POLDA METRO SEBAR 2.400 PERSONEL UNTUK AMANKAN IMLEK
saco-indonesia.com, Sebanyak 2.400 personel Polda Metro Jaya akan disebar guna untuk mengamankan jalannya perayaan Imlek pada Ju
saco-indonesia.com, Sebanyak 2.400 personel Polda Metro Jaya akan disebar guna untuk mengamankan jalannya perayaan Imlek pada Jumat, 31 Januari 2014 besok . Ribuan personel juga akan ditempatkan di sejumlah vihara yang ada di Ibu Kota.
Tim gegana pun juga akan disiapkan untuk dapat melakukan sterilisasi terhadap vihara yang akan diamankan. "Kalau memang diminta untuk dapat melakukan sweeping maka kami akan lakukan," ujar Kabid Humas Polda Metro Jaya Kombes Rikwanto saat dihubungi, Kamis (30/1).
Tak hanya di vihara saja , lanjut Rikwanto, sejumlah tempat wisata pun juga akan menjadi objek pengamanan korps Bhayangkara tersebut.
Personel yang disiapkan, tidak semua disebar di lapangan melainkan juga akan disiagakan beberapa untuk standby di Mapolda Metro Jaya. "Kami juga telah menyiapkan pasukan yang standby," ujarnya.
Editor : Dian Sukmawati
Ustadz Jeffry Al Buchori dan Istri Sering Ribut
saco-indonesia.com, "Rumah tangga
gimana-gimana, biasa," kata Uje. "Rumah tangga Rasul saja ada kisruh, apalagi gue yang bejat. Gue
penjahat, bro. Lo aja lihat gue baik."
Pertengkaran memang terjadi, namun ustadz berusia
37 tahun itu mengatakan bahwa hal itu tak terlalu sering. "Kalau dibilang sering, nggak juga.
Kalau sering ya repot. Yang bikin masalah, gue sebenarnya. Kalau kita buat masalah maka
selesaikanlah, jangan bikin masalah baru."
saco-indonesia.com, Rumah tangga Ustad Jeffry Al Buchori dikabarkan tengah kisruh. Hal itu diakui oleh Ustad yang sering disapa Uje itu saat menghadiri pernikahan aktris dan penyanyi, Intan Nuraini.
"Rumah tangga gimana-gimana, biasa," kata Uje. "Rumah tangga Rasul saja ada kisruh, apalagi gue yang bejat. Gue penjahat, bro. Lo aja lihat gue baik."
Pertengkaran memang terjadi, namun ustadz berusia 37 tahun itu mengatakan bahwa hal itu tak terlalu sering. "Kalau dibilang sering, nggak juga. Kalau sering ya repot. Yang bikin masalah, gue sebenarnya. Kalau kita buat masalah maka selesaikanlah, jangan bikin masalah baru."
Menurut Uje, kisruh yang terjadi dalam rumah tangga itu hal biasa. Uje mengibaratkannya sebagai sebuah kapal.
"Rumah tangga itu kapal yang besar. Untuk bisa sampai ke pulau impian, ada badai, ombak, angin, kita perlu itu semua," tutur penceramah yang telah dikaruniani empat orang anak itu. "Yang penting pengendalian diri. Kalau ada kisruh, itu justru namanya rumah tangga. Kalau nggak, gue justru curiga."
Uje bertemu dengan sang istri, Pipik Dian Irawati, seorang model gadis sampul majalah Aneka tahun 1995. Keduanya melangsungkan nikah siri pada 7 September 1999, dua bulan kemudian mereka menikah resmi di Semarang. Sementara perjalanannya sebagai da'i kondang berangkat dari kakaknya. Pada 2006, Uje meluncurkan debut album Islami yang berjudul "Lahir Kembali".
How Some Men Fake an 80-Hour Workweek, and Why It Matters
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.
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.
Negative View of U.S. Race Relations Grows, Poll Finds
Public perceptions of race relations in America have grown substantially more negative in the aftermath of the death of a young black man who was injured while in police custody in Baltimore and the subsequent unrest, far eclipsing the sentiment recorded in the wake of turmoil in Ferguson, Mo., last summer.
The poll findings highlight the challenges for local leaders and police officials in trying to maintain order while sustaining faith in the criminal justice system in a racially polarized nation.
Sixty-one percent of Americans now say race relations in this country are generally bad. That figure is up sharply from 44 percent after the fatal police shooting of Michael Brown and the unrest that followed in Ferguson in August, and 43 percent in December. In a CBS News poll just two months ago, 38 percent said race relations were generally bad. Current views are by far the worst of Barack Obama’s presidency.
The negative sentiment is echoed by broad majorities of blacks and whites alike, a stark change from earlier this year, when 58 percent of blacks thought race relations were bad, but just 35 percent of whites agreed. In August, 48 percent of blacks and 41 percent of whites said they felt that way.
Looking ahead, 44 percent of Americans think race relations are worsening, up from 36 percent in December. Forty-one percent of blacks and 46 percent of whites think so. Pessimism among whites has increased 10 points since December.
The poll finds that profound racial divisions in views of how the police use deadly force remain. Blacks are more than twice as likely to say police in most communities are more apt to use deadly force against a black person — 79 percent of blacks say so compared with 37 percent of whites. A slim majority of whites say race is not a factor in a police officer’s decision to use deadly force.
Overall, 44 percent of Americans say deadly force is more likely to be used against a black person, up from 37 percent in August and 40 percent in December.
Blacks also remain far more likely than whites to say they feel mostly anxious about the police in their community. Forty-two percent say so, while 51 percent feel mostly safe. Among whites, 8 in 10 feel mostly safe.
One proposal to address the matter — having on-duty police officers wear body cameras — receives overwhelming support. More than 9 in 10 whites and blacks alike favor it.
Asked specifically about the situation in Baltimore, most Americans expressed at least some confidence that the investigation by local authorities would be conducted fairly. But while nearly two-thirds of whites think so, fewer than half of blacks agree. Still, more blacks are confident now than were in August regarding the investigation in Ferguson. On Friday, six members of the police force involved in the arrest of Mr. Gray were charged with serious offenses, including manslaughter. The poll was conducted Thursday through Sunday; results from before charges were announced are similar to those from after.
Reaction to the recent turmoil in Baltimore, however, is similar among blacks and whites. Most Americans, 61 percent, say the unrest after Mr. Gray’s death was not justified. That includes 64 percent of whites and 57 percent of blacks.
The nationwide poll was conducted from April 30 to May 3 on landlines and cellphones with 1,027 adults, including 793 whites and 128 blacks. The margin of sampling error is plus or minus three percentage points for all adults, four percentage points for whites and nine percentage points for blacks. See the full poll here.