Paket Promo Umroh Plus November 2015 di Jakarta Pusat 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.

Paket Promo Umroh Plus November 2015 di Jakarta Pusat 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.

Paket Promo Umroh Plus November 2015 di Jakarta Pusat

saco-indonesia.com, Udara yang tidak menentu memang juga sangat mengakhawatirkan. Hujan juga bisa mendadak turun dan suhu udara

saco-indonesia.com, Udara yang tidak menentu memang juga sangat mengakhawatirkan. Hujan juga bisa mendadak turun dan suhu udara akan menjadi tinggi. Selain payung, tentunya jaket juga bisa menjadi alternatif pilihan yang sesuai. Apalagi fungsi utama jaket untuk dapat melindungi tubuh kian menarik dengan model yang sesuai tren. Di antara pilihan yang beragam, bagaimana cara untuk memilih jaket yang pas di badan? Simak tipsnya di sini, seperti dikutip dari Mag for Women.

1. Ajak Teman
Pendapat kedua selalu penting ketika kita bingung dalam menentukan pilihan. Kita juga terkadang bingung dengan beragam model yang telah ditawarkan. Nah, di sinilah fungsi teman. Teman yang baik akan selalu memberikan pendapat yang jujur dan apa adanya. Sehingga kita tidak lagi bingung dalam menentukan pilihan. Mengajak teman untuk berbelanja juga selalu menjadi kegiatan yang sangat menyenangkan.

2. Jangan Tertipu
Seringkali pramuniaga juga menawarkan pilihan jaket mahal yang sebenarnya belum tentu cocok untuk kita. Jangan terpengaruh, mereka hanya menjalankan target penjualan. Model yang sedang menjadi tren bisa jadi tidak sesuai dengan kepribadian dan kebutuhan Anda. Tidak mau kan memakai jaket bulu-bulu ala antartika di negara yang tropis ini?

3. Coba Dahulu
Menjatuhkan pilihan yang tepat tidak bisa terburu-buru. Ambil beberapa pilihan dan cobalah di kamar ganti. Penampilan yang sangat menarik di manekin belum tentu cocok di tubuh Anda. Dengan mencobanya terlebih dahulu Anda juga akan tahu bagian mana yang pas dan tidak.

4. Utamakan Kenyamanan
Model yang bagus juga tidak menutup kemungkinan akan bahan yang jelek. Pastikan saat mencoba Anda menggerakkan tangan, duduk dan berjalan. Jika dengan gerakan ini merasa tidak nyaman, berarti jaket ini belum tepat untuk Anda.

5. Jangan Ditumpuk
Lepaskan jaket atau jas yang Anda kenakan sebelum mencoba jaket yang ingin dibeli. Memakai pakaian yang ditumpuk dapat memperbesar ukuran tubuh Anda yang sebenarnya. Dengan begitu, Anda akan tahu ukuran mana yang pas di tubuh.


Editor : Dian Sukmawati

saco-indonesia.com, Satu lagi kelebihan dari musisi Yovie Widiannto, selain piawai dalam menciptakan sebuah karya musik, ia juga

saco-indonesia.com, Satu lagi kelebihan dari musisi Yovie Widiannto, selain piawai dalam menciptakan sebuah karya musik, ia juga mampu untuk menggabungkan penyanyi beda label record. Yovie juga telah memadukan mereka dalam album barunya yang bertajuk IRREPLACEABLE #TAKKAN TERGANTI. Karena faktor kedekatan, Yovie juga mengaku tidak terlalu sulit untuk dapat meminta kepada pihak label untuk meminta penyanyi-penyanyi ikut terlibat.

"Label penyanyinya juga beda, karena saya punya banyak sahabat lintas label. Sempet kerja bareng di pertunjukkan atau saya jadi produsernya. Sudah banyak kerjasama nggak susah ketika dimintai tolong," papar Yovie saat konferensi pers di KFC Kemang, Jakarta.

Menurut Yovie, seringnya tampil dalam sebuah pertunjukan bersama dengan para penyanyi yang terlibat dalam album barunya menjadi salah satu alasan mudahnya Yovie meminta kepada pihak label.

"Pertimbangan mereka udah sempat tur dengan Yovie and His Friends di beberapa kota. Juga konser kemarin intensitas kerja samanya sangat tinggi dengan interpretasi berbeda-berbeda tanpa kehilangan esensinya," pungkasnya.

Editor : dian sukmawati
Sumber : kapanlagi.com

 

Fullmer, who reigned when fight clubs abounded and Friday night fights were a television staple, was known for his title bouts with Sugar Ray Robinson and Carmen Basilio.

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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