Harga Haji Murah di Surabaya Hubungi 021-9929-2337 atau 0821-2406-5740 Alhijaz Indowisata adalah perusahaan swasta nasional yang bergerak di bidang tour dan travel. Nama Alhijaz terinspirasi dari istilah dua kota suci bagi umat islam pada zaman nabi Muhammad saw. yaitu Makkah dan Madinah. Dua kota yang penuh berkah sehingga diharapkan menular dalam kinerja perusahaan. Sedangkan Indowisata merupakan akronim dari kata indo yang berarti negara Indonesia dan wisata yang menjadi fokus usaha bisnis kami.

Harga Haji Murah di Surabaya Alhijaz Indowisata didirikan oleh Bapak H. Abdullah Djakfar Muksen pada tahun 2010. Merangkak dari kecil namun pasti, alhijaz berkembang pesat dari mulai penjualan tiket maskapai penerbangan domestik dan luar negeri, tour domestik hingga mengembangkan ke layanan jasa umrah dan haji khusus. Tak hanya itu, pada tahun 2011 Alhijaz kembali membuka divisi baru yaitu provider visa umrah yang bekerja sama dengan muassasah arab saudi. Sebagai komitmen legalitas perusahaan dalam melayani pelanggan dan jamaah secara aman dan profesional, saat ini perusahaan telah mengantongi izin resmi dari pemerintah melalui kementrian pariwisata, lalu izin haji khusus dan umrah dari kementrian agama. Selain itu perusahaan juga tergabung dalam komunitas organisasi travel nasional seperti Asita, komunitas penyelenggara umrah dan haji khusus yaitu HIMPUH dan organisasi internasional yaitu IATA.

Harga Haji Murah di Surabaya

saco-indonesia.com, Petir adalah peristiwa alam yang sering terjadi di bumi, terjadinya seringkali mengikuti peristiwa hujan bai

saco-indonesia.com, Petir adalah peristiwa alam yang sering terjadi di bumi, terjadinya seringkali mengikuti peristiwa hujan baik air atau es, peristiwa ini telah dimulai dengan munculnya awan hitam dan lidah api listrik bercahaya terang yang bergerak merambat terus memanjang kearah bumi bagaikan sulur akar dan kemudian diikuti oleh suara menggelegar dan efeknya juga akan sangat fatal bila mengenai mahluk hidup.
PROSES TERJADINYA PETIR

Terdapat 2 teori yang mendasari proses terjadinya petir :

    Proses Ionisasi
    Proses Gesekan antar awan

a. Proses Ionisasi
Petir telah terjadi diakibatkan oleh terkumpulnya ion bebas bermuatan negatif dan positif di awan, ion listrik dihasilkan oleh gesekan antar awan dan kejadian Ionisasi ini telah disebabkan oleh perubahan bentuk air mulai dari cair menjadi gas atau sebaliknya, bahkan perubahan padat (es) telah menjadi cair dan pada tahap pembekuan ini mencapai suhu dibawah 0 derajat yaitu antara -10 sampai -14 derajad celcius
Ion bebas telah menempati permukaan awan dan bergerak mengikuti angin berhembus, bila awan-awan telah terkumpul di suatu tempat maka awan bermuatan akan memiliki beda potensial cukup besar untuk dapat menyambar permukaan bumi maka inilah yang disebut petir.

b. Gesekan antar awan
Pada awalnya awan akan bergerak mengikuti arah angin, selama proses bergeraknya awan ini maka akan saling bergesekan satu dengan yang lainnya , dari proses ini terlahir electron-electron bebas bermutan negatif yang telah memenuhi permukaan awan. proses ini bisa digambarkan secara sederhana pada sebuah penggaris plastik yang digosokkan pada rambut maka penggaris ini akan mampu menarik potongan kertas.
Pada suatu saat awan ini akan terkumpul di sebuah kawasan, saat inilah petir dimungkinkan telah terjadi karena electron-elektron bebas ini telah saling menguatkan satu dengan lainnya. Sehingga telah memiliki cukup beda potensial untuk dapat menyambar permukaan bumi. kedua teori ini mungkin juga masuk akal meski kejadian sebenarnya masih merupakan sebuah misteri.
PERLINDUNGAN TERHADAP BAHAYA PETIR

