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saco-indonesia.com, Meski Chelsea saat ini telah mengalami masalah dalam hal produktifitas gol, Jose Mourinho rupanya telah meno

saco-indonesia.com, Meski Chelsea saat ini telah mengalami masalah dalam hal produktifitas gol, Jose Mourinho rupanya telah menolak untuk dapat menyalahkan barisan striker yang telah ia miliki.

Menurutnya, Demba Ba, Samuel Eto"o, dan Fernando Torres selalu memberikan kontribusi yang maksimal pada tim.

"Mereka juga selalu memberikan sesuatu pada tim ini. Memang tidak ada gol kemenangan, namun mereka telah memberikan semua yang mereka bisa," jelasnya singkat ketika ditanya oleh reporter, tak lama usai laga berakhir.

Kala dalam melawan Swansea City di boxing day beberapa saat yang lalu, gol tunggal kemenangan Chelsea memang tidak berasal dari lini depan. Eden Hazard justru keluar menjadi pahlawan The Blues untuk dapat membantu tim mengemas tiga angka di Stamford Bridge.


Editor : Dian Sukmawati

Sinyal-sinyal pemerintah untuk menaikkan harga bahan bakar minyak (BBM) bersubsidi semakin jelas. Presiden Susilo Bambang Yudhoyono menegaskan subsidi harus dikurangi untuk menjaga perekonomian dan kesejahteraan rakyat Indonesia.

JAKARTA,  Sinyal-sinyal pemerintah untuk menaikkan harga bahan bakar minyak (BBM) bersubsidi semakin jelas.  Presiden Susilo Bambang Yudhoyono menegaskan subsidi harus dikurangi untuk menjaga perekonomian dan kesejahteraan rakyat Indonesia.

"Saya harus mengatakan dengan gamblang bahwa subsidi BBM perlu diturunkan. Caranya dengan menaikkan harga BBM secara terbatas dan terukur," kata Presiden saat pidato dalam Musyawarah Perencanaan Pembangunan Nasional (Musrenbangnas) di Bidakara, Jakarta, Kamis (30/4/2013).

Presiden mengatakan, ia tidak punya niat untuk menaikkan harga BBM sampai harga pasar atau keekonomian yang mencapai Rp 10.000 per liter.

Dengan kebijakan ini, lanjut Presiden, fiskal dan APBN akan menjadi sehat, perekonomian menjadi lebih aman di tengah resesi dunia, ketahanan ekonomi terjaga, lebih banyak biaya untuk kesejahteraan rakyat dan membangun infrastruktur, serta subsidi akan lebih adil dan tepat sasaran.

Presiden mengungkapkan bila tidak ada kenaikan harga BBM, subsidi total di APBN akan melonjak menjadi Rp 446,8 triliun dengan subsidi BBM mencapai Rp 297,7 triliun dan defisit akan menjadi Rp 353,6 triliun atau 3,83 persen dari produk domestik bruto Indonesia.

Saat ini, dalam APBN 2013, penerimaan negara mencapai Rp 1.529,7 triliun dengan belanja negara Rp 1.683 triliun dan defisit Rp 150,3 triliun atau 1,65 persen dari PDB. Sementara dana subsidi total mencapai Rp 317,2 triliun dengan subsidi BBM mencapai Rp 193,8 triliun.

"Jika tidak ada perbaikan, tidak dikendalikan subsidi ini. Subsidi total akan bengkak menjadi Rp 446,8 triliun. Bayangkan penerimaan total Rp 1.500 triliun untuk subsidi sudah Rp 446,8 triliun dengan subsidi BBM mencapai Rp 297,7 triliun," kata Presiden.

Namun, mengenai waktu kenaikan harga BBM, menurut Presiden, ialah bila dana kompensasi untuk masyarakat sudah siap. Hal ini harus dibicarakan terlebih dahulu dengan DPR.

 

 

Sumber : KOMPAS.com

 
Editor :  Maulana Lee

Mr. Napoleon was a self-taught musician whose career began in earnest with the orchestra led by Chico Marx of the Marx Brothers.

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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