Freebook Biografi Steve Jobs di Leksika Kalibata City

GRATIS 25 eks buku Biografi Steve Jobs (Minggu, 18 Desember 2011) di Toko Buku Leksika Kalibata City, Jl. Kalibata Raya No. 1 Jakarta Selatan 12750, Tlp. 021-29316983 http://www.leksikabooks.com/ Follow Twitter @Leksika_KC Joint FB Fanpage http://www.facebook.com/pages/Leksika-Kalibata-City/

Biografi Steve Jobs (Walter Isaacson, Mizan Publishing) :

Buku biografi Steve Jobs terbit pada 24 Oktober 2011 tapi sejak beberapa bulan sebelumnya telah dilakukan pre-order (pemesanan) dan hasilnya buku tersebut bestseller sebelum terbit. Sebuah rekor tersendiri seperti produk-produk hasil campur tangan sang maestro yang lain seperti iPhone dan iPad. Buku hasil wawancara Walter Isaacson sebanyak lebih dari 36 kali tersebut dikatakan buku yang menceritakan paling lengkap kisah hidup Steve Jobs dan diakui oleh Steve sendiri. Sebelumnya ada beberapa buku yang menuliskan penggalan-penggalan hidup salah satu pendiri Apple dan mantan CEO Apple Inc. tersebut, salah satunya yang menurut saya cukup bagus adalah Return to The Little Kingdom: How Apple and Steve Jobs Changed The World (Michael Moritz).

Sebelumnya buku bertajuk Steve Jobs terbitan Simon Schuster tersebut sempat akan diluncurkan sekitar bulan November tetapi ketika Steve meninggal pada 5 Oktober lalu, percepatan penerbitannya dilakukan. Konon edisi Bahasa Indonesia yang diterbitkan oleh Bentang Pustaka (Mizan Group) juga akan diluncurkan dalam waktu yang bersamaan dengan versi aslinya. Akan tetapi, beberapa waktu lalu bocoran isi buku tersebut telah beredar di beberapa media. Seperti dituliskan oleh Associated Press yang telah mendapatkan buku tersebut pada Kamis lalu, buku tersebut memuat beberapa hal penting dalam fase kehidupan Steve: dari kehidupan pribadi hingga kariernya di Apple.

Beberapa hal yang menarik dalam buku tersebut di antaranya hubungan Steve Jobs dengan Eric Schmidt, mantan CEO Google dan mantan anggota dewan Apple 2006-2009. Schmidt keluar dari keanggotaan dewan Apple setelah Google dan Apple bersaing head-to-head dalam smartphone, Apple dengan iPhone-nya dan Google dengan software Android-nya. Steve Jobs marah besar ketika HTC mengeluarkan ponsel Android yang membanggakan beberapa fitur populer milik iPhone dan menyebutnya sebagai “pencurian besar”.

“Saya akan menghembuskan napas terakhirku jika perlu dan saya akan menggunakan setiap sen dari uang Apple yang $40 milyar di bank untuk membetulkan kesalahan ini,” ucap Jobs. “Saya akan menghancurkan Android karena itu adalah produk curian. Saya akan melancarkan perang thermonuclear terhadap hal ini.” Selanjutnya diceritakan Steve Jobs bertemu dengan Eric Schmidt di sebuah kafe di Palo Alto, California untuk membicarakan hal tersebut dan Steve menyatakan dia tidak ingin mengajukan tuntutan hukum tetapi ia ingin Google berhenti menggunakan ide-ide Apple di Android. Seperti yang akhirnya kita ketahui perseteruan di antara Apple dan Google melalui beberapa vendor yang menggunakan Android kian memanas dan seperti tidak berkesudahan.

