SECARIK KERTAS

The Second Exercise

2012-01-07T01:17:00.000-08:00

2. CHOOSE THE CORRECT ANSWER!

The Answer is Green

1.The employees responsible for carrying out general office duties, filling in forms and keeping statistics are...
a clerks b accountants c supervisors
2.The employees who sell a company's products are the sales representatives, usually known as ………..
a vendors b renters c reps
3.The employees who decide what to purchase, and who make the purchases of finished goods or components to be made into goods, are the ………..
a choosers b procurers c buyers
4. The employees who are responsible for seeing that the finished goods are well made are the
a packers b quality controllers c financial staff
5. The clerical workers who use typewriters or word processors and who produce letters, memos or othe documents, are ...........
a secretaries b editors c copywriters
6. The employees who check a company's financial affairs are the ............
a statisticians b accountants c counters
7.The employees who are responsible for preparing checks, pay packets and pay slips are the ............
a wages clerks b filing clerks c paying clerks
8. The workers who process data, under the control of managers and supervisors, are the computer …….
a hackers b operators c screeners
9.The person who greets a visitor and tells him or her how to get to the right office is the ..........
a manager b president c receptionist
10. The employees who deal with a company's telephone calls are the
a VDU operators b telex operators c switchboard operators
11.The Board of ......is responsible for deciding on and controlling the strategy of a corporation or company.
a Workers b Directors c Control
12. Small businesses depend on investors providing ………capital.
a venture b individual c cooperative
13. Investors are influenced by the projected ………. on their capital.
a market b return c rate
14. The capital needed to run a business is provided by ...........
a gain b risk c investment
15. Rent and rates, which do not change as turnover volume changes, make up the .......costs of a company.
a fixed b contribution c variable

The First Exercise

2012-01-07T00:51:00.000-08:00

1. CHOOSING FROM THE WORDS IN THE BOX!

a. information	a. chips	h. WYSIWYG	k. controls
b. processing	b. RAM	i. graphics	l. systems
c. load	i. ROM	j. bugs	m. scroll
d. files

1. Problems in programs are caused by…j. bugs……

2. Silicon..........e. chips........... contain a set of integrated circuits, reduced to a very small size.

3. Obtaining.........a. information............ is done by……b. processing……… data.

4. Software produces images which can appear on the screen as……i. graphics…………

5. Memory that is permanent, cannot be written to, and can only be read, is ……g. ROM……..

6. Memory into which information can be loaded and from which data can be read, is……f. RAM………

7. Operators..........c. load.......... into the computer's memory a program that they want to use.

8. Analysing ways of doing things, and of improving them, is done by………k. controls…… analysts.

9. "What you see is what you get" explains.....h. WYSIWYG

10. A single disk can contain a large number of different.......d. files............

11. ......l. systems.............. can carry out instructions or operations when certain conditions occur.

12. The operators..........m. scroll.......... lines of text up the screen, so that a new line appears at the bottom and the top line disappears.

Mobil Unik Ini Bertenaga Piezoelektrik

2012-01-07T00:18:00.000-08:00

TRIBUNNEWS.COM, JAKARTA - Bagi Amarpreet Gill tidak ada hal yang tidak mungkin dilakukan oleh manusia untuk menciptakan sebuah kendaraan yang unik dan menarik. Karena itulah desainer mobil asal Inggris ini telah berhasil merancang sebuah kendaraan unik dan menarik yang diberi nama Bristol Car Concept.

Dari situs resmi carscoop.blogspot.com, kendaraan yang memiliki bodi unik serta memiliki sumber penggerak berupa sistem Piezoelektrik, yang dihasilkan dari adanya kristal maupun bahan-bahan tertentu lainnya yang dapat menghasilkan arus listrik jika mendapatkan perlakuan tekanan.

Pada kendaran ini, sistemnya dipadukan dengan teknologi tenaga surya, fotovoltaik. Penggunaan sumber tenaga yang selama ini baru diaplikasi pada jam tangan tersebut diklaim sangat ramah lingkungan. Sebab selain bebas emisi, sistem Piezoelektrik juga bebas bahan bakar.

