De Beers marketing strategies. Over the last 70 years, they have been refining and redeveloping their market campaigns. They have never been complacent in terms of marketing. I will be reflecting on them in the future. Please note that my reflection is focused only on the company's marketing strategies. </i></span></div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"><br />
</span></div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"></span><span style="font-size: small;"></span></div>Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com0tag:blogger.com,1999:blog-4705203468888285789.post-43804328412917507582011-11-25T03:31:00.000-08:002011-11-25T04:13:17.158-08:00Where are we heading?<div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">Today marks the International Day to End Violence against Women and the start of the 16 Days of Activism against Gender Violence. United Nations encourages us to see what actions we can take to end violence against women and girls. I believe this is a noble cause that we all should pursue. It appears that some NGOs in the Maldives are organising rallies and other activities to create awareness about the violence against women. However, it seems that some of us (Maldivians) have already started making a mockery of these activities in the social media. Some have already labelled these activities as a disturbance. Others have been questioning about the need to have such a gathering at a prayer time. Yet others have condemned the organisers and police blocking the roads and preventing people going to Asru prayers. I don't know what's wrong with our fellow citizens. We keep on using religion as a political tool to pursue political agenda. We condemn anything we don't like in the name of religion.</span></div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"><br />
</span></div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">It is a fact that the Maldives is far behind in protecting and advancing women rights despite protection and rights of women being guaranteed by our religion. I am at the moment living abroad (in a 'civilised' western society) where women stand equally as men. The value of equality is well embedded in this culture. I can share with you one recent incident which reflects this. Recently, a popular radio breakfast host made an unreasonable comment against a woman journalist who has written an article criticising the radio host. The public reaction to the comment was disproportionately strong and swift, condemning the comment. Even the sponsors, most of them are corporate heavy weights have started withdrawing their sponsorship from the show. This reflects how much women rights are valued in this society. </span></div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"><br />
</span></div><div style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">As a person who is passionately observing and following social issues, I wonder where we are heading. We are becoming more intolerant and extremist in all aspects. Only time will tell where we are heading. </span></div>Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com0tag:blogger.com,1999:blog-4705203468888285789.post-49887870573690514912011-10-29T19:00:00.000-07:002011-10-30T00:35:44.370-07:00Resistance to change!!!!<div style="font-family: "Trebuchet MS",sans-serif;">We have been experiencing waves of change since 2003. We have changed our political system, and we are now trying to change our economic system. We know a lot of Maldivians do not like 'change'. It's not only limited to Maldivians. It's human nature. That's the reason why change is often associated with resistance. We prefer stability and continuity over change. Recently, the university, where I am studying, has centralized its IT administration which was previously operated through faculty-based IT units. Since then, both students and academics have been complaining about the difficulties associated with this change. But one thing I am sure of is however much we complain, the university is not going to revert back its plans. Because, they know that there will be resistance to any change. </div><div style="font-family: "Trebuchet MS",sans-serif;"><br />
