Monday, November 14, 2011
The host of the AGM for this year was PT FPS Indonesia, whose Head Office is based in Jakarta.
The theme for this year's AGM was "TOGETHER WE ARE STRONG" and represents the idea of "UNITY" and "TEAMWORK" which is the foundation of our success and the very essence of which has earned us respect from many of our clientele and competitors globally.
Total delegation that attended was 126 people represented by 40 countries from 60 offices.
Every two years, the Advisory Board members step down and new members are nominated and selected and this year, the structure of the 2nd term Advisory Board is as follows. The period that they will serve the group globally is October 2011 – October 2013.
The newly selected board members are:
Chairman: Mr Gihan Nanayakkara from FPS Sri Lanka (Colombo)
Advisory Board Members:
Ms Michele Dougal from FPS Brisbane (responsible for It Development)
Working with Michele Dougal on the IT side is Mr Chito Rollan of FPS Philippines (Manila)
Mr Jens-Ole Holmager from Team Freight Denmark (responsible for Agency Development
Mr Hendramoko Walujo from PT FPS Indonesia (Jakarta) (responsible for Sales and Marketing)
Treasurer is Mr Benny Ling (FPS Hong Kong)
Secretariat based in Hong Kong is Ms Cindy Ko
Source : http://www.fps-group.net/News.aspx?id=83
Thursday, December 15, 2011
FPS INDONESIA AWARDED FOR THE COMPANY EMPLOYED DISABILITIES PEOPLE
In line with the corporate value adopted : “care and share”, employment of disabilities people has been started more than 15 years ago in PT FPS Indonesia.
Continuously, maintenance of the values by this employment going on spreading out not only in FPS Jakarta as a main office but also in some branch offices. They’re employed to various of positions such as tele-marketing, customer service, accounting/finance and EDP/IT.
For the effort by number of years, The Government of Jakarta awarded PT FPS Indonesia as a Private Logistic Company Employed Disabilities People at the event of 2011 International Disabled Day on 7th of December 2011.
This award is a testimony to the company that creating an added-value to stakeholders is corporate objective as a whole synchronous with the government policy. It’s not just money solely.
(JS)
Continuously, maintenance of the values by this employment going on spreading out not only in FPS Jakarta as a main office but also in some branch offices. They’re employed to various of positions such as tele-marketing, customer service, accounting/finance and EDP/IT.
For the effort by number of years, The Government of Jakarta awarded PT FPS Indonesia as a Private Logistic Company Employed Disabilities People at the event of 2011 International Disabled Day on 7th of December 2011.
This award is a testimony to the company that creating an added-value to stakeholders is corporate objective as a whole synchronous with the government policy. It’s not just money solely.
(JS)
Monday, December 5, 2011
MEMBANGUN KOMITMEN ORGANISASI
Pengertian Komitmen Organisasi
Pengertian komitmen organisasi menurut Riggio (2000, p.227) “Organizational commitment is a worker’s feelings and attitudes about the entire work organization” artinya komitmen organisasi adalah semua perasaan dan sikap karyawan terhadap segala sesuatu yang berkaitan dengan organisasi dimana mereka bekerja termasuk pada pekerjaan mereka.
Luthans (1995, p.130) mengartikan komitmen organisasi sebagai :
a. A strong desire to remain a member of particular organization (Keinginan yang kuat untuk mempertahankan seorang anggota organisasi tertentu).
b. A willingness to exert high levels of effort on behalf of the organization (Sebuah kemauan yang kuat untuk berusaha mempertahankan nama organisasi).
c. A definite belief in, and acceptance of, the values and goals of the organization (Keyakinan dan penerima-an.nilai-nilai dan tujuan organisasi.
Menurut Robbins (2001, p.140) komitmen pada organisasi merupakan suatu keadaan di mana seorang karyawan memihak pada suatu organisasi dan tujuan-tujuannya, serta berniat memelihara keanggotaan dalam organisasi itu.
“Organizational commitment is the collection of feelings and beliefs that people have about their organization as a whole.” Level komitmen bisa dimulai dari sangat tinggi sampai sangat rendah, orang-orang bisa mempunyai sikap tentang berbagai aspek organisasi mereka seperti saat praktek promosi organisasi, kualitas produk organisasi dan perbedaan budaya organisasi. (Jenifer dan Gareth, 2002, p. 76)
Komitmen organisasi mencerminkan bagaimana seorang individu mengidentifikasikan dirinya dengan organisasi dan terikat dengan tujuan-tujuannya. Para manajer disarankan untuk meningkatkan kepuasan kerja dengan tujuan untuk mendapat-kan tingkat komitmen yang lebih tinggi. Selanjutnya, komitmen yang lebih tinggi dapat mempermudah terwujudnya produktivitas yang lebih tinggi. (Kreitner dan Kinicki, 2003, p.274).
Dimensi Komitmen Organisasi
Luthans (1995, p. 131) mengemukakan tiga dimensi didalam komitmen organisasi, antara lain :
a. Affective commitment involves the employee’s emotional attachment to, identification with, and involvement in the organization.
Affective commitment mengacu pada keterikatan emosional, identifikasi serta keterlibatan seorang karyawan pada suatu organisasi. Komitmen afektif seseorang akan menjadi lebih kuat bila pengalamannya dalam suatu organisasi konsisten dengan harapan-harapan dan memuaskan kebutuhan dasarnya dan sebaliknya.
Goal congruence orientation seseorang terhadap organisasi menekankan pada sejauh mana seseorang mengidentifikasikan dirinya dengan organisasi memiliki tujuan-tujuan pribadi yang sejalan dengan tujuan-tujuan organisasi. Pendekatan ini mencerminkan keinginan seseorang untuk menerima dan berusaha mewujudkan tujuan-tujuan organisasi. Ada suatu jenis komitmen yang berhubungan dengan pendekatan kongruensi tujuan (goal congruence approach), yaitu komitmen afektif (affective commitment) yang menunjukkan kuatnya keinginan seseorang untuk terus bekerja bagi suatu organisasi karena ia memang setuju dengan organisasi itu dan memang berkeinginan melakukannya. Pegawai yang mempunyai komitmen afektif yang kuat tetap bekerja dengan perusahaan
karena mereka menginginkan untuk bekerja di perusahaan itu.
b. Continuance commitment involves commitment based on the costs that the employee associates with leaving the organization.
Konsep side-bets orientation yang menekankan pada sumbangan seseorang yang sewaktu-waktu dapat hilang jika orang
meninggalkan organisasi. Tindakan meninggalkan organisasi menjadi sesuatu yang berresiko tinggi karena orang merasa takut akan kehilangan sumbangan yang mereka tanamkan pada organisasi itu dan menyadari bahwa mereka tak mungkin mencari gantinya.
c. Normative commitment involves the employee’s feelings of obligation to stay with organization
Komitmen normatif bisa dipengaruhi beberapa aspek antara lain sosialisasi awal dan bentuk peran seseorang dari pengalaman organisasinya.