Namun meski baru dibuat desain dan belum dibuat prototipe nya, namun mobil tersebut terlihat sangat nyentrik. Terlihat dari kap mesin uniknya yang memiliki sistem geser, bukan terbuka seperti mobil pada umumnya. Selain itu, Bristol Car Concept memiliki nuansa klasik melalui bentuk buntutnya yang simpel.

Sumber:

http://id.berita.yahoo.com/mobil-unik-ini-bertenaga-piezoelektrik-070053143.html

Komentar:

Penemuan manusia memang tidak pernah ada habisnya. Saya berharap semoga penemuan ini bisa dikembangkan lagi sehingga menjadi lebih baik. Mudah-mudahan Indonesia-lah yang dapat mengembangkan nya dan dapat memproduksinya secara massal.

Leadership Styles

2012-01-06T23:09:00.000-08:00

Leadership style is the manner and approach of providing direction, implementing plans, and motivating people. Kurt Lewin (1939) led a group of researchers to identify different styles of leadership. This early study has been very influential and established three major leadership styles. The three major styles of leadership are (U.S. Army Handbook, 1973):

Authoritarian or autocratic
Participative or democratic
Delegative or Free Reign

Although good leaders use all three styles, with one of them normally dominant, bad leaders tend to stick with one style.

Authoritarian (autocratic)

I want both of you to. . .

This style is used when leaders tell their employees what they want done and how they want it accomplished, without getting the advice of their followers. Some of the appropriate conditions to use it is when you have all the information to solve the problem, you are short on time, and your employees are well motivated.

Some people tend to think of this style as a vehicle for yelling, using demeaning language, and leading by threats and abusing their power. This is not the authoritarian style, rather it is an abusive, unprofessional style called “bossing people around.” It has no place in a leader's repertoire.

The authoritarian style should normally only be used on rare occasions. If you have the time and want to gain more commitment and motivation from your employees, then you should use the participative style.

Participative (democratic)

Let's work together to solve this. . .

This style involves the leader including one or more employees in the decision making process (determining what to do and how to do it). However, the leader maintains the final decision making authority. Using this style is not a sign of weakness, rather it is a sign of strength that your employees will respect.

This is normally used when you have part of the information, and your employees have other parts. Note that a leader is not expected to know everything — this is why you employ knowledgeable and skillful employees. Using this style is of mutual benefit — it allows them to become part of the team and allows you to make better decisions.

Delegative (free reign)

You two take care of the problem while I go. . .

In this style, the leader allows the employees to make the decisions. However, the leader is still responsible for the decisions that are made. This is used when employees are able to analyze the situation and determine what needs to be done and how to do it. You cannot do everything! You must set priorities and delegate certain tasks.

This is not a style to use so that you can blame others when things go wrong, rather this is a style to be used when you fully trust and confidence in the people below you. Do not be afraid to use it, however, use it wisely!

NOTE: This is also known as laissez faire (or lais·ser faire), which is the noninterference in the affairs of others. [French : laissez, second person pl. imperative of laisser, to let, allow + faire, to do.]

Forces

A good leader uses all three styles, depending on what forces are involved between the followers, the leader, and the situation. Some examples include:

Using an authoritarian style on a new employee who is just learning the job. The leader is competent and a good coach. The employee is motivated to learn a new skill. The situation is a new environment for the employee.
Using a participative style with a team of workers who know their job. The leader knows the problem, but does not have all the information. The employees know their jobs and want to become part of the team.
Using a delegative style with a worker who knows more about the job than you. You cannot do everything and the employee needs to take ownership of her job! In addition, this allows you to be at other places, doing other things.
Using all three: Telling your employees that a procedure is not working correctly and a new one must be established (authoritarian). Asking for their ideas and input on creating a new procedure (participative). Delegating tasks in order to implement the new procedure (delegative).

Forces that influence the style to be used included:

How much time is available.
Are relationships based on respect and trust or on disrespect?
Who has the information — you, your employees, or both?
How well your employees are trained and how well you know the task.
Internal conflicts.
Stress levels.
Type of task. Is it structured, unstructured, complicated, or simple?
Laws or established procedures such as OSHA or training plans.

Positive and Negative Approaches

There is a difference in ways leaders approach their employee. Positive leaders use rewards, such as education, independence, etc. to motivate employees. While negative employers emphasize penalties. While the negative approach has a place in a leader's repertoire of tools, it must be used carefully due to its high cost on the human spirit.

