Man Chapter
Man Chapter
Under Islamic law, why is a woman's share of the inherited wealth only half that of a man?
INHERITANCE
Question:
Under Islamic law, why is a woman's share of the inherited wealth only half that of a man?
Answer:
The Glorious Qur'an contains specific and detailed guidance regarding the division of the inherited wealth, among the rightful beneficiaries.
The Qur'anic verses that contain guidance regarding inheritance are:
* Surah Baqarah, chapter 2 verse 180
* Surah Baqarah, chapter 2 verse 240
* Surah Nisa, chapter 4 verse 7-9
* Surah Nisa, chapter 4 verse 19
* Surah Nisa, chapter 4 verse 33 and
* Surah Maidah, chapter 5 verse 106-108
There are three verses in the Qur'an that broadly describe the share of close relatives i.e. Surah Nisah chapter 4 verses 11, 12 and 176. The translation of these verses are as follows:
"Allah (swt) (thus) directs you as regards your children's (inheritance): to the male, a portion equal to that of two females, if only daughters, two or more, their share is two-thirds of the inheritance; If only one, her share is a half.
For parents, a sixth share of the inheritance to each, if the deceased left children; If no children, and the parents are the (only) heirs, the mother has a third; if the deceased left brothers (or sisters) the mother has a sixth. (The distribution in all cases is) after the payment of legacies and debts. Ye know not whether your parents or your children are nearest to you in benefit. These are settled portions ordained by Allah; and Allah is All-Knowing, All-Wise.
In what your wives leave, your share is half. If they leave no child; but if they leave a child, ye get a fourth; after payment of legacies and debts. In what ye leave, their share is a fourth, if ye leave no child; but if ye leave a child, they get an eight; after payment of legacies and debts. If the man or woman whose inheritance is in question, has left neither ascendants nor descendants, but has left a brother or a sister, each one of the two gets a sixth; but if more than two, they share in a third; after payment of legacies and debts; so that no loss is caused (to anyone). Thus it is ordained by Allah; and Allah is All-Knowing Most Forbearing"
[Al-Qur'an 4:11-12]
"They ask thee for a legal decision. Say: Allah directs (them) about those who leave no descendants or ascendants as heirs. If it is a man that dies, leaving a sister but no child, she shall have half the inheritance. If (such a deceased was) a woman who left no child, Her brother takes her inheritance. If there are two sisters, they shall have two thirds of the inheritance (between them). If there are brothers and sisters, (they share), the male having twice the share of the female. Thus doth Allah (swt) makes clear to you (His knowledge of all things).
[Al-Qur'an 4:176]
In most of the cases, a woman inherits half of what her male counterpart inherits. However, this is not always the case. In case the deceased has left no ascendant or descendent but has left the uterine brother and sister, each of the two inherit one sixth. If the deceased has left children, both the parents that is mother and father get an equal share and inherit one sixth each. In certain cases, a woman can also inherit a share that is double that of the male. If the deceased is a woman who has left no children, brothers or sisters and is survived only by her husband, mother and father, the husband inherits half the property while the mother inherits one third and the father the remaining one sixth. In this particular case, the mother inherits a share that is double that of the father. It is true that as a general rule, in most cases, the female inherits a share that is half that of the male. For instance in the following cases:
1. daughter inherits half of what the son inherits,
2. wife inherits 1/8th and husband 1/4th if the deceased has no children.
3. Wife inherits 1/4th and husband 1/2 if the deceased has children
4. If the deceased has no ascendant or descendent, the sister inherits a share that is half that of the brother.
In Islam a woman has no financial obligation and the economical responsibility lies on the shoulders of the man. Before a woman is married it is the duty of the father or brother to look after the lodging, boarding, clothing and other financial requirements of the woman. After she is married it is the duty of the husband or the son. Islam holds the man financially responsible for fulfilling the needs of his family. In order to do be able to fulfill the responsibility the men get double the share of the inheritance. For example, if a man dies leaving about Rs. One Hundred and Fifty Thousand, for the children (i.e one son and one daughter) the son inherits One Hundred Thousand rupees and the daughter only Fifty Thousand rupees. Out of the one hundred thousand which the son inherits, as his duty towards his family, he may have to spend on them almost the entire amount or say about eighty thousand and thus he has a small percentage of inheritance, say about twenty thousand, left for himself. On the other hand, the daughter, who inherits fifty thousand is not bound to spend a single penny on anybody. She can keep the entire amount for herself. Would you prefer inheriting one hundred thousand rupees and spending eighty thousand from it, or inheriting fifty thousand rupees and having the entire amount to yourself?