Keterkaitan yang kuat antara komitmen dan pemberdayaan disebabkan karena adanya keinginan dan kesiapan karyawan dalam organisasi untuk diberdayakan dengan menerima berbagai tantangan dan tanggung jawab. Argyris dalam Rokhman (1998) membagi komitmen menjadi dua yaitu komitmen internal dan eskternal :
1. Komitmen internal merupakan komitmen yang berasal dari diri karyawan untuk menyelesaikan berbagai tugas, tanggung jawab dan wewenang berdasarkan pada alasan dan motivasi yang dimiliki. Pemberdayaan sangat terkait dengan komitmen internal karyawan. Proses pemberdayaan akan berhasil bila ada motivasi dan kemauan yang kuat untuk mengembangkan diri dan memacu kreativitas individu dalam menerima tanggung jawab yang lebih besar.
2. Komitmen eksternal dibentuk oleh lingkungan kerja. Komitmen ini muncul karena adanya tuntutan terhadap penyelesaian tugas dan tanggung jawab yang harus diselesaikan oleh para karyawan. Peran supervisor sangat penting dalam menentukan timbulnya komitmen ini karena belum adanya suatu kesadaran individual atas tugas yang diberikan.
Pemberdayaan merupakan serangkaian proses yang dilakukan secara bertahap dalam organisasi agar dapat dicapai secara optimal dan membangun kesadaran dari karyawan akan pentingnya proses pemberdayaan sehingga perlu adanya komitmen dari anggota terhadap organisasi, dengan pemberian wewenang dan tanggung jawab akan menimbulkan motivasi dan komitmen organisasi terhadap organisasi.
Pemberdayaan yang dapat dikembangkan untuk memperkuat komitmen organisasi yaitu (Sharafat Khan dalam Rokhman, 1997) :
1. Lama bekerja (Time)
Merupakan waktu yang telah dijalani seorang dalam melakukan pekerjaan pada perusahaan. Semakin lama seseorang bertahan dalam perusahaan maka terlihat bahwa dia berkomitmen terhadap perusahaan.
2. Kepercayaan (Trust)
Setelah pemberdayaan dilakukan oleh pihak manajemen, langkah selanjutnya yaitu membangun kepercayaan antara manajemen dan karyawan. Adanya saling percaya diantara anggota organisasi akan tercipta kondisi yang baik untuk pertukaran informasi dan saran tanpa adanya rasa takut. Kepercayaan antara keduanya dapat diciptakan dengan cara antara lain : (1) Menyediakan waktu dan sumber daya yang cukup bagi karyawan dalam menyelesaikan pekerjaan ; (2) Menyediakan pelatihan yang mencukupi bagi kebutuhan kerja ; (3) menghargai perbedaan pandangan dan perbedaan kesuksesan yang diraih karyawan ; (4) menyediakan akses informasi yang cukup.
3. Rasa percaya diri (Confident)
Menimbulkan rasa percaya diri karyawan dengan menghargai kemampuan yang dimiliki karyawan sehingga komitmen terhadap perusahaan semakin tinggi. Keyakinan karyawan dapat ditimbulkan melalui antara lain : (1) mendelegasikan tugas penting kepada karyawan ; (2) menggali saran dan ide dari karyawan ; (3) memperluas tugas dan membangun jaringan antar departemen ; (4) menyediakan instruksi tugas untuk penyelesaian pekerjaan yang baik.
4. Kredibilitas (Credibility)
Menjaga kredibilitas dengan penghargaan dan mengembangkan lingkungan kerja yang mendorong kompetisi yang sehat sehingga tercipta organisasi yang memiliki kinerja tinggi. Hal ini dapat dilakukan dengan cara antara lain : (1) memandang karyawan sebagai partner strategis ; (2) peningkatan target di semua bagian pekerjaan ; (3) mendorong inisiatif individu untuk melakukan perubahan melalui partisipasi ; (4) membantu menyelesaikan perbedaan dalam penentuan tujuan dan prioritas.
5. Pertanggungjawaban (Accountability)
Pertanggungjawaban karyawan pada wewenang yang diberikan dengan menetapkan secara konsisten dan jelas tentang peran, standar dan tujuan tentang penilaian terhadap kinerja karyawan. Tahap ini sebagai sarana evaluasi terhadap kinerja karyawan dalam penyelesaian dan tanggung jawab terhadap wewenang yang diberikan. Akuntabilitas dapat dilakukan dengan cara sebagai berikut : (1) menggunakan jalur training dalam mengevaluasi kinerja karyawan ; (2) memberikan tugas yang jelas dan ukuran yang jelas ; (3) melibatkan karyawan dalam penentuan standar dan ukuran kinerja ; (4)memberikan saran dan bantuan kepada karyawan dalam menyelesaikantugasnya.
Jika karyawan memiliki tanggungjawab yang besar terhadap pekerjaannya,kecilnya peluang untuk mendapatkan pekerjaan yang lain, adanya pengalaman yang baik dalam bekerja dan adanya usaha yang sungguh-sungguh dari organisasi untuk membantu karyawan baru dalam belajar tentang organisasi dan pekerjaannya, maka akan tercipta komitmen pada organisasi.
sumber : http://jurnal-sdm.blogspot.com/2009/04/membangun-komitmen-organisasi.html
Pengertian komitmen organisasi menurut Riggio (2000, p.227) “Organizational commitment is a worker’s feelings and attitudes about the entire work organization” artinya komitmen organisasi adalah semua perasaan dan sikap karyawan terhadap segala sesuatu yang berkaitan dengan organisasi dimana mereka bekerja termasuk pada pekerjaan mereka.
Luthans (1995, p.130) mengartikan komitmen organisasi sebagai :
a. A strong desire to remain a member of particular organization (Keinginan yang kuat untuk mempertahankan seorang anggota organisasi tertentu).
b. A willingness to exert high levels of effort on behalf of the organization (Sebuah kemauan yang kuat untuk berusaha mempertahankan nama organisasi).
c. A definite belief in, and acceptance of, the values and goals of the organization (Keyakinan dan penerima-an.nilai-nilai dan tujuan organisasi.
Menurut Robbins (2001, p.140) komitmen pada organisasi merupakan suatu keadaan di mana seorang karyawan memihak pada suatu organisasi dan tujuan-tujuannya, serta berniat memelihara keanggotaan dalam organisasi itu.
“Organizational commitment is the collection of feelings and beliefs that people have about their organization as a whole.” Level komitmen bisa dimulai dari sangat tinggi sampai sangat rendah, orang-orang bisa mempunyai sikap tentang berbagai aspek organisasi mereka seperti saat praktek promosi organisasi, kualitas produk organisasi dan perbedaan budaya organisasi. (Jenifer dan Gareth, 2002, p. 76)
Komitmen organisasi mencerminkan bagaimana seorang individu mengidentifikasikan dirinya dengan organisasi dan terikat dengan tujuan-tujuannya. Para manajer disarankan untuk meningkatkan kepuasan kerja dengan tujuan untuk mendapat-kan tingkat komitmen yang lebih tinggi. Selanjutnya, komitmen yang lebih tinggi dapat mempermudah terwujudnya produktivitas yang lebih tinggi. (Kreitner dan Kinicki, 2003, p.274).
Dimensi Komitmen Organisasi
Luthans (1995, p. 131) mengemukakan tiga dimensi didalam komitmen organisasi, antara lain :
a. Affective commitment involves the employee’s emotional attachment to, identification with, and involvement in the organization.
