HITAM PUTIH EVC

HITAM PUTIH ELECTRONIC VOUCHER CENTER HADIR DI SEMARANG Yang namanya telepon cellular kini bukan lagi barang mewah dan milik kalangan tertentu. Alat komunikasi yang satu ini telah menjadi bagian tak terpisahkan dalam kehidupan manusia. Menyentuh segala lapisan sosial; kaya-miskin, kota-desa , tua-muda bahkan anak-anak. Menyadari posisi penting telpon selular yang demikian pegang peranan, terutama dalam mendukung dunia bisnis ataupun media komunikasi interpersonal, tentu saja tak akan berarti tanpa adanya PULSA sebagai ‘’napas’’ kehidupannya. Dan beruntunglah kalau saat ini tersedia relative banyak pilihan pulsa yang ditawarkan oleh berbagai perusahaan operator cellular. Baik dengan cara berlangganan pasca bayar atau pun pra bayar memakai kartu Voucher. Pada awalnya muatan pulsa yang dikemas dalam bentuk kartu memang banyak dipilih. Selain bisa dibeli secara retail menurut jenis muatan yang dikehendaki, Voucher dalam bentuk kartu bisa dipakai kapan saja dan oleh siapa saja. Sehingga kesanya murah dan praktis. Namun dalam perkembangannya, kelebihan itulah yang justru menjadi kelemahan. Sebab, Voucher dalam bentuk kartu selain bisa hilang sehingga bisa dengan gampang dimanfaatkan oleh orang lain, pemakainnya juga memerlukan usaha khusus yakni menggosok, mengisi dan harus menunggu jawaban dari pihak operator yang bersangkutan untuk memastikan bahwa sejumlah pulsa yang diisikan dalam telepon telah diterima dan terhitung dengan baik. Hitam Putih Technologies Indonesia menawarkan pilihan lain yang relative lebih menguntungkan. Di samping juga meminimalisasi terjadinya resiko kerugian yang disebabkan oleh penggunaan Voucher kartu. Hitam Putih Elcetronic Voucher adalah perusahaan distributor Voucher elektronik untuk semua operator atau provider GSM dan CDMA di Indonesia. Dengan konsep ‘Easy Solution Concept’ perusahaan yang berkantor pusat di Semarang ini dengan cepat berkembang di Jawa Tengah. Salah satu alasan yang menurut Rudy M.Alif membuka usaha Voucher Electronic hampir tak lain karena jenis usaha ini dinilai sangat prospektif dan menguntungkan di banding bisnis yang lain. Pasalnya hampir banyak orang sekarang dan dimasa yang akan datang kebutuhan pulsa sudah menjadi kebutuhan utama. Disamping itu hal lainnya adalah voucher elektronik terbukti lebih murah, mudah, cepat didistribusikan serta memiliki variasi denominasi kecil yang lebih banyak dibandingkan voucher fisik. Sebagai distributor voucher elektronik, kata Rudy M. Alif, Hitam Putih memiliki dua keunggulan dibandingkan kompetitor lain.Pertama, Hitam Putih merupakan distributor pertama yang menciptakan counter pulsa dengan design outlet-nya yang sedemikian rupa dibuat sangat menarik, unik, dan praktis. Sehingga tidak perlu tempat yang permanen untuk counter dan biaya sewa yang biasanya mahal. Keunggulan kedua, Hitam Putih memberikan harga pulsa yang relative murah untuk semua item provider ( all operator ) dan dapat bersaing dengan yang lain. Sehingga akan memberikan keuntungan yang maksimal apabila dijual ke costumer ( end user ). Selain itu juga Hitam Putih membuka kesempatan untuk masyarakat yang mempunyai keinginan membuka bisnis voucher, diberikan kesempatan dengan adanya beberapa pilihan paket usaha sebagai Agen/Reseler, Dealer maupun Master Dealer. Informasi dan Kantor Pemasaran Hitam Putih Electronic Voucher Center wilayah Semarang dan Sekitarnya: Jl Jatingaleh II/298 Jatingaleh-Semarang 50261 telp (024) 70717038 atau 70717039. email: smg_hitamputih@yahoo.com Informasi tambahan: http://www.hitamputihcell.com/franchise.html http://lelaki.suaramerdeka.com/index.php?id=38 http://www.waralaba.com/hitamputih

Bodoh Teriak Bodoh

Oleh : Toni Yoyo, STP, MM, MT

Dua orang Bos 'berlomba' menonjolkan kebodohan sopirnya. Bos A kemudian memanggil sopirnya, "Sono, tolong beli mobil BMW seri terbaru dengan uang Rp 100 ribu ini". "Baik Tuan". Dengan cepat Sono berlalu.