About the Author
Islamabad Pakistan
Who's The Man You Kill On The Train In About Chapter 15 On Uncharted 2?
In about Chapter 15, when you're on the train, he calls loads of people over. Then you go over to him and have to fight him, you can't shoot him.
Or is he just some extra?
That is Lazaravich's right hand man Lutenit Graza. He is an available on Uncharted 2's multiplayer as a skin, but he is expensive.
Man Chapter
My Morning Jacket - Rocket Man
|
|
New Chapter Every Man's One Daily Multivitamins - Special Price!! $39.95 New Chapter's once-daily whole food multivitamin/mineral combo is formulated especially for the active man, 40 years and younger. Includes calcium, vitamin D3, and vitamin K, plus special herbal blends that promote heart and immune system health, as well as stress support and increased energy. 48 tablets. |
|
|
A Woman in Labour, Illustration from chapter 2, Book 1 of 'On the Conception and Growth of Man' by $49.99 A Woman in Labour, Illustration from chapter 2, Book 1 of 'On the Conception and Growth of Man' by - Giclee Print |
|
|
N010119389 Chapter 27 DVD $25.47 On a raw cold evening in early December of 1980 Mark David Chapman (Jared Leto) a distrurbed drifter from Hawaii met exBeatle John Lennon. Moments later the entire world was shocked senseless... Besed in chilling true events Jared Leto is unforgettable in his mental and physical portrayal of an unhinged and angry man whose descent into madness led him to commit one of the most infamous crimes of the 20th century. This ia a psychological portrait like no other that will leave you stunned long after its nerveshattering and tragic conclusion. Actors: Jared Leto Judah Friedlander Lindsay Lohan Victor Verhaeghe. Director: J.P.Schaefer. Format: DVD. Format Size: Widescreen. Runtime: 80 mins. Language: English. Region code: Region 1 (United States Canada Bermuda U.S. territories). Discs: 1. Rating: PG. Genre: Mystery. Release Year: 2006. |
|
|
New Chapter Every Man's One Daily - Enhanced Formula - 72 Tablets $35.97 Energy, Heart, And Immune Support |
|
|
Chapter in Time $9.99 Allan Bruce Love Chapter in Time - Art Print |
|
|
The Last Chapter $34.99 James Doyle Penrose The Last Chapter - Giclee Print |
|
|
Shrek Forever After: The Final Chapter PRE-OWNED - Xbox 360 $24.99 SynopsisShrek, Fiona, Donkey and Puss In Boots are back in Shrek Forever After, the final chapter in the Shrek story. Shrek longs for the days when he was a "real ogre" and not the family man he is today. Making a deal with the slick-talking Rumpelstiltskin, Shrek is transported to an alternate world where ogres are hunted, Rumpelstiltskin is King and Shrek and Fiona have never met. Fight to save your friends, the land of Far, Far Away from the mischievous miscreant, Rumpelstiltskin and reclaim your one true love. Team up with your friends in the ultimate Shrek game, based on DreamWorks Animation's final Shrek movie. Play as Shrek, Puss In Boots, Donkey and Fiona to out-smart, out-fight, and out-play that crafty Rumpelstiltskin. Team up with up to four of your friends and be transported to an alternate version of Far, Far Away in this quest to save your home. Use each character's unique abilities to solve puzzles and unleash their powerful fighting moves to defeat enemies in exciting gameplay. Switch between Shrek's normal world and the alternate reality for double the adventure, and re-discover your inner ogre to restore your world to its former glory. |
|
|
Shrek Forever After: The Final Chapter PRE-OWNED - PlayStation 3 $24.99 SynopsisShrek, Fiona, Donkey and Puss In Boots are back in Shrek Forever After, the final chapter in the Shrek story. Shrek longs for the days when he was a "real ogre" and not the family man he is today. Making a deal with the slick-talking Rumpelstiltskin, Shrek is transported to an alternate world where ogres are hunted, Rumpelstiltskin is King and Shrek and Fiona have never met. Fight to save your friends, the land of Far, Far Away from the mischievous miscreant, Rumpelstiltskin and reclaim your one true love. Team up with your friends in the ultimate Shrek game, based on DreamWorks Animation's final Shrek movie. Play as Shrek, Puss In Boots, Donkey and Fiona to out-smart, out-fight, and out-play that crafty Rumpelstiltskin. Team up with up to four of your friends and be transported to an alternate version of Far, Far Away in this quest to save your home. Use each character's unique abilities to solve puzzles and unleash their powerful fighting moves to defeat enemies in exciting gameplay. Switch between Shrek's normal world and the alternate reality for double the adventure, and re-discover your inner ogre to restore your world to its former glory. |
