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Setiap tahunnya biaya naik haji baik haji reguler maupun haji khusus / plus pasti berbeda-beda, Call/Wa. 0851-00-444-682 hal ini dikarenakan adanya perubahan komponen harga untuk kebutuhan pokok naik haji seperti biaya transportasi dan akomodasi termasuk living cost yang dibutuhkan jamaah selama berada di tanah suci sangat fluktuatif. Selain menyediakan paket-paket haji onh plus, umrah dan tour muslim sebagai bentuk layanan yang tersedia, Travel Aida Tourindo Wisata juga berusaha menghadirkan mutowif (pembimbing) ibadah umroh haji yang ahli dan mendalami bidang Fiqih Islam, terutama untuk masalah ibadah umrah dan haji.

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Saco-Indonesia.com - Setelah perjuangan panjang, Asosiasi Televisi Jaringan Indonesia akhirnya merasa lega. Mahkamah Agung membatalkan peraturan Menteri Komunikasi dan Informatika Tifatul Sembiring soal penyelenggaraan penyiaran televisi digital terestrial penerimaan tetap tidak berbayar berisi 22 pasal mengatur tentang televisi digital.

Tetapi, para pengusaha televisi daerah ini harus kembali gigit jari. Aturan lama hanya berubah nomor menjadi aturan nomor 32 tahun 2013 dengan substansi dan isi sama dengan aturan dibatalkan Mahkamah Agung . Harapan adanya pergantian seleksi tidak terwujud. Perubahan kentara cuma pada pergantian zona layanan. Awalnya dibagi berdasarkan wilayah berganti menjadi per provinsi sesuai jumlah provinsi di Indonesia. Juga tidak ada jangka waktu penutupan kanal analog.

Artinya, para pemilik televisi lama selain menikmati frekuensi analog juga memperoleh keuntungan dari frekuensi digital. Tetapi, bagi para pemilik televisi lokal tidak terkait taipan televisi di Jakarta, harus bersiap mengalokasikan dana gede tanpa perlindungan dalam transisi analog ke digital. Bahkan, beberapa pengusaha televisi analog diminta tidak menuntut ganti rugi kepada pemerintah.

MA ( Mahkamah Agung ) menilai Permen 22 tidak sah. Kehadiran Permen 32 hanya untuk melegalkan yang ilegal, kata Ketua Asosiasi Televisi Jaringan Indonesia Bambang Santoso beberapa waktu lalu dalam diskusi problematik televisi digital.

Menurut target ditetapkan awal tahun lalu, digitalisasi dunia penyiaran dalam negeri mestinya sudah dimulai bertahap. Pada 2015, seluruh televisi saat ini menggunakan jaringan analog harus berubah ke kanal digital.

Perubahan kanal dari analog ke digital ini sebagai kesepakatan Persatuan Telekomunikasi Internasional (ITU). Pada 17 Juni 2015 seluruh dunia wajib berpindah dari penyiaran televisi analog ke penyiaran televisi digital.

Pemerintah menyiapkan sekitar 227 wilayah layanan dibagi dalam dua kategori: daerah ekonomi maju dan daerah ekonomi kurang maju. Tetapi, publik mengkritik slot kanal disediakan oleh pemerintah habis dan dinikmati oleh para pemain lama, seperti MNC Group milik Hary Tanoesoedibjo , Metro TV kepunyaan Surya Paloh , keluarga Bakrie dengan Viva Group, Elang Teknologi (SCTV dan Indosiar) dimiliki keluarga Sariaatmadja, dan Trans Corp dipunyai Chairul Tandjung .

Hitungan kasar, dalam satu wilayah layanan bisa ada ratusan televisi beroperasi. Misalnya di Jawa Barat dengan wilayah paling luas. Dengan sebelas layanan akan hadir sekitar 549 kanal. Saat ini paling tidak ada 90 pemohon kanal televisi digital di Jawa Barat.

Secara substansial, isi aturan lama dan baru tidak jauh berbeda. Semua ini memperlihatkan permen 32 mempertahankan konsentrasi kepemilikan, ujar Direktur Lembaga Pemantau Regulasi dan Regulator Media (PR2Media) Amir Effendi Siregar.

Dia mewanti-wanti Menteri Komunikasi dan Informatika Tifatul Sembiring agar dunia penyiaran diatur dengan menjamin kebebasan dan demokrasi. Aturan juga mesti berprinsip efisiensi, frekuensi emas, peningkatan kualitas, dan munculnya banyak pemain baru.

Staf Ahli Menteri Komunikasi dan Informasi Hendry Subianto menegaskan pihaknya tetap akan melanjutkan proses digitalisasi dunia penyiaran. Pemerintah menilai putusan Mahkamah Agung tidak bersifat retroaktif. Keputusan MA tersebut tidak membatalkan proses migrasi teknologi sistem televisi analog ke sistem televisi digital, tuturnya.

Pemerintah, kata dia, harus mengupayakan payung hukum bagi perkembangan teknologi agar masyarakat tidak dirugikan. Dia mengimbau masyarakat dan pelaku industri televisi tidak resah karena aturan baru menteri segera terbit.

Editor : Maulana Lee

Sumber : merdeka.com

Berebut kanal digital

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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