Inta lagu jiro muddada tijaabada, loo-shaqeeyaha iyo shaqaaluhu way is baran karaan. Shaqaaluhu wuu arki karaa haddii shaqada iyo shirkaddu ay jecel yihiin, halka loo shaqeeyaha uu arki karo haddii shaqaaluhu ku habboon yahay shaqada. Nasiib darrose, taasi waxay u horseedi kartaa ceyrinta shaqaalaha. Loo shaqeeyuhu miyuu eryi karaa shaqaale sabab kasta ha noqotee muddada tijaabada? Maqaalka maqaalkan waxaan ku sharaxeynaa waxa laga filayo shaqaale ahaan ama shaqo-bixiye ahaan. Waxaan marka hore ka wada hadli doonaa marka xilliga tijaabada ah uu buuxiyo shuruudaha sharciga. Marka xigta, xeerarka khuseeya cayrinta muddada tijaabada ayaa laga hadlay.
Muddada tijaabada sharciga ah
Maadaama shuruudo kala duwan ay khuseeyaan cayrinta muddada tijaabada ah marka loo eego kuwa ka baxsan muddada tijaabada, waxay ugu horreyn khusaysaa in muddada tijaabada ahi ay buuxisay shuruudaha sharciga. Marka hore, muddada tijaabada waa in ay isku mid noqdaan labada dhinacba. Marka labaad, waa in muddada tijaabada lagu heshiiyaa qoraal. Tan waxaa lagu heshiin karaa, tusaale ahaan, heshiiska shaqada (wadareed).
Dhererka muddada tijaabada
Intaas waxaa sii dheer, muddada tijaabada ah waa inaysan ka dheereyn wax sharci ahaan la oggol yahay. Tani waxay kuxirantahay mudada heshiiska shaqada. Tusaale ahaan, sharcigu wuxuu sheegayaa in aan muddo tijaabo ah lagu dabaqi karin haddii uu jiro heshiis shaqo oo ah 6 bilood ama ka yar. Haddii heshiiska shaqada uu haysto wax kayar 1 sano, laakiin uu ka badan yahay 6 bilood, ugu badnaan 1 bil ayaa la adeegsanayaa. Haddii heshiiska la soo gabagabeeyo 2 sano ama ka badan (tusaale ahaan muddo aan la cayimin), ugu badnaan 2 bilood ayaa lagu dabaqayaa.
Muddada tijaabada ee qandaraas shaqo oo cusub oo lala galo isla loo shaqeeyaha
Waxay sidoo kale sharciga ka muuqataa in mudada tijaabada ah ee heshiiska shaqo ee cusub ee lala galayo isla loo shaqeeyaha mabda 'ahaan aan la ogoleyn, haddii heshiiska cusub ee shaqada uu si cad ugu baahan yahay xirfado ama xilal kala duwan. Muddo tijaabo ah oo cusub laguma soo dari karo haddii isla shaqada ay ku lug leedahay loo shaqeeye beddela (sida shaqo ku meel gaar ah). Cawaaqibta tan ayaa ah, iyadoo sharciga loo marayo, in muddo tijaabo ah, mabda 'ahaan, hal mar oo keliya lagu heshiiyo.
Muddada maxkamadaynta ma buuxineyso shuruudaha sharciga
Haddii muddada tijaabada ah aysan ka soo bixin shuruudaha sharciga (tusaale ahaan maadaama ay ka dheer tahay inta la oggol yahay), waxaa loo arkaa inay tahay wax aan waxba tarayn. Taas macnaheedu waxa weeye in muddada tijaabada ahi aanu jirin. Tani waxay leedahay cawaaqib ku saabsan ansaxnimada xil ka qaadista, maxaa yeelay xeerarka sharciyeed ee joogtada ah ee shaqada dalbo. Tani waxay ku xiran tahay shuruudo adag marka loo eego xil ka qaadista inta lagu jiro mudada tijaabada.
