Tokyo.
Japan's government center, home to the royal family, and 13 million other people. This mega city does not sleep through the year. Actually there are 1001 kinds of reasons why Tokyo is very fascinating, but we just summarize that springs to mind. Here are 10 reasons why the Japanese capital was attracted worldwide attention ...
10. Roppongi Hills
On April 23, 2003, Roppongi Hills was inaugurated and opened to public access in the district of Roppongi, Minato, and immediately hailed as a region that changed forever the face of Tokyo.
Owned by the famous real estate entrepreneur, Minoru Mori, Roppongi Hills is a mega-complex which consists of offices, apartments, houses, hotels, shops, restaurants, theaters, museums, and even a lovely little garden.
Mori-san has stated that his vision was to build a place where people can live, work, play and shop in one place, so that they can improve leisure and quality of life. Roppongi Hills is the answer. Facilities complete nan super expensive. It did not take long to Roppongi Hills to land the target of the expatriates working in Tokyo.
9. Yodobashi Akiba
This is a paradise for lovers of gadgets that have a thick wallet. If you only have one chance to visit an electronics store in Tokyo, then you have come to Yodobashi Akiba.
Owned by electronics companies, Yodobashi Camera Co.., Ltd.. (ヨドバシ カメラ), Japan's largest electronics malls and maybe in the whole world is built rising 8 floors up. From cameras, computers, televisions, washing machines up to the favorite toys of the otaku is complete here.
Address:Yodobashi AkibaHanaoka 1-1 Kanda-Cho, Chiyoda-ku+81 (0) 3.5309.1010
8. Ginza
In the early 1900s, the district of Ginza is an upscale neighborhood in central Tokyo. With a touch of Western style, the district is built with brick buildings and the streets are paved. Ginza is a place many young people hang out so not exactly an afterthought.
In 1923, an earthquake with a strength of 8.2 on the Richter Scale Ginza attack and flatten to the ground, which then forced the city government to do a massive reconstruction. Even now, it remains an icon of luxury Ginza in Tokyo with many world fashion labels such as Chanel, Dior and Gucci which opened for business there.
7. Train & Subway
Rail network is an important part of making the city of Tokyo to be alive. More than 20 million - yup, 20 million people - passing by using mass transportation, every day.
No wonder the train station in Tokyo has been named as the busiest train station in the world. Of those students, college students, office workers, to the tourists who are willing to overcrowding in the carriage was a sight that has been commonly observed every day.
If you are a trip to Tokyo, but had never been on the train, then you belom never been to Tokyo.
6. Shibuya Intersection
For some reason, the intersection at Shibuya district has always been snapped by foreign tourists. Perhaps because of his sea of people who walk through this intersection every few minutes.Busiest intersection in all of Japan is located right in front of Shibuya Station Hachiko exit. Also as the backdrop to the Hollywood film titled "Lost in Translation" and "The Fast and the Furious: Tokyo Drift".
5. Tokyo Disneyland
Who would not want to go to Disneyland? Moreover, Disneyland, this one located in the city of Tokyo. Amusement park covering an area of 465.000 m² it is the first Disney theme park that was built outside the United States.
Even so, Tokyo Disneyland is the only Disney parks not owned by the Walt Disney Company, Disney company itself, but is owned by The Oriental Land Company, the original Japanese. One more proof that the Japanese were more concerned with long-term investment.In 2001, The Oriental Land Company to open again the second Disney theme park, right next to Tokyo Disneyland Tokyo DisneySea ie, who then declared the most expensive theme park ever created humans.
Address:1-1 Maihama UrayasuChiba 279-8511(047) 310-0733www.tokyodisneyresort.co.jp
4. Tsukiji Fish Market
This is the biggest fish wholesale market in the world. Is a must for anyone who likes to eat seafood to come and see the bustling fish market at Tsukiji.Around 3 am, the ships began arriving from all over Japan, from America, and even from Africa, with a lot of fish and other catches are sufficient to meet the demands of the stomach of a country where seafood is the main dish.
This market handles almost all seafood, more precisely 450 types of seafood consumed by all citizens of Japan. King of none other than tuna fish?
Address:5-2-1 Tsukiji, Chuo-ku,Tokyo 104-0055(03) -3547-8011www.tsukiji-market.or.jp
3. Harajuku Girls
There's no way you go to Tokyo but did not see the young girls dressed in flashy. If you road a little further, to the center of Harajuku, maybe you will find those who dress far more bizarre than you ever imagined.Harajuku girls is then twisted fashion styles that were once impressed with a stiff spirit rebels. They took the makeup of their favorite characters in the manga and anime cosplay clothes and make their own themes without caring what anybody else says. This makes the players Harajuku fashion world glancing region more seriously.
Location:Shibuya-kuTokyo 150-0001
2. Yasukuni Shrine
If there is one place that always made the problem every year by China and other countries that once colonized by Japan, maybe this is the place.Yasukuni Shrine is a Shinto shrine is visited regularly by public officials in the government of Japan, including the prime minister and the emperor's family, to honor the soldiers and Japanese soldiers who have sacrificed his life for defending the Empire of Japan in earlier times.
This is the only place where the Emperor had to kneel.
Address:Kudankita 3-1-1, Chiyoda-kuTokyo 102-8246(03) -3261-8326
1. Imperial Palace of Japan
This is what makes the city of Tokyo became the center of attention of world leaders. Built in 1868, the Imperial Palace which became the symbol of the monarchy of this country was destroyed by Japanese air raids during World War II, but now stood firm right in the middle of Tokyo.For the people of Japan, the imperial family will continue to be role models who are very respected and upheld. While the Imperial Palace is considered as a sacred place because it has a long history in the land of rising sun.
Address:1-1 Chiyoda, Chiyoda-kuTokyo 100-8111+81- (03) -3213-1111www.kunaicho.go.jp
23/12/2011
Conflict Management
Every organization must have been familiar with the problems they face and they often call it as a conflict. Conflicts that they face too wide - range, from small conflicts to conflict is very large. The conflict is also not only be felt by an organization just as individuals but we also have experienced a conflict both within the family, school environment, work environment and so forth. However in this paper I will discuss more about the conflict in an organization.
Understanding Conflict and Conflict Organization
Conflict (conflict) is a process that begins when one party has the perception that another party has negatively affected or will affect negatively something of concern or interest of the first party. While the Organization Conflict itself is a problem that arises in an organizational environment that problem either small or large problems. Surely there is no problem without a cause, so there is no conflict if there is no reason that cause conflict. The conflict in the organization is not always negative, because the conflict can be used as an excuse for an organization becomes better. Conflicts of this organization we can also distinguish the two different views. Two different views are the views and the views Interaction Traditional / interactionist.