Di buku ini juga diceritakan awal mula penggunaan nama Apple untuk perusahaan yang dibangun dari garasi bersama sahabatnya, Steve Wozniak. Lalu saat Steve Jobs keluar dari perusahaan yang ia dirikan sendiri pada 1985 dan menyebut eksekutif yang menjalankan Apple saat itu sebagai orang-orang korup dengan nilai-nilai korup yang lebih mengutamakan mengeruk uang untuk diri sendiri dan Apple daripada memikirkan produk yang hebat. Pada 1997 Steve kembali ke Apple dan akhirnya menghasilkan produk revolusioner seperti iMac yang berwarna-warni, iPod, iPhone dan iPad serta membawa Apple menjadi salah satu perusahaan paling disegani di dunia.

Mengenai kehidupan pribadinya, Steve menceritakan pada Isaacson tentang keterlibatannya dengan LSD dan kontrabudaya 1960-an yang ia anggap menguatkan kepekaannya terhadap hal-hal yang penting: menciptakan sesuatu yang hebat lebih penting daripada sekadar menghasilkan uang, meletakkan kembali segala sesuatu dalam alur sejarah dan kesadaran manusia sebisa mungkin.

Tentang penyakit kanker yang ia derita, Steve Jobs lebih memilih pengobatan secara tradisional dengan penggunaan obatan-obatan herbal dan diet ketimbang operasi yang seperti yang ditawarkan oleh para dokter. Sangat kontradiktif dengan pandangan visionaris dan sikap teknologis dalam produk-produknya, Steve Jobs lebih memilih hal-hal yang berbau tradisional ketika menyangkut organ tubuhnya. Hal ini mungkin terkait dengan gaya hidupnya sejak lama yang menganut vegetarian dan Steve Jobs telah memeluk agama Buddha sejak remaja setelah meninggalkan gereja pada usia 13 tahun.

Steve Jobs kini memang sudah tiada tetapi hasil karyanya akan selalu dikenang dan kisah hidupnya dengan berbagai pandangan serta sikapnya layak menjadi pelajaran bagi kita semua. Buku biografi ini dan beberapa buku lain tentang Steve Jobs dan pemikirannya akan menjadi catatan sejarah yang tak terlupakan.

Sumber: http://media.kompasiana.com/buku/2011/10/22/biografi-steve-jobs-bestseller-sebelum-terbit/

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Leksika Kalibata City

Dear: Sahabat Leksika

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Career Factor: Top 10 Tips For Rewarding Employee Excellence

If you are looking for ways to reward deserving employees, here are some ideas that can help them feel valued.

In a hectic work day, it is often easy to overlook the accomplishments of hard-working employees. These are the people who perform their job duties day after day, year after year, without complaint, which is one reason they tend to be overlooked. 

Another type of deserving employee is the one who goes above and beyond his or her usual duties to provide additional effort or support to the company or co-workers. Sometimes we come to depend so much on this type of person that it is easy to take such an employee for granted. 

That is why it is important to recognize and reward quality job performance from both quantity and quality perspectives. Here are the top ten tips for honoring your premiere employees: 

#1. Sponsor a special awards ceremony. This can be a monthly, bi-annual, or annual event. Some companies celebrate employees' success over an office luncheon while others include awards after an evening dinner. Send invitations to spouses and children, if possible, and have everyone dress up a little bit to commemorate the occasion. 

#2. Distribute certificates that can become a part of the employee's permanent record. Have them signed by the company president and consider framing the most significant ones, such as longevity awards for ten years or more of service, etc. 

#3. Develop an incentive program and promote it throughout the organization. You can make it competitive or available to as many contenders as possible who meet the criteria. Decide which Then ask for nominations of employees (by other employees or supervisors) who qualify for candidacy during the eligibility period. The "winner(s)" will be honored in one of several designated ways. 

#4. Create a recognition process that employees will appreciate. Posting the person's photograph and quote or a short biography, along with the specific credentials that led to the recognition, can be a tremendous honor. Mention the award at company-wide meetings, in the newsletter, and on the Web site. You may want to establish an organizational "hall of fame" for employees who have provided outstanding service. 

#5. Confer rewards or honors that make the employee feel valued. These can range from a "dinner for two" restaurant certificate to an end-of-year bonus, expenses-paid vacation, or a tangible memento such as a clock, expensive pen set, or other office equipment item that has been inscribed with the employee's name and dates of exceptional service. 

