Genset Perkins Murah di Magetan Hubungi : 0821 - 1310 - 3112/(021) 9224 - 2423 PT. Tribuana Diesel Adalah penjualan Generating-Set (genset) berkualitas import (builtup) bagi anda yang membutuhkan product berkualitas serta pengadaan yang cepat urgent tanpa berbelit-belit, Genset kami di lengkapi dengan dokumen Certificate Of Original , Manual book engine dan manual book generator, Kami sediakan Genset kapasitas 10 Kva - 650Kva (ANDA PESAN KAMI ANTAR).
Genset Perkins Murah di Magetan Kami juga menerima pembuatan box silent dan perakitan diesel generator set. Produk kami meliputi berbagai diesel generator set model open, silent lokal yang ukuranya menyesuaikan lokasi pondasi genset, mobile/ trailer . Sebagian besar mesin kami menggunakan Merk : Perkins, Cummins, Deutz, Lovol, Isuzu Foton dengan generator Leroy Somer, Stamford, kualitas terbaik brushless alternator. Genset Perkins Murah di Magetan
Genset Cummins 30Kva Built Up bergaransi dan berkualitas di Kediri Hubungi : 0821 - 1310 - 3112/(021) 9224 - 2423 PT. Tribuana Diesel Adalah penjualan Generating-Set (genset) berkualitas import (builtup) bagi anda yang membutuhkan product berkualitas serta pengadaan yang cepat urgent tanpa berbelit-belit, Genset kami di lengkapi dengan dokumen Certificate Of Original , Manual book engine dan manual book generator, Kami sediakan Genset kapasitas 10 Kva - 650Kva (ANDA PESAN KAMI ANTAR). Genset Cummins 30Kva Built Up bergaransi dan berkualitas di Kediri
TIPS - BIJAK DAN TETAP SEHAT MEMAKAI AC
Pada era modern layaknya saat ini, pemakaian sparepart AC untuk pendingin ruangan sukar dihindari. Pendingin udara atau yang ter
Pada era modern layaknya saat ini, pemakaian sparepart AC untuk pendingin ruangan sukar dihindari. Pendingin udara atau yang terkenal lewat istilah AC beberapa tahun silam juga merupakan salah satu produk mahal. Akan tetapi, akhir-akhir ini nyaris tiap-tiap rumah telah mempunyainya. Sekalipun mengandalkan AC, tidak berarti Anda tak dapat bijak ketika memakainya. Diawali lewat menentukan Sparepart AC yang sesuai itu susah-susah gampang. Kecuali menyelaraskan dengan budget, Anda hendaknya juga menyelaraskan pula luas ruang dan kapasitas PK (Paard Kracht). PK juga merupakan power yang diperlukan guna untuk memproduksi British thermal unit (BTU). BTU dimana akan dapat menentukan derajat kesejukan udara yang diperoleh. Memang, guna untuk menciptakan BTU yang tinggi diperlukan juga PK tinggi juga. Akibatnya, orang sering mengatakan
derajat dingin AC menurut PK-nya.
Apabila telah membeli sparepart AC yang sesuai, waktu pemakaiannya juga mesti bijak. Contohnya saja, Anda memasang AC pada luas kamar yang pas. Jika tidak pas, maka AC bakal berfungsi dengan boros serta menyebabkan tagihan listrik kian besar. Selanjutnya, aturlah suhu AC di nilai 25 derajat C maupun suhu yang nyaman untuk anda. Kian rendah suhu yang telah dipilih maka kian besar tenaga listrik yang telah dibutuhkan. Tahap selanjutnya, gunakan timer dalam mematikan AC 1 jam ketika anda hendak bangun pagi. Tidak boleh ketinggalan menutup jendela juga pintu ketika Anda sedang mengoperasikan sparepartAC. Paling akhir, kerap membersihkan saringan udara juga menservis AC dengan berkala tiap-tiap 3 hingga 4 bulan sekali
Walaupun ruangan dengan AC begitu nyaman, apa dikata, udara yang terlampau dingin serta perawatan AC yang jelek dapat mengakibatkan problem. AC pada keadaan kotor merupakan area berkembang biak mikroorganisme, umpamanya saja Legionella pneumophilia. Bakteri tersebut bertanggung jawab pada penyakit Legionnaires disease atau demam legion, dimana mampu mengakibatkan sakit pneumonia. Transisi suhu yang mendadak dari panas menuju dingin pun bisa memberi pengaruh pada sistem pernapasan kita. Kecuali itu sparepart AC pun juga memilik akibat mengeringkan kulit maupun selaput lendir yang terdapat pada tubuh. Supaya anda selalu bugar sekalipun tiap-tiap waktu tinggal pada ruang ber-AC, simaklah Kiat selanjutnya ini :
1. Tidak boleh lupa minum. Air putih lebih bagus. Sebab tak berkeringat tidak bermakna badan tak memerlukan air. Paling tidak 8 gelas setiap hari harus hukumnya.
2. Supaya kulit tak kering, tidak boleh lupa juga menggunakan hand and body lotion. Begitu juga pelembab pada muka.
3. Lindungi fisik dengan menggunakan vitamin supaya tak gampang terkena penyakit. Lebih-lebih bagi mereka yang telah beraktifitas pada ruang ber-AC sentral.
4. Terdapat ventilasi yang telah memadai Sebagai aliran udara. Tidak boleh rapat keseluruhan.
5. Cermati jadwal dalam pemeliharaan sparepart AC.
6. Upayakan supaya temperatur ada di rentang 21 – 25 derajat C. Gampang untuk dikerjakan di rumah akan tetapi suka tak suka mesti menerima temperatur berapa saja bagi AC sentral.
7. Kelembaban diatur berkisar 60 % – 70 %.
Sesuatu Dari Manusia Lain,
Manusia Melepaskan Sesuatu Untuk Mannusia Lain,
Manusia Mendapatkan Sesuatu Dari Manusia Lain,
Manusia Melepaskan Sesuatu Untuk Mannusia Lain,
Manusia Menjadi Manusia Karena Manusia Lain,
Bahkan Manusia Bisa Menjadi Manusia Kembali Karena Manusia Lain
How Some Men Fake an 80-Hour Workweek, and Why It Matters
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.
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.
Negative View of U.S. Race Relations Grows, Poll Finds
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.
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.
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.
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.
The nationwide poll was conducted from April 30 to May 3 on landlines and cellphones with 1,027 adults, including 793 whites and 128 blacks. The margin of sampling error is plus or minus three percentage points for all adults, four percentage points for whites and nine percentage points for blacks. See the full poll here.