The Traditional View
The earliest approach to the conflict is of the view that all conflict is a thing / bad events. Conflict viewed negatively and is used as the equation of terms such as violence, destruction, and irrationality, just to reinforce a negative connotation. Conflict of definition alone is dangerous and should be avoided. The traditional view (traditional) is in line with the attitude adopted by many people regarding the behavior of groups in the 1930's and 1940's. Conflict is seen as dysfunctional as a result of poor communication, lack of openness and trust among members, as well as the inability of managers to respond to the needs and aspirations of their employees.The view that all conflict is bad of course, a simple approach in observing the behavior of the person creating the conflict. Because all conflicts must be avoided, we only need to draw attention to the causes of conflict as well as correcting errors to improve the performance of groups and organizations. Although current research studies provide strong evidence to reject that approach to the reduction of conflict produces high performance group, but many of us are still evaluating the situation of conflict using outdated standards of this kind.
Interactionist view
Interactionist view (interactionist) or interactions encourage the emergence of conflict with the basic premise that a group of harmonious, peaceful, calm, and cooperative usually become static, apathetic, and unresponsive to the need perubanhan and innovation. Therefore, the largest donation interactionist view is to encourage group leaders to maintain the minimum level of conflict which is enough to keep the groups remained normal working, self-critical, and creative.Interactionist view did not mean to say that all conflicts are good. This is because some of the conflicts are usually support the achievement of group goals and improve the performance of other forms of conflict are functional (fungtional) and constructive. In addition, there are conflicts that hamper the performance of a group of other forms of conflict that difungsional (dysfungional) and destructive. In this course we can distinguish functional conflict with dysfunctional conflict, the evidence to be considered is the type of conflict. Specifically there are three types of conflict of duties, relationships, and processes.Thus the second explanation is the view I can conclude the difference from the traditional and interactionist views are in the traditional view of conflict is seen and believed that all conflicts are dangerous and should be avoided because of the conflict will bring a bad influence. While the interactionist view or interaction is seen or believed that all conflict is not only a positive action in an organization but also an absolute trust for an organization to achieve better performance. So the traditional view of conflict is considered a very bad thing while the interactionist view of conflict is considered as a good and positive thing for an organization.Conflict task (task conflict) associated with the charge and purpose of the work. Relationship conflict (relationship conflict) focuses on interpersonal relationships. Conflict process (process conflict) are associated with how a work is carried out. This explanation shows that the conflict relation is almost sealu dysfunctional, this is due to friction or hostility anatarpersonal inherent in relation to sharpen the contradictions of personality conflicts and reduce mutual perhatia, which in turn inhibits penyelesaiaan organizational tasks. However, the level of conflict processes and levels of task conflict are low to moderate bias into functional conflict. To be productive, conflict processes must be kept in low levels. Sharp and hot debate about who should do what, will become dysfunctional when it creates uncertainty about the role of each member of the task, extending the task completion time, and cause the members must do the tasks that had accumulated. Levels of task conflict is always showing low to moderate positive effect on group performance because fishing emergence of fresh ideas and good performance of the group who helped to be better.
Result of a Conflict
Results of a conflict are as follows:
* Enhance solidarity among members of the group (ingroup) which was in conflict with other groups.
* Rift between warring groups.
* Personality changes in individuals, such as the emergence of a sense of revenge, hatred, mutual suspicion, etc..
* Damage to property and loss of human life.
* Domination conquest even one of the parties involved in the conflict.
Theorists have claimed that the parties to the conflict can yield responses to conflict according to a two-dimensional scheme; understanding of the results of our goals and understanding for the purpose of any other party. This scheme will generate hypotheses as follows:
* High Definition for the two sides will result in an experiment to find the best way out.
* High Definition for the results of our own will only result in an attempt to "win" the conflict.
* High Definition for the other parties would only result in an experiment that provides "victory" for the conflict parties.
* There is no sense for both sides would result in trial to avoid conflicts.
Main Sources of Conflict Causes
The problem arises must have a cause, as well as the conflict must have causes that give rise to conflict. According to Robbins (1996), conflicts arise because there are conditions that melatar his back (antecedent conditions). The condition is also referred to as a source of conflict. This condition consists of three categories of Communication, Structure, and Personal Variables. In his explanation the main source of the causes of conflict are:
1. Poor communication, in the sense of communication that give rise to misunderstandings between the parties involved, can be a source of conflict. A study showed that semantic difficulties, exchange of information that is not enough, and disruption in the communication channel is a barrier to communication and to this condition would create a conflict. Understanding the structure in this case used in the sense that includes the size of the (group), the degree of specialization is given to group members, clarity of jurisdiction (working area), the match between the goals with the aim of the group members, leadership style, reward systems, and the degree of dependence between the groups. Research shows that group size and degree of specialization is the variable that drives the conflict. The bigger the group, and the more specialized activities, the greater the likelihood of conflict.
2. Personality characteristics that cause the individual has a unique (idiosyncrasies) and different from other individuals. The fact shows that certain personality types, for example, individuals who are highly authoritarian, and low respect for others, a source of potential conflict. If any of these conditions occur in clusters, and the members will realize that, then comes the perception that a conflict within the group. This is called the conflict is perceived (perceived conflict). Then if the individual involved emotionally, and they feel anxious, tense, frustrated, or appear hostile, then the conflict turned into a conflict that is felt (felt conflict). Furthermore, a conflict that has been realized and felt its existence it will turn into a real conflict, if the parties involved make it happen in the form of behavior. For example, verbal attacks, threats toward others, physical assaults, riots, strikes, and so on.
3. Individual differences, including differences in the establishment and feelings. Every human being is a unique individual. That is, each person has a stance and feeling different from one another. Differences establishment and feeling of something or a real environment can be a factor causing social conflict, because in living social relations, one is not always in line with the group. For example, when the musical performances take place in the neighborhood, of every citizen will feel different. Some are annoyed that noisy, but some are amused.
4. Culturally diverse in the world with different cultural background will certainly form the different personalities. Someone a little more will be affected by the patterns of thought and the establishment of the group. Different thoughts and convictions that will ultimately result in the individual differences that can lead to conflict.
5. The difference of interests between individuals or groups of Humans have feelings, and the establishment of different cultural backgrounds. Therefore, at the same time, each person or group has different interests. Sometimes people can do the same thing, but for different purposes.
Main Techniques to Solve Conflicts
The conflict arises because there is cause, then surely we can find a way out and solve the conflict so that the organization's environment, we are obliged to master and understand how to solve a conflict. In this explanation I will explain mengeanai four problem-solving techniques, namely:
1. Integrating (Problem Solving). = In this technique the interested parties together to identify problems encountered, and then seek, consider and select alternative solutions solving problems. This style is suitable to solve complex issues that are caused by misunderstanding (misunderstanding), but not appropriate to solve problems that occur due to different value systems. Its main drawback is the need of time in problem solving.