|
|
Shrek Forever After: The Final Chapter PRE-OWNED - Nintendo Wii $24.99 SynopsisShrek, Fiona, Donkey and Puss In Boots are back in Shrek Forever After, the final chapter in the Shrek story. Shrek longs for the days when he was a "real ogre" and not the family man he is today. Making a deal with the slick-talking Rumpelstiltskin, Shrek is transported to an alternate world where ogres are hunted, Rumpelstiltskin is King and Shrek and Fiona have never met. Fight to save your friends, the land of Far, Far Away from the mischievous miscreant, Rumpelstiltskin and reclaim your one true love. Team up with your friends in the ultimate Shrek game, based on DreamWorks Animation's final Shrek movie. Play as Shrek, Puss In Boots, Donkey and Fiona to out-smart, out-fight, and out-play that crafty Rumpelstiltskin. Team up with up to four of your friends and be transported to an alternate version of Far, Far Away in this quest to save your home. Use each character's unique abilities to solve puzzles and unleash their powerful fighting moves to defeat enemies in exciting gameplay. Switch between Shrek's normal world and the alternate reality for double the adventure, and re-discover your inner ogre to restore your world to its former glory. |
|
|
Shrek Forever After: The Final Chapter PRE-OWNED - Nintendo DS $17.99 SynopsisShrek, Fiona, Donkey and Puss In Boots are back in Shrek Forever After, the final chapter in the Shrek story. Shrek longs for the days when he was a "real ogre" and not the family man he is today. Making a deal with the slick-talking Rumpelstiltskin, Shrek is transported to an alternate world where ogres are hunted, Rumpelstiltskin is King and Shrek and Fiona have never met. Fight to save your friends, the land of Far, Far Away from the mischievous miscreant, Rumpelstiltskin and reclaim your one true love. Team up with your friends in the ultimate Shrek game, based on DreamWorks Animation's final Shrek movie. Play as Shrek, Puss In Boots, Donkey and Fiona to out-smart, out-fight, and out-play that crafty Rumpelstiltskin. Team up with up to four of your friends and be transported to an alternate version of Far, Far Away in this quest to save your home. Use each character's unique abilities to solve puzzles and unleash their powerful fighting moves to defeat enemies in exciting gameplay. Switch between Shrek's normal world and the alternate reality for double the adventure, and re-discover your inner ogre to restore your world to its former glory. |
|
|
Space Age- Chapter I $19.99 Space Age- Chapter I - Masterprint |
|
|
Space Age- Chapter V $19.99 Space Age- Chapter V - Masterprint |
|
|
Space Age- Chapter VI $19.99 Space Age- Chapter VI - Masterprint |
|
|
Shrek - The Final Chapter $24.99 Shrek - The Final Chapter - Original Poster |
|
|
Space Age- Chapter II $19.99 Space Age- Chapter II - Masterprint |
|
|
The Holy Man By Trott, Susan $17.77 In a parable about pilgrims seeking answers from a holy man, each chapter tells another personal tale of human problems and shows that gurus cures never really cure anyone, they simply reveal the good things that are hidden from view Author: Trott, Susan Publication Date: 1996/04/01 Binding Type: Paperback Language: English Depth: 0.75 Width: 5.25 Height: 8.25 |
|
|
Solitary Man $2.99 Even if it takes an eternity, he will make amends... . BY THE BOOK Widow Mildred Finster is a life-long fan of "cozy" mystery novels. She decides at the tender age of seventy-one that she'd like to become a real private detective. She finds a card for Angel Investigations and thinks the name sounds very sweet. After all, she loves angels. What could be more perfect? Angel and the gang are hip-deep in their own personal problems, so when Mildred offers her services, they don't have much time for her. And when a truckload of antiquities from a local mission is stolen, they don't get too worked up over what they think is a simple theft. But the arrival of some ruthless killers from overseas finally gets the gang's attention. Now they are being followed at every turn by a well-meaning old lady, fighting off attacks from poltergeists, and trying to set their personal differences aside to defeat a supernatural foe before a centuries-old mystery reaches its final chapter. |
The Bryce Is Right! The Lost Chapter
"If we lived in a perfect world, there wouldn't be a need for managers."