Affective commitment mengacu pada keterikatan emosional, identifikasi serta keterlibatan seorang karyawan pada suatu organisasi. Komitmen afektif seseorang akan menjadi lebih kuat bila pengalamannya dalam suatu organisasi konsisten dengan harapan-harapan dan memuaskan kebutuhan dasarnya dan sebaliknya.
Goal congruence orientation seseorang terhadap organisasi menekankan pada sejauh mana seseorang mengidentifikasikan dirinya dengan organisasi memiliki tujuan-tujuan pribadi yang sejalan dengan tujuan-tujuan organisasi. Pendekatan ini mencerminkan keinginan seseorang untuk menerima dan berusaha mewujudkan tujuan-tujuan organisasi. Ada suatu jenis komitmen yang berhubungan dengan pendekatan kongruensi tujuan (goal congruence approach), yaitu komitmen afektif (affective commitment) yang menunjukkan kuatnya keinginan seseorang untuk terus bekerja bagi suatu organisasi karena ia memang setuju dengan organisasi itu dan memang berkeinginan melakukannya. Pegawai yang mempunyai komitmen afektif yang kuat tetap bekerja dengan perusahaan
karena mereka menginginkan untuk bekerja di perusahaan itu.
b. Continuance commitment involves commitment based on the costs that the employee associates with leaving the organization.
Konsep side-bets orientation yang menekankan pada sumbangan seseorang yang sewaktu-waktu dapat hilang jika orang
meninggalkan organisasi. Tindakan meninggalkan organisasi menjadi sesuatu yang berresiko tinggi karena orang merasa takut akan kehilangan sumbangan yang mereka tanamkan pada organisasi itu dan menyadari bahwa mereka tak mungkin mencari gantinya.
c. Normative commitment involves the employee’s feelings of obligation to stay with organization
Komitmen normatif bisa dipengaruhi beberapa aspek antara lain sosialisasi awal dan bentuk peran seseorang dari pengalaman organisasinya.
Keterkaitan yang kuat antara komitmen dan pemberdayaan disebabkan karena adanya keinginan dan kesiapan karyawan dalam organisasi untuk diberdayakan dengan menerima berbagai tantangan dan tanggung jawab. Argyris dalam Rokhman (1998) membagi komitmen menjadi dua yaitu komitmen internal dan eskternal :
1. Komitmen internal merupakan komitmen yang berasal dari diri karyawan untuk menyelesaikan berbagai tugas, tanggung jawab dan wewenang berdasarkan pada alasan dan motivasi yang dimiliki. Pemberdayaan sangat terkait dengan komitmen internal karyawan. Proses pemberdayaan akan berhasil bila ada motivasi dan kemauan yang kuat untuk mengembangkan diri dan memacu kreativitas individu dalam menerima tanggung jawab yang lebih besar.
2. Komitmen eksternal dibentuk oleh lingkungan kerja. Komitmen ini muncul karena adanya tuntutan terhadap penyelesaian tugas dan tanggung jawab yang harus diselesaikan oleh para karyawan. Peran supervisor sangat penting dalam menentukan timbulnya komitmen ini karena belum adanya suatu kesadaran individual atas tugas yang diberikan.
Pemberdayaan merupakan serangkaian proses yang dilakukan secara bertahap dalam organisasi agar dapat dicapai secara optimal dan membangun kesadaran dari karyawan akan pentingnya proses pemberdayaan sehingga perlu adanya komitmen dari anggota terhadap organisasi, dengan pemberian wewenang dan tanggung jawab akan menimbulkan motivasi dan komitmen organisasi terhadap organisasi.
Pemberdayaan yang dapat dikembangkan untuk memperkuat komitmen organisasi yaitu (Sharafat Khan dalam Rokhman, 1997) :
1. Lama bekerja (Time)
Merupakan waktu yang telah dijalani seorang dalam melakukan pekerjaan pada perusahaan. Semakin lama seseorang bertahan dalam perusahaan maka terlihat bahwa dia berkomitmen terhadap perusahaan.
2. Kepercayaan (Trust)
Setelah pemberdayaan dilakukan oleh pihak manajemen, langkah selanjutnya yaitu membangun kepercayaan antara manajemen dan karyawan. Adanya saling percaya diantara anggota organisasi akan tercipta kondisi yang baik untuk pertukaran informasi dan saran tanpa adanya rasa takut. Kepercayaan antara keduanya dapat diciptakan dengan cara antara lain : (1) Menyediakan waktu dan sumber daya yang cukup bagi karyawan dalam menyelesaikan pekerjaan ; (2) Menyediakan pelatihan yang mencukupi bagi kebutuhan kerja ; (3) menghargai perbedaan pandangan dan perbedaan kesuksesan yang diraih karyawan ; (4) menyediakan akses informasi yang cukup.
3. Rasa percaya diri (Confident)
Menimbulkan rasa percaya diri karyawan dengan menghargai kemampuan yang dimiliki karyawan sehingga komitmen terhadap perusahaan semakin tinggi. Keyakinan karyawan dapat ditimbulkan melalui antara lain : (1) mendelegasikan tugas penting kepada karyawan ; (2) menggali saran dan ide dari karyawan ; (3) memperluas tugas dan membangun jaringan antar departemen ; (4) menyediakan instruksi tugas untuk penyelesaian pekerjaan yang baik.
4. Kredibilitas (Credibility)
Menjaga kredibilitas dengan penghargaan dan mengembangkan lingkungan kerja yang mendorong kompetisi yang sehat sehingga tercipta organisasi yang memiliki kinerja tinggi. Hal ini dapat dilakukan dengan cara antara lain : (1) memandang karyawan sebagai partner strategis ; (2) peningkatan target di semua bagian pekerjaan ; (3) mendorong inisiatif individu untuk melakukan perubahan melalui partisipasi ; (4) membantu menyelesaikan perbedaan dalam penentuan tujuan dan prioritas.
5. Pertanggungjawaban (Accountability)
Pertanggungjawaban karyawan pada wewenang yang diberikan dengan menetapkan secara konsisten dan jelas tentang peran, standar dan tujuan tentang penilaian terhadap kinerja karyawan. Tahap ini sebagai sarana evaluasi terhadap kinerja karyawan dalam penyelesaian dan tanggung jawab terhadap wewenang yang diberikan. Akuntabilitas dapat dilakukan dengan cara sebagai berikut : (1) menggunakan jalur training dalam mengevaluasi kinerja karyawan ; (2) memberikan tugas yang jelas dan ukuran yang jelas ; (3) melibatkan karyawan dalam penentuan standar dan ukuran kinerja ; (4)memberikan saran dan bantuan kepada karyawan dalam menyelesaikantugasnya.