2. Dominating (Forcing). = Orientation yourself high, and low concern for the interests of others, encourage someone to use the tactic of "I win, you lose". This style is often called forcing (forcing) due to use of formal legality in solving problems. This style is suitable for use if the ways that are not popular be applied in solving the problem, the problem is solved is not too important, and time to take a decision already tight. But it is not suitable to handle problems that require the participation of those involved. The main strength of this style lies in the minimum time required. Weakness, often leading to resentment or a sense of reluctance to accept the decision by those involved.
3. Avoiding. = Avoidance tactic (avoiding) suitable to be used to resolve a trivial or frivolous. This style is not suited to resolve - malasah difficult or "bad". The strength of the avoidance strategy is if we confront a situation that is confusing or ambiguous (ambiguous Situations). As for weaknesses, solving the problem is only temporary and does not resolve the basic problem.
4. Compromising. = This style puts a person at a moderate position, which is balanced blend between its own interests and the interests of others. This is an approach of give and take (give-and-take approach) of the parties terlibat.Kompromi suitable for dealing with problems involving the parties have different goals but has the same strength. For example, in contract negotiations between unions and employers. The main strength of the compromise is in the process of democratic and neither party was defeated. But sometimes a temporary settlement of the conflict and prevent the emergence of creativity in problem solving.
source :
Understanding Conflict and Conflict Organization
Conflict (conflict) is a process that begins when one party has the perception that another party has negatively affected or will affect negatively something of concern or interest of the first party. While the Organization Conflict itself is a problem that arises in an organizational environment that problem either small or large problems. Surely there is no problem without a cause, so there is no conflict if there is no reason that cause conflict. The conflict in the organization is not always negative, because the conflict can be used as an excuse for an organization becomes better. Conflicts of this organization we can also distinguish the two different views. Two different views are the views and the views Interaction Traditional / interactionist.
The Traditional View
The earliest approach to the conflict is of the view that all conflict is a thing / bad events. Conflict viewed negatively and is used as the equation of terms such as violence, destruction, and irrationality, just to reinforce a negative connotation. Conflict of definition alone is dangerous and should be avoided. The traditional view (traditional) is in line with the attitude adopted by many people regarding the behavior of groups in the 1930's and 1940's. Conflict is seen as dysfunctional as a result of poor communication, lack of openness and trust among members, as well as the inability of managers to respond to the needs and aspirations of their employees.The view that all conflict is bad of course, a simple approach in observing the behavior of the person creating the conflict. Because all conflicts must be avoided, we only need to draw attention to the causes of conflict as well as correcting errors to improve the performance of groups and organizations. Although current research studies provide strong evidence to reject that approach to the reduction of conflict produces high performance group, but many of us are still evaluating the situation of conflict using outdated standards of this kind.
Interactionist view
Interactionist view (interactionist) or interactions encourage the emergence of conflict with the basic premise that a group of harmonious, peaceful, calm, and cooperative usually become static, apathetic, and unresponsive to the need perubanhan and innovation. Therefore, the largest donation interactionist view is to encourage group leaders to maintain the minimum level of conflict which is enough to keep the groups remained normal working, self-critical, and creative.Interactionist view did not mean to say that all conflicts are good. This is because some of the conflicts are usually support the achievement of group goals and improve the performance of other forms of conflict are functional (fungtional) and constructive. In addition, there are conflicts that hamper the performance of a group of other forms of conflict that difungsional (dysfungional) and destructive. In this course we can distinguish functional conflict with dysfunctional conflict, the evidence to be considered is the type of conflict. Specifically there are three types of conflict of duties, relationships, and processes.Thus the second explanation is the view I can conclude the difference from the traditional and interactionist views are in the traditional view of conflict is seen and believed that all conflicts are dangerous and should be avoided because of the conflict will bring a bad influence. While the interactionist view or interaction is seen or believed that all conflict is not only a positive action in an organization but also an absolute trust for an organization to achieve better performance. So the traditional view of conflict is considered a very bad thing while the interactionist view of conflict is considered as a good and positive thing for an organization.Conflict task (task conflict) associated with the charge and purpose of the work. Relationship conflict (relationship conflict) focuses on interpersonal relationships. Conflict process (process conflict) are associated with how a work is carried out. This explanation shows that the conflict relation is almost sealu dysfunctional, this is due to friction or hostility anatarpersonal inherent in relation to sharpen the contradictions of personality conflicts and reduce mutual perhatia, which in turn inhibits penyelesaiaan organizational tasks. However, the level of conflict processes and levels of task conflict are low to moderate bias into functional conflict. To be productive, conflict processes must be kept in low levels. Sharp and hot debate about who should do what, will become dysfunctional when it creates uncertainty about the role of each member of the task, extending the task completion time, and cause the members must do the tasks that had accumulated. Levels of task conflict is always showing low to moderate positive effect on group performance because fishing emergence of fresh ideas and good performance of the group who helped to be better.
Result of a Conflict
Results of a conflict are as follows:
* Enhance solidarity among members of the group (ingroup) which was in conflict with other groups.
* Rift between warring groups.
* Personality changes in individuals, such as the emergence of a sense of revenge, hatred, mutual suspicion, etc..
* Damage to property and loss of human life.
* Domination conquest even one of the parties involved in the conflict.
Theorists have claimed that the parties to the conflict can yield responses to conflict according to a two-dimensional scheme; understanding of the results of our goals and understanding for the purpose of any other party. This scheme will generate hypotheses as follows:
* High Definition for the two sides will result in an experiment to find the best way out.
* High Definition for the results of our own will only result in an attempt to "win" the conflict.
* High Definition for the other parties would only result in an experiment that provides "victory" for the conflict parties.
* There is no sense for both sides would result in trial to avoid conflicts.
Main Sources of Conflict Causes
The problem arises must have a cause, as well as the conflict must have causes that give rise to conflict. According to Robbins (1996), conflicts arise because there are conditions that melatar his back (antecedent conditions). The condition is also referred to as a source of conflict. This condition consists of three categories of Communication, Structure, and Personal Variables. In his explanation the main source of the causes of conflict are:
1. Poor communication, in the sense of communication that give rise to misunderstandings between the parties involved, can be a source of conflict. A study showed that semantic difficulties, exchange of information that is not enough, and disruption in the communication channel is a barrier to communication and to this condition would create a conflict. Understanding the structure in this case used in the sense that includes the size of the (group), the degree of specialization is given to group members, clarity of jurisdiction (working area), the match between the goals with the aim of the group members, leadership style, reward systems, and the degree of dependence between the groups. Research shows that group size and degree of specialization is the variable that drives the conflict. The bigger the group, and the more specialized activities, the greater the likelihood of conflict.