Bos A dengan senyum kemenangan, "Tuh lihat sendiri kan betapa bodohnya sopir saya". "Ah itu sih belum apa-apa dibanding kebodohan sopirku", sahut Bos B. "Sunu, tolong cek apakah Bapak (Bos B) ada di rumah saat ini". "Segera Tuan" sahut Sunu. Diapun segera berlalu. Dengan tertawa keras Bos B memandang Bos A untuk menunjukkan bahwa dialah yang menang dalam 'pertandingan kebodohan' ini.

Kedua sopir kemudian bertemu di jalan. Sono berkata, "Ampun deh Bosku itu sangat tolol". "Ah kamu sih belum tahu kalau Bosku jauh lebih tolol dibanding Bosmu", respon Sunu.

Tidak mau kalah Sono menyambung, "Bayangkan Bosku memberi uang Rp 100 ribu untuk membeli BMW seri terbaru. Mana mungkin itu ???". "Masa Bos tidak tahu kalau hari ini hari Minggu. Mana ada show room yang buka sehingga aku bisa membeli mobil BMW seri terbaru ?".

"Iya.. ya benar juga. Tapi dengar dulu ceritaku sebelum kamu berpikir bahwa Bosmulah yang paling bodoh". "Masa Bosku minta tolong aku untuk mengecek apakah dia yang saat ini bersama Bosmu di sini, ada di rumah saat ini ?. Aneh sekali". "Kan Bosku punya HP, kenapa dia tidak langsung telpon ke rumah untuk menanyakan apakah dia ada di rumah atau tidak saat ini?".

Mungkin kita akan tersenyum lebar membaca cerita di atas sambil berpikir apakah benar ada orang sebodoh Sono dan Sunu, kedua sopir tersebut.
Dalam dunia nyata, kita sangat dekat dengan orang-orang 'bodoh' yang teriak 'bodoh' seperti kedua sopir yang mengatakan kedua Bos mereka bodoh tanpa mereka mengerti bahwa sebenarnya mereka 'lebih bodoh'. Bahkan, tanpa bertendensi apapun, jangan-jangan kitapun termasuk kelompok 'bodoh teriak bodoh' ini.

Banyak orang yang terbiasa mencela orang lain terutama karena kesalahan dan kekurangan orang lain tersebut. Tidak jarang celaan itu muncul dari pikiran iri, dengki, takut kalah, dan lain-lain penyakit pikiran yang banyak menghinggapi orang jaman sekarang. Padahal setiap orang memiliki kelebihan dan kekurangan. Ada keterbatasan dalam diri setiap orang. Tidak ada yang sempurna segala-galanya. Apakah kita memiliki hak untuk mengatakan orang lain bodoh, selalu salah, jelek, dan lain-lain yang tidak baik ? Bukankah kita sendiri pasti pernah melakukan kesalahan dan 'kebodohan' sewaktu kita belum 'sepintar' saat ini ?

Bos A dan B juga termasuk kelompok 'bodoh teriak bodoh' karena mempertandingkan kebodohan sopirnya. Mereka tidak sadar bahwa merekapun dikatakan bodoh oleh kedua sopir yang dibodoh-bodohi oleh mereka walaupun pemberian 'cap bodoh' oleh kedua sopir kepada kedua Bos dalam konteks yang berbeda.

Kita perlu sering 'berkaca' dan mengevaluasi diri untuk terus melakukan perbaikan terhadap diri sendiri baik dalam tataran pemahaman maupun perbuatan langsung melalui pikiran, ucapan dan perbuatan. Jangan habiskan waktu kita untuk mencari-cari kesalahan dan kekurangan orang lain. Manfaatkan waktu tersebut untuk mengolah diri menjadi lebih baik dari waktu ke waktu, untuk meningkatkan pengetahuan dan keterampilan kita menjadi orang-orang yang punya daya saing tinggi untuk berkompetisi dalam dunia bisnis atau profesional, dan sosial kemasyarakatan.

