Anda Mencari Layanan Jasa Konsultan ISO 9001 di Bengkulu Kami Solusinya Hubungi : 0857 1027 2813 konsultaniso9001.net adalah Jasa Konsultan ISO 9001, Consultant ISO 14001, Konsultan ISO 22000, OHSAS 18001, Penyusunan Dokumen CSMS-K3LL, K3, ISO/TS 16949,Dll yang BERANI memberikan JAMINAN KELULUSAN & MONEYBACK GUARANTEE ( Tanpa Terkecuali ) yang tertuang dalam kontrak kerja. Sebagai Konsultan ISO dan HSE TERBAIK dan BERPENGALAMAN kami siap membantu perusahaan bapak dan ibu dalam membangun sistem manajemen ISO dan HSE dengan pendekatan yang sistematis tanpa ribet dengan tujuan bagaimana sistem ISO tersebut bisa bermanfaat bagi perkembangan perusahaan serta menjadi pondasi yang kuat untuk kemajuan perusahaan.

Layanan Jasa Konsultan ISO 9001 di Bengkulu Melalui berbagai TRAINING ISO yang diselenggarakan menggunakan Metode Accelerated Learning, sehingga Karyawan Dipacu untuk lebih aktif dalam pembelajaran sehingga dapat menerapkan Sistem ini dengan Baik Nantinya. Layanan Jasa Konsultan ISO 9001 di Bengkulu

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Konsultan ISO 9001 | Layanan Jasa Konsultan ISO 9001 di Bengkulu

Jasa Training OHSAS 18001 Terbaik dan Berpengalaman di Cilegon

Jasa Training OHSAS 18001 Terbaik dan Berpengalaman di Cilegon | Hubungi : 0857 1027 2813 PT Bintang Solusi Utama adalah Jasa Konsultan ISO 9001, Consultant ISO 14001, Konsultan ISO 22000, OHSAS 18001, Penyusunan Dokumen CSMS-K3LL, K3, ISO/TS 16949,Dll yang BERANI memberikan JAMINAN KELULUSAN & MONEYBACK GUARANTEE ( Tanpa Terkecuali ) yang tertuang dalam kontrak kerja. Sebagai Konsultan ISO dan HSE TERBAIK dan BERPENGALAMAN kami siap membantu perusahaan bapak dan ibu dalam membangun sistem manajemen ISO dan HSE dengan pendekatan yang sistematis tanpa ribet dengan tujuan bagaimana sistem ISO tersebut bisa bermanfaat bagi perkembangan perusahaan serta menjadi pondasi yang kuat untuk kemajuan perusahaan. Jasa Training OHSAS 18001 Terbaik dan Berpengalaman di Cilegon

saco-indonesia.com, Komisi Pemberantasan Korupsi (KPK) telah memanggil Wakil Ketua Pusat Pelaporan dan Analisis Transaksi Keuang

saco-indonesia.com, Komisi Pemberantasan Korupsi (KPK) telah memanggil Wakil Ketua Pusat Pelaporan dan Analisis Transaksi Keuangan (PPATK), Agus Santoso, terkait penyidikan dalam kasus pemberian Fasilitas Pendanaan Jangka Pendek dan penetapan Bank Century sebagai bank gagal yang berdampak sistemik.

Dia juga akan diperiksa sebagai saksi terkait  dugaan korupsi mantan Deputi V Bank Indonesia, Budi Mulya.

"Yang bersangkutan diperiksa sebagai saksi," kata Kepala Bagian Pemberitaan dan Informasi KPK, Priharsa Nugraha, saat dikonfirmasi, Senin (27/1/2014).

Agus Santoso diketahui pernah menjadi Deputi Direktur Departemen Perencanaaan Strategis dan Hubungan Masyarakat (DPSHM) Bank Indonesia (BI).

Selain Agus, KPK juga berencana memeriksa mantan Direktur Hukum BI Ahmad Fuad, pegawai BI Rudiatin S Djadmiko, mantan pegawai BI, Eddy Sulaiman Yusuf, Deputi Gubernur BI Halim Alamsyah, mantan Pegawai BI Rusli Simanjuntak dan Pegawai BI Doddy Budi Waluyo4


Editor : Dian Sukmawati

saco-indonesia.com, indikator Asam Basa Telah disebutkan bahwa asam telah mempunyai rasa asam, sedangkan basa telah mempun

saco-indonesia.com,

indikator Asam Basa

Telah disebutkan bahwa asam telah mempunyai rasa asam, sedangkan basa telah mempunyai rasa pahit. Namun begitu, tidak dianjurkan untuk dapat mengenali asam dan basa dengan, cara mencicipinya, sebab banyak diantaranya yang dapat merusak kulit (korosif) atau bahkan bersifat racun. Asam dan basa juga dapat dikenali dengan menggunakan zat indikator, yaitu zat yang telah meniberi warna berbeda dahlia) lingkungan asam dan lingkungan basa (zat yang warnanya dapat berubah saat berinteraksi atau bereaksi dengan senyawa asam maupun senyawa basa).