2. Personality characteristics that cause the individual has a unique (idiosyncrasies) and different from other individuals. The fact shows that certain personality types, for example, individuals who are highly authoritarian, and low respect for others, a source of potential conflict. If any of these conditions occur in clusters, and the members will realize that, then comes the perception that a conflict within the group. This is called the conflict is perceived (perceived conflict). Then if the individual involved emotionally, and they feel anxious, tense, frustrated, or appear hostile, then the conflict turned into a conflict that is felt (felt conflict). Furthermore, a conflict that has been realized and felt its existence it will turn into a real conflict, if the parties involved make it happen in the form of behavior. For example, verbal attacks, threats toward others, physical assaults, riots, strikes, and so on.
3. Individual differences, including differences in the establishment and feelings. Every human being is a unique individual. That is, each person has a stance and feeling different from one another. Differences establishment and feeling of something or a real environment can be a factor causing social conflict, because in living social relations, one is not always in line with the group. For example, when the musical performances take place in the neighborhood, of every citizen will feel different. Some are annoyed that noisy, but some are amused.
4. Culturally diverse in the world with different cultural background will certainly form the different personalities. Someone a little more will be affected by the patterns of thought and the establishment of the group. Different thoughts and convictions that will ultimately result in the individual differences that can lead to conflict.
5. The difference of interests between individuals or groups of Humans have feelings, and the establishment of different cultural backgrounds. Therefore, at the same time, each person or group has different interests. Sometimes people can do the same thing, but for different purposes.
Main Techniques to Solve Conflicts
The conflict arises because there is cause, then surely we can find a way out and solve the conflict so that the organization's environment, we are obliged to master and understand how to solve a conflict. In this explanation I will explain mengeanai four problem-solving techniques, namely:
1. Integrating (Problem Solving). = In this technique the interested parties together to identify problems encountered, and then seek, consider and select alternative solutions solving problems. This style is suitable to solve complex issues that are caused by misunderstanding (misunderstanding), but not appropriate to solve problems that occur due to different value systems. Its main drawback is the need of time in problem solving.
2. Dominating (Forcing). = Orientation yourself high, and low concern for the interests of others, encourage someone to use the tactic of "I win, you lose". This style is often called forcing (forcing) due to use of formal legality in solving problems. This style is suitable for use if the ways that are not popular be applied in solving the problem, the problem is solved is not too important, and time to take a decision already tight. But it is not suitable to handle problems that require the participation of those involved. The main strength of this style lies in the minimum time required. Weakness, often leading to resentment or a sense of reluctance to accept the decision by those involved.
3. Avoiding. = Avoidance tactic (avoiding) suitable to be used to resolve a trivial or frivolous. This style is not suited to resolve - malasah difficult or "bad". The strength of the avoidance strategy is if we confront a situation that is confusing or ambiguous (ambiguous Situations). As for weaknesses, solving the problem is only temporary and does not resolve the basic problem.
4. Compromising. = This style puts a person at a moderate position, which is balanced blend between its own interests and the interests of others. This is an approach of give and take (give-and-take approach) of the parties terlibat.Kompromi suitable for dealing with problems involving the parties have different goals but has the same strength. For example, in contract negotiations between unions and employers. The main strength of the compromise is in the process of democratic and neither party was defeated. But sometimes a temporary settlement of the conflict and prevent the emergence of creativity in problem solving.
source :
- Stephen P. Robbins – Timothy A. Judge, Perilaku Organisasi (Organizational Behavior), (ed.12). Salemba Empat.
- Gibson, James L., et al., 1977. Organisasi: Perilaku, Struktur, Proses. Alih bahasa oleh Adriani. Jakarta: Binarupa Aksara.
- Greenhalgh, Leonard, 1999. “Menangani Konflik”. Dalam A.Dale Timpe, (Ed.), Memimpin Manusia. Alih bahasa oleh Sofyan Cikmat. Jakarta: PT.Gramedia.
- http://id.wikipedia.org/wiki/Konflik
09/11/2011
Macam Organisasi dari Berbagai Tujuan
Berbagai organisasi-organisasi memiliki karakteristik yang beraneka ragam yang dapat menghasilkan keuntungan dan kerugian masing-masing. Apabila kita ingin mendirikan suatu unit bisnis, maka kita akan memilih bentuk yang paling sesuai dengan kebutuhan dan kemampuan untuk mendapatkan tujuan dari unit bisnis atau organisasi tersebut.
Keragaman bentuk organisasi yang ada dapat dibedakan secara jelas ketika kita membandingkan toko kelontong, supermarket, konsultan hukum, atau perusahaan otomotif. Masing-masing unit bisnis atau organisasi tersebut memiliki karakteristik yang berbeda-beda. Demikian pula yang akan kita bahas pada makalah ini seperti Organisasi Niaga, Regional dan Internasional, antara klasifikasi disetiap masing organisasi-organisasi tersebut terdapat perbedaan karakteristik pada pembentukan organisasi, tujuan organisasi maupun segi keuntungan organisasi sendiri.
<> ORGANISASI NIAGA
Organisasi Niaga
Adalah Organisasi yang tujuan utamanya mencari keuntungan.
Macam-macamnya yaitu :
1. Perseroan Terbatas (PT)
2. Perseroan Komanditer (CV)
3. Firma (FA)
4. Koperasi
5. Join ventura
6. Trus
7. Kontel
8. Holding Company
<> ORGANISASI SOSIAL
Organisasi Sosial
Adalah organisasi yang dibentuk oleh anggota masyarakat
Jalur pembentukan organisasi Kemasyarakatan :
1. Jalur Keagamaan
2. Jalur Profesi
3. Jalur Kepemudaan
4. Jalur Kemahasiswaan
5. Jalur Kepartaian & Kekaryaan
<> BENTUK ORGANISASI
Bentuk-bentuk organisasi :
1. Bentuk Organisasi Staff
2. Bentuk Organisasi Lini
3. Bentuk Organisasi Fungsional
4. Bentuk Organisasi Fungsional & Lini
5. Bentuk Organisasi Fungsional & Staff
6. Bentuk Organisasi Lini & Staff
Struktur / bagan organisasi memperlihatkan satuan-satuan organisasi, hubungan-hubungan & saluran wewenang & tanggung jawab yang ada dalam organisasi, digunakan untuk mengatur kelancaran organisasi
Pengertian bentuk organisasi sering disamakan dengan tipe organisasi, padahal keduanya berbeda. Menurut tipenya organisasi dibedakan menjadi dua macam, yaitu organisasi dengan tipe piramid dan organisasi dengan tipe kerucut. Bentuk organisasi memandang organisasi dari segi tata hubungan , wewenang (authority) , dan tanggung jawab (Responsbility), yang ada dalam suatu organisasi.
