Waroeng Super Sambal (SS)

Tempat makan ini sebenarnya sudah sangat dikenal orang, dikarenakan harganya yg murah dan sambalnya yang “menendang” banyak diincar oleh orang yang menyenangi makanan pedas, tidak terkecuali saya yang juga sangat penasaran akan rasa dan harga yang banyak dibicarakan orang-orang.

Pada tanggal 2 November 2014 (hari Minggu), saya dan pasangan mencoba untuk pertama kalinya makan di sana, dikarenakan lokasi yang tidak jauh dari tempat tinggal saya, kami sudah sampai di SS sekitar jam 11.30. Memang sudah tujuan saya untuk makan siang di tempat tersebut, sehingga kami sudah bertekad tidak mau sampai sana jam 12, yang dimana pada saat itu adalah waktunya makan siang yang dimana bersamaan dengan bubarnya beberapa acara kebaktian di Gereja sekitar.  Waroeng SS yang berlokasi di Tanjung Duren ini dari sejak buka Jam 11 siang sampai malam tidak pernah mengenal kata sepi, selalu ramai.

Ketika kami sampai jam 11.30 di SS, tempat sudah ramai, hanya tersisa 2 meja yang kosong, kami-pun bergegas masuk. Kami agak terkejut dengan menu yang diberikan kepada kami. Harga yang tertera sangat terjangkau, untuk makanannya tetapi kalau untuk minuman masih agak lumayan sih, ngga murah-murah banget.

Akhirnya kami sepakat untuk pertama kali menypba, kami akan pesan menu standar: 2 ayam goreng, 2 nasi, 3 sambal (sambal belut goring, sambal brambang tomat, dan sambal mangga muda), 1 jamur goreng, 2 es teh tawar dan 1 es jeruk.

Untuk yang kelaperan banget, sebaiknya diisi dulu dikit deh perutnya sama makanan apa aja yang ada di rumah, karena pesanan kami tiba sekitar 30menit kemudian ;(

Wuih sambalnya muantap abis deh, kami sangat suka sama sambal brambang tomatnya, pedasnya sangat menggugah selera dengan ditemani sambal mangga muda-nya yang asem tapi segar dan enak dimulut. Untuk kesemua makanan yang kami pesan tersebut, uang yang kami bayarkan hanya Rp 60.000

Hati senang… perut-pun senang ^_^

Minggu depan-nya kami-pun ingin kembali makan di SS, dan kali ini pilihan kami tertuju pada 2 porsi lele, 3 nasi putih, sambal brambang tomat, sambal Lombok ijo, tumis jamur, 3 es teh tawar.

Kami sangat kaget ketika melihat menu tersebut disuguhkan kepada kami, 1 porsi ikan lele isinya 2 ikan lele, memang sih kecil-kecil, akan tetapi ketika kamu melihat harganya yang dimana 1 porsi ikan lele isi 2 hanya Rp 7.500,- itu sih WOW banget loh, murah habiz.

Untuk kesemua menu tersebut kami hanya membayar Rp 47.500,-

**Eh iya harga di menu belum include pajak ya

Pembuatan paspor di Jakarta Barat

Beberapa waktu lalu saya dan kakak ingin memperpanjang paspor kami yang sudah mau overdue pada bulan November nanti. Kami sepakat untuk memperpanjang sendiri tanpa memakai calo, yang dimana kalau memakai calo bisa menghabiskan 2x biaya jika memperpanjang sendiri.

Kami menetapkan pilihan pada tanggal 24 Sept 2014 untuk pengurusan perpanjangan paspor kami. Karena kami akan mengurus sendiri, maka kami usahakan untuk datang kesana pada pagi hari.

Sekitar jam 6 pagi, kami sudah tiba di Kantor Imigirasi Jakarta Barat yang berlokasi di Kota Tua. pada saat kami tiba disana, kami sudah mendapatkan nomor antrian 12 dan 13. Waktu yang sangat lama untuk menunggu, untung bawa power bank, alhasil dengerin radio sambil maen games.

