Promo Haji dan Umroh 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.

Promo Haji dan Umroh 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. Promo Haji dan Umroh

saco-indonesia.com, Tekanan darah tinggi atau yang dikenal sebagai penyakit yang telah membunuh secara diam-diam. Hal ini juga karena tekanan darah tinggi tak menunjukkan gejala yang terlihat jelas. Padahal tekanan darah tinggi yang dibiarkan dan tak diobati bisa dapat menyebabkan penyakit jantung dan stroke.

Namun jangan khawatir, tekanan darah tinggi dapat diatasi dengan cara alami. Salah satunya adalah dengan makanan alami. Berikut adalah beberapa makanan alami yang bisa Anda gunakan untuk dapat mengatasi tekanan darah tinggi.
1. Ekstrak biji anggur
Penelitian yang telah dilakukan pada 32 orang penderita hipertensi telah menunjukkan bahwa ekstrak biji anggur juga bisa membantu menurunkan tekanan darah sistolik dan diastolik setelah delapan minggu. Dalam penelitian lainnya, 36 partisipan yang telah mengalami hipertensi juga diberikan ekstrak biji anggur. Penelitian ini telah menunjukkan bahwa ekstrak biji anggur memang mampu untuk menurunkan tekanan darah.

2. Kacang
Sebuah penelitian telah menunjukkan bahwa mengonsumsi 56 gram walnuts sehari bisa untuk menurunkan tekanan darah sistolik tanpa meningkatkan tekanan darah. Dalam penelitian lainnya, sekitar 28 partisipan yang telah memiliki hipertensi juga mengalami penurunan tekanan darah setelah mengonsumsi satu porsi kacang pistacios secara teratur setiap hari.

3. Jus bit
Jus bit telah mengandung nitrat diet yang dapat membantu untuk merilekskan pembuluh darah dan membantu melancarkan aliran darah. Hal ini dapat menyebabkan jus bit sangat baik dikonsumsi untuk dapat menurunkan tekanan darah. Penelitian juga menunjukkan bahwa mengonsumsi satu cangkir jus bit sehari bisa menurunkan tekanan darah sistolik dan diastolik.

4. Kismis
Dalam penelitian yang telah dilakukan pada 46 penderita hipertensi selama 12 minggu, telah diketahui bahwa kismis juga bisa menurunkan tekanan darah sistolik. Kismis mampu untuk menurunkan tekanan darah secara bertahap dan stabil pada minggu ke-4, ke-8, dan ke-12. Selain itu, kismis juga bisa menjadi camilan yang enak dan tak menyebabkan gemuk.

5. Biji flax
Masyarakat Indonesia memang belum familiar dengan makanan yang satu ini. Namun sebuah penelitian telah menunjukkan bahwa biji flax (flaxseed) mampu untuk menurunkan tekanan darah sistolik dan diastolik. Flaxseed bahkan bisa membantu pasien hipertensi yang telah mengalami penyempitan arteri. Penelitian telah menunjukkan bahwa setelah mengonsumsi 30 gram flaxseed setiap hari selama enam bulan, tekanan darah telah berhasil menurun.

Itulah beberapa makanan alami yang bisa Anda konsumsi untuk dapat menurunkan tekanan darah tinggi dan mengatasi hipertensi. Selain mengonsumsi makanan tersebut, perhatikan juga makanan lain yang Anda konsumsi. Jangan banyak mengonsumsi makanan yang bisa menaikkan tekanan darah.


Editor : Dian Sukmawati

MAKANAN YANG MAMPU MENGATASI HIPERTENSI

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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