</div><div style="font-family: "Trebuchet MS",sans-serif;">Last week, one of the hottest headlines in our media was about the new logo introduced by the government to promote Maldives as a country of destination. The new logo was welcomed by the Maldivians with a lot of criticism. Ordinary people and politicians across the political spectrum have leveled criticism against the new logo, ranging from aesthetic and technical aspects to the marketing aspects to the way the whole project was handled. Even some people in the inner circle of the government have criticized the logo and the way the project was carried out. I am totally in agreement with some of these criticisms. The government should have carried out the project in a more open and transparent manner. It should have opened it for Maldivians and used it as a platform to test our local artists' creativity. It should also have made short-listed logos public and provided opportunities for them to express their views on the logos before the official endorsement of a particular logo. </div><div style="font-family: "Trebuchet MS",sans-serif;"><br />
</div><div style="font-family: "Trebuchet MS",sans-serif;">However, I feel that even if the government had done all this, the outcome would have still been the same. Because, first, there are people who have made a habit of going against whatever the government does; second, there will always be resistance to any change; third, there is no one single tagline or a logo that can represent the features of our unique tourism industry. I feel that the mayhem that has been created by the controversial logo has given credibility to itself and it has received a reasonable level of publicity in this critical launching phase, which wouldn't have been possible without this controversy. </div><div style="font-family: "Trebuchet MS",sans-serif;"><br />
</div><div style="font-family: "Trebuchet MS",sans-serif;">As with any other change, the resistance to the introduction of the new tourism logo will subside and it will be accepted by the public over time. It is very unlikely that the government will back down, but over time we will change our perception about the new logo. </div><div style="font-family: "Trebuchet MS",sans-serif;"><br />
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</div><div style="font-family: "Trebuchet MS",sans-serif;"></div><div style="font-family: "Trebuchet MS",sans-serif;"></div>Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com0tag:blogger.com,1999:blog-4705203468888285789.post-56341504733523264862011-10-16T03:28:00.000-07:002011-10-29T22:32:57.966-07:00ޑިމޮކްރަސީތަ؟ ނުވަތަ ދިމާކުރާތީތަ؟<div style="text-align: right;"><span style="font-size: small;">އިއްޔެއަކީ ދިވެހިރާއްޖޭގެ ސިޔާސީ ޙަޔާތުގައި އަނެއްކާވެސް އައު ޞަފުޙާއެއް ހުޅުވިގެންދިޔަ ދުވަހެއްގެ ގޮތުގައި ވަރަށް ގިނަ ދިވެހިން ދެކޭކަން ނޫސްތަކުގައިވާ ލިޔުންތަކުންނާއި އެލިޔުންތަކަށް ކިޔުންތެރިން ފޮނުވާފައިވާ ޚިޔާލުތަކުން އެނގެއެވެ. އެއީ އެހާ ތާރީޚީ ދުވަހަކަށްވީ ކުރީގެ ރައީސް އައު ޕާޓީއެއް އުފައްދާ ސިޔާސީ ޙަޔާތެއް އަލުން ފެއްޓެވުމުންކަމަށް ގިނަ ބަޔަކު ދެކެއެވެ. ދެބަސްވެވެން ނެތް ޙަޤީޤަތަކީ ކުރީގެ ރައީސަކީ އަދިވެސް ވަރަށް ގިނަ ދިވެހިން އެބޭފުޅެއްގެ ވަށައިގެން މުގޯލި އަޅާ ބޭފުޅޭއްކަމެވެ. އަޅުގަނޑު ހަމަ އެކަމާ އެއްބަހެވެ. ނަމަވެސް އަޅުގަނޑަށް އެއްބަސްވާން އުނދަގޫވެގެން މިއުޅެނީ މުޅިން އެހެންކަމަކާއެވެ. އެއީ ކުރީގެ ރައީސް ކުރައްވާ ކަންތައްތަކުގައި ޑިމޮކްރަސީގެ ރޫޙު ހުންނަ މިންވަރާ މެދުގައެވެ. މިފަހަރުގެ ޕާޓީ ހައްދަވަން ޚިޔާލުފުޅުކުރެއްވި ހިސާބުން ފެށިގެން އެމަނިކުފާނު ވިދާޅުވަމުން ގެންދެވީ އެއީ ޑިމޮކްރަޓިކް ޕާޓީއެއް ކަމަށާއި، އެއީ ވަކި މީހެއްގެ ޕާޓީއެއް ނޫންކަމަށާއި، އެއީ އެންމެންގެ ޕާޓީއެއްކަމަށާއި، ޢާއިލީ ޕާޓީއެއްނޫންކަމަށެވެ </span></div><div style="text-align: right;"><span style="font-size: small;">ނަމަވެސް، ޕާޓީގެ ފުރަތަމަ ޖަލްސާ ހިނގާ ދިޔަގޮތުން މިކަންތައްތަކާ މެދު ސުވާލު އުފެދެއެވެ. ފުރަތަމަ ކަމަކީ ޕާޓީގެ ރައީސަކަށް ކުރީގެ ރައީސް ހޮވިވަޑައިގަތީ އިއްތިފާޤުންނެވެ. އެހެން އެއްވެސް މީހަކު އެމަނިކުފާނާ ވާދައެއްނުކުރެއެވެ. ދެވަނަކަމަކީ، ޕާޓީގެ އިސް މަޤާމުތަކަށް އެމަނިކުފާނުގެ ޢާއިލާގެ ސިޔާސީ މައިދާނުގައި ޙަރަކާތްތެރިވާ ހުރިހާ ބޭފުޅުން ކަހަލަ ގޮތަކަށް ހޮވިވަޑައިގަތުމެވެ. އަދި މިކަންތައްތަކަށްވުރެވެސް ބޮޑަށް ފާހަގަވެގެންދިޔައީ ޕާޓީގެ އަސާސީ ޤަވާޢިދުން ވަގުތީ ރައީސަށް ވަގުތީ ކައުންސިލަށް 3 މެންބަރުން ޢައްޔަނުކުރަން ދީފައިވާ ބާރެވެ. އަޅުގަނޑު ދެކޭ ގޮތުގައި އިސްވެ ލިޔެވިދިޔަ ހުރިހާ ކަންކަމަކީވެސް ޑިމޮކްރަސީގެ ރޫޙާ ޚިލާފް ކަންތައްތަކެވެ. އަޅުގަނޑުގެ ހިތަށް އަންނަނީ މީގެ ދުވަސްކޮޅެއްކުރިން އަޅުގަނޑުގެ ރައްޓެއްސެއް އަޅުގަނޑުގެ ކައިރީގައި ބުނި ވާހަކައެކެވެ. އޭނާ ބުންޏެވެ. "ކުރީގެ ރައީސަކަށް ޑިމޮކްރަސީ ކިޔާކަށްވެސް ނޭނގޭނެއެވެ. އެހެންވެ އޭނާ ކިޔަނީ ދިމާކުރާތީއެވެ. އަޅުގަނޑު ހަމަ މުޅިން އެއްބަހެވެ. "ކުރީގެ ރައީސްގެ ވާހަކަޔާ ޑިމޮކްރސީއާ އެއް ޖުމުލައެއްގައެއް ނުލިޔެވޭނެއެވެ</span>". </div>Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com0tag:blogger.com,1999:blog-4705203468888285789.post-28392562319704404102011-10-14T19:18:00.000-07:002011-10-29T22:35:24.672-07:00Our dilemma!!!<span style="font-family: Arial;"></span><span style="font-family: "Trebuchet MS",sans-serif;"></span><br />