Xil ka qaadis muddada tijaabada ah gudaheeda
Haddii muddada tijaabada ahi ay buuxiso shuruudaha sharciga ah ee kor lagu sharraxay, nidaam cayriin oo dabacsan ayaa khuseeya. Taas macnaheedu waa in heshiiska shaqada la joojin karo wakhti kasta oo ka mid ah muddada tijaabada iyada oo aan sharci ahaan sabab macquul ah oo shaqada looga eryi karo. Natiijo ahaan, shaqaalaha waxaa sidoo kale laga yaabaa in la eryo muddada tijaabada ah haddii ay dhacdo xanuun, tusaale ahaan, oo aan xaq u lahayn muddo tijaabo ah oo dheeraad ah kiiskan. Marka la joojinayo heshiiska shaqada, bayaan afka ah ayaa ku filan, inkastoo ay habboon tahay in taas qoraal lagu xaqiijiyo.
Joojinta heshiiska shaqada inta lagu jiro xilliga tijaabada waxaa lagu fulin karaa shuruudahan shaqaalaha iyo loo shaqeeyaha labadaba. Tani sidoo kale waa suurtogal haddii shaqaaluhu uusan weli bilaabin shaqadiisa. Haddii ay dhacdo in shaqada laga eryo gudaha muddada tijaabada ah, loo shaqeeyaha kuma qasbana in uu sii wado bixinta mushaharka iyo weliba (marka laga reebo duruufaha adag) waajib kuma aha in uu bixiyo magdhow.
Sababta shaqada looga joojiyay
Loo shaqeeyaha waajib kuma aha inuu sababo bixiyo markuu isagu ama iyadu joojiyo heshiiska shaqada. Hase yeeshe, marka la codsado shaqaalaha, loo shaqeeyaha waa inuu sharraxaa tan. Isla sidaas ayaa lagu dabaqayaa shaqaalaha haddii loo shaqeeyuhu doonayo dhiirigelin joojinta. Dhiirigelinta ceyrinta waa in lagu siiyaa qoraal.
Xaq u lahaanshaha dheefaha
Haddii shaqaaluhu doorto inuu is casilo inta lagu jiro mudada tijaabada, isagu ama iyadu xaq uma laha macaashka WW. Hase yeeshe, isaga ama iyadu waxay xaq u yeelan karaan kaalmada bulshada ee degmada. Haddii shaqaale loo ceyriyo jirro darteed, wuxuu xaq u lahaan karaa inuu helo macaash sida uu dhigayo Sharciga Faa'iidooyinka Cudurku (Ziektewet).
Takoorka
Si kastaba ha noqotee, loo-shaqeeyaha waxaa ku waajib ah inuu u hoggaansamo mamnuuca takoorka markii uu joojinayo heshiiska shaqada. Sidaa darteed, loo-shaqeeyaha ma joojin karo heshiiska la xiriira jinsiga (tusaale ahaan uurka), jinsiyadda, diinta, hanuuninta, naafonimada ama jirro daba-dheer. Si kastaba ha noqotee, halkan ayay ku habboon tahay in joojinta muddada tijaabada ah inta lagu jiro uurka ama jirro joogto ah loo oggol yahay sababo guud oo shaqada looga joojiyo.
Haddii xil ka qaadista ay tahay mid takoorid ah, waxaa baabi'in kara maxkamadda hoose. Tan waa in lagu codsadaa laba bilood gudahood xil ka qaadista ka dib. Si codsiga noocaas ah loo oggolaado, waa inuu jiraa masuuliyad culus oo loo-shaqeeyaha. Haddii maxkamaddu u xukunto qofka shaqaalaha ah, loo-shaqeeyaha ayaa ku leh mushaharka, maadaama ogeysiiska cayrinta loo arko mid aan ansax ahayn. Loo shaqeeyaha waajib kuma aha inuu magdhabo dhaawaca. Halkii laga noqon lahaa baabi'inta, sidoo kale waa suurtagal, haddii ay dhacdo joojinta takooridda, in la dalbado magdhow caddaalad ah oo markaas ay jirto in aan la helin caddayn cay ah.
Miyaad la kulantay cayrin ama damacsan tahay inaad cayriso shaqaale inta lagu jiro xilliga tijaabada? Hadday sidaas tahay, fadlan la xiriir Law & More. Qareenadeenu waa khabiiro dhanka sharciga shaqada waxayna ku faraxsanaan doonaan inay ku siiyaan talo sharci ama caawimaad inta dacwadu socoto. Ma haysaa wax su'aalo ah oo ku saabsan adeegyadayada ama ku saabsan ceyrinta? Macluumaad dheeraad ah ayaa sidoo kale laga heli karaa bartayada: xil ka qaadista.