Manusia selalu mencoba untuk dapat menjinakkan keganasan alam,atau setidaknya menghidarinya, salah satunya adalah Sambaran Petir. dan metode yang pernah dikembangkan:
1. Penangkal Petir Kovensional / Faraday / Frangklin
Kedua ilmuan diatas Faraday dan Frangklin telah mengetengahkan system yang hampir sama , yakni system penyalur arus listrik dengan menghubungkan antara bagian atas bangunan dan grounding. Sedangkan system perlindungan yang telah dihasilkan ujung penerima / Splitzer adalah sama pada rentang 30 ~ 45 ‘ . Perbedaannya adalah system yang telah dikembangkan oleh Faraday bahwa Kabel penghantar terletak pada sisi luar bangunan dengan pertimbangan bahwa kabel penghantar juga berfungsi sebagai penerima sambaran, dan bentuknya Berupa sangkar elektris atau biasa disebut sangkar Faraday.
2. Penangkal Petir Radio Aktif
Penelitian terus terus berkembang dan dihasilkan kesimpulan bahwa petir telah terjadi karena ada muatan listrik di awan dihasilkan oleh proses ionisasi , maka penggagalan proses ionisasi di lakukan dengan cara memakai Zat beradiasi misl. Radiun 226 dan Ameresium 241 , karena 2 bahan ini juga mampu menghamburkan ion radiasinya yang bisa menetralkan muatan listrik awan.
Sedang manfaat lain adalah hamburan ion radiasi akan dapat menambah muatan pada Ujung Finial / Splitzer dan bila mana awan yang bermuatan besar tidak mampu di netralkan oleh zat radiasi kemudian menyambar, maka akan condong mengenai unit radiasi ini .
Keberadaan penangkal petir jenis ini juga sudah dilarang pemakaiannya , berdasarkan kesepakatan internasional dengan pertimbangan mengurangi pemakaian zat beradiasi dimasyarakat yang disinyalir mempunyai efek negatif pada lingkungan hidup dan kesehatan.
3. Penangkal Petir Elektrostatic
Prinsip kerja penangkal petir Elektrostatik adalah dengan mengadopsi sebagian system penangkal petir Radioaktif , yakni dengan menambah muatan pada ujung finial / splitzer agar petir selalu memilih ujung ini untuk disambar .
Perbedaan dari sisten Radioaktif dan Elektrostatik ada pada energi yang dipakai. Untuk Penangkal Petir Radioaktif muatan listrik dihasilkan dari proses hamburan zat beradiasi sedangkan pada penangkal petir elektrostatik energi listrik dihasilkan dari Listrik Awan yang menginduksi permukaan bumi.
CARA KERJA PENANGKAL PETIR NEOFLASH

Mekanisme Kerja
Ketika awan bermuatan listrik telah melintas diatas sebuah bangunan yang terpasang penangkal petir neoFlash, maka elektroda penerima pada bagian samping NeoFLASH ini dapat mengumpulkan dan menyimpan energi listrik awan pada unit kapasitornya . Setelah energi ini cukup besar maka dilepas dan diperbesar beda potensialnya pada bagian Ion Generator.
Pelepasan muatan listrik pada unit Ion Generator ini di picu oleh sambaran, yakni ketika lidah api menyambar permukaan bumi maka semua muatan listrik di bagian ion generator dilepaskan keudara melalui Central Pick Up agar menimbulkan lidah api penuntun keatas ( Streamer leader ) untuk dapat menyambut sambaran petir yang terjadi kemudian menuntunya masuk kedalam satu titik sambar yang terdapat unit Neoflash ini.
Kerja Simultan
Pada unit Penangkal Petir NEOFLASH secara simultan bekerja bergantian dari masing-masing unit penerima induksi , jumlahnya tergantung dari tipe dan modelnya. Bekerjanya secara bergantian dimana bila salah satu bagian unit melepaskan muatan ke udara / streamer maka ada bagian lain yang dalam proses pengisian muatan awan.
Tentu akurasi dan kemampuan Penangkal Petir NeoFlash masih tergantung dari 2 hal pendukung instalasi, yaitu:
1. Kabel Penghantar harus minimal 50 mm
2. Grounding maksimal 5 Ohm
Bila 2 syarat pendukung ini juga sudah terpenuhi maka kemampuan penangkal petir neoflash akan maksimal.
ISTILAH PENANGKAL PETIR & ANTI PETIR