Jika karyawan memiliki tanggungjawab yang besar terhadap pekerjaannya,kecilnya peluang untuk mendapatkan pekerjaan yang lain, adanya pengalaman yang baik dalam bekerja dan adanya usaha yang sungguh-sungguh dari organisasi untuk membantu karyawan baru dalam belajar tentang organisasi dan pekerjaannya, maka akan tercipta komitmen pada organisasi.
sumber : http://jurnal-sdm.blogspot.com/2009/04/membangun-komitmen-organisasi.html
Tuesday, November 15, 2011
INTERNAL CONSOLIDATION GOES ON
Bali meeting October 18th – 21st was over, several home works have to be conducted by FPS Indonesia and Iska Group including its internal affair. During October – November 2011 the activities with the atmosphere of internal consolidation was done. The activities with content of awareness, consistency and social piety were training and fire emergency drill, internal and external audit of QMS and OHSMS, and slaughter of Idul Adha.
Training and Fire Emergency Drill
It is the requirement of OHSAS 18001:2007 where FPS Indonesia certified, that company have to organize an emergency drill regularly. Emergency scenario was arrange with the fifth floor of Graha Iska Building where FPS Indonesia official office located pointed as starting point that the emergency situation was occurred. In the drills, some activities facing the emergency situation including evacuation process of pregnant women was practiced. Evaluation Team recorded that it need 1 minute 36.6 second to evacuate pregnant women from the fifth floor to the assembly point nearby the building.
Internal and External Audit of QMS and OHSMS
Other important aspect that focused by FPS Indonesia management is performance and result of work evaluation particulary the aspect of quality and safety and compliance to the implemented standard of QMS and OHSMS. Respectively, on 2nd – 4th November 2011 and 9th – 10th November 2011 FPS Indonesia has performed internal and external combine audit based on ISO 9001:2008 and OHSAS 18001:2007 international standard.
Both audits carried out as a combine audit for time effectivity. For the next time, the activities proposed to be done as an integrated. In connecting with internal audit, improving the competency of the auditor is the must. Competency of personnel as a whole also to be focused of the company in line with coming Free Asian Trade in nearly time.
At the end of audit, assessment body concluded tha FPS Indonesia still recommended to certify by both standard.
Slaughter of Idul Adha
Same as number of years previously, FPS Indonesia and Iska Group, and its branch-offices as well, carried out a slaughter to celebrate Idul Adha. This observance was purposed to sharpen the social piety within the society. Sacrifice as the core of the observance should be a differentiator characteristic from other group of communities.
Sincere qurban worship could bring us to the learning of that sacrifice is not only in the situation of ‘the have’ but is could be in all situation including ‘the have not’ and other situation of suffering. Belove to fellow human beings is the highest value of this worship.
(Jaeroni Setyadhi)
Training and Fire Emergency Drill
It is the requirement of OHSAS 18001:2007 where FPS Indonesia certified, that company have to organize an emergency drill regularly. Emergency scenario was arrange with the fifth floor of Graha Iska Building where FPS Indonesia official office located pointed as starting point that the emergency situation was occurred. In the drills, some activities facing the emergency situation including evacuation process of pregnant women was practiced. Evaluation Team recorded that it need 1 minute 36.6 second to evacuate pregnant women from the fifth floor to the assembly point nearby the building.
Internal and External Audit of QMS and OHSMS
Other important aspect that focused by FPS Indonesia management is performance and result of work evaluation particulary the aspect of quality and safety and compliance to the implemented standard of QMS and OHSMS. Respectively, on 2nd – 4th November 2011 and 9th – 10th November 2011 FPS Indonesia has performed internal and external combine audit based on ISO 9001:2008 and OHSAS 18001:2007 international standard.
Both audits carried out as a combine audit for time effectivity. For the next time, the activities proposed to be done as an integrated. In connecting with internal audit, improving the competency of the auditor is the must. Competency of personnel as a whole also to be focused of the company in line with coming Free Asian Trade in nearly time.
At the end of audit, assessment body concluded tha FPS Indonesia still recommended to certify by both standard.
Slaughter of Idul Adha
Same as number of years previously, FPS Indonesia and Iska Group, and its branch-offices as well, carried out a slaughter to celebrate Idul Adha. This observance was purposed to sharpen the social piety within the society. Sacrifice as the core of the observance should be a differentiator characteristic from other group of communities.
Sincere qurban worship could bring us to the learning of that sacrifice is not only in the situation of ‘the have’ but is could be in all situation including ‘the have not’ and other situation of suffering. Belove to fellow human beings is the highest value of this worship.
(Jaeroni Setyadhi)
Friday, September 30, 2011
ISO 19011:2011
ISO 19011:2011 – Guidelines for auditing management systems – Expected to be published in October 2011
Keshav Ram Singhal (Email - krsinghal@rediffmail.com)
International Organization for Standardization released ISO/FDIS 19011:2011 – Guidelines for auditing management systems in July 2011 to ISO members. It is expected that international standard ISO 19011:2011 will be published in October 2011.
ISO 19011:2002 is the current auditing standard that provides guidelines for auditing quality and/or environmental management system. This standard was long due for revision and since the initial publication of ISO 190011 in 2002 a number of new management system standards have been published. This has resulted in a need to consider a broader scope of management system auditing as well as providing guidance that is more generic. This is now reflected in ISO 19011:2011 that has the revised title “Guidelines for auditing management systems” instead of “Guidelines for auditing quality and/or environmental management systems” as mentioned in the existing standard ISO 19011:2002.
ISO 19011:2011 will provide guidance for all users, including small and medium sized organizations and will concentrates on what are commonly termed internal (first party) and second party audits as often conducted by customers on their suppliers.
International Organization for Standardization (ISO) has already published ISO 17021:2011, a standard for conformity assessment that provides requirements for bodies providing audit and certification of management systems. After publication of ISO 19011:2011, there will be two relevant standards - ISO 17021:2011, Conformity assessment – Requirements for bodies providing audit and certification of management systems - ISO 19011:2011, Guidelines for auditing management systems
The publication of ISO 19011:2011 will provide auditors, organizations implementing management systems and organizations (including certification bodies) needing to conduct audits of management systems an opportunity to re-assess their own practices and identify improvement opportunities in conducting audits.
What are the changes within ISO 19011:2011?
ISO 19011 is being revised to provide persons involved in management system auditing with good audit practice guidance relevant to the present environment. Presently there are many organizations implement management system covering multiple disciplines, for example quality (ISO 9001), environment (ISO 14001), occupational health and safety (OHSAS 18001) and information security (ISO 27000) etc.
The Principles of auditing on which the guidance is based are being revised and expanded to include the new auditing principle of ‘Confidentiality – security of information’. This will be a principle that will require auditors to be prudent in the use and protection of information acquired in the course of their duties during auditing management systems..
The main body of ISO 19011:2011 will set out good practice for Managing an Audit Programme and Performing an Audit. It will update to reflect current thinking and in parts expanded significantly. These sections will provide detailed guidance; intended to be used flexibly according to the size, level of maturity of an organization’s management system, the nature and complexity of the organization to be audited. The concept of risk in auditing is being introduced. Some guidance will be provided on combined audits, where two or more management systems of different disciplines are audited together (for example QMS and EMS, EMS and OHSAS, QMS and OHSAS). Also, the use of technology in remote auditing will be acknowledged.
