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Jual Sparepart Genset Perkins Murah di Mandailing Natal 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 Mandailing Natal 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 Mandailing Natal

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Jual Sparepart genset cummins kapasitas 10 kva - 650kva bergaransi dan berkualitas di Aceh Tenggara

Jual Sparepart genset cummins kapasitas 10 kva - 650kva bergaransi dan berkualitas di Aceh Tenggara 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 cummins kapasitas 10 kva - 650kva bergaransi dan berkualitas di Aceh Tenggara

sco-indonesia.com, Empat tersangka pelaku spesialis pencuri rumah kosong (Rumsong), telah dibekuk oleh jajaran Reserse Kriminal

sco-indonesia.com, Empat tersangka pelaku spesialis pencuri rumah kosong (Rumsong), telah dibekuk oleh jajaran Reserse Kriminal (Reskrim) Polsek Serpong, Kota Tangerang Selatan (Tangsel).

Tiga pelaku tersebut diantaranya masih dibawah umur, bahkan masih ada pelajar.Para pelaku yang mayoritas berdomisili di Tangerang itu, masing-masing berinisial F alias B (17) tahun , Z alias M (16) tahun dan AY alias M (15) tahun , serta S alias H (21) tahun .

Meski masih terbilang masih remaja, para tersangka itu juga terbilang cukup mahir dalam melakukan setiap aksinya. Sebab, sedikitnya sudah ada 36 rumah di wilayah Tangerang Raya, telah berhasil mereka bobol.”Pengakuan mereka 36 TKP itu diwilayah Serpong, Kelapa Dua, Cikupa dan Balaraja. Semua TKP sudah kami cek dan memang benar semua korban telah mengakui dan bahkan sudah ada LP nya, walaupun beberapa korban ada juga yang tidak melaporkan ke polisi,” kata Kanit Reskrim Polsek Serpong, AKP Toto Daniyanto

Menurutnya, pengungkapan tersebut telah berawal dari hasil rekaman CCTV salah satu rumah korban. Dari situlah, pihaknya telah berhasil mengungkap dan menangkap  para tersangka.”Modus mereka sebelum melakukan aksinya adalah dengan cara menjadi pengamen di siang hari. Dari situ mereka telah menggambarkan situasi targetnya, kemudian barulah beraksi dimalam hari,” paparnya sambil menyebutkan, para tersangka juga dapat dijerat dengan pasal 363, tentang pencurian dengan ancaman hukuman diatas 5 tahun penjara.

“Namun, bagi pelaku yang masih dibawah umur kita akan tetap kenakan sesuai peradilan anak. Kami juga masih harus mengejar 4 pelaku lainnya,” tandasnya.

Kanit juga mengimbau kepada masyarakat luas, agar lebih berhati-hati dalam memperhatikan gerak-gerik setiap orang yang tidak dikenalnya..

Sementara, tersangka F juga mengaku, kerap mengirimi orangtuanya di Lampung dengan hasil penjualan barang curiannya itu. “Buat kirim ke orang tua setiap bulan, sebagian buat senang-senang sama teman,” akunya.

Dalam penangkapan itu, petugas juga telah mengamankan barang bukti hasil curian berupa, 3 ekor burung, 2 unit Handphone, uang tunai sebesar Rp72 ribu, 2 buah Laptop 2, 1 buah jam tangan, serta sebilah pisau dan obeng sebagai alat melakukan aksinya.


Editor : Dian Sukmawati

Bekasi, Saco-Indonesia.com - Lagi KPK kembali memeriksa Direktur Utama PT Pertamina Karen Agustiawan terkait penyidikan kasus dugaan penerimaan hadiah terkait kegiatan hulu minyak dan gas, Senin (27/1/2014).

Bekasi, Saco-Indonesia.com - Lagi KPK kembali memeriksa Direktur Utama PT Pertamina Karen Agustiawan terkait penyidikan kasus dugaan penerimaan hadiah terkait kegiatan hulu minyak dan gas, Senin (27/1/2014). Kali ini, Karen akan diperiksa sebagai saksi bagi tersangka baru kasus itu, mantan Sekretaris Jenderal Kementerian Energi dan Sumber Daya Mineral Waryono Karno.

"Bersaksi untuk Pak Waryono," kata pengacara Karen, Rudi Alfonso di Gedung KPK, Kuningan, Jakarta.

Rudi mendampingi Karen diperiksa KPK pagi ini. Sementara Karen, enggan berkomentar kepada wartawan mengenai pemeriksaannya. "Ya enggak tahu, kan belum diperiksa, tunggu saja nanti selesainya, baru ini kita kasih tahu," sambung Rudi.

Lebih jauh mengenai kasus dugaan gratifikasi kegiatan hulu migas ini, Rudi mengatakan bahwa kliennya tidak tahu mengenai dugaan aliran dana ke Dewan Perwakilan Rakyat (DPR) yang diberikan mantan Kepala SKK Migas Rudi Rubiandini. Dia membantah dugaan PT Pertamina menyumbang dana untuk tunjangan hari raya (THR) anggota DPR.

"Kalau itu saya pastikan enggak ada. Ibu ini kan sudah sering diancam untuk dipecat tapi dia tidak pernah melayani permintaan itu," kata Rudi.

Sebelumnya, KPK memeriksa Karen sebagai saksi bagi tersangka Rudi Rubiandini. Dalam persidangan terdakwa kasus ini, Simon G Tanjaya di Pengadilan Tindak Pidana Korupsi Jakarta terungkap bahwa Simon menyuap Rudi terkait pelaksanaan lelang terbatas minyak mentah dan kondesat bagian negara di SKK Migas, antara lain dengan menyetujui Fossus Energy Ltd sebagai pemenang lelang terbatas kondensat Senipah bagian nehara pada 7 Juni 2013 periode Juli 2013.

Rudi juga menyetujui Fossus Energy sebagai pemenang lelang terbatas minyak mentah Minas/SLG bagian negara pada 4 Juli 2013 untuk periode Agustus 2013.

Saat dikonfirmasi soal lelang terbatas bagian negara tersebut seusai diperiksa sebagai saksi bagi Rudi beberapa waktu lalu, Karen tidak menjawab.

Sumber : Kompas.com

Editor : Maulana Lee

At the National Institutes of Health, Dr. Suzman’s signature accomplishment was the central role he played in creating a global network of surveys on aging.

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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