Akhirnya pada jam 7.30 kantor imigrasi dibuka, petugas akan memanggil nomor antrian untuk segera masuk kedalam kantor untuk mengambil nomor formulir (ini beda lagi loh). Tujuan antrian kali ini adalah untuk diperiksa kelengkapan berkas dan dokumen yang diminta.

Pada jam 7.40 kami akhirnya mendapatkan nomor formulir 12 dan 14. Kami disuruh mengisi formulir tersebut dengan pena warna hitam, dan kemudian kami harus menunggu kembali :(

Akhirnyaaaaaa phiuhhh pada jam 9.40 saya akhirnya masuk kedalam ruangan interview, pada ruangan tersebut semua formulir kembali diperiksa oleh petugas, kemudian akan diinterview oleh mereka (seperti tujuannya apa mau bikin paspor dsb), dan tidak lupa sekalian foto untuk buku paspor yang baru.
kali ini saya tidak ditanya ingin diperpanjang paspornya memakai e-paspor atau tidak, akan tetapi langsung dibikin yang 48 halaman biasa, kalau kakak saya ditanya ;( tetapi tidak apa-apa sih, sebab e-pasport belum berlaku kesemua negara, jadi males juga bikinnya karena lebih mahal

Pada jam 10.20 saya diharuskan membayar biaya perpanjangan paspor tersebut yang dimana Rp 300.000 untuk paspor, 15rb utk administrasi buku, dan 5rb utk administrasi biaya pembayaran, karena bayarnya di mesin automatic, kaya mesin setor tunai gitu.

Oh iya ketika selesai interview dsb, mereka akan memberikan 2 lembar bukti untuk pengambilan paspor (biasanya 3hari kerja), dan ketika selesai membayar biaya paspor akan diberikan 2 lembar bukti telah bayar. Semua bukti tersebut harus dibawa ketika pengambilan paspor.
kalau ingin mengambil buku paspor yang lama, maka diharuskan mengisi lembar pernyataan pengambilan paspor, lembar pernyataan tersebut ada di tempat fotocopy yg ada di lingkungan imigrasi (1x fotocopy=Rp 500)

untuk amannya, kami mengambil paspor tersebut lewat dari tanggal yang ditentukan, supaya ngga bolak-balik aja, dan bener kan ketika kami mengambil paspor kami tanggal 1 Oktober ada beberapa orang yg kecewa karena paspornya belum jadi, padahal tertulis kalau tanggal tersebut sudha bisa diambil.

Ketika kami ingin mengambil paspor kami, kami dikenakan sumbangan PMI Rp5.000/org, ngga apa-apalah namanya kan sumbangan ya ^_^

Four Reasons to Quit Your Job

By Jack and Suzy Welch

What criteria can you use to determine if you have been with the same company too long?

A friend of ours, an investment manager at a highly regarded company in the Midwest, who drove to work one morning, parked his car in the usual spot, and then found he simply could not bring himself to get out of the car. “I guess I stayed on the farm one day too long,” he joked later. When we asked him what went wrong, he answered, “It wasn’t one thing. It was everything.” No wonder he drove home and called in his resignation.

Obviously, most people don’t decide they’ve overstayed at their companies in such a dramatic fashion. Usually, angst about work creeps in, and then builds until it consumes you. And that can happen early or late in a career. Gone are the days when, after graduation, you took the best available job and stayed for as many years as you could possibly stand, frustration be damned. These days, it is not unusual to hear of perfectly legitimate careers built on multiple job stints.

So, to your question, how can you tell when it’s time to move on? We wouldn’t set out specific criteria as much as offer four questions to help sort out an answer.

The first is so simple it almost goes without saying, but the fact that a lot of people don’t confront it, including our friend who ended up stuck in his car—a Harvard MBA, by the way—suggests we should go ahead and put it out there: Do you want to go to work every morning?