Changes are being introduced in the guidance on Competence and evaluation of auditors. ISO 19011:2011 will address auditing management system covering multiple disciplines some of these may be wide ranging. The significant changes include:
- ISO 19011:2011 will identify that necessary auditor competence comprises generic knowledge and skills of management systems, plus discipline specific (for example, QMS) and sector specific (for example, aerospace) knowledge and skills. Annex A (informative) of the standard will provide examples of discipline-specific knowledge and skills of auditors, including:
- Transportation safety management
- Environmental management
- Quality management
- Records management
- Resilience, security, preparedness and continuity management
- Information security
- Occupational health and safety
ISO 19011:2011 will not include guidance on sector specific knowledge and skills of auditor. These may be developed later and published separately by the International Organization for Standardization (ISO).
The existing standard ISO 19011:2002 provides guidance on education, work experience, auditor training and audit experience that contribute to development of the knowledge and skills needed to perform audits and lead audit teams. ISO 19011:2011 will also provide guidance on knowledge and skills of management system auditors and an audit team leader but it will not make reference to auditors having completed education, work experience, auditor training and audit experience. This change will recognize that education, work experience, training and audit experience are enablers to competence, which ISO 19001:2011 and ISO 17021:2011 define as ‘ability to apply knowledge and skills to achieve intended results’. ISO 19011:2011 will recognize evaluation of competence needs, which may be carried out in a variety of ways, for example a combination of testing and examination, interview and observed audits.
1. Scope – There will be no significant changes.
2. Informative references – There will be no previous reference to terms and definitions given in ISO 9000 (QMS) and ISO 14050 (EMS).
3. Terms and definitions – New definitions for Observer, Guide and Risk are being introduced. The term risk will be used in ISO 19011:2011 in context of “risk-based auditing” and also “audit programme risks”. The definition of competence is being revised and although the change in wording appears slight it will require organizations to determine competence to achieve intended results. The starting point for which will be to define the intended results for the various activities involved in managing an audit programme and performing audits. This change will be consistent with ISO 17021:2011, a standard on conformity assessment.
4. Principles of auditing – There will be six principles in ISO 19011:2011 instead of five in ISO 19011:2002. Principles (a) – (d) will relate to auditors and the person managing the audit programme. Principles (e) and (f) will relate to the audit.
(a) Integrity – The principle of integrity will replace and expand the principle of ethical conduct mentioned in ISO 19011:2002. The principle of integrity is the foundation of professionalism.
(b) Fair presentation – There will be minor expansion that will include the obligation to report truthfully and accurately.
(c) Due professional care – the application of diligence and judgement in auditing. ‘Having the necessary competence is an important factor’ (in ISO 19011:2002) will be replaced with ‘An important factor in carrying out their work with due professional care is having the ability to make reasoned judgement in all audit situations’ in ISO 19011:2011.
(d) Confidentiality – security of information. It will be a new auditing principle, which will address the need for auditors to exercise discretion in the use and protection of information acquired in the course of their duties. The principle will refer to inappropriate use of such information for personal gain or in a manner detrimental to the legitimate interests of the auditee.
(e) Independence – the basis for the impartiality of the audit and objectivity of audit conclusions. ISO 19011:2011 will provide more specific guidance on the extent of independence that needs to be achieved, whilst recognizing that in small organizations it may be difficult for internal auditors to be fully independent. ISO 19011:2011 will refer to internal auditors being independent from the operating managers of the function being audited. ISO 19011:2011 will reflect the interpretation of independence that certification bodies generally apply.
(f) Evidence-based approach –There will be minor rewording in ISO 19011:2011 that will include the rational method for reaching reliable and reproducible audit conclusions in a systematic way.
5. Managing an audit programme – In this section ISO 19011:2011 will have considerable revision. The language of guidelines in this section will be easy to understand. There will be more clarity. Managing an audit programme guidelines will be structured in the following clauses:
5.1 - General
5.2 – Establishing the audit programme objectives
5.3 – Establishing the audit programme
5.4 – Implementing the audit programme
5.5 – Monitoring the audit programme
5.6 – Reviewing and improving the audit programme
5.1 General – This clause of the ISO 19011:2011 will recognize that an organization may implement a number of management system standards. Where the existing issue of ISO 19011:2002 refers to an organization establishing one or more audit programmes, ISO 19011:2011 will refer to an audit programme that can include audits considering one or more management system standards. Practically there will be little difference.
In this clause 5.1 of ISO 19011:2011 there will be guidance to allocate audit resources to audit those matters of significance within the management system. This concept is known as risk-based auditing.
5.2 Establishing the audit programme objectives – Title of this clause is being revised and also guidelines for structuring the content to follow the process flow guidance on the extent of an audit programme is being transferred to section 5.3.3.
5.3 Establishing the audit programme – ISO 19011:2002 states the title ‘Audit programme responsibilities, resources and procedures’ and this is being revised as new title ‘Establishing the audit programme.’. New to this issue is guidance on ‘Competence of the person managing the audit programme’. ISO 19011:2011 will add new guidance on ‘Identifying and evaluating audit programme risks’.
5.4 Implementing the audit programme – ISO 19011:2011 will provide more extensive guidance.
There will be sub-clause ‘Define the objectives, scope and criteria for an individual audit’. The sub-clause guidelines will identify that each audit should have a clear objective. This section will also highlight issues to consider when two or more management systems of different disciplines are audited together.
There will be a new sub-section ‘Selecting the audit methods’ and additional guidance on this issue will be provided in Annex B of ISO 19011.
Other sub-clauses will include: Selecting the audit team members, Assigning responsibilities for an individual audit to the team leader, Managing the audit programme outcome, Managing and maintaining audit programme records
In short we can conclude that section 5.4 of ISO 19011:2002 is being revised to provide comprehensive guidance to what was previously a list of headline topics that needed to be addressed when implementing the audit programme. Section 5.5 of ISO 19011:2002 – Audit programme records will be part of section 5.4
5.5 – Monitoring the audit programme and 5.5 – Reviewing and improving the audit programme - These two sections will replace what is stated in ISO 19011:2002 in clause 5.6 – Audit programme monitoring and reviewing. There will be minor expansion and reference to consider, such as, evaluate the performance of audit team members, consider as part of a review, alternative or new auditing methods, review the effectiveness of the measures to address the risks associated with the audit programme, review confidentiality and information security issues relating to the programme
6. Performing an audit – The clause title in ISO 19011:2002 is ‘Audit activities’ which is being revised. In this clause of ISO 19011:2011 you will find improved guidance. The section will be structured to follow the audit process flow, as under:
6.1 General
6.2 Initiating the audit
6.3 Preparing audit activities
6.4 Conducting the audit activities
6.5 Preparing and distributing the audit report
6.6 Completing the audit
6.7 Conducting audit follow-up
There will be few changes in the guidelines in ISO 19011:2011.
