Touch 'n Go Sdn Bhd (formerly known as Rangkaian Segar Sdn Bhd) are the operator of Touch ‘n Go, SmartTag and The Central Clearing House System (CCHS).
Incorporated in October 1996 and officially launched its services in March 1997 at Metramac Highway and PLUS Expressways, TNGSB provides contact less means of fare payment services via a pre-paid e-payment card called the Touch ‘n Go card.
TNGSB holds the intellectual property rights to the Touch ‘n Go system, which is locally developed according to standard fare, the de-facto standard for contactless smartcard. This enables the company to modify, enhance and upgrade the system independently.
Touch ‘n Go is now the one and only Electronic Toll Collection (ETC) operator for all highways in Malaysia. It is also being accepted as the Common Ticketing System (CTS) for major public transports all over Malaysia.
This is to make card management convenient and financially sound, as the users do not have to carry multiple cards for different transportation services or being bonded by several financial commitments. Based on the Touch ‘n Go’s research and development, 4 millions people from 20 millions population use the card. (AbsoluteAstronomy.com, 2008)
As a service provider to the transportation users in Malaysia, Touch n Go has a non- direct intervention to the costumers physically or mentally. Unlike other services, the company delivers it service intangibly with low involvement of both service personal or customers. Instead, they are given an electronic card as a service equipment or tool to perform the services.
The service enhances the convenience and efficiency of paying for low-value but high frequency transactions. It is able to reduce the transaction time effectively at the point-of-usage and eliminate the hassle of preparing small change for the fare.
The card can b used through out Malaysia transportation services, tolls, and places where customers can meet the Touch ‘n Go sign as part of the company’s information role. This also shows how information becomes very essential towards the service. Information’s can be widely accessed in the company’s official website (www.touchngo.com) or brochures and call center..
Supplementary Product Elements
1.Smart Tag
Smart Tag is the Malay acronym for “Sistem Membayar Automatic Rangkaian Tol,” or literally means Automatic Payment System for Toll Network.
It is a vehicle on-board unit that works in combination with the Touch ‘n Go card to allow user to pay toll with drive-through convenience.
2.Manual Touch ‘n Go Card
Touch ‘n Go card is an electronic purse that can be used at all highways in Malaysia, major public transports, selected parking sites and Theme Park. Touch ‘n Go uses contact less smart card technology. The card looks similar to a credit card. User can continue using the card as long as it is pre-loaded with electronic cash
3.Touch 'n Go Zing Auto Reload Card
The innovation is in the financial packaging of a credit card with Touch ‘n Go services to bring greater convenience to the customers. With Zing card, users can enjoy the Touch ‘n Go convenience without having to worry about insufficient card balance to pay for fares. Every time the card balance falls below a preset threshold, it will trigger the auto reload mechanism to top up the card
4.Fleet X’s
Fleet Xs is a post-paid corporate Touch ‘n Go card that is pre-loaded with electronic cash. Fleet Xs can be used at the following highways: PLUS, ELITE, Second Link, Penang Bridge, SHAPADU, SPDH (Seremban Port Dickson Highway), ECE (East Cost Expressway).
5.Biz Xs Card
BizXs is a post-paid corporate Touch ‘n Go card that is pre-loaded with electronic cash. It can be used to pay toll at all highways in Malaysia and selected business complexes equipped with Touch ‘n Go parking system.
Customer viewpoint
As the famous prepaid service, Touch ‘n Go has a lot of customers. Besides the benefits that given by the card, there are also some problems in the service. Some customers have given their viewpoint about Touch ‘n Go’s service.
Touch ‘n Go card can be used at all highways in Malaysia, major public transports, selected parking sites, theme park and some fast food restaurants like Burger King and Dunkin Donuts. The card can be used as an integrated ticket in Kuala Lumpur public transport system. So the users don’t have to prepare for small change or wait in queue to get the ticket for example in the KL Monorail Station or toll and highways.
Also, with the introduction of Touch ‘n Go facilities at KLIA and LCCT since February 2008, customer can now enjoy swift access and exit at that parking areas.