ARTI PENTING ORGANISASI DAN METODE
Pengertian organisasi dan metode (secara lengkap) adalah rangkaian proses kegiatan yang harus dilakukan untuk meningkatkan kegunaan segala sumber dan faktor yang menentukan bagi berhasilnya proses manajemen terutama dengan memperhatikan fungsi dan dinamika organisasi atau birokrasi dalam rangka mencapai tujuan yang sudah ditetapkan.
Dari pengertian tersebut terkandung beberapa maksud yaitu :
1. Organisasi dan metode merupakan kunci atau syarat pelaksanaan kerja yang setepat-tepatnya,
2. Organisasi dan metode penting bagi kegiatan manajemen,
3. Organisasi dan metode dapat memanfaatkan sumber-sumber dan waktu yang tersedia, dan
4. Organisasi dan metode berguna dalam meningkatkan efisiensi kerja untuk mencapai tujuan.
Dari uraian di atas terlihat jelas betapa eratnya hubungan antara manajemen, organisasi dan metode, bahkan sepertinya dapat dikatakan bahwa organisasi dan metode merupakan salah satu bidang pengkhususan dari manajemen.
Manajemen pada hakekatnya merupakan proses kegiatan seorang pimpinan (manager) yang harus dilakukan dengan mempergunakan cara-cara pemikiran yang rasional maupun praktis untuk mencapai tujuan yang telah ditetapkan melalui kerja sama dengan orang lain sebagai sumber tenaga kerja tanpa mengabaikan sumber-sumber yang lain dan waktu yang tersedia dengan cara yang setepat-tepatnya.
Kegiatan manajemen :
1. Planning (perencanaan)
a. Merupakan proses kegiatan pemikiran, dugaan dan penentuan prioritas-prioritas yang harus dilakukan secara rasional sebelum melaksanakan tindakan yang sebenarnya
b. Merupakan kegiatan non fisik (kejiwaan) sebelum melaksanakan kegiatan fisik
c. sangat diperlukan dalam rangka mengarahkan tujuan dan sasaran organisasi serta tujuan suatu program pembangunan
2. Organizing (pengorganisasian)
a. Merupakan proses penyusunan pembagian kerja ke dalam unit-unit kerja dan fungsi-fungsinya serta penempatan mengenai orang yang menduduki fungsi-fungsi tersebut secara tepat
b. Dilakukan demi perencanaan, pelaksanaan dan pembagian kerja yang tepat
c. Harus diperhatikan dalam penempatan orang (staffing) dilakukan secara obyektif.
3. Motivating (pendorongan)
a. Merupakan proses kegiatan yang harus dilakukan untuk membina dan mendorong semangat dan kerelaan kerja para pegawai
b. Mencakup segi-segi perangsang baik yang bersifat rohaniah seperti kenaikan pangkat, pendidikan dan pengembangan karier, pemberian cuti dan sebagainya maupun yang bersifat jasmaniah seperti sistem upah yang baik dan memotivasi, pemberian tunjangan, penyediaan fasiliatas yang lengkap, dan sebagainya.
4. Controlling (pengendalian)
a. Merupakan rangkaian kegiatan yang harus dilakukan untuk mengadakan pengawasan, penyempurnaan dan penilaian sehingga dapat mencapai tujuan seperti yang direncanakan
b. Sangat penting untuk mengetahui sampai dimana pekerjaan sudah dilaksanakan
c. Dapat dilakukan evaluasi, penentuan tindakan korektif ataupun tindak lanjut, sehingga pengembangan dapat ditingkatkan pelaksanaannya
Keempat kegiatan manajemen tersebut tidak dapat terlaksana tanpa adanya sumber-sumber ataupun sarana yang harus didayagunakan secara tepat. Sumber-sumber yang dimaksud disebut 6 M (The six M’s in management), yaitu:
1. Manusia atau tenaga kerja (man power).
2. Uang atau dana (money).
3. Bahan-bahan atau material (materials).
4. Mesin dan peralatan (machine and equipment).
5. Tata kerja atau (methods)
6. Pasar (market).
**sumber :
http://nengsary.wordpress.com
http://wikipedia.com
Keragaman bentuk organisasi yang ada dapat dibedakan secara jelas ketika kita membandingkan toko kelontong, supermarket, konsultan hukum, atau perusahaan otomotif. Masing-masing unit bisnis atau organisasi tersebut memiliki karakteristik yang berbeda-beda. Demikian pula yang akan kita bahas pada makalah ini seperti Organisasi Niaga, Regional dan Internasional, antara klasifikasi disetiap masing organisasi-organisasi tersebut terdapat perbedaan karakteristik pada pembentukan organisasi, tujuan organisasi maupun segi keuntungan organisasi sendiri.
<> ORGANISASI NIAGA
Organisasi Niaga
Adalah Organisasi yang tujuan utamanya mencari keuntungan.
Macam-macamnya yaitu :
1. Perseroan Terbatas (PT)
2. Perseroan Komanditer (CV)
3. Firma (FA)
4. Koperasi
5. Join ventura
6. Trus
7. Kontel
8. Holding Company
<> ORGANISASI SOSIAL
Organisasi Sosial
Adalah organisasi yang dibentuk oleh anggota masyarakat
Jalur pembentukan organisasi Kemasyarakatan :
1. Jalur Keagamaan
2. Jalur Profesi
3. Jalur Kepemudaan
4. Jalur Kemahasiswaan
5. Jalur Kepartaian & Kekaryaan
<> BENTUK ORGANISASI
Bentuk-bentuk organisasi :
1. Bentuk Organisasi Staff
2. Bentuk Organisasi Lini
3. Bentuk Organisasi Fungsional
4. Bentuk Organisasi Fungsional & Lini
5. Bentuk Organisasi Fungsional & Staff
6. Bentuk Organisasi Lini & Staff
Struktur / bagan organisasi memperlihatkan satuan-satuan organisasi, hubungan-hubungan & saluran wewenang & tanggung jawab yang ada dalam organisasi, digunakan untuk mengatur kelancaran organisasi
Pengertian bentuk organisasi sering disamakan dengan tipe organisasi, padahal keduanya berbeda. Menurut tipenya organisasi dibedakan menjadi dua macam, yaitu organisasi dengan tipe piramid dan organisasi dengan tipe kerucut. Bentuk organisasi memandang organisasi dari segi tata hubungan , wewenang (authority) , dan tanggung jawab (Responsbility), yang ada dalam suatu organisasi.
ARTI PENTING ORGANISASI DAN METODE
Pengertian organisasi dan metode (secara lengkap) adalah rangkaian proses kegiatan yang harus dilakukan untuk meningkatkan kegunaan segala sumber dan faktor yang menentukan bagi berhasilnya proses manajemen terutama dengan memperhatikan fungsi dan dinamika organisasi atau birokrasi dalam rangka mencapai tujuan yang sudah ditetapkan.