Penangkal Petir dan Anti Petir mungkin itu adalah istilah yang sudah salah kaprah dalam bahasa kita, kesan yang ditimbulkan dua istilah ini adalah aman 100 % terhadap petir, akan tetapi kejadiannya tidak demikian.
Dalam penanganan bahaya petir memang ada beberapa faktor yang sangat mempengaruhi, bilamana kita ingin solusi/penyelesaian total akan bahaya petir, kita harus melihat faktor faktor tersebut.
Sambaran Tidak langsung pada bangunan yakni ketika sambaran mengenai obyek diluar areal perlindungan dari penangkal petir yang terpasang , kemudian arus petir ini akan merambat melalui instalasi listrik , kabel data atau apa saja mengarah ke bangunan. Akhirnya hentakan tegangan dan arus merusak unit peralatan listrik / elektronik kita.
Masalah ini juga semakin runyam disaat ini karena banyak peralatan elektronik dengan menggunakan tegangan kerja kecil , DC , dan sensitif, Khususnya di urusan data transfer.
Maka pada dasarnya pengaman sambaran petir langsung / Eksternal penangkal petir bukan membuat posisi kita aman 100 % terhadap petir, akan tetapi membuat posisi bangunan kita terhindar dari kerusakan fatal akibat sambaran Langsung, serta meminimalisir efek kerusakan pada peralatan elektronik bila ada sambaran menyambar bangunan kita.
mungkin Penyalur Arus Petir adalah istilah tepatnya.
Masih ada kemungkinan lain yakni sambaran petir tidak langsung , yakni sambaran yang pada dasarnya tidak mengenai lokasi bangunan tetapi mengenai jauh diluar lokasi tetapi lonjakan listriknya merambat masuk ke jaringan instalasi listrik di bangunan dan merusak peralatan elektronik, Untuk penanganan sambaran petir tidak langsung dapat digunakan Arrester yakni perangkat yang bisa memotong dan membelokkan lonjakan arus / tegangan petir ke dalam grounding .


Editor : Dian Sukmawati

    saco-indonesia.com,     sudah lama ku menanti dirimu     tahu tahu sampai k

    saco-indonesia.com,

    sudah lama ku menanti dirimu
    tahu tahu sampai kapankah
    sudah lama kita bersama-sama
    tapi segini sajakah

    *
    entah sampai kapan ooo
    entah sampai kapan

    reff:
    hari ini ku akan menyatakan cinta, nyatakan cinta
    aku tak mau menunggu terlalu lama, terlalu lama

    sadarkah kau, ku adalah wanita
    aku tak mungkin memulai
    sadarkah kau, kau menggantung diriku
    aku tak mau menunggu

    repeat *, reff

    ( hari ini ku akan menyatakan cinta, nyatakan cinta )
    aku tak mau menunggu terlalu lama, terlalu lama

    Editor : dian sukmawati

 

Public perceptions of race relations in America have grown substantially more negative in the aftermath of the death of a young black man who was injured while in police custody in Baltimore and the subsequent unrest, far eclipsing the sentiment recorded in the wake of turmoil in Ferguson, Mo., last summer.

Americans are also increasingly likely to say that the police are more apt to use deadly force against a black person, the latest New York Times/CBS News poll finds.

The poll findings highlight the challenges for local leaders and police officials in trying to maintain order while sustaining faith in the criminal justice system in a racially polarized nation.

Sixty-one percent of Americans now say race relations in this country are generally bad. That figure is up sharply from 44 percent after the fatal police shooting of Michael Brown and the unrest that followed in Ferguson in August, and 43 percent in December. In a CBS News poll just two months ago, 38 percent said race relations were generally bad. Current views are by far the worst of Barack Obama’s presidency.