Dalam laboratorium kimia, indikator asam-basa yang biasa di gunakan adalah indikator buatan dan indikator alami, Berikut ini penjelasan tentang indikator asam-basa buatan dan indikator asam-basa alami.
Derajat keasaman (pH)

Indikator Tingkat Keasaman Suatu zat asam yang di masukkan ke dalam air akan dapat mengakibatkan bertambahnya ion hidrogen (H+) dalam air dan berkurangnya ion hidroksida (OH- ). Sedangkan pada basa, akan dapat terjadi sebaliknya. Zat basa yang dimasukkan ke dalam air akan dapat mengakibatkan bertambahnya ion hidroksida (OH- ) dan berkurangnya ion hidrogen (H+).

Jumlah ion H+ dan OH- di dalam air dapat di gunakan untuk dapat menentukan derajat keasaman atau kebasaan suatu zat. Semakin asam suatu zat, semakin banyak ion H+ dan semakin sedikit jumlah ion OH- di dalam air. Sebaliknya semakin basa suatu zat, semakin sedikit jumlah ion H+ dan semakin banyak ion OH- di dalam air.
Proses netralisasi

Apabila suatu larutan asam dengan larutan basa akan dicampurkan dalam suatu bejana, maka ion H+ (dari asam) akan bereaksi dengan ion OH- (dari 311 basa) membentuk air. Reaksi antara ion H+ dengan OH- tersebut juga dapat di tuliskan sebagai berikut. H+ + OH- air

ini karena selain air, basil reaksi antara asam dan basa adalah suatu zat yang bersifat netral, yaitu zat yang tidak bersifat asam maupun basa. Zat netral yang di maksudkan di sini adalah garam. Mengingat reaksi netralisasi juga dapat menghasilkan garam, maka reaksi ini juga di kenal dengan istilah reaksi penggaraman. Secara sederhana, reaksi netralisasi atau reaksi penggaraman juga dapat di tuliskan sebagai berikut.

Contoh sederhana dari reaksi penggaraman adalah reaksi antara asam klorida (HC1) dengan natrium hidroksida (NaOH), yang akan dapat membentuk natrium klorida NaCl (garam dapur) dan air. Pada dasarnya, reaksi penggaraman (netralisasi) juga sangat berguna bagi kehidupan manusia.

Reaksi netralisasi tidak hanya terbatas pada pembentukkan garam dan air. Dalam kehidupan sehari-hari banyak dijumpai prinsip atau reaksi netralisasi, termasuk dalam bidang kesehatan dan pertanian. Perhatikan contoh berikut ini : gas-gas sisa, baik yang berasal dari kendaraan bermotor atau pabrik, mengandung gas belerang dioksida dan nitrogen oksida.

Gas-gas ini akan dilepas ke udara sehingga menimbulkan polusi. Gas-gas tersebut juga akan larut dalam titik-titik air di awan sehingga membentuk larutan asam sulfat dan asam nitrat. Ketika terjadi hujan, larutan-larutan ini akan bercampur dan turun bersama hujan. Inilah yang dinamakan dengan hujan asam.

Hujan asam sangat merugikan manusia dan lingkungan. Berikut adalah dampak yang ditimbulkan oleh hujan asam:

    Hujan asam dapat menyebabkan matinya tumbuhan dan ikan. Asam yang telah terdapat dalam air hujan juga dapat bereaksi dengan mineral dalam tanah. Tumbuhan akan menjadi kekurangan mineral sehingga mati atau tidak tumbuh dengan baik. Hujan asam juga dapat melarutkan aluminium dari mineral dalam tanah dan bebatuan, kemudian menghanyutkannya ke sungai sehingga dapat meracuni ikan dan mahluk air lainnya.
    Hujan asam yang bereaksi dengan logam juga dapat merusak jembatan, mobil, kapal laut, dan rangka bangunan. Hujan asam juga dapat merusak bangunan (gedung/ rumah) yang terbuat dari batu kapur.


Editor : Dian Sukmawati

Hockey is not exactly known as a city game, but played on roller skates, it once held sway as the sport of choice in many New York neighborhoods.