Dari pengertian tersebut terkandung beberapa maksud yaitu :
1. Organisasi dan metode merupakan kunci atau syarat pelaksanaan kerja yang setepat-tepatnya,
2. Organisasi dan metode penting bagi kegiatan manajemen,
3. Organisasi dan metode dapat memanfaatkan sumber-sumber dan waktu yang tersedia, dan
4. Organisasi dan metode berguna dalam meningkatkan efisiensi kerja untuk mencapai tujuan.
Dari uraian di atas terlihat jelas betapa eratnya hubungan antara manajemen, organisasi dan metode, bahkan sepertinya dapat dikatakan bahwa organisasi dan metode merupakan salah satu bidang pengkhususan dari manajemen.
Manajemen pada hakekatnya merupakan proses kegiatan seorang pimpinan (manager) yang harus dilakukan dengan mempergunakan cara-cara pemikiran yang rasional maupun praktis untuk mencapai tujuan yang telah ditetapkan melalui kerja sama dengan orang lain sebagai sumber tenaga kerja tanpa mengabaikan sumber-sumber yang lain dan waktu yang tersedia dengan cara yang setepat-tepatnya.
Kegiatan manajemen :
1. Planning (perencanaan)
a. Merupakan proses kegiatan pemikiran, dugaan dan penentuan prioritas-prioritas yang harus dilakukan secara rasional sebelum melaksanakan tindakan yang sebenarnya
b. Merupakan kegiatan non fisik (kejiwaan) sebelum melaksanakan kegiatan fisik
c. sangat diperlukan dalam rangka mengarahkan tujuan dan sasaran organisasi serta tujuan suatu program pembangunan
2. Organizing (pengorganisasian)
a. Merupakan proses penyusunan pembagian kerja ke dalam unit-unit kerja dan fungsi-fungsinya serta penempatan mengenai orang yang menduduki fungsi-fungsi tersebut secara tepat
b. Dilakukan demi perencanaan, pelaksanaan dan pembagian kerja yang tepat
c. Harus diperhatikan dalam penempatan orang (staffing) dilakukan secara obyektif.
3. Motivating (pendorongan)
a. Merupakan proses kegiatan yang harus dilakukan untuk membina dan mendorong semangat dan kerelaan kerja para pegawai
b. Mencakup segi-segi perangsang baik yang bersifat rohaniah seperti kenaikan pangkat, pendidikan dan pengembangan karier, pemberian cuti dan sebagainya maupun yang bersifat jasmaniah seperti sistem upah yang baik dan memotivasi, pemberian tunjangan, penyediaan fasiliatas yang lengkap, dan sebagainya.
4. Controlling (pengendalian)
a. Merupakan rangkaian kegiatan yang harus dilakukan untuk mengadakan pengawasan, penyempurnaan dan penilaian sehingga dapat mencapai tujuan seperti yang direncanakan
b. Sangat penting untuk mengetahui sampai dimana pekerjaan sudah dilaksanakan
c. Dapat dilakukan evaluasi, penentuan tindakan korektif ataupun tindak lanjut, sehingga pengembangan dapat ditingkatkan pelaksanaannya
Keempat kegiatan manajemen tersebut tidak dapat terlaksana tanpa adanya sumber-sumber ataupun sarana yang harus didayagunakan secara tepat. Sumber-sumber yang dimaksud disebut 6 M (The six M’s in management), yaitu:
1. Manusia atau tenaga kerja (man power).
2. Uang atau dana (money).
3. Bahan-bahan atau material (materials).
4. Mesin dan peralatan (machine and equipment).
5. Tata kerja atau (methods)
6. Pasar (market).
**sumber :
http://nengsary.wordpress.com
http://wikipedia.com
05/10/2011
Organization
Hello all
, it's been a while since last post in this blog. This post will be a mark of the beginning of my new term
So, have a nice time reading this post about Organization
Organizations is basically used as a place or a place where people gather, work together in a rational and systematic, planned, organized, guided and controlled, in exploiting the resources (money, materials, machines, methods, environment), infrastructure, data, etc. are used efficiently and effectively to achieve organizational goals.
According to experts there is some sense of organization as follows.
1.Stoner said that the organization is a pattern of relationships through which people under the direction of superiors to pursue common goals.
2. James D. Mooney argued that any form of union organization is a human being to achieve a common goal.
3. Chester I. Bernard argues that the organization is a system of cooperation activities carried out by two people or more.
4. Stephen P. Robbins stated that the Organization is the entity (entity) consciously coordinated social, with a relatively identifiable boundary, working on a relatively continuous basis to achieve a common goal or purpose group.
>> As for the characteristics of the organization is
[] The component (superiors and subordinates)
[] The existence of cooperation (cooperative is structured from a group of people)
[] The goal
[] The target
[] The format and order of attachment that must be obeyed
[] The delegation of authority and coordination tasks
Elements of the Organization
According to Keith Davis, there are three important elements of participation:
[] The first element, that the participation or the participation in fact a mental involvement and feelings, rather than solely or simply by physical involvement.
[] The second element is the willingness to give something to contribute to the attainment of group goals. This means, that there is a sense of fun, volunteering to help the group.
[] The third element is the element of responsibility. The element is a prominent aspect of the sense of being a member. It is recognized as members means there is a sense of "sense of belongingness".
Organisation Theory
A. Classical Organization Theory
Classical theory contains the concepts of the organization beginning in 1800 (age 19). Generally described as enumerated by the classical theorists are very decentralized and specialized tasks, and provide mechanistic clues do not contain rigid structural creativity.
1. Theory of Bureaucracy
This theory was advanced by Max Weber in his book "The Protestant Ethic and the Spirit of Capitalism. The word bureaucracy initially derived from the legal-rational. The organization is legal, because his authority came from a set of rules and procedures are clearly defined role, and the organization is called rational in terms of setting goals and designing the organization to achieve that goal.
2. Administrative Theory
This theory was largely developed on the basis of the contribution of Henri Fayol and Urwick Lyndall from Europe as well as Mooney and Reily of America. Henry Fayol industrialists of France, in 1841-1925 put forward and discuss the 14 principles of management on which to base the development of theories of administration are: ~ The division of labor (division of work) ~ The authorities and responsibilities (authorityand responsibility) ~ Discipline (discipline) ~ Unity of command (unity of command) ~ Unity of direction (unity of direction) ~ Putting the public interest personal daraipada ~ Remuneration (remuneration of personnel) ~ Centralized (centralization) ~ Chain scalar (scalar chain) ~ Rules (oreder) ~ Justice (equity) ~ The continuity of personnel (stability of tenure of personnel) ~ Initiative (initiative) ~ The spirit of the corps (spirit de corps)
3. Scientific Management
Scientific management developed starting in 1900 by Frederick Winslow Taylor. There are two opinions about scientific management. The first opinion says the scientific management is the application of scientific methods to the study, analyzing and solving organizational problems. The second opinion said that scientific management is a set of mechanisms or techniques "a bag of tricks" to improve the work efficiency of the organization.
