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Definisi arti kata “Surveying” ini mengacu pada pengumpulan data yang berhubungan dengan perekaman bentuk permukaan bumi dan umumnya direpresentasikan sebagai peta, dalam bentuk bidang datar atau model dijital. Sedangkan arti kata “Pengukuran” memberikan arti pada peralatan dan metode yang berhubungan dengan pelaksanaan surveying seperti yang didefinisikan sebelumnya. Jadi, “Surveying” adalah yang berhubungan dengan segala sesuatu dari bidang tanah hingga penentuan ukuran dan bentuk bumi, sedangkan “Pengukuran” adalah yang berhubungan dengan penggunaan peralatan dari pita ukur hingga pengukuran jarak elektro magnetik atau dengan teknik-teknik satelit.

Ilmu pengetahuan “Surveying” dan “Pengukuran” mencakup aspek-aspek matematik, astronomi, geografi, fisika, mekanika, metrologi, statistik, geofisika dan disiplin ilmu pengetahuan lainnya. Disiplin ilmu tersebut, termasuk membaca alat seperti bacaan vernier, mikrometer dan lingkaran; satuan standard ukuran; alat temperatur dan skala; trigonometris dan tabel-tabel lain; logaritma; alat ukur jarak dan sudut; alat hitung; alat barometri; penentuan nilai gravitasi; penentuan dan penggambaran elevasi serta berbagai peralatan lainnya dan metode penggunaannya.

Surveying secara tradisional didefinisikan sebagai ilmu pengetahuan pengukuran dan pemetaan posisi relatif di atas, pada atau di bawah permukaan tanah, atau membangun posisi-posisi tersebut dari perencanaan teknis atau dari deskripsi permukaan tanah. Oleh karena itu, Surveying akan selalu berurusan dengan pengukuran dalam aspek fisika dan matematika. Dengan adanya perkembangan teknologi, maka telah terjadi perubahan besar dalam aspek fisika yaitu peralatan pengukuran dan dalam aspek matematik yaitu penggunaan komputer.

Pada umumnya, surveying dilakukan di bidang datar (plane surveying), yakni surveying yang tidak memperhitungkan kelengkungan bumi. Pada proyek-proyek surveying, kelengkungan buminya cukup kecil sehingga pengaruhnya dapat diabaikan, dimana perhitungannya menggunakan rumus-rumus yang disederhanakan. Sedangkan pada proyek-proyek dengan jarak-jarak jauh dan kelengkungan bumi harus diperhitungkan, kegiatan ini dimasukkan ke dalam surveying geodetik yang merupakan aplikasi dari Surveying geodesi (Geodetic Surveying).

Metode surveying dapat dibedakan atas:
1. Surveying bidang datar (Plane Surveying)
Dengan asumsi bahwa daerah alat survey adalah bidang datar.
Umumnya, mencakup daerah yang tidak luas dimana pengaruh kelengkungan bumi, diabaikan.
2. Surveying Geodetik (Geodetic Surveying)
Menggunakan perhitungan teori bentuk bumi.
Umumnya menggunakan akurasi yang tinggi dan mencakup daerah yang luas dimana pengaruh kelengkungan bumi, diperhitungkan.


Selanjutnya, pengukuran Surveying (Surveying measurement) dapat didefinisikan sebagai seni, ilmu, teknologi pengumpulan dan menganalisa data ukuran yang berhubungan antar tanah satu dengan lainnya serta dihubungkan dengan permukaan dan ruang, termasuk mendesain, merencanakan spesifikasi ukuran dan standar untuk menyempurnakan ukuran dengan ketelitian dan akurasi yang diinginkan, melakukan kontrol kesalahan dan perhitungannya (adjustment), termasuk menggunakan peralatan yang sesuai untuk pengukuran seperti jarak, tinggi, sudut, arah, posisi, luas, volume dan pengukuran lain yang berhubungan dengan kuantitas.

Jenis-jenis alat survey yang memerlukan surveying antara lain adalah Survey kontrol, Survey topografi, Survey kadaster, Survey hidrografi, Survey route, Survey konstruksi, As-built survey dan Survey tambang. Pada kenyataannya, seluruh aspek dalam kehidupan sehari-hari mempergunakan surveying, misalnya pada Pemetaan bumi baik di atas maupun di bawah laut; Pembuatan peta navigasi (darat, udara, laut); Penentuan batas tanah; Membangun basisdata untuk manajemen sumberdaya alam; Membangun data teknik untuk konstruksi jembatan, jalan, bangunan, pengembangan lahan.

Berdasarkan implementasi dari surveying tersebut, maka seorang Surveyor dituntut agar dapat melakukan riset, menganalisis dan membuat keputusan; Kerja lapangan yaitu pengumpulan data; Hitungan yaitu pengolahan data; Pemetaan atau penyajian data; Stake-out yaitu memindahkan data rencana dari peta ke lapangan; dan Pemantauan atau monitoring.

Dalam perjalanannya, Surveying masa depan adalah melakukan pengumpulan data, menyimpan data, memperoleh kembali dan dipakai bersama dengan menggunakan peralatan komputer, peralatan dengan sistem optik dan satelit.

 

SURVEYING DAN PENGUKURAN

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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