Perjalanan Haji Murah di Jakarta Selatan 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.

Perjalanan Haji Murah di Jakarta Selatan 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. Perjalanan Haji Murah di Jakarta Selatan

Siapa sih yang tidak mau tidur dengan nyenyak? Tentu saja “terms & conditions” orang biar bisa tidur nyenyak sangat berbeda-beda. Beberapa orang telah memerlukan kehadiran lampu tidur biar bisa nyenyak. Kalau kamu termasuk tipe yang satu ini, maka banyak lho pilihan lampu tidur murah yang lucu-lucu.

Lampu tidur murah yang berkarakter telah banyak ditemukan, tapi sulit untuk menentukan mana yang berkualitas. Pasalnya, lampu tidur adalah alat elektronik, dan keamanan telah menjadi salah satu prioritas utama juga. Jadi, jangan cuma memilih lampu tidur dengan karakter kesukaan saja, tapi juga faktor lain yang membuatnya fungsional.

Ukuran Lampu Tidur Murah

Karena fungsinya hanya sebagai penerangan secukupnya saja, maka ukuran dari lampu tidur murah yang kamu pilih pun harusnya tidak terlalu besar. Malah, lebih baik lagi jika lampu tidur ini dipilih dengan ukuran yang kecil saja, agar tidak terlalu memakan tempat juga.

Kalau kamu susah menemukannya, lampu meja juga dapat dijadikan alternative sebagai pilihan lampu tidur murah. Sekarang ini banyak juga lampu meja dengan konsep karakter lucu yang dijual.

Lampu Tidur Murah yang Tidak Silau

Intensitas cahaya juga telah menjadi salah satu faktor penentu lampu tidur murah yang akan dibeli. Karena sifatnya hanya untuk menemani tidur kamu, pilihlah lampu tidur murah dengan intensitas yang rendah saja. Kalau terlalu silau, kamu malah tidak bisa tidur nantinya.

Warna Lampu Tidur Murah

Warna dari lampu tidur murah juga harus diperhatikan. Pilihlah warna lampu kuning tidak cocok untuk lampu tidur, karena warna kuning akan dapat merangsang orang untuk tetap beraktivitas. Kalau kamu perhatikan di kamar hotel, warna lampu tidurnya adalah putih kebiruan yang cukup muram. Warna ini akan dapat membuat kamu mengantuk lebih cepat.

Tata Letak Lampu Tidur Murah

Jika kamu sudah membeli lampu tidur murah dengan karakter yang kamu sukai, kini kamu juga harus mengetahui teknik peletakan lampu tidur ini. Kalau kamu pakai lampu meja sebagai lampu tidurmu, kamu tidak perlu memindahkannya lagi. Tetap letakkan di atas meja saja, dan nyalakan pada saat kamu ingin tidur.

Satu hal penting yang harus kamu ingat kalau kamu mau meletakkan lampu tidur murah yang baru kamu beli adalah jarak dengan ranjang. Kamu tentu tidak mau muka dipapar sinar ketika tidur, dong? Walaupun sinarnya remang, tetap saja itu malah menjadi polusi cahaya buatmu. Jadi, letakkan setidaknya agak jauh agar tidak mencapai muka.

 

TIPS MEMILIH LAMPU TIDUR MURAH BERKARAKTER

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.

How Some Men Fake an 80-Hour Workweek, and Why It Matters

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