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The Anjuman Taraqqi Urdu (Hind) besides publishing journals and books, and supporting research and creative work in Urdu linguistics and literature, has many other activities to promote the language e.g. Urdu Adab (Quarterly), Hamari Zaban (Weekly), Books and Dictionaries, Urdu Archives, Photo Collection, Audio Collection, Writing Competition ...
Urdu in its less formalised register is known as rekhta (ریختہ, rek̤h̤tah, 'rough mixture', Urdu pronunciation:); the more formal register is sometimes referred to as زبانِ اُردُوئے معلّٰى, zabān-i Urdū-yi muʿallá, 'language of the exalted camp' (Urdu pronunciation: [zəbaːn eː ʊrdu eː moəllaː]) or لشکری ...
from Hindi पश्मीना, Urdu پشمينه, ultimately from Persian پشمينه. Punch from Hindi and Urdu panch پانچ, meaning "five". The drink was originally made with five ingredients: alcohol, sugar, lemon, water, and tea or spices. [15] [16] The original drink was named paantsch. Pundit
Hindustani, also known as Hindi-Urdu, like all Indo-Aryan languages, has a core base of Sanskrit-derived vocabulary, which it gained through Prakrit. [1] As such the standardized registers of the Hindustani language (Hindi-Urdu) share a common vocabulary, especially on the colloquial level. [ 2 ]
to (figuratively) lift up; to improve, increase, revitalize. to (literally) lift up, especially a person: booster cushion*, a cushion used to increase the height of a seat (esp. in a car) to steal, especially from a retail establishment (i.e., shoplift) boot storage compartment of a car (US: trunk) footwear covering lower leg to kick something hard
The word poecilonym is a rare synonym of the word synonym. It is not entered in most major dictionaries and is a curiosity or piece of trivia for being an autological word because of its meta quality as a synonym of synonym. Antonyms are words with opposite or nearly opposite meanings.
[29]:35–36 Capacity development of private organizations involves the build-up of an organization's tangible and intangible assets. [30] Organization development (OD) is the study and implementation of practices, systems, and techniques that affect organizational change. The goal of which is to modify an organization's performance and/or culture.
A reciprocal tit for tat strategy ("an eye for an eye") can build trust between groups in the case of mutually collaborative or mutually competitive conflict styles. [58] To facilitate a change of positions in a conflict party, face-saving bridges should be built, e.g., by discussing what has already changed since the beginning of conflict ...