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Obat Sariawan Tradisional Ampuh dan Alami
Sariawan
Apa itu sariawan? Dalam ilmu kedokteran, sariawan lebih dikenal dengan nama Stomatitis, yaitu terjadinya pembengkakan atau peradangan yang telah terjadi di daerah sekitar mulut dan lidah. Sariawan juga memang bukan penyakit yang mematikan seperti kanker atau jantung. Tapi rasanya sangat menyiksa karena terasa perih saat mengunyah makanan yang telah mengakibatkan penderitanya menjadi tidak enak makan, bahkan makanan favoritnya sekalipun.

Sariawan juga tidak terjadi secara kebetulan, namun ada beberapa faktor yang dapat menjadi penyebab timbulnya penyakit ini.

    Mulut tergigit. Ini adalah hal yang umum. Biasanya mulut tergigit karena makan terlalu cepat atau pada saat mengobrol.
    Kekurangan nutrisi seperti zat besi, Vitamin B 12 dan Vitamin C juga bisa menyebabkan sariawan.
    Tanda dari kelainan pencernaan
    Kebersihan mulut yang tidak terjaga
    Daya tahan tubuh melemah
    Produk pasta gigi yang tidak cocok dengan mulut
    Makan makanan yang terlalu pedas atau asam


Sariawan juga bisa diobati dengan ramuan tradisional ataupun dengan membeli obat-obatan kimia di apotek. Anda tinggal memilih mana yang menurut Anda lebih mudah dan manjur.

Obat Sariawan Tradisional

Untuk dapat mengobati sariawan, kita juga bisa menggunakan bahan-bahan sebagai berikut:

1. Air kelapa

Air kelapa telah memberikan efek yang menenangkan pada sistem pencernaan. Air kelapa juga dikenal karena sifat pendinginannya. Selain menghidrasi tubuh dan ini juga baik untuk dapat menyembuhkan sariawan.

2. Daun jambu biji

Ini adalah salah satu pengobatan rumah yang dapat membantu untuk mengobati sariawan secara alami. Kunyah beberapa lembar daun jambu biji lalu berkumurlah.

3. Pisang dan madu

Makan pisang dan madu untuk dapat menyembuhkan sariawan. Anda bahkan juga dapat menerapkan pasta ini pada ulkus untuk dapat mengurangi peradangannya.

4. Bawang putih dan pepaya

Mengoleskan obat langsung pada luka sariawan untuk dapat mempercepat proses penyembuhan. Tempelkan bawang mentah, pepaya atau kantong teh langsung pada luka sariawan.

5. Minyak kelapa

Minyak kelapa telah memiliki sifat anti-bakteri. Anda juga bisa mencampurkan minyak kelapa dengan madu. Oleskan ramuan tersebut pada mulut yang sariawan tiga kali sehari.

6. Tomat

Buah-buahan yang mengandung vitamin C seperti tomat mampu untuk menyembuhkan sariawan. Konsumsi tomat mentah atau jus tomat karena kandungan vitamin C di dalamnya tinggi.

7. Kunyit

Jangan dikira kunyit hanya berfungsi sebagai bumbu masak saja . Kunyit juga mampu untuk mengobati sariawan. Ambil kunyit secukupnya, cuci bersih kemudian ditumbuk hingga halus. Oleskan pasta yang terbuat dari tumbukan kunyit yang telah dicampur dengan satu sendok teh gliserin.

Cara Mengobati Sariawan Lainnya

Selain mengobati sariawan dengan ramuan tradisional, kita juga bisa mengatasinya dengan beberapa makanan dan minuman seperti berikut:

8. Garam dan baking soda

Ini adalah salah satu solusi untuk dapat mengobati sariawan dengan mudah. Buatlah pasta dari garam dan baking soda dengan cara menambahkan sedikit air. Oleskan pasta pada ulkus (luka sariawan) dan biarkan selama 10 menit. Bilas dengan air dingin.

9. Makanan kaya zat besi

Makanan kaya zat besi seperti sereal, kalkun, ham, biji wijen, brokoli, gandum dan telur juga dapat mengurangi sariawan serta meningkatkan sistem kekebalan tubuh.

10. Minum vitamin

Perbanyak konsumsi vitamin B, vitamin C, zat besi dan asam folat yang juga berperan dalam mencegah dan menyembuhkan luka sariawan.

11. Minum yogurt

Yogurt juga mengontrol keseimbangan bakteri di mulut dan tubuh. Dengan ini, Anda juga bisa meningkatkan kecepatan penyembuhan dan membantu mencegah luka sariawan.

Nah, itulah ramuan tradisional untuk dapat mengobati sariawan. Jika sariawan tidak kunjung sembuh dalam waktu tiga minggu, segera hubungi Dokter.

Editor : Dian Sukmawati

Sumber : Manfaatnyasehat.blogspot.com

OBAT SARIAWAN TRADISISONAL

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.

Photo
 
Credit Peter Arkle

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.

How Some Men Fake an 80-Hour Workweek, and Why It Matters

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