<div align="left"><span style="font-family: "Trebuchet MS",sans-serif;">Companies are striving to become different. Why??? Because they believe that by becoming different, they can achieve the "so called" competitive advantage. They are coming to terms with the fact that the way they manage people contributes to make them different. This poses a huge challenge to the HR. In the effort to become different, HR faces the dilemma: who do we represent, the employees or the management? </span></div><div align="left"><span style="font-family: "Trebuchet MS",sans-serif;"><br />
</span></div><div align="left"><span style="font-family: "Trebuchet MS",sans-serif;">The answer is simple and straightforward. HR represents both. But representing this duality is challenging. The two groups often have contradictory goals. So how does the HR become effective? The answer could be by employing the strategy of "satisficing". However, in order to pursue this strategy, HR departments need to have people with HR qualifications and expertise. HR professionals need to understand and cater for employee needs and at the same time pursue HR policies which contribute to the organisation's bottom line. </span></div><div align="left"><span style="font-family: "Trebuchet MS",sans-serif;"><br />
</span></div><div align="left"><span style="font-family: "Trebuchet MS",sans-serif;">Do we have such HR departments? Do we have such HR professionals? Or having qualified HR professionals is enough to pursue both management and employee interests? </span></div><div align="left"><span style="font-family: "Trebuchet MS",sans-serif;"><br />
</span></div><div align="left"><span style="font-family: "Trebuchet MS",sans-serif;">We have been hearing employees talking about how difficult and bad their bosses are. They are rude and nasty. They bully or verbally abuse their employees. The sad thing is that employees do not know where to report such cases within organisations or/and beyond. Bosses are not always the HR managers. They could be senior managers and line managers who have no people skills. When such things happen in organisations, often the HR is not in a position to protect employees. In our companies, HR managers give priority to hold on to their jobs rather than protecting their employees or they collude with the managers who abuse their employees. When such concerns are taken to senior managers, they do not want even to acknowledge the existence of such problems. These issues are insignificant for them and often are totally ignored. </span></div><div align="left"><span style="font-family: "Trebuchet MS",sans-serif;"><br />
</span></div><div align="left"><span style="font-family: "Trebuchet MS",sans-serif;">So how do we protect our employees while pursuing organisational goals? </span></div><div align="left"><span style="font-family: "Trebuchet MS",sans-serif;">First, HR managers need to perfectly wear the two hats. They need to research HR matters and give ethical and professional advice to senior managers on HR matters. Second, the denial syndrome has to stop. Third, organisations need to equip all their managers with people skills in order to protect their employees and pursue employee-centric policies. Finally, employees should be given clear instructions on how they should go about reporting their grievances and concerns. If organisations are not able to take these simple steps, they are not matured enough to talk about 'becoming different' or 'achieving competitive advantage'. </span></div>Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com0tag:blogger.com,1999:blog-4705203468888285789.post-21880161400930272062011-10-14T18:01:00.000-07:002011-10-29T22:36:51.708-07:00Zero customer service!!!!!!<span style="font-family: "Trebuchet MS",sans-serif;">Some of our large companies are notorious for poor customer services. I have had a very bad experience with our national bank in the Maldives. It seems that the departments in the bank operate in individual silos with no collaboration and cooperation among them. When you write a mail to the bank regarding an issue which might require joint efforts by various departments to resolve it, a department might respond to you stating that the matter has to be referred to another department. The bank expects customers to understand the complexity involved in its structure and management. The bank is complacent in responding to customer requests, and customers may have to write to them several times regarding the same issue. </span><br />