The negative sentiment is echoed by broad majorities of blacks and whites alike, a stark change from earlier this year, when 58 percent of blacks thought race relations were bad, but just 35 percent of whites agreed. In August, 48 percent of blacks and 41 percent of whites said they felt that way.

Looking ahead, 44 percent of Americans think race relations are worsening, up from 36 percent in December. Forty-one percent of blacks and 46 percent of whites think so. Pessimism among whites has increased 10 points since December.

Continue reading the main story
Do you think race relations in the United States are generally good or generally bad?
60
40
20
0
White
Black
May '14
May '15
Generally bad
Continue reading the main story
Do you think race relations in the United States are getting better, getting worse or staying about the same?
Getting worse
Staying the same
Getting better
Don't know/No answer
All adults
Whites
Blacks
44%
37
17
46
36
16
41
42
15

The poll finds that profound racial divisions in views of how the police use deadly force remain. Blacks are more than twice as likely to say police in most communities are more apt to use deadly force against a black person — 79 percent of blacks say so compared with 37 percent of whites. A slim majority of whites say race is not a factor in a police officer’s decision to use deadly force.

Overall, 44 percent of Americans say deadly force is more likely to be used against a black person, up from 37 percent in August and 40 percent in December.

Blacks also remain far more likely than whites to say they feel mostly anxious about the police in their community. Forty-two percent say so, while 51 percent feel mostly safe. Among whites, 8 in 10 feel mostly safe.

One proposal to address the matter — having on-duty police officers wear body cameras — receives overwhelming support. More than 9 in 10 whites and blacks alike favor it.

Continue reading the main story
How would you describe your feelings about the police in your community? Would you say they make you feel mostly safe or mostly anxious?
Mostly safe
Mostly anxious
Don't know/No answer
All adults
Whites
Blacks
75%
21
3
81
16
3
51
42
7
Continue reading the main story
In general, do you think the police in most communities are more likely to use deadly force against a black person, or more likely to use it against a white person, or don’t you think race affects police use of deadly force?
Police more likely to use deadly force against a black person
Police more likely to use deadly force against a white person
Race DOES NOT affect police use of deadly force
Don't know/No answer
All adults
Whites
Blacks
44%
37%
79%
2%
2%
1%
46%
53%
16%
9%
8%
4%
Continue reading the main story
Do you favor or oppose on-duty police officers wearing video cameras that would record events and actions as they occur?
Favor
Oppose
Don't know/No answer
All adults
Whites
Blacks
92%
93%
93%
6%
5%
5%
2%
2%
2%

Asked specifically about the situation in Baltimore, most Americans expressed at least some confidence that the investigation by local authorities would be conducted fairly. But while nearly two-thirds of whites think so, fewer than half of blacks agree. Still, more blacks are confident now than were in August regarding the investigation in Ferguson. On Friday, six members of the police force involved in the arrest of Mr. Gray were charged with serious offenses, including manslaughter. The poll was conducted Thursday through Sunday; results from before charges were announced are similar to those from after.

Reaction to the recent turmoil in Baltimore, however, is similar among blacks and whites. Most Americans, 61 percent, say the unrest after Mr. Gray’s death was not justified. That includes 64 percent of whites and 57 percent of blacks.

Continue reading the main story
As you may know, a Baltimore man, Freddie Gray, recently died after being in the custody of the Baltimore police. How much confidence do you have that the investigation by local authorities into this matter will be conducted fairly?
A lot
Some
Not much
None at all
Don't know/No answer
All adults
Whites
Blacks
29%
31
22
14
5
31
33
20
11
5
20
26
30
22
In general, do you think the unrest in Baltimore after the death of Freddie Gray was justified, or do you think the unrest was not justified?
Justified
Not justified
Don't know/No answer
All adults
Whites
Blacks
28%
61
11
26
64
11
37
57
6

Imagine an elite professional services firm with a high-performing, workaholic culture. Everyone is expected to turn on a dime to serve a client, travel at a moment’s notice, and be available pretty much every evening and weekend. It can make for a grueling work life, but at the highest levels of accounting, law, investment banking and consulting firms, it is just the way things are.