- Bryce's Law
INTRODUCTION
My new eBook, "THE BRYCE IS RIGHT! Empowering Managers for Today's Corporate Culture" was published on June 13th and started receiving excellent reviews shortly thereafter. Interest in the book was so great that I used it as the basis for developing a new one-day crash course in management (using the same title). But developing a training course is a lot different than writing a book. Inevitably, it led me into some other areas not mentioned in the book and, as such, this essay represents the "lost" chapter of the book.
In addition to supplemental tutorials on general management issues, I added sections describing Information Systems theory and how to deal with I.T. people. I have been teaching I.T. professionals how to deal with end-users for the last 30 years. Now, the shoe is on the other foot and you might find my comments and observations interesting in this context.
SUPPLEMENTAL SECTIONS:
ACCOUNTABILITY
Throughout the book I discuss the need to manage "from the bottom-up." In other words, delegate responsibility, empower people, and hold them accountable for their actions. This is consistent with a Theory Y form of management. To implement this approach, I strongly recommend the use of Time Reporting such as that found in a Project Management system. To do so, I recommend a couple of things:
-
Tie your project Work Breakdown Structure (WBS) to deliverables (the work products to be produced). By doing so, we can tell whether the product has, in fact, been produced or it hasn't. If the worker indicates there is no more work to be performed on a task, then he/she must have produced a reviewable result to substantiate the claim. This is consistent with the book's approach to focusing on results.
-
Differentiate the use of time. I am most definitely not a proponent of the "man hour" approach to reporting time. Instead, time should be reported in terms of time spent on "Direct" activities (executing assignments), and "Indirect" activities (interferences). From this, an "Effectiveness Rate" can
be devised showing the balance of the two. Office workers are typically 70% effective, meaning in an eight hour day, 5.6 hours are devoted to "Direct" activities. This is not a measurement of efficiency, but simply an analysis of the use of time. For example, one person can have a high effectiveness rate, yet be your most inefficient worker (he simply knows how to manage his time). Conversely, a person with a low effectiveness rate
could possibly be your most productive worker. As an aside, a manager typically has a low effectiveness rate as he/she is trying to solve problems and meeting with people. Also, it is not possible for a person to be 100% effective; we all take some form of break during the day.
All "Indirect" activities should be described by the worker, be it a meeting, a training session, breaks, personal time, etc. This accounting of time should be reviewed and approved by the manager. This review is extremely important as it represents a critical point in holding workers accountable for their actions.
The differences between "Direct" and "Indirect" are not insignificant: "Directs" are the responsibility of the individual to manage; "Indirects" are the responsibility of the manager to manage in terms of controlling the overall work environment.
One of the byproducts of "effectiveness rate" is to use it in the calculation of a project schedule.
Although time reporting can be easily performed using an automated Project Management system, there is nothing wrong with using a manual system and a simple Time Sheet (of which I provide samples in the course).
ALIGNING MOTIVATION WITH INCENTIVES
Important to the management of people is understanding their motivation and aligning your corporate incentives to satisfy them.
In terms of motivating factors, people are primarily interested in:
-
Security/Reward - financial compensation that will comfortably support their lifestyle. This includes such things as salaries, bonuses, pension and profit sharing plans, health insurance and other corporate perks (e.g., vacations, use of a company car, etc.).
-
Ego - a job that is challenging and meaningful to them; something that adds to their personal stature. Ideally, they are looking for a professional job that is compatible with their personal lives.
-
Corporate Trust - people will treat a company loyally if they believe they can trust it, e.g., protects their interests.
-
Confidence of Abilities - people will tackle those assignments they feel they believe they have an aptitude for; if they don't, they'll shy away from the work.