7. Competence and evaluation of auditors – Some significant changes are being introduced in ISO 19011:2011. The new standard will address auditing management system covering multiple disciplines. New guidance will include: Determining auditor competence to fulfill the needs of the audit programme, Personal behaviour, Knowledge and skills. The clause ‘Knowledge and skills’ will comprise: Generic knowledge and skills of management system auditors, Discipline and sector specific knowledge and skills of management system auditor. ISO 19011:2002 provides guidance for quality management system and/or environmental management system auditors, each having its own section providing guidance on auditor knowledge and skill requirements. In ISO 19011:2011 these two sections of ISO 19011:2002 will be replaced by one that will identify knowledge and skills that need to be applied to all management systems, for example, knowledge of: Legal requirements relevant to the specific discipline, fundamentals of the discipline and the application of business and technical discipline-specific methods, techniques, processes and practices sufficient to enable the auditor to examine the management system and generate appropriate audit findings and conclusions, risk management principles, methods and techniques relevant to the discipline and sector to enable the auditor to evaluate and control the risks associated with the audit programme.
ISO 19011:2011 Annex A will provide guidance on discipline-specific knowledge and skills of auditors for: Transportation safety management, Environmental management, Quality management, Records management, Resilience, security, preparedness and continuity management, Information security, Occupational health and safety.
ISO 19011:2011 will provide guidance on Generic knowledge and skills of an audit team leader, that will include knowledge and skills to: balance the strengths and weaknesses of the individual audit team members, develop a harmonious working relationship among the audit team members, manage the uncertainty of achieving audit objectives
ISO 19011:2011 will provide guidance on knowledge and skills for auditing management systems addressing multiple disciplines, achieving auditor competence.
Clause 7.6 of ISO 19011:2002 provides guidance on auditor evaluation, having sub-clauses, 7.6.1 – General and 7.6.2 – Evaluation process. ISO 19011:2011 will provide more clear guidance on auditor evaluation specifying guidance on establishing the auditor evaluation criteria, selecting the appropriate auditor evaluation method, conducting auditor evaluation, maintaining and improving auditor competence.
Thus we will find ISO 19011:2011 as a useful guidance document that will enable auditors to have more clear guidelines on auditing any management systems. The whole process of revising and preparing ISO 19011:2011 is under auspices of the ISO Joint Technical Co-ordination Group and administered by the ISO Technical Committee ISO/TC 176, ISO subcommittee ISO/TC 176/SC3 and also included interested parties for example ISO/TC 207, ISO/TC 34. ISO 19011:2011 will be the second edition of ISO 19011. The second edition of ISO 19011 will cancel and replace ISO 19011:2002 upon its publication.
Courtesy:
- ISO Website
- ISO 19011:2002
- ISO/FDIS 19011:2011
- IRCA Website
Posted by Keshav at 9:09 PM
http://iso9001-2008awareness.blogspot.com/2011/09/iso-190112011.html
Keshav Ram Singhal (Email - krsinghal@rediffmail.com)
International Organization for Standardization released ISO/FDIS 19011:2011 – Guidelines for auditing management systems in July 2011 to ISO members. It is expected that international standard ISO 19011:2011 will be published in October 2011.
ISO 19011:2002 is the current auditing standard that provides guidelines for auditing quality and/or environmental management system. This standard was long due for revision and since the initial publication of ISO 190011 in 2002 a number of new management system standards have been published. This has resulted in a need to consider a broader scope of management system auditing as well as providing guidance that is more generic. This is now reflected in ISO 19011:2011 that has the revised title “Guidelines for auditing management systems” instead of “Guidelines for auditing quality and/or environmental management systems” as mentioned in the existing standard ISO 19011:2002.
ISO 19011:2011 will provide guidance for all users, including small and medium sized organizations and will concentrates on what are commonly termed internal (first party) and second party audits as often conducted by customers on their suppliers.
International Organization for Standardization (ISO) has already published ISO 17021:2011, a standard for conformity assessment that provides requirements for bodies providing audit and certification of management systems. After publication of ISO 19011:2011, there will be two relevant standards - ISO 17021:2011, Conformity assessment – Requirements for bodies providing audit and certification of management systems - ISO 19011:2011, Guidelines for auditing management systems
The publication of ISO 19011:2011 will provide auditors, organizations implementing management systems and organizations (including certification bodies) needing to conduct audits of management systems an opportunity to re-assess their own practices and identify improvement opportunities in conducting audits.
What are the changes within ISO 19011:2011?
ISO 19011 is being revised to provide persons involved in management system auditing with good audit practice guidance relevant to the present environment. Presently there are many organizations implement management system covering multiple disciplines, for example quality (ISO 9001), environment (ISO 14001), occupational health and safety (OHSAS 18001) and information security (ISO 27000) etc.
The Principles of auditing on which the guidance is based are being revised and expanded to include the new auditing principle of ‘Confidentiality – security of information’. This will be a principle that will require auditors to be prudent in the use and protection of information acquired in the course of their duties during auditing management systems..
The main body of ISO 19011:2011 will set out good practice for Managing an Audit Programme and Performing an Audit. It will update to reflect current thinking and in parts expanded significantly. These sections will provide detailed guidance; intended to be used flexibly according to the size, level of maturity of an organization’s management system, the nature and complexity of the organization to be audited. The concept of risk in auditing is being introduced. Some guidance will be provided on combined audits, where two or more management systems of different disciplines are audited together (for example QMS and EMS, EMS and OHSAS, QMS and OHSAS). Also, the use of technology in remote auditing will be acknowledged.
Changes are being introduced in the guidance on Competence and evaluation of auditors. ISO 19011:2011 will address auditing management system covering multiple disciplines some of these may be wide ranging. The significant changes include:
- ISO 19011:2011 will identify that necessary auditor competence comprises generic knowledge and skills of management systems, plus discipline specific (for example, QMS) and sector specific (for example, aerospace) knowledge and skills. Annex A (informative) of the standard will provide examples of discipline-specific knowledge and skills of auditors, including:
- Transportation safety management
- Environmental management
- Quality management
- Records management
- Resilience, security, preparedness and continuity management
- Information security
- Occupational health and safety
ISO 19011:2011 will not include guidance on sector specific knowledge and skills of auditor. These may be developed later and published separately by the International Organization for Standardization (ISO).
The existing standard ISO 19011:2002 provides guidance on education, work experience, auditor training and audit experience that contribute to development of the knowledge and skills needed to perform audits and lead audit teams. ISO 19011:2011 will also provide guidance on knowledge and skills of management system auditors and an audit team leader but it will not make reference to auditors having completed education, work experience, auditor training and audit experience. This change will recognize that education, work experience, training and audit experience are enablers to competence, which ISO 19001:2011 and ISO 17021:2011 define as ‘ability to apply knowledge and skills to achieve intended results’. ISO 19011:2011 will recognize evaluation of competence needs, which may be carried out in a variety of ways, for example a combination of testing and examination, interview and observed audits.
1. Scope – There will be no significant changes.
2. Informative references – There will be no previous reference to terms and definitions given in ISO 9000 (QMS) and ISO 14050 (EMS).
3. Terms and definitions – New definitions for Observer, Guide and Risk are being introduced. The term risk will be used in ISO 19011:2011 in context of “risk-based auditing” and also “audit programme risks”. The definition of competence is being revised and although the change in wording appears slight it will require organizations to determine competence to achieve intended results. The starting point for which will be to define the intended results for the various activities involved in managing an audit programme and performing audits. This change will be consistent with ISO 17021:2011, a standard on conformity assessment.
