What if I fall?


For a long time I used to believe that I had been born to be great. That I’d conquer the world. That I’d change something, leave something behind. It’s not true, actually. I wasn’t born to be great. No one ever is. I took that. I told myself that. I lied to myself. I stumbled from failure to failure. I decided to be self-propelled, to be fueled by my desire to become great, not by others seeing that greatness in me. I decided to fight for what I wanted, because no one would ever fight that battle for me.

So… what if you fly? What if you can actually do it?




University of Kansas

The paper is about the question that how firms can take advantage or accrue the human capital rent since it is vivid that always human capital rent goes to workers as in the perfect competition.
Human capital poses unique challenges but two of these challenges are discussed in the paper, and they are workers’ free will and workers’ perpetual ownership of their human capital. Free will refers to workers’ thoughts and feelings have a direct impact on what they are willing to do and how hard they are willing to work—that is, on the value that their human capital creates. Workers’ thoughts and feelings have a direct impact on what they are willing to do and how hard they are willing to work—that is, on the value that their human capital creates.

Four propositions are discussed widely through this paper.

P1: Inherently scarce human capital increases both human capital value in use and firms’ cost of human capital in almost equal amounts.

P2: Idiosyncratic firm complementarities increase human capital value in use.

P3: Idiosyncratic human capital administrative cost capabilities decrease firms’ cost of human capital.

P4: Capabilities that allow firms to idiosyncratically leverage labor market frictions decrease their cost of human capital.

The first proposition is widely understood and accepted that scarcity of human capital can enhance not only the cost of human capital for firms but it also enhances its value through capabilities and competencies. Second proposition deals with phenomenon that organizational capabilities drive human capital rent they increase value in use which cannot be achieved by the competitive firm. Third proposition says that labor market frictions can provide chances to apt value in use that human capital creates by inhibiting workers ability to exchange their human capital in labor market.

Last proposition is about capabilities that provide leverage to firms in perfect compe

Dreams and Realities about people of Pakistan

Every body who comes into this world accompanies dreams if he does not then perhaps he is considered to be living in darkness. We may say him man in vain, or a man with no vision or perception. Indeed there are millions of people living in the world without purpose, without any direction or motivation or they dwell for the reason of only living or as they are alive so they are living and having fundamental necessities from where ever they find convenient.

A man who is by vocation may be a labor perhaps striving this much hard for the sack of food, providing nutrition to his children and might be loving his wife along with taking care of parents. A carpenter might be doing job in order to cater the needs of family and likewise every member of society sustaining this life for certain significant reasons. Lady Diana rightly said that one of the most pivotal part of living life is for family so certainly nurturing, growing securing, protecting and aging with family is perhaps part of every body’s life.

One of scholars Shireen Naqvi said that life has certain goals that need to be accomplished and if you are striving without direction then surely you are not on the right path and like a donkey that always works hard, you are doing so and if you have seen day dreams but no action or having just vain plans then certainly you can be pondered sheikh Chilly who just has dreams but no actions.

Every single human being who is educated and literate may have certain dreams and having considered realities pursues these dreams but situation in Aisa and particularly in Pakistan is little controversial. People from the lower class are unable to survive even 40% of population living in poverty do not have dreams even those who have dreams for higher status, and self actualization are striving for fundamental necessities such as clean water, food, and shelter and education is for behind which is to be provided to the people.

Those who hardly gain education are either not properly guided and counseled therefore seeking jobs again it becomes headache as mismatch of their personalities with their jobs and vocation leading towards big stagnancy. Engineers are working in schools, doing part time in social sector, those extrovert persons are busy in service industry so no appropriate procedure or systematic approach is adopted in order to uplift the big portion of lower class of people and just a few random people get out of this jungle of issues.

Education that is considered to be more powerful than any Atomic bomb


Transformational Leadership and Employees turnover


The Impact of transformational leadership on employees’ turnover

 Continuous storms of changes, competition, globalization and technology have shaken the old grounds and foundations of long lasting successful organizations those who claimed eternal monopoly were smashed and those who roared with might of capital were toppled by smaller innovative organizations.

These smaller innovative technology based organizations with thriving visions are now having sky crappers and highest revenue with market share across the world. No doubt there are many dynamics for success but if we quote Apple, Face book, Microsoft or Google these were the organizations having nothing large in hands but vision in mind explored, innovated and blasted in global business. Yes we must give credit to their leaders and their leadership style for making unbelievable to happen.

Leaders are the influencing people who make or destroy an organization where as leadership according to (stephen and coulter, 2013, pp460) is what leaders do so these are the leaders who bring vision, culture and diversity. They are the driving people who can fly into high skies of success and they are the team builders and motivators who inspire the people working in organization for achievement.

Employees’ turnover is the chronic pain that always consumes and perishes the assets and income of the organization, particularly HR department considers recruiting the major function from all departments that is the aftermath of turnover. (stephen and coulter, 2013, pp470) mentioned that it is transformational leadership that is highly correlated with low employees’ turnover, higher performance, and corporate entrepreneurship