To satisfy worker motivations, a company basically has two types of incentives at their disposal:
-
Financial Compensation - e.g., salaries, bonuses, pension and
profit sharing plans, health insurance, vacations, holidays, insurance, etc. -
The Corporate Culture - representing a work environment conducive for enabling the abilities of the workers. Unlike financial incentives, this is often overlooked or underestimated. As mentioned, workers are looking for a company that conforms to their personal interests; a company that offers meaningful work without the hassle of cutthroat politics, that is clean, trustworthy, profitable, and seemingly on the cutting-edge of their industry. Ideally, workers want to work in an environment where they think of it as their second home.
To this end, employees want certain guarantees that companies are not prepared to offer. And frankly, it is not possible for them to do so. Without a certain element of risk, a company would become stagnant and less productive. Risk is necessary to motivate not only the company, but the individual as well. Interestingly, employees believe they assume all of the risk working in a company. In reality, it is the company that assumes all of the risk. If something goes wrong, it will more likely be the company that suffers, not the individual worker.
BEWARE OF PARKINSON'S LAW
Parkinson correctly observed that "work expands so as to fill the time available for its completion." I'm sure we have all seen managers creating mountains out of mole hills; e.g., creating unnecessary layers of bureaucracy to justify their existence. Instead, we recommend you avoid building empires and, instead, flatten them, thereby causing your organization to focus on the truly important problems and issues of the day.
THE 80/20 RULE (PARETO'S PRINCIPLE)
Also as a follow-up to my "Individualism vs. Teamwork" chapter, I was asked why it seemed only a handful of people always carried the workload. This is not uncommon and is found in everyday life as well. It is commonly referred to as the "80/20 Rule" or "Pareto's Principle." Vilfredo Pareto was an Italian economist who observed in 1897 that 80 percent of the land in England was owned by 20 percent of the population. Pareto's
theory thereby relates to the ratio of input to output; e.g. twenty percent of your effort produces 80 percent of your results. From a time management perspective, it means that 20 percent of the people are normally responsible for producing 80 percent of the work.
As a manager it thereby becomes important to recognize your core 20 percent workers and concentrate your attention on them. It also becomes important to devise new means to squeeze out the remaining 20 percent of the work from the 80 percent who do not actively participate. This is not to suggest that the 80 percent doesn't care about their work, they just may not be as talented or experienced as your 20 percent workers.
With the 80/20 Rule in mind you must also be sensitive to a byproduct resulting from it: petty jealousy. Since the 20 percent performs the work, they are thereby deserving of the accolades for performing it. Inevitably, it is not uncommon for small minded individuals from the 80 percent to feel slighted and jealous of those doing the work and receiving the recognition. Such petty jealously should be overlooked and the person forgiven, unless something more malicious is involved, such as character assassination of which there is no excuse. The manager must carefully squash this behavior before it has an adverse effect on your 20 percent. If not, the 20 percent worker will question why he is working so hard if he is only going to be the object of ridicule and humiliation. If your 20 percent begins to believe they are "Damned if they do, Damned if they don't" in their assignments, then nothing will be produced and your 80 percent work effort will plummet.
The 80/20 Rule is an interesting phenomenon that every manager must be cognizant of to get the most out of their workers.
DEVELOPING AN INVENTORY OF INFORMATION SYSTEMS
All operating managers should be intimate with the Information Systems affecting their departments. Here, I am not simply talking about software, but rather all of the business processes (sub-systems) affecting their area, including both automated and manual processes.
Drawing from our "PRIDE"-Information Systems Engineering Methodology (ISEM), I offer tips for identifying the system structure. And give tips on flowcharting sub-systems.
Such graphical diagramming techniques may be a lost art in the Information Technology industry, but they are invaluable tools for managers to get their arms around their systems and assure their workers are performing the tasks properly. I also offer instruction in how to write procedures using Les Matthies' "Playscript" technique.
WORKING WITH INFORMATION TECHNOLOGY (I.T.) PEOPLE
Coupled with the explanation of Information Systems, I offer some advice on how to work with I.T. professionals. First, I differentiate between the interests of the business manager versus the I.T. person who tends to be somewhat introverted and more concerned with technology than solving business
systems problems. Consequently, I offer the following advice:
-
Do not accept gobbledygook - I.T. people like to cloud the issue with a verbosity of technical jargon. I argue they should be forced to talk in terms the manager will understand. Also, do not be dazzled by trinkets. Remember one of our Bryce's Laws, "An elegant solution to the wrong problem solves nothing."
