Travel Umroh 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.

Travel Umroh 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. Travel Umroh Murah di Jakarta Selatan

saco-indonesia.com, Bus Sugeng Rahayu telah menabrak tiga orang hingga tewas di Jalan Raya Perak, Jombang, Jawa Timur, Kamis malam (26/12). Akibatnya, bus jurusan Surabaya-Yogyakarta itu ludes dibakar oleh massa yang mengamuk.

Peristiwa itu bermula saat bus dengan nomor polisi W 700 ZO itu saling kejar-kejaran dengan bus Mira dari arah Surabaya. Saat berada di Jalan Raya Perak, dari arah berlawanan, tiba-tiba muncul pengendara motor yang telah diketahui warga Barong Sawahan, Kecamatan Bandar Kedung Mulyo, Jombang.

Nahas, sekitar pukul 20.30 WIB malam , tiga orang yang berboncengan motor tersebut langsung dihantam bus Sugeng Rahayu hingga tewas di lokasi kejadian. Tiga orang yang telah tertabrak bus hingga tewas itu adalah, Wahyudi (16), Khusnul Kotimah (38) dan Santoso (5).

Kasubag Humas Polres Jombang, AKP Sugeng Widodo saat dikonfirmasi, telah membenarkan peristiwa tersebut. "Korban juga merupakan satu keluarga, dan mereka meninggal di lokasi kejadian," katanya.

Warga yang marah atas insiden itu langsung menghentikan bus yang sedang dikemudikan oleh Suyono yang berusia (33) tahun, asal Karanganyar, Solo, Jawa Tengah, tersebut, lalu melampiaskan amarahnya dengan membakarnya.

Selanjutnya, oleh dinas pemadam kebakaran setempat, api yang melumat bus tersebut telah berhasil dipadamkan. Sedangkan, sopir bus telah diamankan ke kantor polisi.

"Saat ini dia juga masih harus menjalani pemeriksaan secara intensif," katanya.

Sementara menurut Arifin salah satu warga Jombang yang dihubungi melalui telepon selulernya juga mengatakan, sebelum membakar bus Sugeng Rahayu, massa yang marah itu juga sempat memaksa penumpang bus keluar. Bahkan, sempat menghajar si sopir dan kernet bus.

"Massa memang sempat memaksa penumpang keluar. Sehingga saat bus dibakar, tidak ada korban jiwa. Setelah penumpang keluar, bus diseret sejauh 500 meter dari lokasi kejadian dan dibakar," kata Arifin.

Sekitar satu jam bus itu terbakar. Selanjutnya satu unit mobil Damkar datang ke lokasi dan melakukan pemadaman, hingga akhirnya bangkai bus langsung dievakuasi menuju Satlantas Polres Jombang.


Editor : Dian Sukmawati

BIS SUGENG RAHAYU DIBAKAR OLEH MASSA

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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