saco-indonesia.com, Penyakit flu termasuk jenis penyakit yang dapat menular yang disebabkan oleh virus RNA dari family Orthomyxoviridae yang biasanya menyerang unggas dan mamalia.
Orang yang sedang mengidap sakit flu akan mengalami gejala umum seperti nyeri otot, nyeri kepala berat, batuk, kelemahan tubuh, nyeri tenggorokan, dan lainnya.
Penyakit flu ini juga lebih berat jika dibandingkan salesma dimana biasanya diasumsikan sama oleh banyak orang. Kebanyakannya, penyakit flu ini telah mengalami penularan melalui udara melalui batuk atau bersin yang dapat menimbulkan aerosol yang mengandung virus didalamnya.
Influenza ini juga bisa ditularkan lewat kontak langsung dengan tinja burung atau ingus ataupun dengan kontak melalui permukaan yang telah terkontaminasi. Virus influenza ini juga bisa diinaktivasi oleh sinar matahari, deterjen, dan disinfektan.
Virus influenza telah menyebar ke seantero dunia dalam epidemi musiman yang dapat menimbulkan kematian antara 250.000-500.000 orang dalam setiap tahunnya.
Di AS, dalam setiap tahunnya rata-rata orang meninggal sebanyak 41.400 orang yang disebabkan oleh influenza dalam kurun waktu antara tahun 1979 sampai 2001.
Makanya jangan anggap enteng influenza karena kalau tidak ditangani serius dan tepat akan menimbulkan resiko yang berat bahkan sampai menimbulkan kematian.
Untuk itu, para penderita penyakit flu selain mengobatinya dengan obat-obatan dari dokter direkomendasikan juga untuk dapat membantu mengatasinya dengan beberapa makanan yang dianjurkan di bawah ini.
Menurut penelitian, beberapa jenis makanan ini telah memiliki kemampuan untuk dapat mengobati penyakit flu yang menyerang manusia. Apa saja makanan ini?
Es Lilin
Es lilin dingin ternyata juga bisa menenangkan tenggorokan yang bengkak, terasa nyeri, dan juga kering. Hal tersebut juga sangat membantu Anda tetap terhidrasi dimana merupakan kunci ketika sakit flu sedang melanda.
Mendapatkan cairan yang cukup bisa menjaga lendir tipis dan dapat membantu dalam mengurangi penyumbatan pada hidung. Oleh sebab itu, cobalah Anda untuk mengonsumsi es lilin yang terbuat dari 100% jus buah untuk dapat memastikan bahwa dalam es tersebut telah memiliki kandungan nutrisi yang sangat bermanfaat buat tubuh.
Jus Sayuran
Ketika Anda tengah merasakan flu berat, maka mencoba untuk mengonsumsi jus sayuran ialah pilihan yang sangat tepat karena berfungsi untuk dapat meningkatkan kekebalan tubuh serta menjaga supaya tubuh agar tetap terhidrasi. Kalau tak suka dengan jus sayuran maka jus buah murni pun juga bisa diandalkan.
Sandwich Kalkun
Kalkun juga merupakan sumber protein yang sangat baik dan tidak berlemak yang sangat penting untuk kebutuhan nutrisi tubuh. Cobalah makan sandwich kalkun karena sangat bermanfaat dalam memberikan energi bagi tubuh ketika melawan penyakit.
Bawang Putih
Mungkin tak banyak yang menyangka bahwa ternyata Bawang Putih juga bisa dimanfaatkan untuk dapat mengobati penyakit flu. Mengapa?
Karena bawang Putih telah memiliki sifat anti-mikroba dan merangsang kekebalan tubuh sehingga sangat efektif untuk dapat menghalau serangan penyakit flu. Bawang Putih juga sangat berperan dalam mengatasi penyumbatan di hidung.
Jahe
Dalam beberapa penelitian telah terungkap bahwa Jahe juga sangat berperan dalam membantu melawan peradangan. Makanya menambahkan bumbu Jahe terhadap makanan yang akan disantap ketika Anda flu bisa bermanfaat dalam meringankan penyakit tersebut.
Pisang
Pisang juga merupakan sumber energi yang sangat besar bagi tubuh. Ketika Anda flu, kerap kali telah terjadi kelemasan atau lemah dan hal ini juga bisa diatasi dengan mengonsumsi buah pisang.
Biasanya, dokter juga sering menyarankan supaya ketika sudah pulih dari flu, sebelum makan makanan padat sebaiknya memakan pisang terlebih dahulu.