Pada akhirnya kita tidak akan terperosok ke dalam kelompok 'bodoh teriak bodoh' dan bisa menjadi orang-orang yang 'pintar', yang tidak mudah memberikan klaim atau label (terutama 'bodoh') kepada orang lain.

Penulis : Toni Yoyo, STP, MM, MT (toni_yoyo@yahoo.com)

http://www.andriewongso.com/awartikel-123-Artikel_Tetap-Bodoh_Teriak_Bodoh

Gema Kehidupan

Seorang laki-laki dan anak laki-lakinya sedang berjalan di tengah hutan. Tiba-tiba anaknya tersandung dan merasakan sakit yang pedih sehingga dia berteriak, "Ahhhhh"

Dengan terkejut, dia mendengar sebuah suara yang berasal dari gunung, "Ahhhhh."

Dipenuhi dengan rasa penasaran, dia berteriak; "Siapa kamu?", namun jawaban yang hanya dia dapatkan adalah: "Siapa kamu?"

Hal ini membuatnya marah, sehingga dia berteriak; "Kamu seorang pengecut"' dan suara yang menjawab adalah: "Kamu seorang pengecut!"

Dia memperhatikan ayahnya,"Apa yang sedang terjadi, Ayah?"

"Nak," Laki-laki tersebut menjawab, "perhatikanlah!" Kemudian dia berteriak, "Saya mengagumimu!"

Ada suara menjawab: "Saya mengagumimu!"

Ayahnya berteriak, "Kamu hebat!", dan suara tersebut menjawab: "Kamu hebat!"

Anak laki laki itu terkejut, namun masih belum memahami apa yang sedang terjadi.

Kemudian ayahnya menerangkan, "Manusia menyebut ini 'GEMA', namun sebenarnya itu adalah "KEHIDUPAN!" Kehidupan selalu mengembalikan apa yang kamu keluarkan!

Jika kamu menginginkan lebih banyak cinta,maka berilah lebih banyak cinta!

Jika kamu menginginkan lebih banyak kebaikan, maka berilah lebih banyak kebaikan!

Jika kamu menginginkan pemahaman dan penghormatan, maka berilah pemahaman dan penghormatan!

Jika kamu ingin orang lain bersabar dan hormat kepadamu,maka bersabar dan hormatilah mereka!

Aturan alam ini berlaku di setiap aspek kehidupanmu."

Kehidupan selalu mengembalikan apa yang kamu keluarkan. Kehidupanmu bukanlah sesuatu kebetulan, namun adalah sebuah cermin dari apa yang kamu lakukan.

http://pulsagrosiran.blogspot.com/2007/12/gema-kehidupan.html

Anak-anakmu…

Anak-anakmu bukanlah anak-anakmu
Mereka adalah anak-anak kehidupan yang rindu akan dirinya sendiri
Mereka terlahir melalui engkau tapi bukan darimu
Meskipun mereka ada bersamamu tapi mereka bukan milikmu

Pada mereka engkau dapat memberikan cintamu, tapi bukan pikiranmu
Karena mereka memiliki pikiran mereka sendiri
Engkau bisa merumahkan tubuh-tubuh tapi bukan jiwa mereka,
Karena jiwa-jiwa itu tinggal di rumah hari esok, yang tidak pernah dapat engkau kunjungi meskipun dalam mimpi

Engkau bisa menjadi seperti mereka, tapi jangan coba menjadikan mereka sepertimu
Karena hidup tidak berjalan mundur dan tidak pula berada di masa lalu

Engkau adalah busur-busur tempat anak-anakmu menjadi anak-anak panah yang hidup diluncurkan
Sang pemanah telah membidik arah keabadian, dan ia meregangkan dengan kekuatannya sehingga anak-anak panah itu dapat meluncur dengan cepat dan jauh
Jadikanlah tarikan tangan sang pemanah itu sebagai kegembiraan
Sebab ketika ia mencintai anak-anak panah yang terbang, maka ia juga mencintai busur yang telah meluncurkannya dengan sepenuh kekuatan

===========================

Oleh Kahlil Gibran
Buku ”Cinta Keindahan Kesunyian” hal 194-195

It’s NOT only About Money! (Part 2)

http://www.jamesgwee.com/articles.php?mode=2&id=18

It’s a fact that most people work for money. It cannot be denied that salary and financial compensation are important factors when choosing a job, and when choosing to stay or to leave.