This is not a matter to be over-brained. Does the prospect of going in each day excite you or fill you with dread? Does the work feel interesting and meaningful or are you just going through motions to pull a paycheck? Are you still learning and growing?

We know of a woman who worked in consulting for seven years. She loved her firm and had originally planned a career with it, but suddenly started noticing that she wished every weekend was five days long. “Basically, I felt like we were putting together massive books in order to make recommendations to people who knew more than we did,” she said. “Every day at the office, I felt a little bit more of a hypocrite.” She now happily works on the “front lines,” to use her phrase, in the marketing department of a retail company.

Second, do you enjoy spending time with your coworkers or do they generally bug the living daylights out of you? We’re not saying you should only stay at your company if you want to barbecue with your team every weekend, but if you don’t sincerely enjoy and respect the people you spend 10 hours a day with, you can be sure you will eventually decide to leave your organization. Why not make the break sooner rather than later and start cultivating relationships at a company where you might actually plant roots?

Third, does your company help you fulfill your personal mission? Essentially, this question asks whether your company jibes with your life’s goals and values. Does it require you, for instance, to travel more than you’d like, given your chosen work-life balance? Does it offer enough upward mobility, given your level of ambition? There are no right or wrong answers to such questions, only a sense of whether you are investing your time at the right or wrong company for you.

Fourth and finally, can you picture yourself at your company in a year? We use that time frame because that’s how long it usually takes to find a new, better job once you decide to move on. So peer, as best you can, into the future, and predict where you’ll be in the organization, what work you’ll be doing, whom you will be managing, and who will be managing you. If that scenario strikes you with anything short of excitement, then you’re spinning your wheels. Or put another way, you’re just about to stay too long.

To be clear: We’re not suggesting people quit at the first inkling of discontent. No matter where you work, at some point you will have to endure difficult times, and even a deadly dull assignment, to survive a crisis or move up. But it makes little sense to stay and stay at a company because of inertia. Unlock your door and get out.

Jack Welch is Executive Chairman of the Jack Welch Management Institute at Strayer University. Through its Executive MBA program, the Jack Welch Management Institute provides students and organizations with the proven methodologies, immediately actionable practices, and respected credentials needed to win in business.

Suzy Welch is a best-selling author, popular television commentator, and noted business journalist. Her New York Times bestselling book, 10-10-10: A Life Transforming Idea, presents a powerful decision-making strategy for success at work and in parenting, love and friendship. Together with her husband Jack Welch, Suzy is also co-author of the #1 international bestsellerWinning, and its companion volume, Winning: The Answers. Since 2005, they have written business columns for several publications, including Business Week magazine, Thomson Reuters digital platforms, Fortune magazine, and the New York Times syndicate.

A version of this column originally appeared in BusinessWeek Magazine.

Thanks for Being a Star Performer. Now I Will Ignore You.

Most managers spend 80% of their time with those who only do 20% of the work while the top talent quietly does 80% of the workload with minimal fuss. It is easy to get distracted by the high maintenance of underperformers and the requisite babysitting, investigating, cajoling, and documentation they require.

Thank goodness for our “A” players, the ones we count on and those who have stepped up in these lean times to go above and beyond. They are the “easy” ones because they are low maintenance (unlike those pesky low performers that are always setting fires that need to be extinguished). We don’t need to babysit them, we don’t need to micro-manage them. They know what they need to do and they do it so we can just leave them alone. Right?

Based on a study showing that high performers were more than twice as likely to actively look for another job than low performers, Mark Murphy, CEO of Leadership IQ aptly says,

"Frankly, we treat our high performers worse than any other employee," he says. "When a manager has a tough project upon which the whole company depends, to whom do they turn? Who gets the late hours and the stress? It's not the low performers."

What are the behaviors that we as leaders do that unintentionally drive our high performers away? Check this list:

High performers are rewarded by being left alone.

It’s a sign of praise and respect to leave someone alone isn’t it? To tell someone, “I never have to worry about you” is a compliment, right? Yes but overused it turns into neglect and everyone, even high performers, want to know that their efforts are being seen and appreciated. Too often we bias our performance dialogue and coaching time to the low performers. Work to touch base with your super stars on a weekly basis.