Except for one dirty little secret: Some of the people ostensibly turning in those 80- or 90-hour workweeks, particularly men, may just be faking it.

Many of them were, at least, at one elite consulting firm studied by Erin Reid, a professor at Boston University’s Questrom School of Business. It’s impossible to know if what she learned at that unidentified consulting firm applies across the world of work more broadly. But her research, published in the academic journal Organization Science, offers a way to understand how the professional world differs between men and women, and some of the ways a hard-charging culture that emphasizes long hours above all can make some companies worse off.

Photo
 
Credit Peter Arkle

Ms. Reid interviewed more than 100 people in the American offices of a global consulting firm and had access to performance reviews and internal human resources documents. At the firm there was a strong culture around long hours and responding to clients promptly.

“When the client needs me to be somewhere, I just have to be there,” said one of the consultants Ms. Reid interviewed. “And if you can’t be there, it’s probably because you’ve got another client meeting at the same time. You know it’s tough to say I can’t be there because my son had a Cub Scout meeting.”

Some people fully embraced this culture and put in the long hours, and they tended to be top performers. Others openly pushed back against it, insisting upon lighter and more flexible work hours, or less travel; they were punished in their performance reviews.

The third group is most interesting. Some 31 percent of the men and 11 percent of the women whose records Ms. Reid examined managed to achieve the benefits of a more moderate work schedule without explicitly asking for it.

They made an effort to line up clients who were local, reducing the need for travel. When they skipped work to spend time with their children or spouse, they didn’t call attention to it. One team on which several members had small children agreed among themselves to cover for one another so that everyone could have more flexible hours.

A male junior manager described working to have repeat consulting engagements with a company near enough to his home that he could take care of it with day trips. “I try to head out by 5, get home at 5:30, have dinner, play with my daughter,” he said, adding that he generally kept weekend work down to two hours of catching up on email.

Despite the limited hours, he said: “I know what clients are expecting. So I deliver above that.” He received a high performance review and a promotion.

What is fascinating about the firm Ms. Reid studied is that these people, who in her terminology were “passing” as workaholics, received performance reviews that were as strong as their hyper-ambitious colleagues. For people who were good at faking it, there was no real damage done by their lighter workloads.

It calls to mind the episode of “Seinfeld” in which George Costanza leaves his car in the parking lot at Yankee Stadium, where he works, and gets a promotion because his boss sees the car and thinks he is getting to work earlier and staying later than anyone else. (The strategy goes awry for him, and is not recommended for any aspiring partners in a consulting firm.)

A second finding is that women, particularly those with young children, were much more likely to request greater flexibility through more formal means, such as returning from maternity leave with an explicitly reduced schedule. Men who requested a paternity leave seemed to be punished come review time, and so may have felt more need to take time to spend with their families through those unofficial methods.

The result of this is easy to see: Those specifically requesting a lighter workload, who were disproportionately women, suffered in their performance reviews; those who took a lighter workload more discreetly didn’t suffer. The maxim of “ask forgiveness, not permission” seemed to apply.

It would be dangerous to extrapolate too much from a study at one firm, but Ms. Reid said in an interview that since publishing a summary of her research in Harvard Business Review she has heard from people in a variety of industries describing the same dynamic.

High-octane professional service firms are that way for a reason, and no one would doubt that insane hours and lots of travel can be necessary if you’re a lawyer on the verge of a big trial, an accountant right before tax day or an investment banker advising on a huge merger.

But the fact that the consultants who quietly lightened their workload did just as well in their performance reviews as those who were truly working 80 or more hours a week suggests that in normal times, heavy workloads may be more about signaling devotion to a firm than really being more productive. The person working 80 hours isn’t necessarily serving clients any better than the person working 50.

In other words, maybe the real problem isn’t men faking greater devotion to their jobs. Maybe it’s that too many companies reward the wrong things, favoring the illusion of extraordinary effort over actual productivity.

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