4. Principles of auditing – There will be six principles in ISO 19011:2011 instead of five in ISO 19011:2002. Principles (a) – (d) will relate to auditors and the person managing the audit programme. Principles (e) and (f) will relate to the audit.
(a) Integrity – The principle of integrity will replace and expand the principle of ethical conduct mentioned in ISO 19011:2002. The principle of integrity is the foundation of professionalism.
(b) Fair presentation – There will be minor expansion that will include the obligation to report truthfully and accurately.
(c) Due professional care – the application of diligence and judgement in auditing. ‘Having the necessary competence is an important factor’ (in ISO 19011:2002) will be replaced with ‘An important factor in carrying out their work with due professional care is having the ability to make reasoned judgement in all audit situations’ in ISO 19011:2011.
(d) Confidentiality – security of information. It will be a new auditing principle, which will address the need for auditors to exercise discretion in the use and protection of information acquired in the course of their duties. The principle will refer to inappropriate use of such information for personal gain or in a manner detrimental to the legitimate interests of the auditee.
(e) Independence – the basis for the impartiality of the audit and objectivity of audit conclusions. ISO 19011:2011 will provide more specific guidance on the extent of independence that needs to be achieved, whilst recognizing that in small organizations it may be difficult for internal auditors to be fully independent. ISO 19011:2011 will refer to internal auditors being independent from the operating managers of the function being audited. ISO 19011:2011 will reflect the interpretation of independence that certification bodies generally apply.
(f) Evidence-based approach –There will be minor rewording in ISO 19011:2011 that will include the rational method for reaching reliable and reproducible audit conclusions in a systematic way.
5. Managing an audit programme – In this section ISO 19011:2011 will have considerable revision. The language of guidelines in this section will be easy to understand. There will be more clarity. Managing an audit programme guidelines will be structured in the following clauses:
5.1 - General
5.2 – Establishing the audit programme objectives
5.3 – Establishing the audit programme
5.4 – Implementing the audit programme
5.5 – Monitoring the audit programme
5.6 – Reviewing and improving the audit programme
5.1 General – This clause of the ISO 19011:2011 will recognize that an organization may implement a number of management system standards. Where the existing issue of ISO 19011:2002 refers to an organization establishing one or more audit programmes, ISO 19011:2011 will refer to an audit programme that can include audits considering one or more management system standards. Practically there will be little difference.
In this clause 5.1 of ISO 19011:2011 there will be guidance to allocate audit resources to audit those matters of significance within the management system. This concept is known as risk-based auditing.
5.2 Establishing the audit programme objectives – Title of this clause is being revised and also guidelines for structuring the content to follow the process flow guidance on the extent of an audit programme is being transferred to section 5.3.3.
5.3 Establishing the audit programme – ISO 19011:2002 states the title ‘Audit programme responsibilities, resources and procedures’ and this is being revised as new title ‘Establishing the audit programme.’. New to this issue is guidance on ‘Competence of the person managing the audit programme’. ISO 19011:2011 will add new guidance on ‘Identifying and evaluating audit programme risks’.
5.4 Implementing the audit programme – ISO 19011:2011 will provide more extensive guidance.
There will be sub-clause ‘Define the objectives, scope and criteria for an individual audit’. The sub-clause guidelines will identify that each audit should have a clear objective. This section will also highlight issues to consider when two or more management systems of different disciplines are audited together.
There will be a new sub-section ‘Selecting the audit methods’ and additional guidance on this issue will be provided in Annex B of ISO 19011.
Other sub-clauses will include: Selecting the audit team members, Assigning responsibilities for an individual audit to the team leader, Managing the audit programme outcome, Managing and maintaining audit programme records
In short we can conclude that section 5.4 of ISO 19011:2002 is being revised to provide comprehensive guidance to what was previously a list of headline topics that needed to be addressed when implementing the audit programme. Section 5.5 of ISO 19011:2002 – Audit programme records will be part of section 5.4
5.5 – Monitoring the audit programme and 5.5 – Reviewing and improving the audit programme - These two sections will replace what is stated in ISO 19011:2002 in clause 5.6 – Audit programme monitoring and reviewing. There will be minor expansion and reference to consider, such as, evaluate the performance of audit team members, consider as part of a review, alternative or new auditing methods, review the effectiveness of the measures to address the risks associated with the audit programme, review confidentiality and information security issues relating to the programme
6. Performing an audit – The clause title in ISO 19011:2002 is ‘Audit activities’ which is being revised. In this clause of ISO 19011:2011 you will find improved guidance. The section will be structured to follow the audit process flow, as under:
6.1 General
6.2 Initiating the audit
6.3 Preparing audit activities
6.4 Conducting the audit activities
6.5 Preparing and distributing the audit report
6.6 Completing the audit
6.7 Conducting audit follow-up
There will be few changes in the guidelines in ISO 19011:2011.
7. Competence and evaluation of auditors – Some significant changes are being introduced in ISO 19011:2011. The new standard will address auditing management system covering multiple disciplines. New guidance will include: Determining auditor competence to fulfill the needs of the audit programme, Personal behaviour, Knowledge and skills. The clause ‘Knowledge and skills’ will comprise: Generic knowledge and skills of management system auditors, Discipline and sector specific knowledge and skills of management system auditor. ISO 19011:2002 provides guidance for quality management system and/or environmental management system auditors, each having its own section providing guidance on auditor knowledge and skill requirements. In ISO 19011:2011 these two sections of ISO 19011:2002 will be replaced by one that will identify knowledge and skills that need to be applied to all management systems, for example, knowledge of: Legal requirements relevant to the specific discipline, fundamentals of the discipline and the application of business and technical discipline-specific methods, techniques, processes and practices sufficient to enable the auditor to examine the management system and generate appropriate audit findings and conclusions, risk management principles, methods and techniques relevant to the discipline and sector to enable the auditor to evaluate and control the risks associated with the audit programme.
ISO 19011:2011 Annex A will provide guidance on discipline-specific knowledge and skills of auditors for: Transportation safety management, Environmental management, Quality management, Records management, Resilience, security, preparedness and continuity management, Information security, Occupational health and safety.
ISO 19011:2011 will provide guidance on Generic knowledge and skills of an audit team leader, that will include knowledge and skills to: balance the strengths and weaknesses of the individual audit team members, develop a harmonious working relationship among the audit team members, manage the uncertainty of achieving audit objectives
ISO 19011:2011 will provide guidance on knowledge and skills for auditing management systems addressing multiple disciplines, achieving auditor competence.
Clause 7.6 of ISO 19011:2002 provides guidance on auditor evaluation, having sub-clauses, 7.6.1 – General and 7.6.2 – Evaluation process. ISO 19011:2011 will provide more clear guidance on auditor evaluation specifying guidance on establishing the auditor evaluation criteria, selecting the appropriate auditor evaluation method, conducting auditor evaluation, maintaining and improving auditor competence.
Thus we will find ISO 19011:2011 as a useful guidance document that will enable auditors to have more clear guidelines on auditing any management systems. The whole process of revising and preparing ISO 19011:2011 is under auspices of the ISO Joint Technical Co-ordination Group and administered by the ISO Technical Committee ISO/TC 176, ISO subcommittee ISO/TC 176/SC3 and also included interested parties for example ISO/TC 207, ISO/TC 34. ISO 19011:2011 will be the second edition of ISO 19011. The second edition of ISO 19011 will cancel and replace ISO 19011:2002 upon its publication.