High performers are given the toughest projects.

We throw the most difficult challenges to our top talent on a continuous basis, often without commensurate reward or recognition. In worst cases, we ask them to clean up or finish work that the underperformers do not complete, which can lead to resentment. Avoid using your high performers as a constant source of catching up for those not pulling their weight.

We have unrealistic expectations of our high performers.

They are not allowed to have a bad day, complain, miss a deadline or make a mistake. We put a tremendous amount of pressure on them that is unrealistic and unfair. Give your A players room to not always be perfect and appreciate them for the effort.

They work the longest hours with the highest stress.

Left alone, your high performers are intrinsically driven to achieve and often put in long hours to meet your and their expectations. Unchecked, this can lead to serious burn out and health issues from stress. Tune into them and note when irritability or fatigue is taking a toll. Encourage time off, vacation days or mental health breaks.

They suffer from a lack of coaching and targeted development.

It’s easy to assume that since they are a high performer, what more coaching or development can they need? Plenty. Most high performers want to continually improve, learn new things and hate to get bored. Consider ways to expand their scope of responsibilities, use them as mentors, involve them in cross-training, or opportunities to mingle with senior execs.

Make a conscious effort to not ignore those that make you look good everyday, even though they quietly work behind the scenes. Or, if you are a high performer yourself and could use a little attention from your boss go ahead and print this article and leave it on their desk. We won’t tell.

emosi berkurang

pada hari yang sama ketika g post "emosi memuncak", orang HRD nelp minta g untuk siapin meja+kursi+lemari+pc untuk Head of QA yang tanggal 17 Feb nanti masuk kerja.

Trus aku mulai dunk tanya2 gimana. Nah pas masalah PC, kata Direktur IT lgi ngga ada stok bagus buat Head, jadinya dibeli aja yg baru. Ya udah dunk g bilang ke atasan g. And guess what? Dia super duper kaget pas g bilang kalo PC untuk Head ngga ada, harus beli baru. Dia ternyata ngga tau juga. WHAT?!

Bener-bener ya si bos yang tinggi itu, masa rekrut orang ngga bilang-bilang?! Masalahnya ini orang baru bakal jadi atasan kita. Haizzzz kadang-kadang ya.......

Trus udah gitu masa QA sama PP digabung, OMG!!!!!! Itu beda banget loh
QA itu lebih ke arah pendukung kampus, nah si PP ini kan bagian akademik.
Hanya karena PP ngga beres, dan QA yang masih lumayan beres, harus gabung, HANYA untuk membereskan kekonyolan mereka yang selalu berulang dari tahun ke tahun.

Gimana-nya ntar liat aja deh.

emosi memuncak

bener-bener sebel buanget sampe rasanya pengen langsung pulang aja, kemana kek, ngerokok, minum bir, minum alkohol, apalah.

Mungkin kebosanan dan kejemuan yg ada sudah sampe titik tertinggi-nya, sehingga semuanya terasa tidak adil dan tidak memihak karyawan/staf.

ada banyak kejadian yang rasanya sudah menumpuk-numpuk, jadi seperti kesannya luka lama terbuka kembali, padahal jika dilihat kembali, luka tersebut sebelumnya belum pulih benar, masih terdapat goresan-goresan yg tersisa yang belum pulih benar (cieeee bahasanya).

krn udah ngga tau urutan dari mana aja sebel-nya, jadi ya dibaca aja deh.

