Classical schools objected on non-monetary except the Maliki school. ⏺ Capital can be both monetary & non-monetary according to AAOIFI. ⏺ Capital cannot be a debt owed between partners. Hanafi school states that the partnership is actually in the profits, before that, there is simply Wakalah. ⏺ Hanafi school says pooling is not necessary, making the funds available at the time of investing/transacting is necessary. ⏺ Majority say that the capital must be stipulated at the outset and that it must be pooled together. Many contemporary forms can be used, such as Shareholders Agreement, JVs, Incorporated Partnerships etc. In yesterday's lesson, we focused on the Fiqh of partnerships. #CompensationReform #EconomicRealities #PakistanEconomy #WorkforceWellBeing #LinkedInDiscussion How do you believe we can address this crucial issue and ensure a more equitable and prosperous future for all? □□️ I invite you to share your thoughts, experiences, and solutions in the comments below. Together, we can build a brighter economic future for our workforce and our nation. To navigate these challenges, it's vital for organizations to engage in open dialogue, reevaluate their compensation strategies, and adopt innovative solutions. **Global Competition**: As businesses become increasingly global, we must ensure that our compensation packages can compete on an international scale to attract top-tier professionals. It's a win-win scenario for both individuals and the nation.Ĥ. **Economic Prosperity**: A well-compensated workforce fuels consumer spending, which in turn stimulates economic growth. By adjusting allowances and benefits, we can alleviate some of this burden, resulting in a more engaged and motivated workforce.ģ. **Employee Motivation**: Financial stress can hamper employee morale and productivity. An outdated salary structure can lead to talent drain and hinder organizational growth.Ģ. **Talent Retention**: Attracting and retaining top talent is contingent upon offering competitive compensation. Here's why revising salary structures is not just a matter of choice but a strategic imperative:ġ. The result? An erosion of the purchasing power of our workforce. With the financial burden on individuals and families is mounting. Let's delve deeper into the intricacies of this issue. The current economic landscape in Pakistan highlights a pressing concern: the need to recalibrate salary structures to keep pace with the relentless tide of inflation. In an era where economic dynamics are continuously shifting, it's imperative that we, as employers and leaders, remain adaptable and empathetic towards our workforce. Navigating Pakistan's Economic Realities: Rethinking Salary Structures □□
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