Courtesy:
- ISO Website
- ISO 19011:2002
- ISO/FDIS 19011:2011
- IRCA Website
Posted by Keshav at 9:09 PM
http://iso9001-2008awareness.blogspot.com/2011/09/iso-190112011.html
Wednesday, September 21, 2011
JANGAN TERSENYUM, JANGAN TERTAWA
Lupakan tersenyum atau tertawa kalau kita tidak mengetahui manfaatnya.
Dalam Kamu Besar Bahasa Indonesia dijelaskan bahwa pengertian tertawa adalah melahirkan rasa suka dan sebagainya dengan suara terkekeh-kekeh. Sedangkan pengertian senyum adalah gerak tawa ekpresif yang tidak bersuara untuk menunjukkan rasa senang, gembira, suka dan sebagainya, dengan mengembangkan bibir sedikit.
Lalu apa manfaatnya apabila kita tersenyum dan tertawa. Berikut ini adalah 7 manfaat dari tersenyum dan tertawa bagi diri kita:
1. Menurunkan Resiko Terkena Penyakit Jantung
Hasil studi University of Maryland Medical Center menyatakan bahwa mereka yang memiliki riwayat penyakit jantung pada umumnya kurang melakukan aktivitas tertawa dalam hidupnya bahkan memiliki kecenderungan sifat pemarah dan bermusuhan terhadap orang lain.
2. Memberikan Efek Bahagia Setara dengan Memakan 2000 batang coklat
"Jangan menunggu untuk bahagia baru tersenyum, namun tersenyumlah agar kita menjadi bahagia" (Aidh Alqarni).
The British Dental Health Foundation menyatakan bahwa tersenyum memiliki sensasi efek bahagia setara dengan saat memakan 2000 batang coklat.
3. Meningkatkan Peluang Memiliki Usia Lebih Panjang
Sebuah pepatah mengatakan "Menjadi tua tidak akan menghalangi utk tersenyum, tapi tidak tersenyum akan memprecepat proses menjadi tua".
Dalam Archives of General Psychiatry dinyatakan bahwa mereka yang memiliki sifat pesimis & jarang tersenyum serta tertawa cenderung memiliki usia lebih pendek dari pada mereka yang selalu optimis dan sering tersenyum serta tertawa.
4. Menambah Kekebalan Tubuh
Dalam hasil studi yang populer menyatakan juga bahwa ada hubungan erat antara tertawa dengan peningkatan kekebalan tubuh terhadap penyakit.
5. Menurunkan Tingkat Stress
Tertawa menurut berbagai studi dapat menekan hormon penyebab stress seperti cortisol, epinephrine, dopamine dan menumbuhkan hormon yang berfungsi untuk meningkatkan kesehatan seperti endorphins, dan neurotransmitters.
6. Memperbaiki Daya Tarik Kita
Sudah sewajarnya bagi mereka yang mudah senyum, dapat membuat orang lain tersenyum dan tertawa, akan disukai banyak orang karena senyum manis dan sifat humoris yang membuat wajah mereka juga semakin manis…:)
7. Senilai dengan sedekah
Ternyata sedekah bisa juga tanpa harta yaitu dengan senyuman sebagaimana yang dinyatakan dalam hadits, yang artinya:
"Senyummu di depan saudaramu adalah sedekah." (HR. Tirmidzi)
Sudahkah Anda tertawa lepas berkualitas dan membuat orang lain terhibur hingga mereka tertawa hari ini ?
Apa yang akan membuat Anda dan orang lain tersenyum hingga tertawa ?
Ayo berbagi pengalamnnya para sobat penebar senyum dan penghibur tawa..:).
Salam Safety
Sumber: Lorco.co.id dan diadaptasi juga dari berbagai sumber
Dalam Kamu Besar Bahasa Indonesia dijelaskan bahwa pengertian tertawa adalah melahirkan rasa suka dan sebagainya dengan suara terkekeh-kekeh. Sedangkan pengertian senyum adalah gerak tawa ekpresif yang tidak bersuara untuk menunjukkan rasa senang, gembira, suka dan sebagainya, dengan mengembangkan bibir sedikit.
Lalu apa manfaatnya apabila kita tersenyum dan tertawa. Berikut ini adalah 7 manfaat dari tersenyum dan tertawa bagi diri kita:
1. Menurunkan Resiko Terkena Penyakit Jantung
Hasil studi University of Maryland Medical Center menyatakan bahwa mereka yang memiliki riwayat penyakit jantung pada umumnya kurang melakukan aktivitas tertawa dalam hidupnya bahkan memiliki kecenderungan sifat pemarah dan bermusuhan terhadap orang lain.
2. Memberikan Efek Bahagia Setara dengan Memakan 2000 batang coklat
"Jangan menunggu untuk bahagia baru tersenyum, namun tersenyumlah agar kita menjadi bahagia" (Aidh Alqarni).
The British Dental Health Foundation menyatakan bahwa tersenyum memiliki sensasi efek bahagia setara dengan saat memakan 2000 batang coklat.
3. Meningkatkan Peluang Memiliki Usia Lebih Panjang
Sebuah pepatah mengatakan "Menjadi tua tidak akan menghalangi utk tersenyum, tapi tidak tersenyum akan memprecepat proses menjadi tua".
Dalam Archives of General Psychiatry dinyatakan bahwa mereka yang memiliki sifat pesimis & jarang tersenyum serta tertawa cenderung memiliki usia lebih pendek dari pada mereka yang selalu optimis dan sering tersenyum serta tertawa.
4. Menambah Kekebalan Tubuh
Dalam hasil studi yang populer menyatakan juga bahwa ada hubungan erat antara tertawa dengan peningkatan kekebalan tubuh terhadap penyakit.
5. Menurunkan Tingkat Stress
Tertawa menurut berbagai studi dapat menekan hormon penyebab stress seperti cortisol, epinephrine, dopamine dan menumbuhkan hormon yang berfungsi untuk meningkatkan kesehatan seperti endorphins, dan neurotransmitters.
6. Memperbaiki Daya Tarik Kita
Sudah sewajarnya bagi mereka yang mudah senyum, dapat membuat orang lain tersenyum dan tertawa, akan disukai banyak orang karena senyum manis dan sifat humoris yang membuat wajah mereka juga semakin manis…:)
7. Senilai dengan sedekah
Ternyata sedekah bisa juga tanpa harta yaitu dengan senyuman sebagaimana yang dinyatakan dalam hadits, yang artinya:
"Senyummu di depan saudaramu adalah sedekah." (HR. Tirmidzi)
Sudahkah Anda tertawa lepas berkualitas dan membuat orang lain terhibur hingga mereka tertawa hari ini ?
Apa yang akan membuat Anda dan orang lain tersenyum hingga tertawa ?
Ayo berbagi pengalamnnya para sobat penebar senyum dan penghibur tawa..:).
Salam Safety
Sumber: Lorco.co.id dan diadaptasi juga dari berbagai sumber
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