Itulah beberapa makanan yang bermanfaat untuk dapat meringankan penyakit flu yang sedang menyerang Anda. Memang mengonsumsi obat-obatan dari dokter atau dari warung juga dianjurkan untuk dapat mempercepat pengobatan flu Anda. Namun, mengombinasikannya dengan makanan alami yang juga sangat bermanfaat dalam meredam sakit flu juga tidak ada salahnya.
How Some Men Fake an 80-Hour Workweek, and Why It Matters
Imagine an elite professional services firm with a high-performing, workaholic culture. Everyone is expected to turn on a dime to serve a client, travel at a moment’s notice, and be available pretty much every evening and weekend. It can make for a grueling work life, but at the highest levels of accounting, law, investment banking and consulting firms, it is just the way things are.
Except for one dirty little secret: Some of the people ostensibly turning in those 80- or 90-hour workweeks, particularly men, may just be faking it.
Many of them were, at least, at one elite consulting firm studied by Erin Reid, a professor at Boston University’s Questrom School of Business. It’s impossible to know if what she learned at that unidentified consulting firm applies across the world of work more broadly. But her research, published in the academic journal Organization Science, offers a way to understand how the professional world differs between men and women, and some of the ways a hard-charging culture that emphasizes long hours above all can make some companies worse off.
Ms. Reid interviewed more than 100 people in the American offices of a global consulting firm and had access to performance reviews and internal human resources documents. At the firm there was a strong culture around long hours and responding to clients promptly.
“When the client needs me to be somewhere, I just have to be there,” said one of the consultants Ms. Reid interviewed. “And if you can’t be there, it’s probably because you’ve got another client meeting at the same time. You know it’s tough to say I can’t be there because my son had a Cub Scout meeting.”
Some people fully embraced this culture and put in the long hours, and they tended to be top performers. Others openly pushed back against it, insisting upon lighter and more flexible work hours, or less travel; they were punished in their performance reviews.
The third group is most interesting. Some 31 percent of the men and 11 percent of the women whose records Ms. Reid examined managed to achieve the benefits of a more moderate work schedule without explicitly asking for it.
They made an effort to line up clients who were local, reducing the need for travel. When they skipped work to spend time with their children or spouse, they didn’t call attention to it. One team on which several members had small children agreed among themselves to cover for one another so that everyone could have more flexible hours.
A male junior manager described working to have repeat consulting engagements with a company near enough to his home that he could take care of it with day trips. “I try to head out by 5, get home at 5:30, have dinner, play with my daughter,” he said, adding that he generally kept weekend work down to two hours of catching up on email.
Despite the limited hours, he said: “I know what clients are expecting. So I deliver above that.” He received a high performance review and a promotion.
What is fascinating about the firm Ms. Reid studied is that these people, who in her terminology were “passing” as workaholics, received performance reviews that were as strong as their hyper-ambitious colleagues. For people who were good at faking it, there was no real damage done by their lighter workloads.
It calls to mind the episode of “Seinfeld” in which George Costanza leaves his car in the parking lot at Yankee Stadium, where he works, and gets a promotion because his boss sees the car and thinks he is getting to work earlier and staying later than anyone else. (The strategy goes awry for him, and is not recommended for any aspiring partners in a consulting firm.)
A second finding is that women, particularly those with young children, were much more likely to request greater flexibility through more formal means, such as returning from maternity leave with an explicitly reduced schedule. Men who requested a paternity leave seemed to be punished come review time, and so may have felt more need to take time to spend with their families through those unofficial methods.
The result of this is easy to see: Those specifically requesting a lighter workload, who were disproportionately women, suffered in their performance reviews; those who took a lighter workload more discreetly didn’t suffer. The maxim of “ask forgiveness, not permission” seemed to apply.
It would be dangerous to extrapolate too much from a study at one firm, but Ms. Reid said in an interview that since publishing a summary of her research in Harvard Business Review she has heard from people in a variety of industries describing the same dynamic.
High-octane professional service firms are that way for a reason, and no one would doubt that insane hours and lots of travel can be necessary if you’re a lawyer on the verge of a big trial, an accountant right before tax day or an investment banker advising on a huge merger.
But the fact that the consultants who quietly lightened their workload did just as well in their performance reviews as those who were truly working 80 or more hours a week suggests that in normal times, heavy workloads may be more about signaling devotion to a firm than really being more productive. The person working 80 hours isn’t necessarily serving clients any better than the person working 50.
In other words, maybe the real problem isn’t men faking greater devotion to their jobs. Maybe it’s that too many companies reward the wrong things, favoring the illusion of extraordinary effort over actual productivity.