Negative leaders act domineering and superior with people. They believe the only way to get things done is through penalties, such as loss of job, days off without pay, reprimanding employees in front of others, etc. They believe their authority is increased by frightening everyone into higher levels of productivity. Yet what always happens when this approach is used wrongly is that morale falls; which of course leads to lower productivity.

Also note that most leaders do not strictly use one or another, but are somewhere on a continuum ranging from extremely positive to extremely negative. People who continuously work out of the negative are bosses while those who primarily work out of the positive are considered real leaders.

Use of Consideration and Structure

Two other approaches that leaders use are:

Consideration (employee orientation) — leaders are concerned about the human needs of their employees. They build teamwork, help employees with their problems, and provide psychological support.

Structure (task orientation) — leaders believe that they get results by consistently keeping people busy and urging them to produce.

There is evidence that leaders who are considerate in their leadership style are higher performers and are more satisfied with their job (Schriesheim, 1982).

Also notice that consideration and structure are independent of each other, thus they should not be viewed on opposite ends of a continuum. For example, a leader who becomes more considerate, does not necessarily mean that she has become less structured.

See Blake and Mouton's Managerial Grid as it is also based on this concept.

Paternalism

Paternalism has at times been equated with leadership styles. Yet most definitions of leadership normally state or imply that one of the actions within leadership is that of influencing. For example, the Army uses the following definition:

Leadership is influencing people — by providing purpose, direction, and motivation — while operating to accomplish the mission and improving the organization.

The Army further goes on by defining “influence” as:

a means of getting people to do what you want them to do. It is the means or method to achieve two ends: operating and improving. But there is more to influencing than simply passing along orders. The example you set is just as important as the words you speak. And you set an example — good or bad — with every action you take and word you utter, on or off duty. Through your words and example, you must communicate purpose, direction, and motivation.

While “paternalism” is defined as (Webster):

a system under which an authority undertakes to supply needs or regulate conduct of those under its control in matters affecting them as individuals as well as in their relationships to authority and to each other.

Thus paternalism supplies needs for those under its protection or control, while leadership gets things done. The first is directed inwards, while the latter is directed outwards.

Geert Hofstede (1977) studied culture within organizations. Part of his study was on the dependence relationship or Power Difference — the extent to which the less powerful members of an organization expect and accept that power is distributed unequally. Hofstede gave this story to illustrate this Power Difference:

The last revolution in Sweden disposed of King Gustav IV, whom they considered incompetent, and surprising invited Jean Baptise Bernadotte, a French general who served under Napoleon, to become their new King. He accepted and became King Charles XIV. Soon afterward he needed to address the Swedish Parliament. Wanting to be accepted, he tried to do the speech in their language. His broken language amused the Swedes so much that they roared with laughter. The Frenchman was so upset that he never tried to speak Swedish again.

Bernadotte was a victim of culture shock — never in his French upbringing and military career had he experienced subordinates who laughed at the mistakes of their superior. This story has a happy ending as he was considered very good and ruled the country as a highly respected constitutional monarch until 1844. (His descendants still occupy the Swedish throne.)

Sweden differs from France in the way its society handles inequality (those in charge and the followers). To measure inequality or Power Difference, Hofstede studied three survey questions from a larger survey that both factored and carried the same weight:

Frequency of employees being afraid to express disagreement with their managers.
Subordinates' perception of their boss's actual decision making style (paternalistic style was one choice).
Subordinates' preference for their boss's decision-making style (again, paternalistic style was one choice).

He developed a Power Difference Index (PDI) for the 53 countries that took the survey. Their scores range from 11 to 104. The higher the number a country received, the more autocratic and/or paternalistic the leadership, which of course relates to employees being more afraid or unwilling to disagree with their bosses. While lower numbers mean a more consultative style of leadership is used, which translates to employees who are not as afraid of their bosses.

For example, Malaysia has the highest PDI score, being 104, while Austria has the lowest with 11. And of course, as the story above illustrates, Sweden has a relative low score of 31, while France has a PDI of 68. The USA's is 40. Note that these scores are relative, not absolute, in that relativism affirms that one culture has no absolute criteria for judging activities of another culture as “low” or “noble”.