• Barang dimeja kerja cuman boleh ada 7 ITEM. bayangin sendiri aja, gimana bisa di meja kerja cmn ada 7 item? orang ngga boleh minum? ya kalo gitu, ngga usah ada monitor, keyboard dsb aja, atau ngga ngga usah ada dokumen sama sekali dimeja, kan itungannya item juga tuh, jadi ya sekalian aja kasih gaji buta biar ngga usah kerja sekalian, biar bener2 cuman ada 7 item di meja.
• dari jadwal sidang tesis yang ngga ada kabar-nya, padahal pengumpulan dari tanggal 13 Des 2013, tapi sampe sekarang tanggal 6 Feb 2014 belum ada jadwal sidangnya sama sekali. Kalau kaya ini jadi rugi berat ambil beasiswa, mending ngga kuliah dari awalnya.
• adanya posisi baru yaitu Koordinator QA yang dimana baru diketahui oleh kita-kita naungan QA pas hari pengenalan karyawan. Bayangkan  kita orang QA ngga tau kalo orang baru, jadi pas pengenalan kita cmn cengok aja, bengong. sampe ada yg bilang "Masa orang QA ngga tau sih" nyebelin banget ngga sih
• masalah cuti khusus, yang ada di HR adalah kalo cuti khusus bencana alam (banjir), harus rumahnya kebanjiran trus minta surat dari RT, nah itu baru dikasih ijin 2 hari ngga masuk. tapi klo cuman akses yg ngga bsa ke ubm, ya itu dipotong cuti. Asli nyebelin banget, emang salah kita kalo banjir, emang maunya kita ngga bisa ke ubm, emang bsa dibilang ke Tuhan jangan banjir dunk, jangan hujan dunk. EMANG BISA?! rese banget deh, alhasil g dipotong cuti 2 hari HANYA karena ngga bisa akses ke grogol, dan itu katanya bisa dibilang SALAH GUE!!!!
• berikutnya yg bikin g emosi adalah ruang arsip disuruh beresin sama manajer QA, katanya disuruh sama PHR. Sdh gitu doank jelasinnya. g mana terima sih kalo cuman diterangin gitu doan. harus jelas dunk kalo ngasih tau, kenapa? bagaimana? ngapain? ada apa? DSB? akhirnya kita-kita mengira-ngira sendiri deh ada apa. dan akhirnya g tau dari orang lain, kalo sebenernya tuh ruangan buat Head of QA yang dimana dia akan masuk tanggal 20 Feb ini, yang dimana akan menaungi QA dan PP. WHAT?! bayangin pas g pertama dengernya dari orang lain loh, bukan dari atasan sendiri.

Emosi jiwa banget dech pas nulisnya......

“I wish you enough”

Recently, I overheard a mother and daughter in their last moments together at the airport as the daughter’s departure had been announced. Standing near the security gate, they hugged and the mother said: “I wish you enough.”The daughter replied, “Mom, our life together has been more than enough. Your love is all I ever needed. I wish you enough, too, Mom.” They kissed and the daughter left.The mother walked over to the window where I sat. Standing there, I could see she wanted and needed to cry.I tried not to intrude on her privacy but she welcomed me in by asking, “Did you ever say good-bye to someone knowing it would be forever?” “Yes, I have,” I replied. “Forgive me for asking but why is this a forever good-bye?”"I am old and she lives so far away. I have challenges ahead and the reality is the next trip back will be for my funeral,” she said.

When you were saying good-bye, I heard you say, “I wish you enough.” May I ask what that means?”

She began to smile. “That’s a wish that has been handed down from other generations. My parents used to say it to everyone.” She paused a moment and looked up as if trying to remember it in detail and she smiled even more.

“When we said ‘I wish you enough’ we were wanting the other person to have a life filled with just enough good things to sustain them”. Then turning toward me, she shared the following, reciting it from memory,

“I wish you enough sun to keep your attitude bright.

I wish you enough rain to appreciate the sun more.

I wish you enough happiness to keep your spirit alive.

I wish you enough pain so that the smallest joys in life appear much bigger.

I wish you enough gain to satisfy your wanting.

I wish you enough loss to appreciate all that you possess.

I wish you enough hellos to get you through the final good-bye.”

She then began to cry and walked away.

They say it takes a minute to find a special person. An hour to appreciate them. A day to love them. And an entire life to forget them.

Written by Bob Perks