B. Neo Classical Theory (or Theory of Human Relations)
Neoclassical theory simply as a theory / flow of human relationships (the human relations movement). Neoclassical theory was developed on the basis of classical theory. The presumption of this theory is to emphasize the importance of psychological and social aspects of the employees as individuals and as part of working group on the basis of this assumption is the neoclassical theory defines "an organization" as a group of people with common goals.
C. Modern Organization Theory
Modern theory also called on the organization as a system analysis is the third major streams in organizational theory and management. Modern theories look at all elements of the organization as a whole & interdependence, in which argued that a system is not closed organisasi associated with a stable environment, but the organization was a system will open.
Sources:
http://id.shvoong.com/social-sciences/education/1931283-ciri-ciri-organisasi/ # ixzz1ZpnPeD00
http://id.wikipedia.org/wiki/Organisasi
http://nengsary.wordpress.com/2011/10/05/ciriunsur-dan-teori-organisasi/
, it's been a while since last post in this blog. This post will be a mark of the beginning of my new term So, have a nice time reading this post about Organization
Organizations is basically used as a place or a place where people gather, work together in a rational and systematic, planned, organized, guided and controlled, in exploiting the resources (money, materials, machines, methods, environment), infrastructure, data, etc. are used efficiently and effectively to achieve organizational goals.
According to experts there is some sense of organization as follows.
1.Stoner said that the organization is a pattern of relationships through which people under the direction of superiors to pursue common goals.
2. James D. Mooney argued that any form of union organization is a human being to achieve a common goal.
3. Chester I. Bernard argues that the organization is a system of cooperation activities carried out by two people or more.
4. Stephen P. Robbins stated that the Organization is the entity (entity) consciously coordinated social, with a relatively identifiable boundary, working on a relatively continuous basis to achieve a common goal or purpose group.
>> As for the characteristics of the organization is
[] The component (superiors and subordinates)
[] The existence of cooperation (cooperative is structured from a group of people)
[] The goal
[] The target
[] The format and order of attachment that must be obeyed
[] The delegation of authority and coordination tasks
Elements of the Organization
According to Keith Davis, there are three important elements of participation:
[] The first element, that the participation or the participation in fact a mental involvement and feelings, rather than solely or simply by physical involvement.
[] The second element is the willingness to give something to contribute to the attainment of group goals. This means, that there is a sense of fun, volunteering to help the group.
[] The third element is the element of responsibility. The element is a prominent aspect of the sense of being a member. It is recognized as members means there is a sense of "sense of belongingness".
Organisation Theory
A. Classical Organization Theory
Classical theory contains the concepts of the organization beginning in 1800 (age 19). Generally described as enumerated by the classical theorists are very decentralized and specialized tasks, and provide mechanistic clues do not contain rigid structural creativity.
1. Theory of Bureaucracy
This theory was advanced by Max Weber in his book "The Protestant Ethic and the Spirit of Capitalism. The word bureaucracy initially derived from the legal-rational. The organization is legal, because his authority came from a set of rules and procedures are clearly defined role, and the organization is called rational in terms of setting goals and designing the organization to achieve that goal.
2. Administrative Theory
This theory was largely developed on the basis of the contribution of Henri Fayol and Urwick Lyndall from Europe as well as Mooney and Reily of America. Henry Fayol industrialists of France, in 1841-1925 put forward and discuss the 14 principles of management on which to base the development of theories of administration are: ~ The division of labor (division of work) ~ The authorities and responsibilities (authorityand responsibility) ~ Discipline (discipline) ~ Unity of command (unity of command) ~ Unity of direction (unity of direction) ~ Putting the public interest personal daraipada ~ Remuneration (remuneration of personnel) ~ Centralized (centralization) ~ Chain scalar (scalar chain) ~ Rules (oreder) ~ Justice (equity) ~ The continuity of personnel (stability of tenure of personnel) ~ Initiative (initiative) ~ The spirit of the corps (spirit de corps)
3. Scientific Management
Scientific management developed starting in 1900 by Frederick Winslow Taylor. There are two opinions about scientific management. The first opinion says the scientific management is the application of scientific methods to the study, analyzing and solving organizational problems. The second opinion said that scientific management is a set of mechanisms or techniques "a bag of tricks" to improve the work efficiency of the organization.
B. Neo Classical Theory (or Theory of Human Relations)
Neoclassical theory simply as a theory / flow of human relationships (the human relations movement). Neoclassical theory was developed on the basis of classical theory. The presumption of this theory is to emphasize the importance of psychological and social aspects of the employees as individuals and as part of working group on the basis of this assumption is the neoclassical theory defines "an organization" as a group of people with common goals.
C. Modern Organization Theory
Modern theory also called on the organization as a system analysis is the third major streams in organizational theory and management. Modern theories look at all elements of the organization as a whole & interdependence, in which argued that a system is not closed organisasi associated with a stable environment, but the organization was a system will open.
Sources:
http://id.shvoong.com/social-sciences/education/1931283-ciri-ciri-organisasi/ # ixzz1ZpnPeD00
http://id.wikipedia.org/wiki/Organisasi
http://nengsary.wordpress.com/2011/10/05/ciriunsur-dan-teori-organisasi/
30/04/2011
Yuki-Onna (Snow Woman)
The sad and haunting tale of Yuki Onna (雪女) consists of all the requisite elements of a truly classic traditional ghost story. The ferocity of the Yuki Onna who can be both horrific and deadly at will, also displays a deep compassion and sadness. In this way she is depicted not only as a mountain ghoul but as wholly feminine in her heartfelt contemplations.
Juxtaposed her near-divine status is the character of Minokichi, an innocent and naive young man who although possesses a good heart inevitably displays the moral and mental fraility of humans. Giddily failing to uphold a promise he swore to, Minokichi foolishly brings himself once again face to face with a terrifying Death.
19/04/2011
Manga : Bakuman
Sejak pertama kali manga(komik) ini muncul, saya sudah tertarik dengan kisah yang diceritakan didalamnya komik yang ditulis oleh Tsugumi Ohba dan digambar oleh Takeshi Obata, yang juga bekerja bersama di dalam pembuatan manga populer Death Note. berkisah tentang seniman berbakat Moritaka Mashiro dan calon penulis Akito Takagi, dua anak kelas sembilan yang berusaha menjadi mangaka profesional.