Keeping the above in mind, it seems that some picture paternalistic behavior as almost a barbaric way of getting things accomplished. Yet, leadership is all about getting things done for the organization. And in some situations, a paternalistic style of decision-making might be required; indeed, in some cultures and individuals, it may also be expected by not only those in charge, but also the followers. That is what makes leadership styles quite interesting — they basically run along the same continuum as Hofstede's PDI, ranging from paternalistic to consultative styles of decision making. This allows a wide range of individual behaviors to be dealt with, ranging from beginners to peak performers. In addition, it accounts for the fact that not everyone is the same.

However, when paternalistic or autocratic styles are relied upon too much and the employees are ready and/or willing to react to a more consultative type of leadership style, then it normally becomes quite damaging to the performance of the organization.

Source:

http://www.nwlink.com/~donclark/leader/leadstl.html

Comment:

I think participative is the best style, because it combines authoritarian and delegative style. In participative style, management and employee control have the same portion. The leaders can make the employee/s to be a part of the team, so that will make the leader to take a better decision.

Kota-Kota Terbaik untuk Tempat Tinggal

2012-01-06T09:35:00.000-08:00

Berdasarkan Mercer 2011 Quality of Living Survey, berikut ini adalah kota-kota dengan kualitas hidup terbaik di Asia Pasifik.

Lima kota terbaik didominasi oleh kota-kota di Australia: di urutan kedua ada Sydney (urutan 11 secara internasional), Melbourne (18) di urutan keempat, dan Perth (21) di urutan kelima.

Meskipun demikian, kota di urutan teratas di Asia Pasifik adalah Auckland (3), Selandia Baru. Kota lain di Selandia Baru yang masuk urutan lima besar di Asia Pasifik adalah Wellington (13).

Kota-kota yang berada di urutan berikutnya adalah Singapura (25), Tokyo (46), Hongkong (70), Kuala Lumpur (76), Seoul (80), dan Taipei (85).

Untuk jelasnya, berikut ini 11 kota terbaik di Asia Pasifik:

Auckland,
Sydney,
Wellington,
Melbourne,
Perth,
Singapura,
Tokyo,
Hongkong,
Kuala Lumpur,
Seoul, dan
Taipei.

Singapura terdaftar di urutan 8 sebagai kota dengan keamanan terbaik di dunia, diikuti oleh Auckland dan Wellington di urutan 9. Canberra, Perth, Melbourne, dan Sydney bersama-sama di urutan 25. Tokyo, Kobe, Nagoya, Osaka dan Yokohama berada di urutan 31.

“Australia, Selandia baru, dan Singapura mendominasi karena terus-menerus berinvestasi dalam infrastruktur dan layanan publik,” jelas Slagin Parakatil, peneliti senior Mercer.

Meskipun memiliki kota-kota di urutan teratas, beberapa kota Asia terdaftar di urutan bawah. “Sebagian besar karena ketidakstabilan kondisi sosial, politik, bencana alam, dan tak layaknya infrastruktur,” kata Parakatil.

Sumber:

http://blog.rumah.com/1007/kota-kota-terbaik-untuk-tempat-tinggal.html?cmp=topc&src=fp

Komentar:

Ketika saya membaca judul dari artikel ini, saya langsung menduga bahwa kecil kemungkinannya nama Kota Jakarta akan tercantum dalam artikel ini, dan dugaan saya ternyata benar (udah pada tau lah kenapa, :)). Setelah membaca artikel di atas saya penasaran bagaimana rasanya tinggal di salah satu kota tersebut. Menurut saya kota-kota tersebut setidaknya pasti bebas macet dan bebas polusi, tetapi senyaman-nyaman-nya kota tersebut pasti masih lebih nyaman kota kita sendiri.

Arsenal Resmi Pinjam Thierry Henry Selama Dua Bulan

2012-01-06T09:08:00.004-08:00

Arsenal secara resmi mengumumkan penandatanganan kembali Thierry Henry dari New York Red Bulls dengan kesepakatan selama dua bulan.

Kabar mengenai rencana menggaet kembali Henry sudah berlangsung selama beberapa pekan terakhir tapi sempat terganjal dengan masalah negosiasi antara kedua belah klub.

Jika memang berada dalam kondisi fit, Henry bisa tampil dalam delapan pertandingan di ajang Premier League, dimana laga pamungkas bagi Henry adalah tampil dalam laga derby London Utara kontra Tottenham.

