jasa bimbingan teknik mesin di Tasikmalaya Kami Tenaga ahli yang berpengalaman lebih dari 10 Tahun yang bergerak dalam bidang pelatihan mengoperasikan dan memprogram mesin CNC Milling. Spesial diskon untuk Paket Perusahaan / Instansi, Paket Perguruan Tinggi dan Paket Sekolah/Guru/Siswa yang ingin bekerjasama Hubungi Tim Marketing kami : 085711904807 (Seminar, Workshop, Projek, dll. *Office : LKP SINDO (Lembaga Kursus dan Pelatihan Sinergi Indonesia) Jl. Ters. Cisokan Dalam No. 21 Bandung *Workshop : PT. Tekmindo (Teknologi Manufaktur Indonesia) Bandung jasa bimbingan teknik mesin di Tasikmalaya

jasa bimbingan teknik mesin di Tasikmalaya Mesin CNC sekarang banyak digunakan dalam industri permesinan jasa bimbingan teknik mesin di Tasikmalaya untuk memproduksi komponen dengan tingkat kerumitan dan presisi yang tinggi. Selain itu, mesin CNC mempunyai konsistensi yang lebih efektif untuk pengerjaan dalam jumlah banyak. Penggunaan mesin konvensional dalam proses pemotongan, pengeboran dan proses permesinan lainnya, tentu saja memberikan hasil yang tidak presisi dan memerlukan waktu cukup lama dikarenakan hasil produksi akan tergantung dari kemampuan operator dalam melakukan proses tersebut. Banyak produk-produk yang dihasilkan dengan mesin CNC ini, mulai dari peralatan rumah tangga, jasa bimbingan teknik mesin di Tasikmalaya kendaraan bermotor sampai pesawat terbang sekalipun menggunakan teknologi ini. jasa bimbingan teknik mesin di Tasikmalaya

jasa bimbingan teknik mesin di Tasikmalaya

saco-indonesia.com, Hujan sejak dini hari tadi telah membuat jalanan Ibu Kota menjadi rawan terjadi kecelakaan. Pagi ini sebuah

saco-indonesia.com, Hujan sejak dini hari tadi telah membuat jalanan Ibu Kota menjadi rawan terjadi kecelakaan. Pagi ini sebuah mobil boks telah terguling di sekitar Taman Mini Indonesia Indah (TMII).

"Lokasi nya di depan Padepokan Pencak Silat TMII. Saat ini sedang dalam penanganan petugas," ujar Ata, petugas NTMC Polri saat dikonfirmasi , Selasa (31/12).

Mobil boks yang telah terguling tersebut diketahui milik perusahaan kargo. Belum dapat diketahui penyebab terjungkirnya mobil berpelat nomor B 9711 TCC.

"Posisi mobil telah melintang di badan jalan sehingga terjadi kepadatan di lokasi," imbuhnya.


Editor : Dian Sukmawati

Tahun ini NASA kembali menggelar kompetisi pengembangan aplikasi bertema luar angkasa International Space Apps Challenge.

Saco-Indonesia.com - Tahun ini NASA kembali menggelar kompetisi pengembangan aplikasi bertema luar angkasa International Space Apps Challenge.

Dari 21 aplikasi yang berhasil dibuat pada masa kompetisi tingkat Indonesia 20-21 April lalu, dua di antaranya terpilih mewakili Indonesia di tingkat nasional, yaitu Open TEC dan SpaceTrek.

Open TEC adalah aplikasi pendeteksi gempa yang bisa menunjukkan lokasi potensi gempa dengan menganalisis Total Electron Content (TEC) di lapisan atmosfir bagian atas.

Aplikasi yang terpilih sebagai pemenang pertama ini terinspirasi oleh Profesor Kosuke Heki dari Jepang yang menemukan cara memprediksi gempa lewat analisa TEC.

Duduk di peringkat kedua, SpaceTrek adalah aplikasi mobile yang memberikan notifikasi pada penggunanya apabila sebuah peristiwa antariksa akan terjadi di wilayah sekitar.

Dua aplikasi tersebut kini sedang bersaing melawan para pemenang dari negara-negara lain mengumpulkan voting sebanyak-banyaknya dari audiens global di situs spaceappschallenge.org. Mekanisme voting dijalankan melalui Twitter

Tertarik memberi dukungan? Laman OpenTEC yang berisikan video deskripsi aplikasi tersebut serta opsi untuk memberi suara bisa dtemukan di tautan ini. Adapun laman SpaceTrek bisa ditemukan di sini.

Nantinya, dari tanggal 13-17 Mei, dari ke-20 aplikasi teratas (lima dari masing- masing kategori) akan dipilih pemenang utama dari tiap kategori.

Pemenang akhir akan diumumkan tanggal 22 Mei mendatang di situs spaceappschallenge.org dan blog open.NASA.

Kompetisi International Space Apps Challenge diselenggarakan untuk kedua kalinya di Indonesia tahun ini. Total terdapat 125 peserta yang mendaftar untuk mengikuti penjurian tingkat nasional yang diadakan di Jakarta, Bandung, dan Surabaya.

 
Sumber:KOMPAS.com
 
 

Mr. Alger, who served five terms from Texas, led Republican women in a confrontation with Lyndon B. Johnson that may have cost Richard M. Nixon the 1960 presidential election.

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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