In the other hand,some customers also said that it’s difficult to reload the card because reload facilities are only available at a few major railway stations, and not all of the highways. (mt.m2day.org, 2008)
The Touch ‘n Go card has a lifespan of 10 years from the year of issuance date. Thus, touch ‘n Go cards that exceeds more than 10 years from the issuance or date purchased is considered “expired”. Customers may experience difficulties of using the ‘expired’ card. For instance, usage failure at any point-of-usage such as tolls.
To renew the card, RM10 will be charged to customers. A lot of customers have complained about the charge for the renewal. Why do they need to pay for new card while even credit cards are free now.
The other problem that caused by the card is some customers are complained about reloading the card at ATM. Topping up the card at the ATM is very risky and we can lose some or even all the credit in the card, as well as will incur an additional fee of RM0.50 and RM1.00 at Cash Deposit Machine. (ipohchai.com, 2008)
Written For TnG Project.
November 30th 2008
3 Mar 2009
Life too short to live...
"Laugh when you can, apologize when you should, and let go of what you can't change. Kiss slowly, play hard, forgive quickly, take chances, give everything and have no regrets. Life's too short to be anything but happy"
Life gives answer in 3 ways... It says Yes & gives u what u want, it says no and gives u something better, it says wait and gives u the Best!
What is trust ?? Trust is a feeling that a one year child has , when you throw him in air and catch again , and he enjoys it
The happiest people don't have EVERYTHING in life.They just make THE BEST of everything that life brings their way!STAY HAPPY ALWAYS By Pretty
To realize the value of ONE MONTH, ask a mother who gave birth to a premature baby.
To realize the value of ONE WEEK, ask the editor of a weekly newspaper.
To realize the value of ONE HOUR, ask the lovers who are waiting to meet.
To realize the value of ONE MINUTE, ask a person who missed the train.
To realize the value of ONE SECOND, ask a person who just avoided an accident.
*~Don't ask God for an easy life,ask him to make you a strong person~*
Many of life's failures are people who did not realize how close they were to success when they gave up.
Yesterday is a cancelled cheque, tomorrow is a promissory note , today is cash...spend it wisely
IF U DON'T HEAR OPPORTUNITY KNOCKING, FIND ANOTHER DOOR NEVER LOOK DOWN ON ANYBODY UNLESS YOU ARE HELPING THEM UP
Life ends when you stop dreaming, hope ends when you stop believing and love ends when you stop caring.
Enjoy Your Life Today Because Yesterday Has Gone and Tomorrow May Never Come.
Courtesy of : Nurmianti Hasibuan ( A great friend of mine)
Life gives answer in 3 ways... It says Yes & gives u what u want, it says no and gives u something better, it says wait and gives u the Best!
What is trust ?? Trust is a feeling that a one year child has , when you throw him in air and catch again , and he enjoys it
The happiest people don't have EVERYTHING in life.They just make THE BEST of everything that life brings their way!STAY HAPPY ALWAYS By Pretty
To realize the value of ONE MONTH, ask a mother who gave birth to a premature baby.
To realize the value of ONE WEEK, ask the editor of a weekly newspaper.
To realize the value of ONE HOUR, ask the lovers who are waiting to meet.
To realize the value of ONE MINUTE, ask a person who missed the train.
To realize the value of ONE SECOND, ask a person who just avoided an accident.
*~Don't ask God for an easy life,ask him to make you a strong person~*
Many of life's failures are people who did not realize how close they were to success when they gave up.
Yesterday is a cancelled cheque, tomorrow is a promissory note , today is cash...spend it wisely
IF U DON'T HEAR OPPORTUNITY KNOCKING, FIND ANOTHER DOOR NEVER LOOK DOWN ON ANYBODY UNLESS YOU ARE HELPING THEM UP
Life ends when you stop dreaming, hope ends when you stop believing and love ends when you stop caring.
Enjoy Your Life Today Because Yesterday Has Gone and Tomorrow May Never Come.