#6. Determine what your award criteria and emphasis will be. One major company pays year-end bonuses to employees with perfect attendance that year. Others recognize staff who work a certain number of hours' overtime without pay. Award winning ideas or projects that attract substantial customers may pay big dividends too. 

#7. A merit system may be helpful in evaluating each employee during the year. Even a simple checklist of basic and advanced skills, perhaps with point values, can help pinpoint those who consistently perform above expectations. 

#8. If you implement a nomination process, be sure that everyone understands the criteria to be met. These should be distributed in writing so employees know what to do and supervisors or administrators know how to assess award criteria. 

#9. Adjust criteria to match company growth. If you began by rewarding employee attendance when your company was founded, you may decide now, ten years later, to emphasize productivity over attendance. Clarify the shift in priorities to all employees so they can adjust their roles and performances. It is hard to hit a moving target, and staff may become disgruntled if they learn after the fact that the company rewards a new range of skills. 

#10. Don't forget the human touch. Get administrators involved in making awards, offering congratulations and offering thanks, writing personal notes, and shaking hands. A thoughtful expression of appreciation means more when it comes from a high-ranking officer in the company. 

Loyal employees deserve to be noticed and commended. Take time to honor hard-working staff in one or more of these suggested ways.

Career Factor: Top 10 Tips For Motivating Employee Success

If you're looking for ways to light a fire under your staff members, here are some effective strategies that can help.

Good companies look out for and foster their employees' success, even when that sometimes means the employee will leave the company to move up the corporate ladder. Mostly, however, happy employees remain loyal to organizations that value them.

If you want to motivate employees to work for personal success, here are top notch ways to spark their interest.

#1. Sponsor a competition.

Sponsor a contest for the top seller, best attendance record, or fastest worker, whatever skill you want to emphasize. Set a time frame, date, and award to be given at the end of the competition. Many aggressive people enjoy competing, and awards will make it worthwhile.

#2. Offer commendation.

A simple "Good job" or "Thanks a million" can motivate people who enjoy verbal acknowledgement. Some staff members yearn for human recognition or verbal interaction on the job. Pausing to offer a few words of encouragement or gratitude can truly make some people's day.

#3. Put it in writing.

Praise good workers with a professional looking letter of thanks and a copy to their personnel file that will be noticed during the annual evaluation. Or print an attractive certificate that can be posted in the employee`s work area. A newsletter mention or Web site posting can boost the spirits of those who enjoy seeing their names in print.

#4. Host an awards ceremony.

Sponsor an annual event that everyone looks forward to, especially those to be recognized. It can be a meeting centered around a workday meal or an evening dinner as well as a weekend golf outing or "high tea." Issue a press release and bring out the nice table settings to make things nice. Your honored employees will feel special.

#5. Cook up a company dinner, or picnic.

During an all day fun outing that means a day off work, save a block of time to announce and congratulate the year's most successful employee(s). Invite family members if possible.

#6. Money talks.

Merit pay, bonuses, raises, and promotions are traditional ways to reward quality performance. Gift certificates are appreciated as well.

#7. Increase perks.

Company discounts, business vehicle, extra vacation days, or an exclusive club membership are always appreciated by deserving staff members. Be creative in finding unique ways to celebrate success.

#8. Do it with humor.

A singing telegram, balloon delivery, or "roast" at a company event combines laughter with celebration of an employee's accomplishments.

#9. Enhance office support.

When someone consistently performs quality work, consider providing an assistant, new software, or upgraded equipment, both as a reward and as an incentive for continued progress.

#10. Conduct a survey.

Ask all employees to complete a questionnaire that includes questions about how they feel valued. Sometimes a small thing means a lot, like a word of praise from the company owner. You'll never know unless you ask.

All of us enjoy recognition of our efforts to be successful. Take time to help your staff feel honored as you guide them along the road to success and glean the benefits of company loyalty.