Pervaiz K Ahmed – författare

Dispute Resolution in Islamic Finance addresses how best to handle disputes within Islamic finance. It examines how they can be resolved in a less confrontational manner and ensure such disagreements are settled in a just and fair way. There has been little focus on how disputes within Islamic finance are resolved. As a result, many of these disputes are resolved through litigation, notwithstanding that the various jurisdictions and court systems are generally poorly equipped to handle such matters. This book addresses this gap in our knowledge by focusing on five centres of Islamic finance: the United Kingdom, the United States of America, Malaysia, the Kingdom of Saudi Arabia and the United Arab Emirates. Before exploring these countries in detail, the book considers the issues of the choice of law within Islamic finance as well the prevailing forms of dispute resolution in this form of finance. The book brings together a group of leading scholars who are all specialists on the subject in the countries they examine. It is a key resource for students and researchers of Islamic finance, and aimed at lawyers, finance professionals, industry practitioners, consultancy firms, and academics.

'Learning through Knowledge Management' provides an insightful overview of the main issues integrating learning and Knowledge Management. It offers a rich resource of case examples that highlight Knowledge Management in practice.The text explores and defines learning and Knowledge Management concepts, and deals with the elements that play an important part in determining implementation success in the organization. The chapters present a managerially oriented discussion of the following key areas:* The role of processes in managing knowledge* The behavioural side of Knowledge Management* Leadership reflexes for knowledge management success* The key features of Information Technology required for Knowledge Management* The future of Knowledge Management as part of organization management.There are many case studies which include:British AirwaysBP AmocoFordHewlett PackardXeroxSwedish PoliceIBMThe case studies encompass a diverse and broad range of sectors, maturity of practice, problems and approaches to Knowledge Management.

A clear-sighted introduction to a complex subject, 'Internal Marketing' provides the reader with a succinct overview of the most recent thinking and practice.The text begins by defining what internal marketing is and how it can work, and from this foundation:* Outlines state-of-the-art thinking and practice* Demonstrates how internal marketing can be used to facilitate such diverse strategies as TQM, New Product Development and Change Management* Highlights the techniques managers need to understand to use IM effectively within their organizations* Contains a range of international and up to the minute examples and cases of best practice from companies around the worldThroughout the book the emphasis is on understanding the principles that have made internal marketing such a potent force within leading corporations. This is combined with a pragmatic assessment of the many challenges involved in making it a reality within an organization.

Dispute Resolution in Islamic Finance addresses how best to handle disputes within Islamic finance. It examines how they can be resolved in a less confrontational manner and ensure such disagreements are settled in a just and fair way. There has been little focus on how disputes within Islamic finance are resolved. As a result, many of these disputes are resolved through litigation, notwithstanding that the various jurisdictions and court systems are generally poorly equipped to handle such matters. This book addresses this gap in our knowledge by focusing on five centres of Islamic finance: the United Kingdom, the United States of America, Malaysia, the Kingdom of Saudi Arabia and the United Arab Emirates. Before exploring these countries in detail, the book considers the issues of the choice of law within Islamic finance as well the prevailing forms of dispute resolution in this form of finance. The book brings together a group of leading scholars who are all specialists on the subject in the countries they examine. It is a key resource for students and researchers of Islamic finance, and aimed at lawyers, finance professionals, industry practitioners, consultancy firms, and academics.

A clear-sighted introduction to a complex subject, 'Internal Marketing' provides the reader with a succinct overview of the most recent thinking and practice.The text begins by defining what internal marketing is and how it can work, and from this foundation:* Outlines state-of-the-art thinking and practice* Demonstrates how internal marketing can be used to facilitate such diverse strategies as TQM, New Product Development and Change Management* Highlights the techniques managers need to understand to use IM effectively within their organizations* Contains a range of international and up to the minute examples and cases of best practice from companies around the worldThroughout the book the emphasis is on understanding the principles that have made internal marketing such a potent force within leading corporations. This is combined with a pragmatic assessment of the many challenges involved in making it a reality within an organization.

Learning through Knowledge Management' provides an insightful overview of the main issues integrating learning and Knowledge Management. It offers a rich resource of case examples that highlight Knowledge Management in practice. The text explores and defines learning and Knowledge Management concepts, and deals with the elements that play an important part in determining implementation success in the organization. The chapters present a managerially oriented discussion of the following key areas: The role of processes in managing knowledge The behavioural side of Knowledge Management Leadership reflexes for knowledge management success The key features of Information Technology required for Knowledge Management The future of Knowledge Management as part of organization management.There are many case studies which include: British Airways BP Amoco Ford Hewlett Packard Xerox Swedish Police IBM The case studies encompass a diverse and broad range of sectors, maturity of practice, problems and approaches to Knowledge Management.

