Jual Genset Foton Murah di Jakarta Barat 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).

Jual Genset Foton Murah di Jakarta Barat 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. Jual Genset Foton Murah di Jakarta Barat

Jual Genset Foton Murah di Jakarta Barat

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Jual Sparepart Genset kapasitas 10 Kva - 650Kva bergaransi dan berkualitas di Tual

Jual Sparepart Genset kapasitas 10 Kva - 650Kva bergaransi dan berkualitas di Tual 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). Jual Sparepart Genset kapasitas 10 Kva - 650Kva bergaransi dan berkualitas di Tual

saco-indonesia.com, Kubis adalah jenis sayuran yang paling mudah ditemui. Banyak masakan berbahan sayuran yang telah memasukkan

saco-indonesia.com, Kubis adalah jenis sayuran yang paling mudah ditemui. Banyak masakan berbahan sayuran yang telah memasukkan kubis di dalamnya. kubis juga kaya akan vitamin C yang sangat baik untuk dapat meningkatkan sistem kekebalan tubuh.

Selain manfaat tersebut, berikut adalah manfaat lain dari mengonsumsi kubis secara rutin bagi kesehatan :

Menurunkan berat badan
Setiap satu takaran saji kubis telah mengandung 33 kalori. Oleh karena itu kubis baik untuk dapat menurunkan berat badan.

Baik untuk kesehatan otak
Kubis juga kaya akan vitamin K dan anthocyanins yang dapat menyehatkan kondisi otak dan meningkatkan daya konsentrasi. Nutrisi ini juga dapat mencegah kerusakan saraf dan mengurangi resiko penyakit alzheimer.

Mempercantik kulit
Kandungan sulfur yang ada di dalam kubis baik untuk dapat membantu mengeringkan jerawat. Kubis juga telah mengandung keratin, zat protein yang diperlukan untuk dapat meningkatkan kesehatan rambut, kuku, dan kulit.

Membantu detoksifikasi tubuh
Tingginya kandungan vitamin C dan belerang di dalam kubis mampu untuk menghilangkan racun yang telah menjadi penyebab utama dari arthtiris, penyakit kulit, rematik, dan asam urat.

Mencegah kanker
Kubis juga mengandung senyawa lupeol, sinigrin, dan sulforaphane yang mampu untuk menghambat pertumbuhan tumor dan kanker. Sebuah penelitian telah menunjukkan bahwa wanita yang rajin mengonsumsi kubis akan memiliki resiko yang kecil untuk terkena kanker payudara.

Baik untuk kesehatan darah
Kandungan potasium yang tinggi membantu untuk dapat memperlebar aliran darah sehingga baik untuk sirkulasi darah.

Mengobati sakit kepala
Ternyata daun kubis juga dapat digunakan sebagai obat herbal untuk sakit kepala. Caranya adalah hancurkan daun kubis, bungkus dalam kain, dan oleskan sarinya di dahi Anda.

Kubis ternyata telah menyimpan banyak manfaat penting untuk kesehatan Anda. Oleh karena itu jangan ragu untuk dapat menambahkan kubis ke dalam menu makanan sehat Anda.


Editor : Dian Sukmawati

saco-indonesia.com, Warga Pondok Kopi, Jakarta Timur telah digegerkan dengan penemuan mayat di dalam mobil Nissan March dengan n

saco-indonesia.com, Warga Pondok Kopi, Jakarta Timur telah digegerkan dengan penemuan mayat di dalam mobil Nissan March dengan nomor polisi F 1356 KA warna putih. Mobil itu telah terpakir di samping TPU Pondok Kelapa.

Belum dapat diketahui pasti siapa pemilik mobil tersebut. Menurut pengakuan warga, Solikin yang berusia (35) tahun , sejak pagi tadi mobil tersebut telah terpakir dan tidak diambil oleh pemiliknya.

"Dari pagi saya buka bengkel sudah ada itu mobil. Pas dideketin sama warga lainnya kayak ada bau bangke," kata Solikin, di lokasi kejadian, Selasa (28/1).

Solikin juga mengatakan, warga yang telah melihat kejadian itu tidak berani untuk melakukan evakuasi. Warga pun langsung melaporkan ke pihak polisi.

"Bau busuk menyengat banget, warga langsung lapor polisi," ungkapnya.

Saat ini mobil tersebut masih terparkir di Jalan Pondok Kelapa, Kelurahan Pondok Kopi, Kecamatan Duren Sawit, Jakarta Timur, tepatnya di depan TPU Pondok Kepala. Pihak kepolisian tiba di lokasi langsung melakukan olah TKP dan indentifikasi korban.


Editor : Dian Sukmawati

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.

Mr. Haroche was a founder of Liberty Travel, which grew from a two-man operation to the largest leisure travel operation in the United States.

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