“City kids had no rinks, no ice, but they would do anything to play hockey,” said Edward Moffett, former director of the Long Island City Y.M.C.A. Roller Hockey League, in Queens, whose games were played in city playgrounds going back to the 1940s.

From the 1960s through the 1980s, the league had more than 60 teams, he said. Players included the Mullen brothers of Hell’s Kitchen and Dan Dorion of Astoria, Queens, who would later play on ice for the National Hockey League.

One street legend from the heyday of New York roller hockey was Craig Allen, who lived in the Woodside Houses projects and became one of the city’s hardest hitters and top scorers.

“Craig was a warrior, one of the best roller hockey players in the city in the ’70s,” said Dave Garmendia, 60, a retired New York police officer who grew up playing with Mr. Allen. “His teammates loved him and his opponents feared him.”

Young Craig took up hockey on the streets of Queens in the 1960s, playing pickup games between sewer covers, wearing steel-wheeled skates clamped onto school shoes and using a roll of electrical tape as the puck.

His skill and ferocity drew attention, Mr. Garmendia said, but so did his skin color. He was black, in a sport made up almost entirely by white players.

“Roller hockey was a white kid’s game, plain and simple, but Craig broke the color barrier,” Mr. Garmendia said. “We used to say Craig did more for race relations than the N.A.A.C.P.”

Mr. Allen went on to coach and referee roller hockey in New York before moving several years ago to South Carolina. But he continued to organize an annual alumni game at Dutch Kills Playground in Long Island City, the same site that held the local championship games.

The reunion this year was on Saturday, but Mr. Allen never made it. On April 26, just before boarding the bus to New York, he died of an asthma attack at age 61.

Word of his death spread rapidly among hundreds of his old hockey colleagues who resolved to continue with the event, now renamed the Craig Allen Memorial Roller Hockey Reunion.

The turnout on Saturday was the largest ever, with players pulling on their old equipment, choosing sides and taking once again to the rink of cracked blacktop with faded lines and circles. They wore no helmets, although one player wore a fedora.

Another, Vinnie Juliano, 77, of Long Island City, wore his hearing aids, along with his 50-year-old taped-up quads, or four-wheeled skates with a leather boot. Many players here never converted to in-line skates, and neither did Mr. Allen, whose photograph appeared on a poster hanging behind the players’ bench.

“I’m seeing people walking by wondering why all these rusty, grizzly old guys are here playing hockey,” one player, Tommy Dominguez, said. “We’re here for Craig, and let me tell you, these old guys still play hard.”

Everyone seemed to have a Craig Allen story, from his earliest teams at Public School 151 to the Bryant Rangers, the Woodside Wings, the Woodside Blues and more.

Mr. Allen, who became a yellow-cab driver, was always recruiting new talent. He gained the nickname Cabby for his habit of stopping at playgrounds all over the city to scout players.

Teams were organized around neighborhoods and churches, and often sponsored by local bars. Mr. Allen, for one, played for bars, including Garry Owen’s and on the Fiddler’s Green Jokers team in Inwood, Manhattan.

Play was tough and fights were frequent.

“We were basically street gangs on skates,” said Steve Rogg, 56, a mail clerk who grew up in Jackson Heights, Queens, and who on Saturday wore his Riedell Classic quads from 1972. “If another team caught up with you the night before a game, they tossed you a beating so you couldn’t play the next day.”

Mr. Garmendia said Mr. Allen’s skin color provoked many fights.

“When we’d go to some ignorant neighborhoods, a lot of players would use slurs,” Mr. Garmendia said, recalling a game in Ozone Park, Queens, where local fans parked motorcycles in a lineup next to the blacktop and taunted Mr. Allen. Mr. Garmendia said he checked a player into the motorcycles, “and the bikes went down like dominoes, which started a serious brawl.”

A group of fans at a game in Brooklyn once stuck a pole through the rink fence as Mr. Allen skated by and broke his jaw, Mr. Garmendia said, adding that carloads of reinforcements soon arrived to defend Mr. Allen.

And at another racially incited brawl, the police responded with six patrol cars and a helicopter.

Before play began on Saturday, the players gathered at center rink to honor Mr. Allen. Billy Barnwell, 59, of Woodside, recalled once how an all-white, all-star squad snubbed Mr. Allen by playing him third string. He scored seven goals in the first game and made first string immediately.

“He’d always hear racial stuff before the game, and I’d ask him, ‘How do you put up with that?’” Mr. Barnwell recalled. “Craig would say, ‘We’ll take care of it,’ and by the end of the game, he’d win guys over. They’d say, ‘This guy’s good.’”

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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