Plot awal bercerita tentang Mashiro yang berbakat dalam menggambar namun tidak begitu memikirkan masa depan. Suatu hari, Mashiro menggambar Azuki Miho gadis yang diam-diam disukainya dibukunya. hal ini diketahui oleh Takagi yang akhirnya mengajak Mashiro untuk menjadi partnernya dalam membuat manga. Awalnya Mashiro tidak terlalu menanggapi ajakan Takagi, ketika sedang memikirkan tentang ajakan itu tiba-tiba Takagi menelpon Mashiro dan mengatakan bahwa ia akan mengatakan pada Azuki bahwa Mashiro menyukainya. Setelah Azuki keluar menemui mereka, Takagi mengatakan kepada Azuki bahwa dia dan Mashiro ingin menjadi mangaka. Mashiro kemudian mengetahui bahwa Azuki ingin menjadi seiyū, aktor suara. Mashiro, sekali lagi memikirkan pamannya,secara tak sadar melamar Azuki yang kemudian menerima lamaran Mashiro. Namun, dia hanya akan menikah setelah mereka mencapai impian mereka. Mashiro dan Takagi setelah mengirim beberapa manga, mulai seri manga berjudul Detective Trap.
Berhasil dalam membuat manga Detective Trap serta merta membuat Mashiro dan Takagi bergembira. Pencapaian yang luar biasa bagi mangaka yang masih SMA, namun ternyata kegembiraan itu tidak berlansung lama. Kesibukan dalam membuat manga membuat Mashiro jatuh sakit dan harus dioperasi. Hal ini tak urung membuat manga harus masuk dalam masa Hiatus(tunda/cuti/break). Azuki yang mendengar bahwa Mashiro sakit akhirnya memutuskan untuk menjenguknya. Awalnya Azuki meminta agar Mashiro beristirahat dan tidak melanjutkan meenggambar manga, tapi Mashiro bersikeras dan mengatakan bahwa untuk saat itu manga jauh lebih penting dari apapun. Azuki akhirnya mengerti dan mendukung Mashiro untuk tetap menggambar. akankah Detective Trap bertahan, atau akankah manga itu dicancel? silahkan baca ceritanya disini
29/03/2011
Human and Justice
In life and life, every human being in performing its activities would never find unfair treatment or even vice versa, doing things that are not fair. Where every man must have the urge or desire to do good "honest". But sometimes to make honesty is not easy and is always dibenturkan by problems - the problems and obstacles that it faces all of which are caused by various reasons, such as circumstances or situations, technical problems or even the moral attitude.
The positive impact of the justice system itself can produce high levels of creativity and art. Because when someone gets unfair treatment then that person will try to ask questions or pass up resistance "protests" in its own way. Well ... that's how that can lead to high levels of creativity and art, such as demonstrations, painting, writing in any form to even respond with a lie and commit fraud.
Justice is a balanced recognition of the deed, word recognition and attitude between the rights and obligations. Each of us "humans" have it "right and duty", where rights are claimed must be balanced with the obligation that has been done so to ensure the harmonization in the embodiment of justice itself.
Justice is essentially an absolute necessity for every human being on earth and will not possibly be separated from life. According to Aristotle, justice will be accomplished if it - the same thing is treated the same and vice versa, things - things that should not be treated improperly as well. Where justice is characterized, among others; be impartial, balanced and see everything in accordance with the proportion of both rights and responsibilities and comparable with morality. The meaning of morality here is the same between the acts committed and the rewards it receives. In other words justice itself may be legal.
Justice itself has properties that contrary to the false or fraudulent. Where fraud is not synonymous with good deeds and dishonest. Or in other words what is said is not the same as what is done.
Cheating is basically a liver disease that makes people become greedy, greed, gluttony, envy, matrealistis and is difficult to distinguish between black and white again and override the conscience and morality.
There are several factors that can lead to fraud, among others;
1. Economic factors. Each has the right to live layah and happy himself. Sometimes to make this happen we as beings are weak, where the wrong and sin, is very vulnerable at all with it - this shortcut to realize what we want and think. Justifies any means to achieve an apparent goal without seeing other people around him.
2. Civilization and Cultural Factors These factors greatly affect the attitude and mentality of individuals in them "cultural system" even though sometimes this is not always absolute. Justice and fraud is a mental attitude that requires courage and sportsmanship. Current moral shift triggered a shift in conscience almost at every individual in it making it very difficult to determine and even enforce justice.
3. Technical. It is also very able to determine the direction of policy even justice itself. Sometimes in order to bersikapadil, we also put forward the aspect of feeling or kinship making it very difficult to do. Or even defend our own justice must be wrong and to tell lies so as not to hurt the feelings of others. In other words we as an eastern people that very polite and courteous.
4. and so forth.
Justice or injustice and cheating will not be able to walk at the same time as the two very contradictory and opposite.
referrence = berbagai sumber
The positive impact of the justice system itself can produce high levels of creativity and art. Because when someone gets unfair treatment then that person will try to ask questions or pass up resistance "protests" in its own way. Well ... that's how that can lead to high levels of creativity and art, such as demonstrations, painting, writing in any form to even respond with a lie and commit fraud.
Justice is a balanced recognition of the deed, word recognition and attitude between the rights and obligations. Each of us "humans" have it "right and duty", where rights are claimed must be balanced with the obligation that has been done so to ensure the harmonization in the embodiment of justice itself.
Justice is essentially an absolute necessity for every human being on earth and will not possibly be separated from life. According to Aristotle, justice will be accomplished if it - the same thing is treated the same and vice versa, things - things that should not be treated improperly as well. Where justice is characterized, among others; be impartial, balanced and see everything in accordance with the proportion of both rights and responsibilities and comparable with morality. The meaning of morality here is the same between the acts committed and the rewards it receives. In other words justice itself may be legal.
Justice itself has properties that contrary to the false or fraudulent. Where fraud is not synonymous with good deeds and dishonest. Or in other words what is said is not the same as what is done.
Cheating is basically a liver disease that makes people become greedy, greed, gluttony, envy, matrealistis and is difficult to distinguish between black and white again and override the conscience and morality.
There are several factors that can lead to fraud, among others;
1. Economic factors. Each has the right to live layah and happy himself. Sometimes to make this happen we as beings are weak, where the wrong and sin, is very vulnerable at all with it - this shortcut to realize what we want and think. Justifies any means to achieve an apparent goal without seeing other people around him.
2. Civilization and Cultural Factors These factors greatly affect the attitude and mentality of individuals in them "cultural system" even though sometimes this is not always absolute. Justice and fraud is a mental attitude that requires courage and sportsmanship. Current moral shift triggered a shift in conscience almost at every individual in it making it very difficult to determine and even enforce justice.
3. Technical. It is also very able to determine the direction of policy even justice itself. Sometimes in order to bersikapadil, we also put forward the aspect of feeling or kinship making it very difficult to do. Or even defend our own justice must be wrong and to tell lies so as not to hurt the feelings of others. In other words we as an eastern people that very polite and courteous.
4. and so forth.
Justice or injustice and cheating will not be able to walk at the same time as the two very contradictory and opposite.
referrence = berbagai sumber
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