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<span style="font-family: "Trebuchet MS",sans-serif;">I know the majority of us do not trust our national bank. If we, the ordinary people, do not trust it, how can the bank expects business owners and investors to trust it? Customers living abroad find it more difficult to deal with the bank, particularly, issues regarding credit card frauds etc. In a competitive banking industry, I wonder how long a bank with such attitudes could survive?</span>Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com0tag:blogger.com,1999:blog-4705203468888285789.post-19897909771152167832011-10-13T18:30:00.000-07:002011-10-14T20:19:17.899-07:00You are always wrong!!!!<span style="font-family: "Trebuchet MS",sans-serif;">Over the last few years, we have developed a mind set of challenging whatever the people in power do. We believe that the government will do nothing good for us. I can accept this from ordinary people. But its hard to accept this attitude of politicians and MPs. Its a norm for our opposition to blindly reject whatever the government proposes, be it a policy or a piece of legislation, regardless of the rationale, content and quality. I agree that the government has been making a lot of mistakes, they are doing a lot of things for their own advantage. But it does not mean that they do nothing good for the country. It also does not justify the opposition's action - viewing every policy/legislation through the same lens. </span><br />
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<span style="font-family: "Trebuchet MS",sans-serif;">Recently, the government has submitted a bill to the parliament about the establishment of a mercantile court. One of the very controversial provisions in the bill is about the composition of the panel of judges to be appointed to the court. According to the Bill, two foreign judges can be appointed to the court. I see this provision as very practical and beneficial. The hard truth is our judiciary lacks qualified and competent judges. Judges to be appointed to the mercantile court require to have specific qualifications and expertise - specialised in this area. We have only a handful of people with such qualifications and expertise. They would rather prefer to remain as corporate lawyers rather than to become judges as they earn more being lawyers. </span><br />
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<span style="font-family: "Trebuchet MS",sans-serif;">It is not a rare practice in other countries to appoint foreign judges to the courts. Small countries such as Fiji appoint foreign judges from various countries (e.g. from Australia, New Zealand, Sri Lanka etc). The advantage of appointing foreign judges are manifold. Surely, it would facilitate knowledge transfer and build the capacity of our local judges. </span><br />
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<span style="font-family: "Trebuchet MS",sans-serif;">We need to see pros and cons of policies/legislations before rejecting them. I wonder when would we see this attitude from our opposition. </span>Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com1tag:blogger.com,1999:blog-4705203468888285789.post-69641718236279585042011-10-13T17:48:00.000-07:002011-10-13T22:06:00.983-07:00Marketing - the key to business success<span style="font-family: "Trebuchet MS",sans-serif;">I have been continuously hearing this statement ever since my days in secondary school. I have seen "it" written on books, websites etc. I have heard consultants and trainers talking about it. I know a lot of organisations believe in this statement and make this a part of their way of life. But I am not sure how well our local organisations do marketing. </span><br />
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<span style="font-family: "Trebuchet MS",sans-serif;">We always see marketing in a very big way, but it can be as simple as keeping in touch with a potential customer. I have had a wealth of experience of this nature. Sending gentle reminders to customers about relevant products and services, wishing them on their birthdays, approaching them and giving them messages about products and services in a subtle way are simple tactics. These are very common strategies used by organisations. But very few local organisations do this. </span>Nihaalihttp://www.blogger.com/profile/11774573998083333001noreply@blogger.com0