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Agen Haji Desember 2015 di Jakarta Utara Hubungi 021-9929-2337 atau 0821-2406-5740 Alhijaz Indowisata adalah perusahaan swasta nasional yang bergerak di bidang tour dan travel. Nama Alhijaz terinspirasi dari istilah dua kota suci bagi umat islam pada zaman nabi Muhammad saw. yaitu Makkah dan Madinah. Dua kota yang penuh berkah sehingga diharapkan menular dalam kinerja perusahaan. Sedangkan Indowisata merupakan akronim dari kata indo yang berarti negara Indonesia dan wisata yang menjadi fokus usaha bisnis kami.

Agen Haji Desember 2015 di Jakarta Utara Alhijaz Indowisata didirikan oleh Bapak H. Abdullah Djakfar Muksen pada tahun 2010. Merangkak dari kecil namun pasti, alhijaz berkembang pesat dari mulai penjualan tiket maskapai penerbangan domestik dan luar negeri, tour domestik hingga mengembangkan ke layanan jasa umrah dan haji khusus. Tak hanya itu, pada tahun 2011 Alhijaz kembali membuka divisi baru yaitu provider visa umrah yang bekerja sama dengan muassasah arab saudi. Sebagai komitmen legalitas perusahaan dalam melayani pelanggan dan jamaah secara aman dan profesional, saat ini perusahaan telah mengantongi izin resmi dari pemerintah melalui kementrian pariwisata, lalu izin haji khusus dan umrah dari kementrian agama. Selain itu perusahaan juga tergabung dalam komunitas organisasi travel nasional seperti Asita, komunitas penyelenggara umrah dan haji khusus yaitu HIMPUH dan organisasi internasional yaitu IATA.

Agen Haji Desember 2015 di Jakarta Utara

saco-indonesia.com, Demi cintaMu ya Allah Pada Muhammad nabiMu Ampuni dosaku Wujudkan harapanku Ya Rasullallah Siapa yang cinta pada nabinya Pasti bahagia dalam hidupnya

saco-indonesia.com,

Demi cintaMu ya Allah
Pada Muhammad nabiMu
Ampuni dosaku
Wujudkan harapanku
Ya Rasullallah
Siapa yang cinta pada nabinya
Pasti bahagia dalam hidupnya

Reff:
Muhammadku Muhammadku dengarlah seruanku
Aku rindu aku rindu kepadamu Muhammadku
Kau yang mengaku cinta kepada nabimu
Kau yang mengaku merindukan nabimu
Jika kau benar- benar cinta dan rindu kepada Muhammad nabimu

Buktikan
Taati perintahNya, tinggalkan laranganNya
Teladani akhlaknya
Niscaya kelak kau akan berjumpa dengan Rasullallah
Niscaya kelak kau akan berkumpul dengan Rasullallah

Back to Reff

Kau ajarkan hidup ini untuk saling mengasihi
Ku tanamkan dalam hati kuamalkan sejak dini
Engkaulah nabi pembawa cinta
Kau bimbing kami menjuju surga

Editor : dian sukmawati

saco-indonesia.com, Septi Noviawati yang berusuia (25) tahun , seorang karyawati pabrik PT Gunung Salak Sukabumi telah ditemukan

saco-indonesia.com, Septi Noviawati yang berusuia (25) tahun , seorang karyawati pabrik PT Gunung Salak Sukabumi telah ditemukan tewas di dalam kamar kosnya di Kampung Neglasari, RT03/03, Desa Purwasari, Kecamatan Cicurug, Kabupaten Sukabumi. Diduga, korban tersebut tewas akibat over dosis karena saat ditemukan mulut korban mengeluarkan busa.

"Dari hasil visum sementara korban yang telah diketahui bernama Septi Noviawati yang usianya 25 tahun warga Purbalingga, Jawa Tengah tewas karena diduga over telah dosis obat. Mulutnya mengeluarkan busa dan wajahnya membiru," kata Kanit Reskrim Polsek Cicurug, AKP Nobertus Santoso.

Menurut Nobertus, dari keterangan saksi, korban telah ditemukan tewas di kamar kosnya setelah warga mencurigai pintunya terkunci. Warga pun telah langsung mendobrak pintu kamarnya dan langsung melarikan korban tersebut ke Rumah Sakit Umum Daerah Sekarwangi, Cibadak. Tapi saat dibawa ke rumah sakit, korban sudah tewas.

"Kami juga mencoba menghubungi keluarganya yang ada di Purbalingga dan berkoordinasi dengan anggota Polri yang bertugas di Jateng, untuk dapat mencari tahu alamatnya, karena kami cukup kesulitan saat melacak identitasnya yang disebabkan korban sudah menetap lama di Sukabumi," katanya.

Namun, belum dapat diketahui secara pasti tentang penyebab kematian korban tersebut , apakah benar-benar over dosis, bunuh diri atau dibunuh karena saat ini pihaknya masih menyelidiki kasus kematian karyawati pabrik ini.

Sementara, Humas RSUD Sekarwangi Cibadak, Ramdansyah juga mengatakan sampai saat ini jenazah korban belum diambil oleh pihak keluarganya dan masih disimpan di ruang pemulasaraan jenazah. Pihaknya juga sudah berkoordinasi dengan kepolisian dan atasan serta rekan korban untuk mencari dapat tahu alamat keluarganya.


Editor : Dian Sukmawati

Ms. Pryor, who served more than two decades in the State Department, was the author of well-regarded biographies of the founder of the American Red Cross and the Confederate commander.

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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