It’s also a FACT that MONEY IS NOT EVERYTHING.

In Part 1 of “It’s NOT only About Money !” we discussed the difference between “Basic Factors” and “Motivational Factors” and concluded that for people to be motivated in their job, just having Basic Factors are not enough. There must be Motivational Factors. In Part 1, we described how to use Rewards to motivate our staff. We also described that just having rewards is not enough. The rewards must be presented in the correct way so that the employee who is rewarded feels honoured, appreciated and recognized.

In Part 2 of “It’s NOT only About Money !” we shall discuss what makes people stay and want to do a good job and what will cause them to leave.

Employees stay, leave, become motivated, become de-motivated for a combination of many, many different reasons and different people have different reasons at different stages of their lives So how do you find out what motivates your employees and what makes them want to continue to stay to do their job happily ? The answer may seem obvious and silly. But the simplest and most accurate way is to ASK THEM DIRECTLY !

What Questions To Ask Your Employees ?

To help you to get started, here are some simple but useful questions to ask your employees :
- Apa yang buat anda pertahan di sini ?
- Apa yang mungkin memikat anda pergi ?
- Apa yang paling menarik dari pekerjaan anda ?
- Apakah kami sepenuhnya mendayagunakan bakat anda ?
- Apa yang bias saya lakukan untuk membantu anda sebaik-baiknya ?

The above are just a sample of some questions that you may want to ask your employees. Obviously there are many more questions that you can ask them. It really depends on what you want to find out about them and about yourselves.

Here are some obvious benefits of asking these questions :

1. Just by asking these questions, your employee will know that you care, you are concerned with their well-being, they are important members of your team, they have an important role to play in the success of your team and that you want to give them as best as you can.

2. Your employees’ answers to these questions will give you very valuable insight about :
- What is really in their hearts and minds
- What is really important to them
- What really motivates them and what turns them off
- Whether or not you are making maximum use of their talent and potential
- How committed they are to the team
- Your management style
- Your people skills
- Your strengths and weaknesses as a manager

3. They are such simple and straight-forward questions, but how many of us actually ask our employees these questions ? Why don’t we ask them ?
- No need to ask because we assume we know the answer ? Are we paranormals ? Can we read people’s minds ?
- No time to ask these questions ?
- Can’t be bothered to ask because you really don’t care how they feel and think ? Yet you want them to perform their best ?


The Right Way To Ask The Questions

It is one thing to ask those questions. But it is another thing altogether to be able to get honest answers from our employees ! If we do not get honest answers from our employees, then the whole purpose of asking these questions is lost !

Different managers have different styles and different employees require different approaches. You choose which approach best suits you and your employees. Here are some ideas :

1. The Interview
You may want to invite your employee into your office for an informal chat. But make sure that your timing is right. Here are some examples of poor timing :
- When he is busy with his work
- When has other important things to think about/do
- When he is chasing a dateline
- He has to settle a problem with an angry customer, etc

The important thing is that you want to ensure that your employee is relaxed and is in the mood to have a conversation with you.

2. A “Chance” Conversation
Another way to ask these questions would be to invite your employee for lunch/diner/a drink , or just happen to meet him at the canteen. Then you can casually ask SOME of the above questions as part of an informal conversation. If your employee responds, then you may want to extend the conversation to include some of the other questions. If he seems uneasy, then you may change the subject and talk about less “sensitive” topics.


Here are some points to consider when you want to ask these questions :
- The reality is that you may not want to ask so many questions at one go. Asking so many direct questions may sometimes “frighten” your employee.
- You may have to re-phrase these questions so that they do not sound so direct
- You may want to slip these questions subtly in between your conversation so that they do not realize you are asking these questions
- If you and your employees are not used to talk at this “intimate” level, such questions may cause some easiness. They may be thinking :
Why are you suddenly asking such questions ?
Have they done something wrong ?
Are you planning to transfer them away ?
Are you asking these questions to decide the size of their bonus ?
Are you asking them these questions to decide whether they are qualified for the next promotion ?
Are you trying to dig some information from them about their other colleagues ?

So be aware of the sensitivities of your employees. Before you can expect them to open up, you have to directly or indirectly answer these questions in their head.

Whatever the considerations, if you want to know how to motivate your employee, what keeps him motivated, the reasons why he is staying on the job, what factors will cause him to leave, etc, one way or another you will have to ask him these questions.