Courtesy of : Nurmianti Hasibuan ( A great friend of mine)
1 Mar 2009
Money Talks, But Its not Loud Enough!
A theoretical study on the effectiveness of financial reward in motivating employee.
Many business managers today are not aware of the effects that motivation have a big role on their business, and it is therefore important they learn and understand the factors that determine positive motivation in the workplace. In his book, (Hunt, 1992), explain inspiring individuals to perform better (motivating) is probably the most important of the managers human skills. It is also possibly be the one providing the greatest return to the manager.
Motivating individuals means creating an environment in which they can satisfy their goals by adding energy and effort. Understanding motivation means understanding three links, they are; goal profile, energy and reward. (Hunt, 1992)
Ideally, managers would recruit individuals whose goals were the same as those of the organization. Managers would select those individuals with more energy to pursue these goals persistently, over a long period of time. Finally, they would have to design a reward system which allows individuals to achieve their goals while at the same time contributing to the goals of the organization.
Basically, there are two reward system used to motivate employee. Rewards can be given financially or non – financially. Financial rewards are a method that is most common when businesses rely on the quantity of the output of employees. For Instant, employees involved in production, could be issued a piece rate system where they are paid for each individual product they produce. In this case, they would be motivated to produce as much as possible in order to achieve a high pay. Managers also can motivate employee financially through paying schemes such as seniority based rewards, performance based, job status and skilled based rewards. (Mcshane and Von Glinow, 2003)
Whiles non financial rewards focuses on motivating employee without the monetary value as an objective. Managers can give employees more responsibility so that they feel their contribution is more valuable to the business and that their role is of higher importance. Examples are job promotions, enlargement, enrichment and rotations. (Mcshane and Von Glinow, 2003)
It is very essential for managers to choose the best reward system approaches to motivate their employees which also depends on the factors that the managers meets, such as company budget and business type. Arguments and discussion has been going on for long in deciding the most effective method to motivate employees.
According to Peter Drucker, ‘There is not one shred of evidence for the alleged turning away from material rewards. Antimaterialism is a myth, no matter how much it is extolled. In fact, they are taken so much for granted that their denial may act as a de-motivator. Economic incentives are becoming rights rather than rewards.' (Drucker, 1974)
In hence, Peter explains there is no doubt that we live in a money-motivated world. Any amount of human relations cannot compensate for a lack of monetary reward. If the reward is right, good human relations will give that extra zest to a team, motivating them to give of their best efforts. ‘Insufficient monetary reward cannot be compensated by good human relations’ (Drucker, 1974)
Ducker’s point of view is based on the theory of scientific management raised by Frederick Winslow Taylor who put forward the idea that workers are motivated mainly by pay. One of Taylors basic assumptions on human behaviour at work is ‘Man is a rational economic animal concerned with maximising his economic gain’ This means that the main form of motivation is high wages, linked to output produced by the workers.
However, other theories have explained a very different prospective compare to what Taylor has conclude in his research. Thus, explains the possibility of money becoming a motivator but not as primary method to motivate the employee on their work performance.
Abraham Maslow along with Frederick Herzberg introduced the Neo-Human Relations School in the 1950’s, which focused on the psychological needs of employees. Maslow put forward a theory that there are five levels of human needs which employees need to have fulfilled at work. All of the needs are structured into a hierarchy and only once a lower level of need has been fully met, would a worker be motivated by the opportunity of having the next need up in the hierarchy satisfied. (tutor2u.net, 2008)
In this case, financial rewards is not the best motivator as it only full fills lower level needs as showed in the diagram. An example would be the need for self – actualisation which cannot be satisfied by financial rewards alone. The need for self – actualisation of an employee can be motivated by other factors like achievements recognitions and awards. Thus, make financial reward have to be considered twice in motivating employees. Frederick Herzberg in the Motivator-Hygiene Theory classifies money or financial rewards as a hygiene factor. ‘Financial rewards do not contribute significantly to job satisfaction; yet the absence of it will result in job dissatisfaction’.