-
Defining Information Requirements - it is more important that the manager articulate the business problem as opposed to dictating a technical solution. Let the I.T. people do their job and determine an effective solution. Too often I see managers specifying screens and reports. Instead, they should be explaining the actions and/or business decisions to be supported. Remember, a problem well defined is half solved.
-
Review Designs & Cost Justification - technology should not be obtained simply to "Keep up with the Jones'." Instead, there should be specific rationale for selecting a technical course of action, along with a good cost justification. Don't let the I.T. people off the hook, make them do their homework. Also, hold them accountable for what they promise to deliver (get it in writing from them). Force them to be as accountable as you are to your superiors.
CONCLUDING COMMENTS
My concluding comments in the course reinforce my position that managers are in the problem solving business. If everything was going well and everyone knew what they were doing, there wouldn't be a need for managers. A manager, therefore, is in the business of providing leadership, diagnosing/solving problems, and taking action. It is not about technology; it is not about numbers; it is about people.
Also in my concluding comments, I observe that the successful manager is one who does himself out of a job. In other words, he/she has conquered the problems of the department, set it on a proper course, and now seeks new areas to conquer.
CONCLUSION
So far, I have had no problem getting people to accept the lessons inculcated in the eBook and Training Program. I guess I shouldn't be surprised as it is all commonsense. But if I have learned anything in this business, it is that commonsense is not very common.
Finally, I'll close with a quote from Theodore Roosevelt, which I use to conclude the training course:
"It is not the critic who counts, not the man who points out how the strong man stumbled, or where the doer of deeds could have done them better.
The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood; who strives valiantly; who errs and comes up short again and again; who knows great enthusiasms, the great devotions; who spends himself in a worthy cause; who at the best, knows in the end the triumph of high achievement, and who, at the worst, if he fails, at least fails Daring Greatly so that his place shall never be with those timid souls who know neither victory or defeat."
For additional information on the eBook, see;
http://www.phmainstreet.com/mba/bryce1.htm
About the Author
Tim Bryce is the Managing Director of M. Bryce & Associates (MBA) of Palm Harbor, Florida, a management consulting firm specializing in Information Resource Management (IRM). Mr. Bryce has over 30 years of experience in the field. He is available for training and consulting on an international basis. His corporate web page is at:
http://www.phmainstreet.com/mba/
He can be contacted at: timb001@phmainstreet.com
Copyright © 2006 MBA. All rights reserved.
|
|
St Paul and St Barnabas healing a crippled man at Lystra Photo Mugs St Paul and St Barnabas healing a crippled man at Lystra, as described in the Acts of the Apostles, Chapter 14. .... |
|
|
Little Men [VHS] $3.74 Mariel Hemingway's stern but upstanding schoolmarm Jo Bhaer epitomizes the mood of Little Men, the video version of Louisa May Alcott's under-celebrated sequel to Little Women. Levity levels hit an all-time low here: it's 1871 Boston, and hard knocks aren't hard to come by, particularly if you're an orphan boy like Nat and his street-smart buddy Dan. The lucky few, Nat among them, find benefactors... |
|
|
Tattooed Hitman [VHS] $9.98 ... |
|
|
How Stella Got Her Groove Back [VHS] $3.10 Based on Terry McMillan's best-selling novel, How Stella Got Her Groove Back stars Angela Bassett as a 40-year-old, Manhattan stock trader and single mom whose static life gets a jolt during a vacation with her pal (Whoopi Goldberg) in Jamaica. Sparks fly when Bassett meets a 20-year-old stud (Taye Diggs) who has an ambivalent career path but a great body and lots of sexual energy to burn. After ... |
|
|
X-Men: First Class $12.44 When Bryan Singer brought Marvel's X-Men to the big screen, Magneto and Professor X were elder statesmen, but Matthew Vaughn (Kick-Ass) travels back in time to present an origin story--and an alternate version of history. While Charles Xavier (Laurence Belcher) grows up privileged in New York, Erik Lehnsherr (Bill Milner) grows up underprivileged in Poland. As children, the mind-reading Charles fi... |
Man Chapter