This book is an essential guide for academics and practitioners to understand employees’ differences in personality and how best to motivate them accordingly. The authors provide an in-depth perspective of how organizations can better prepare for the new realities of the workplace. Amidst the war for talent and a continually evolving workplace that has reduced employee psychological attachment, employees prefer to be treated as individuals with the expectation of individual recognition and reward. The authors draw from their personal, corporate, and research experience by combining interdisciplinary perspectives (organizational behavior, human resource management, psychology, sociology, economics) to offer holistic insights into individual expectancy and motivation integral to a successful employer-employee interaction.Interestingly, research remains lacking on the effects of excessive extrinsic rewards on trust and cooperation. Hence, this book fulfills significant gaps in vital areas that existing studies have not yet sufficiently addressed. These areas are psychological contract, excessive extrinsic rewards, and individual differences in personality (locus of control and general trust). The authors use scenario-based laboratory experiments to examine the moderating effects of locus of control and general trust that underscore employee expectations. The differential effects contribute to insight on behavioral outcomes in the workplace that result from employee perception, personality, and intention towards the provision of rewards.Consequently, the book dispels the discrepancies between economists and psychologists about the efficacy of rewards. Findings demonstrate that although excessive extrinsic rewards augment all employees’ trust and cooperation, it is vital for employers to reward selectively those who are most deserving. Findings offer a deeper understanding of the saliency, efficacy, and judiciousness of excessive extrinsic rewards. Employers will benefit by understanding how best to tailor rewards to motivate each employee.

This book is an essential guide for academics and practitioners to understand employees’ differences in personality and how best to motivate them accordingly. The authors provide an in-depth perspective of how organizations can better prepare for the new realities of the workplace. Amidst the war for talent and a continually evolving workplace that has reduced employee psychological attachment, employees prefer to be treated as individuals with the expectation of individual recognition and reward. The authors draw from their personal, corporate, and research experience by combining interdisciplinary perspectives (organizational behavior, human resource management, psychology, sociology, economics) to offer holistic insights into individual expectancy and motivation integral to a successful employer-employee interaction.Interestingly, research remains lacking on the effects of excessive extrinsic rewards on trust and cooperation. Hence, this book fulfills significant gaps in vital areas that existing studies have not yet sufficiently addressed. These areas are psychological contract, excessive extrinsic rewards, and individual differences in personality (locus of control and general trust). The authors use scenario-based laboratory experiments to examine the moderating effects of locus of control and general trust that underscore employee expectations. The differential effects contribute to insight on behavioral outcomes in the workplace that result from employee perception, personality, and intention towards the provision of rewards.Consequently, the book dispels the discrepancies between economists and psychologists about the efficacy of rewards. Findings demonstrate that although excessive extrinsic rewards augment all employees’ trust and cooperation, it is vital for employers to reward selectively those who are most deserving. Findings offer a deeper understanding of the saliency, efficacy, and judiciousness of excessive extrinsic rewards. Employers will benefit by understanding how best to tailor rewards to motivate each employee.

This book delves into the pressing issue of energy justice as it relates to SDG 7 and its far-reaching implications for society. With a comprehensive exploration of various aspects, from reducing energy burdens to political considerations, environmental justice, and human rights, this thought-provoking collection of chapters offers a profound understanding of the challenges and potential solutions surrounding energy justice.Starting with an introduction to the concept of energy justice and its significance, the editors lay the groundwork for an engaging discourse. The book then delves into the disproportionate energy burdens faced by low-income communities, shedding light on the difficult choices they must make to meet their basic needs. It further examines the intricate interplay between energy justice, politics, and environmental concerns, striving to find a harmonious balance.Drawing from a diverse range of perspectives, the chapters explore the intersection of energy justice with human rights, analyzing its implications for countries worldwide. The book also investigates the influence of disruptive events on renewable energy programs, presents an Islamic perspective on energy justice, and highlights the roles of the financial sector, fossil fuel industry, nuclear energy sector, and energy technology innovation in mitigating energy injustice.Chapter 'The Role of the Financial Sector in Energy Justice' is available open access under a Creative Commons Attribution 4.0 International License via link.springer.com.

Evolution in economy, technology and social institutions over time have given rise to boundaryless and Protean careers that promote mobility and self-direction in managing one’s career. This has led to the phenomenon of career change whereby individuals undertake a shift from one field of work to a completely different field of work. In career change research, career changers have been studied as a collective, singular group undergoing a similar change experience, which neglects individual differences that may contrast the experience of change from one changer to another. Furthermore, the emotional experience that accompanies a career change has been examined with a primary focus on the role of positive emotions, which overlooks the role of negative emotions in career change. Thus, this book sheds light on three key narratives of career change; Rejectors, Navigators and Seekers, that were identified in a phenomenological study of career change amongst Malaysian working adults. Semi-structured interviews were conducted with 30 career changers across age, gender and ethnicity with a focus on how they made sense and meaning of their lived experience of career change within their environment and context. Each career change narrative was found to have different characteristics, motivations and behaviors respectively, which shaped their unique career change process. Negative emotions were also revealed as key drivers of the career change process, although each narrative expressed different types of negative emotions.Finally, the book also introduces an adaptive perspective to career development by way of the Adaptive Career Construal Model (ACCM) which was proposed based on the continuous bi-directional relationship between career decisions and career outcomes.