In addition, Herzberg studied what people want from their jobs and classified them into two categories which are satisfier and motivators. Satisfiers are factors that people require from a job to justify minimum effort. These factors include working conditions, money and benefits. After employees are satisfied, however, just giving them more of the same factors don’t motivate them to work harder. Motivators are factors that stimulate people to put out more energy, effort, and enthusiasm in their job. He then concluded that at some stages, financial rewards only meet as a satisfier not as a motivator. (Pell, 1999)
Douglas McGregor in his Theory X makes assumption that the employees in lower level of organizations are motivated to work by financial rewards. He also make another assumption in this theory that people dislikes works and not ambitious, thus financial rewards will be the best motivating factors for this group of employees. For this group of employees, financial reward is a very effective motivating factor that motivates them to perform better in their job.
However, McGregor also comes up with Theory Y which makes assumption that employees in higher level of organizations are not solely motivated by financial rewards. He makes assumption that these groups of people are ambitious and are willing to accept more responsibility in their job. In this case, financial rewards will be insufficient to motivate the employees to perform better and will require proper job design and career planning to motivates them. (Mcshane and Von Glinow, 2003)
In practice, we have to admit that there is business that went to the peak by motivating employees through financial rewards. This is done in companies which their goals focus on the quantity of output made. A sales or marketing company in some ways would be effective to use this method to gain as much profits as possible, encouraging staffs to maximise the sales for a greater earnings.
In some cases financial rewards becomes effective. But in a more wider prospective for both the managers and employees, financial rewards isn’t the best effective ways to motivate the employees to extend their performance since there are high risk of possibility that financial rewards can fail to motivate as desired.
Williams Monahan, CEO of Oakdale, argued that ‘high performers don’t go for the money’. There are also quite a number of top managers who comment that financial reward alone is insufficient in motivating good employees. Thus, companies like Xerox do motivates their employees mainly by designing interesting and challenging jobs. (Mcshane and Von Glinow 2003)
In conclusion, even though in reality we face that financial rewards becomes a motivator, But researches and theories developed by experts as explained above shows that financial rewards doesn’t play a big important role to keep on motivating employees in job performance as they also need to have a psychological motivations like self actualisation and recognitions. Financial rewards aren’t the most effective way to motivate employees for a long period of time. Therefore, it is believed that money talks, but it does not talk loud enough.
Bukit Jalil, February 13 2009
Many business managers today are not aware of the effects that motivation have a big role on their business, and it is therefore important they learn and understand the factors that determine positive motivation in the workplace. In his book, (Hunt, 1992), explain inspiring individuals to perform better (motivating) is probably the most important of the managers human skills. It is also possibly be the one providing the greatest return to the manager.
Motivating individuals means creating an environment in which they can satisfy their goals by adding energy and effort. Understanding motivation means understanding three links, they are; goal profile, energy and reward. (Hunt, 1992)
Ideally, managers would recruit individuals whose goals were the same as those of the organization. Managers would select those individuals with more energy to pursue these goals persistently, over a long period of time. Finally, they would have to design a reward system which allows individuals to achieve their goals while at the same time contributing to the goals of the organization.
Basically, there are two reward system used to motivate employee. Rewards can be given financially or non – financially. Financial rewards are a method that is most common when businesses rely on the quantity of the output of employees. For Instant, employees involved in production, could be issued a piece rate system where they are paid for each individual product they produce. In this case, they would be motivated to produce as much as possible in order to achieve a high pay. Managers also can motivate employee financially through paying schemes such as seniority based rewards, performance based, job status and skilled based rewards. (Mcshane and Von Glinow, 2003)
Whiles non financial rewards focuses on motivating employee without the monetary value as an objective. Managers can give employees more responsibility so that they feel their contribution is more valuable to the business and that their role is of higher importance. Examples are job promotions, enlargement, enrichment and rotations. (Mcshane and Von Glinow, 2003)
It is very essential for managers to choose the best reward system approaches to motivate their employees which also depends on the factors that the managers meets, such as company budget and business type. Arguments and discussion has been going on for long in deciding the most effective method to motivate employees.