"Thierry Henry pada hari ini, Jum'at (6/1), sudah bergabung secara resmi ke Arsenal dengan kesepakatan jangka pendek," ujar pernyataan resmi Arsenal di laman resmi klub yang dikutip yahoosports.

"Setelah diadakan negosiasi antara Arsenal, Henry, New York Red Bulls dan Major League Soccer, penyerang ini akan berada di dalam skuad the Gunners untuk sementara waktu untuk jadwal pertandingan Januari dan Februari dikarenakan Gervinho dan Marouane Chamakh harus membela negaranya di ajang Piala Afrika."

Patung perunggu Henry belum lama ini diperkenalkan di Emirates Stadium bersamaan dengan eks skipper iconic Tony Adams dan manajer revolusioner Herbert Chapman. Pemain Prancis ini pun mengakui cukup terkejut dengan kesepakatan tersebut.

"Sejujurnya, hal ini seperti tidak nyata," kata Henry di laman resmi Arsenal. "Tapi ketika berhubungan dengan Arsenal, hati saya yang akan selalu berbicara," tambahnya.

"Setelah saya mengetahui rencana dibalik itu, saya tidak mempersalahkannya. Saya tidak datang ke sini untuk menjadi seorang pahlawan atau membuktikan apapun, karena saya datang ke sini untuk membantu. Orang-orang harus memahami hal itu," lanjut Henry.

"Marouane dan Gervinho akan pergi untuk membela negara di ajang Piala Afrika, jadi saya diminta untuk mengisi kekosongan. Ini merupakan kesepakatan peminjaman dan saya akan lebih sering berada di bangku cadangan," ungkap Henry.

"Jika saya berada di bangku cadangan, memang seperti itu. Bos memiliki tim di sini yang sudah melakukan sesuatu yang bagus. Saya hanya akan menjadi bagian dari skuad saja," tuntasnya.

Sumber:

http://www.bolanews.com/liga/liga-inggris/39864-Arsenal-Resmi-Pinjam-Thierry-Henry-Selama-Dua-Bulan.html

Komentar:

King Henry is back!! Sebagai fans Arsenal saya sangat bergembira membaca berita ini. Bagaimana tidak? Henry adalah top skor sepanjang masa dan legenda bagi Arsenal. Meskipun cuma dua bulan, saya yakin ini akan menambah semangat para pemain Arsenal karena saat ini Arsenal berada di peringkat 5 English Premiere League (EPL). Mudah-mudahan Arsenal bisa bermain lebih baik lagi dengan kedatangan Henry, atau mungkin menjuarai EPL (meskipun berat).

Walikota Semarang: Jokowi Jangan Narsis!

2012-01-06T08:40:00.000-08:00

REPUBLIKA.CO.ID, SEMARANG – Walikota Semarang, Soemarmo, meminta Walikota Solo, Jokowi, tidak usah mencari perhatian terkait mobil esemka.

"Ojo narsislah!" kata Soemarmo, saat ditemui di Balai Kota Semarang, Kamis (5/1).

Hal tersebut, kata Soemarmo, tidak perlu dilakukan. Pasalnya, di Jawa Tengah belum ada yang bisa menandingi kemampuan siswa-siswa SMK 7 dan SMK 1 Semarang terkait perakitan mobil siswa. "Belum sempat diluncurkan sudah keduluan," kata Soemarmo sembari tertawa.

Dirinya pun tidak berniat mengikuti langkah Jokowi untuk menggunakan mobil tersebut sebagai kendaraan dinas. "Tidak usah cari perhatianlah, cukup berkoordinasi saja dengan siswanya!" tandas Soemarmo.

Sumber:

http://id.berita.yahoo.com/walikota-semarang-jokowi-jangan-narsis-080304104.html

Komentar:

Saya stuju dengan walikota Semarang. Semoga walikota Solo tidak hanya sekedar mencari perhatian atau sensasi. Saya khawatir ketika sudah terkenal karena menggunakan mobil rakitan dalam negeri, walikota Solo malah lupa dan menelantarkan mobil esemka begitu saja. Saya berharap walikota Solo terus berjuang untuk membuat mobil esemka ini menjadi salah satu mobil nasional.