You do not need to ask them these weekly - once every quarter is more than enough. Knowing what makes your employee tick will have a significant impact on your effectiveness as a manager and to enhance the overall performance of your team. Good luck !

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To Invite Mr. James Gwee For In- House Training Please Contact Academia Education & Training at (021) 6011121 (HUNTING)or email us info@jamesgwee.com

It’s NOT only About Money!

http://www.jamesgwee.com/articles.php?mode=2&id=17

It’s a fact that most people work for money. It cannot be denied that salary and financial compensation are important factors when choosing a job, and when choosing to stay or to leave.

It’s also a FACT that MONEY IS NOT EVERYTHING.

What motivates an employee and what does not motivate him ?

Basic Factors
A decent basic salary and safe working environment are just BASIC factors that make people want to work in your company. Without these basic factors, people don’t even want to work for you ! So if you are a manager or a business owner, do not wrongly assume that just because you pay your employees a decent salary (UMR or slightly above UMR, or market rate), you expect them to be motivated. Wrong ! People are NOT MOTIVATED by basic salary ! A decent basic salary is NOT a motivational factor. It is only a basic factor.

Motivational Factors
If you hope for your employees to be motivated, you must give the following :
-Challenging work that allows people to expand their abilities
-An environment where people can learn
-An environment where people can enjoy the interaction between colleagues
-Recognition for their efforts
-An environment of respect and self respect

It is only when these factors are present in their work will employees be MOTIVATED. Otherwise, they will only be doing their job for a living, and nothing else.

Therefore, a manager must know the difference between Basic Factors and Motivational Factors. So in your workplace, are you only providing Basic Factors or Motivational Factors ?

An important Motivational Factor is Recognition for their effort. This can be in the form of a Reward or an Award. There are 1001 ways to show your employee that you appreciate his effort. Here are some common ideas :
-Financial incentive
-Prizes
-A day off
-A paid-for holiday trip
-An opportunity to park in the boss’s parking lot
-An opportunity to work from the boss’s office for 1 week
-Being introduced and having lunch with the CEO, etc

It Not Only WHAT You Give,
It’s Also About HOW You Give It !

People are suckers for celebration, ceremony and fanfare. So pay attention to HOW you give the award. Otherwise, all the effort is wasted and your employee does not feel that he truly deserves it, or that you really appreciate him. Here are some ideas to make sure that your employee REALLY FEELS appreciated and recognized when he receives the award.

1. Choose an appropriate person to give the award. The person who gives the award to the employee does not always have to be the CEO. Choose a person who is meaningful. Ideally, choose a person who knows the employee personally. One idea is to get the employee’s appreciative CUSTOMER to present award to him with a short speech of why he personally thinks this employee truly deserves the award. Can you imagine if the employee’s mother (or even grandfather) has been secretly invited to present the award to him on stage ! A truly touching and memorable experience ! Be creative when choosing the person who gives the award. Often, a little extra effort can have really significant effort.

2. The Presenter must know about the reward. The presenter must know the name of the award. He must know the objective behind giving the award. He must know the criteria for winning so that he has a clear understanding of how qualified/committed the winner is so that his short speech should reflect this appreciation and admiration. So if you are the person who is sometimes selected to give an award, please take it seriously. It may not mean much to you, but it could mean the whole world to the person receiving the award. Maybe he has been waiting his whole life for this moment on stage ! It is his moment of glory ! Take it seriously or ask someone else to do it cos you don’t deserve to give the award ! Sorry.

3. Invite their colleague to comment on the winner. It is a good idea for someone else to say something nice about the winner on stage, to everyone who is present. This is another form of recognition that shows that other people also appreciate his effort.

4. Give the winner a chance to comment. This is always a touching moment. The winner may not want to say anything, but it is always a good idea to offer him the opportunity anyway. You will be surprised at how he feels about this recognition that he has just received. However beware of those who would speak forever until he is “booed” off the stage ! So make sure that he is given a maximum of 3 minutes to speak.

Often, it is not the price of the prize. Often what makes it so significant, touching and memorable is the WAY in which the award is given. So give it sincerely. Your employee deserves it !

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To Invite Mr. James Gwee For In- House Training Please Contact Academia Education & Training at (021) 6011121 (HUNTING)or email us info@jamesgwee.com