According to Peter Drucker, ‘There is not one shred of evidence for the alleged turning away from material rewards. Antimaterialism is a myth, no matter how much it is extolled. In fact, they are taken so much for granted that their denial may act as a de-motivator. Economic incentives are becoming rights rather than rewards.' (Drucker, 1974)
In hence, Peter explains there is no doubt that we live in a money-motivated world. Any amount of human relations cannot compensate for a lack of monetary reward. If the reward is right, good human relations will give that extra zest to a team, motivating them to give of their best efforts. ‘Insufficient monetary reward cannot be compensated by good human relations’ (Drucker, 1974)
Ducker’s point of view is based on the theory of scientific management raised by Frederick Winslow Taylor who put forward the idea that workers are motivated mainly by pay. One of Taylors basic assumptions on human behaviour at work is ‘Man is a rational economic animal concerned with maximising his economic gain’ This means that the main form of motivation is high wages, linked to output produced by the workers.
However, other theories have explained a very different prospective compare to what Taylor has conclude in his research. Thus, explains the possibility of money becoming a motivator but not as primary method to motivate the employee on their work performance.
Abraham Maslow along with Frederick Herzberg introduced the Neo-Human Relations School in the 1950’s, which focused on the psychological needs of employees. Maslow put forward a theory that there are five levels of human needs which employees need to have fulfilled at work. All of the needs are structured into a hierarchy and only once a lower level of need has been fully met, would a worker be motivated by the opportunity of having the next need up in the hierarchy satisfied. (tutor2u.net, 2008)
In this case, financial rewards is not the best motivator as it only full fills lower level needs as showed in the diagram. An example would be the need for self – actualisation which cannot be satisfied by financial rewards alone. The need for self – actualisation of an employee can be motivated by other factors like achievements recognitions and awards. Thus, make financial reward have to be considered twice in motivating employees. Frederick Herzberg in the Motivator-Hygiene Theory classifies money or financial rewards as a hygiene factor. ‘Financial rewards do not contribute significantly to job satisfaction; yet the absence of it will result in job dissatisfaction’.
In addition, Herzberg studied what people want from their jobs and classified them into two categories which are satisfier and motivators. Satisfiers are factors that people require from a job to justify minimum effort. These factors include working conditions, money and benefits. After employees are satisfied, however, just giving them more of the same factors don’t motivate them to work harder. Motivators are factors that stimulate people to put out more energy, effort, and enthusiasm in their job. He then concluded that at some stages, financial rewards only meet as a satisfier not as a motivator. (Pell, 1999)
Douglas McGregor in his Theory X makes assumption that the employees in lower level of organizations are motivated to work by financial rewards. He also make another assumption in this theory that people dislikes works and not ambitious, thus financial rewards will be the best motivating factors for this group of employees. For this group of employees, financial reward is a very effective motivating factor that motivates them to perform better in their job.
However, McGregor also comes up with Theory Y which makes assumption that employees in higher level of organizations are not solely motivated by financial rewards. He makes assumption that these groups of people are ambitious and are willing to accept more responsibility in their job. In this case, financial rewards will be insufficient to motivate the employees to perform better and will require proper job design and career planning to motivates them. (Mcshane and Von Glinow, 2003)
In practice, we have to admit that there is business that went to the peak by motivating employees through financial rewards. This is done in companies which their goals focus on the quantity of output made. A sales or marketing company in some ways would be effective to use this method to gain as much profits as possible, encouraging staffs to maximise the sales for a greater earnings.
In some cases financial rewards becomes effective. But in a more wider prospective for both the managers and employees, financial rewards isn’t the best effective ways to motivate the employees to extend their performance since there are high risk of possibility that financial rewards can fail to motivate as desired.
