Third Party Logistics (3PL) is one of the fastest growing service industry but still the impact of the application of Quality Management Practices (QMPs) particularly on the integration capability of 3PL service providers in the supply chain is not a well-researched topic. Especially in the context of Pakistan, very little empirical work is found dealing with this very important service competency of 3PL. This research is carried out to determine how QMPs help 3PL Service Providers achieving integration competency in the service chain. The quality management dimensions of internationally recognized Malcolm Baldrige National Quality (MBNQ) model are used as independent variable to assess their impact on the integration competency of 3PLs in Pakistan. Considering the typical business culture and industry environment in Pakistan, the effect of Social Capital and Companies' Internal Strength as moderating variables was also observed. Using questionnaire as a tool, the quantitative data on various items for latent constructs was collected from more than 176 logistics firms of Pakistan. Results clearly identified the Strategic Planning, HR Management Focus and Process Management as the factors highly impacting Integration Competency of 3PL service providers in Pakistan. Interestingly, but surprisingly, the role of Leadership and Knowledge Management was insignificant in this particular setting. The moderating variable also showed a significant impact on integration competency. This study highlighted the areas where logistics firms in their individual capacity and logistics industry as a whole should immediately concentrate to enhance this important competency.

This informative study aims to clarify the discrepancy amongst recommended and taught curriculum, as well as serve as a roadmap for educational agencies, curriculum creators, and teachers to determine the reasons for the gap and potential ways to close it. In this article, challenges faced by teachers in implementing the recommended curriculum will be discussed, as well as how effectively the difference between the recommended and taught curriculum are addressed. Six female secondary school teachers were the target demographic, and they were chosen from a private school in Karachi where they are working as coordinators. On-line interviews were used to gather primary data. Participants were asked questions using a semi-structured questionnaire. The results are intended to support the hypothesis that there is a difference amongst suggested and taught curriculum, and that teachers face significant challenges in implementing the recommended curriculum, which is more of a paper exercise than it should be.

This paper examined the socio-economic-demographic indicators with time series evidence vis-à-vis Asian countries to compare Pakistan’s position with these countries. With the help of tables based on standard global data followed by Pakistan data an attempt has been made to get valid picture of the above-mentioned indicators. Life expectancy, IMR, TFR, GNP allocation to health, women using contraceptive are not comparable and delightful leading to unparalleled increase in population in addition to economic factors. Birth rate is the highest in Pakistan compared to the remaining 9 countries. Poverty will escalate that will breed all social, economic and political problems. It may be concluded that if the present pace of population growth continues, people may fail to find a place even for standing. Population is the most agonizing and perplexing problem that has made the common man life miserable and unsustainable.

This study tries to explore, The Impact of leadership style on Employees Performance, Since leadership styles are entering with lots of new changes in the last ten years and has seen a remarkable development. This study expands the knowledge of the impact of leadership style on employee’s performance, when examining how leadership style works. Contributors were requested to respond to a questionnaire focused on the impact or leadership style on employee’s performance, motivation, self-esteem, reward, turnover and diversity  . Questions related to the level of interest and understanding of leadership importance and its styles towards employees’ performance. On the basis of convenience, a sample of 250 respondents was taken. Questionnaire had two variables, that is, leadership style and employees’ performance, and each of them was defined in four secondary variables. The reliability of the questionnaire was within the acceptable range.