Jual Sparepart Genset Perkins Murah di Aceh Tengah 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 Perkins Murah di Aceh Tengah 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 Sparepart Genset Perkins Murah di Aceh Tengah

Jual Sparepart Genset Perkins Murah di Aceh Tengah

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Jual genset perkins CHINA/LOVOL Kap 170 kva Prime power type 1106C-P6TAG4 di Malang

Jual genset perkins CHINA/LOVOL Kap 170 kva Prime power type 1106C-P6TAG4 di Malang 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 perkins CHINA/LOVOL Kap 170 kva Prime power type 1106C-P6TAG4 di Malang

saco-indonesia.com, Dalam urusan untuk menciptakan lagu, nama Entis Sutisna atau yang dipanggil dengan Sule ini memang sudah tid

saco-indonesia.com, Dalam urusan untuk menciptakan lagu, nama Entis Sutisna atau yang dipanggil dengan Sule ini memang sudah tidak dapat diragukan lagi. Beberapa judul lagu yang pernah diciptakan dan dibawakanya telah menuai sukses.

Kali ini giliran lagu 'Smile You Don't Cry', Sule juga tidak sendiri dalam membawakan lagu tersebut, Andre Taulany dan Rizky yang merupakan anak pertama Sule. Karena bertiga, mereka pun juga menggunakan nama 3 Django, yang tidak jauh berbeda dengan 2 grup Sule sebelumya, SMOSH dan 7 Ikan.

"Ini bukan grup baru, ini secara spontan saja, biar ada nama dan kebetulan konsepnya koboi, jadi di ambil Django," jelas Sule saat ditemui di Studio Surya Kencana jl Widuri I no 27, Blok III\k Perum Sunrise Garden Kedoya, Jakarta Barat.

Kedekatan Andre dan Sule selama ini memang selalu mereka buktikan dalam setiap kesempatan, saat main OVJ ataupun pada saat diluar ngelawak. Oleh karena itu Sule juga merasa sudah cocok.

Editor : dian sukmawati
Sumber : kapanlagi.com

 

kami dari perusahaan yang bergerak dibidang jasa sewa mobil . Kami sudah cukup lama bergerak dibidang ini. Kami siap mengantar a

kami dari perusahaan yang bergerak dibidang jasa sewa mobil . Kami sudah cukup lama bergerak dibidang ini. Kami siap mengantar anda kemanapun yang anda inginkan. Adapun daerah-daerah yang biasanya kami lalui seperti : Jakarta, Bogor, Depok, Tangerang, Dan Bekasi. Namun banyak pula para customer kami yang ingin pergi jauhmisalkan diluar daerah jabodetabek ini seperti : bandung, yogyakarta, puncak, semarang, dan lain-lain.

Selain itu kami memiliki driver-driver yang sangat profesional karena mereka sudah puluhan tahun bergerak sebagai driver dimanapun, selain itu driver kami ini mengetahui semua lingkungan jalanan di dalam kota dan diluar kota. Driver kami sangat sabar dan selalu mementingkan pelayanan serta kepuasaan kepada semua customer kami. Banyak dari mereka mengatakan sangat puas dengan pelayanan driver kami ini.

Kami selalu mengutamakan kepuasaan para customer kami, karena kami adalah sebuah perusahaan rental mobil yang sudah terpercaya oleh ribuan para customer kami. Dari segi pelayanan admin, driver, serta selalu mengevaluasi sistem kinerja dan pelayanan kami setiap saat. Kami selalu menerima kritikan dan keluhan para customer kami, karena sebuah kritikan dan masukan adalah sebuah motivasi kami untuk lebih memperbaiki pelayanan kami setiap saat dan setiap waktu.

Biasanya para customer kami menginginkan perjalananan ke wisata-wisata. Driver kami bisa memberikan solusi-solusi yang baik demi perjalanan anda. Adapaun para customer kami yang ingin diantarkan untuk kepentingan sebagai berikut : 1. Untuk kepentingan pekerjaan, 2. Kepentingan Liburan, 3. Kepentingan Lebaran, 4. Kepentingan Wisata Dalam Kota, 5. Kepentingan Wisata Luar Kota, 6. Dan Lain-Lain. Selain itu jika anda dari luar daerah yang bingung berliburan dimanapun kami bisa memberikan solusi yang terbaik demi customer kami yang kami banggakan.

Kami memahami apa yang customer inginkan, kami selalu berusaha memberikan pelayanan yang terbaik, serta memberikan kepuasan yang lebih kepada para customer kami ini. Armada-armada kami semua model-model terbaru dari Mobil Avanza, Mobil Xenia, Mobil APV, Dan Mobil Inova. Kami berani menjamin kebersian dari setiap mobil kami dari segi berbagai macam teknisi kendaraan kami seperti : Mesin, Ruang Dalam Mobil, AC, Bangku, Dan Lain-Lain. Kebersihan Dan Perawatan kendaraan kami selalu kami cek setiap hari sebelum berangkat menjemput para customer kami.

Anda tak perlu kuatir para driver kami tidak suka mengemudi ugal-ugalan dan mementingkan keselamatan. Jika anda ingin mengorder sewa mobil harian serta bulanan ditempat rental mobil silakan hubungi kami untuk mendapatkan harga sewa mobil yang murah, anda tak perlu kuatir dengan harga di tempat kami. Terimakasih.

 

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.

Judge Patterson helped to protect the rights of Attica inmates after the prison riot in 1971 and later served on the Federal District Court in Manhattan.

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