Williams Monahan, CEO of Oakdale, argued that ‘high performers don’t go for the money’. There are also quite a number of top managers who comment that financial reward alone is insufficient in motivating good employees. Thus, companies like Xerox do motivates their employees mainly by designing interesting and challenging jobs. (Mcshane and Von Glinow 2003)
In conclusion, even though in reality we face that financial rewards becomes a motivator, But researches and theories developed by experts as explained above shows that financial rewards doesn’t play a big important role to keep on motivating employees in job performance as they also need to have a psychological motivations like self actualisation and recognitions. Financial rewards aren’t the most effective way to motivate employees for a long period of time. Therefore, it is believed that money talks, but it does not talk loud enough.
Bukit Jalil, February 13 2009
Capacity to a Contract
One of the elements constitute a valid contract is the parties entering to the contract are those who have the competentcy of which is based on section 10 (1) of the Contract Act 1950 which stated “ All agreements are contracted if they are made by the free consent of parties competent to contact, for a lawful consideration and with a lawful object, and are not hereby expressly declared to be void” Section 10 (1) Contract Act 1950.
A competent person to the contract is explained further to have the capacity of being an adult, having a sound mind and not forbidden to enter any contract by law.
This principle is based to the regulation which state that “Every person is competent to contract who is of the age of majority according to the law to which he is subject, and who is of sound mind, and is not disqualified from contracting by any law to which he is subject”. Section 11 Contract Act 1950.
In Malaysia, the age of majority is recognized as above eighteen years of age as stated in the Age Majority Act 1971, “The minority of all males and females at the age of eighteen years and every such male and female attaining that age shall be of the age of majority.”
As an effect of section 10 and 11 of contract Act 1950, the court held in the case of Mohori Bibee V Dharmodas Ghose (1903), Tan Hee Juan V Teh Boon Kiat (1934) and Government of Malaysia V Gurcharan Singh (1971) that all such agreements are void. Therefore, all contracts entered by a minor is generally void and a minor cannot sue or be sued such void contracts
However, there are some exceptions towards a minor binding a valid contract. Under section 69 of Contract Act 1950, it is said “If a person, incapable of entering into a contract, or anyone whom he is legally bound to support, is supplied by another person with necessaries suited to his condition in life, the person who has furnished such supplies is entitled to be reimbursed from the property of such incapable person.” Under necessaries a minor can enter valid contract if only it is the basic need of the minor and suitable of his station in life or lifestyle.
Contract of Scholarship between a minor and the government or non governmental organizations is also valid under the section 4 (a) Contracts (Amendment) Act 1976 “the scholar entering into such agreement is not of the age of majority”.
Similarly, a minor may enter into a contract of marriage or divorcement as at section 4 (a) Age Majority Act 1971, “Nothing in this Act shall affect the capacity of any person to act in the following matters, namely, marriage, divorce, dower and adoption”.
Lastly, a minor may enter into a contract of insurance, pursuant to the Insurance Act 1966 (Revised 1972).
KL, November 11 2008
A competent person to the contract is explained further to have the capacity of being an adult, having a sound mind and not forbidden to enter any contract by law.
This principle is based to the regulation which state that “Every person is competent to contract who is of the age of majority according to the law to which he is subject, and who is of sound mind, and is not disqualified from contracting by any law to which he is subject”. Section 11 Contract Act 1950.
In Malaysia, the age of majority is recognized as above eighteen years of age as stated in the Age Majority Act 1971, “The minority of all males and females at the age of eighteen years and every such male and female attaining that age shall be of the age of majority.”
As an effect of section 10 and 11 of contract Act 1950, the court held in the case of Mohori Bibee V Dharmodas Ghose (1903), Tan Hee Juan V Teh Boon Kiat (1934) and Government of Malaysia V Gurcharan Singh (1971) that all such agreements are void. Therefore, all contracts entered by a minor is generally void and a minor cannot sue or be sued such void contracts
However, there are some exceptions towards a minor binding a valid contract. Under section 69 of Contract Act 1950, it is said “If a person, incapable of entering into a contract, or anyone whom he is legally bound to support, is supplied by another person with necessaries suited to his condition in life, the person who has furnished such supplies is entitled to be reimbursed from the property of such incapable person.” Under necessaries a minor can enter valid contract if only it is the basic need of the minor and suitable of his station in life or lifestyle.
Contract of Scholarship between a minor and the government or non governmental organizations is also valid under the section 4 (a) Contracts (Amendment) Act 1976 “the scholar entering into such agreement is not of the age of majority”.
Similarly, a minor may enter into a contract of marriage or divorcement as at section 4 (a) Age Majority Act 1971, “Nothing in this Act shall affect the capacity of any person to act in the following matters, namely, marriage, divorce, dower and adoption”.
Lastly, a minor may enter into a contract of insurance, pursuant to the Insurance Act 1966 (Revised 1972).
KL, November 11 2008
Dampak & Legalitas Tayangan Kekerasan di Televisi Nasional
Keberadaan komunikasi massa telah mengantarkan kita pada Global Village, sebuah perkampungan global yang menawarkan ruang tak terbatas, membuang sekat-sekat antarnegara dan mengintegrasikannya ke dalam satu persepsi sehingga persoalan-persoalan internasional dapat kita ketahui bersama. (Resensi : McLuhan - Zainurrazi)
Ini terjadi berkat revolusi informasi yang memasuki pelosok dunia lewat saluran layar televisi dan internet. Melalui bantuan teknologi mutakhir ini pula kita dapat mengakses berbagai berita mulai dari kebijakan pemerintah, kenaikan harga di pasar, perseteruan antarpemilik saham, gosip selebritas, pemerkosaan, seks bebas, hingga kriminalitas.
Hal ini, didukung pula oleh lahirnya kebebasan komunikasi massa dalam bentuk media massa cetak dan elektronik dari rahim Undang-Undang Penyiaran No. 32 tahun 2002 dan Undang-Undang Pers No. 40 tahun 1999 serta dibungkus dengan himpunan etika profesi wartawan (kode etik jurnalistik) bagi para pencari berita.
Sehingga, tidak heran kalau dewasa ini media massa cetak maupun elektronik berlomba untuk menayangkan variatif program untuk mendongkrak posisi rating mereka serta mendapatkan keuntungan sebesar – besarnya.
Salah satu bentuk pemberitaan adalah pemberitaan kasus kriminalitas seperti Patroli, Buser, Sergap, dan sejenisnnya. Penayangan adegan kekerasan semacam ini di sinyalir termasuk kekerasan media (media violence).
Baik dari sisi penayangannya di televisi nasional yang dapat diakses oleh hampir semua masyarakat, maupun dari segi bagaimana berita tersebut tercipta. Walau banyak yang telah mengkritisi tayangan kekerasan ini, namun, belum ada langkah tegas khususnya dari komisi penyiaran Indonesia (KPI) ataupun Dewan Pers untuk melarang penayangan yang dapat dikategorikan sebagai kriminalitas media (media crime) ini.
Mungkin masih ada di benak anda kasus penayangan WWF / WCW (wrestling) atau pergulatan oleh Lativi beberapa waktu yang lalu. Setelah menuai banyak korban yang terluka bahkan meninggal dunia, penayangan program ini lalu dicekal oleh KPI dengan alasan melanggar Undang – undang pers dan penyiaran.
Secara umum tayangan seperti “Sergap” oleh Rajawali Citra Televisi Indonesia (RCTI) yang menayangkan berita kriminalitas harian memang termasuk media crime. Hal ini terbukti dengan berbagai pelanggaran atas peraturan penyiaran berita.
Pada saat itu, kami sedang mengamati tayangan dimana terdapat adegan beberapa orang polisi sedang mengejar seorang maling. Lalu sang polisi menembakkan timah panas ke arah kaki sang maling, untuk melumpuhkannya. Lalu sang maling dibawa ke kantor kepolisian setempat untuk di intrograsi dan dijebloskan ke penjara.
Ternyata adegan seperti di atas adalah fiktif. Dimana pihak kepolisian setempat ingin membentuk citra positif institusinya sehingga dikenal masyarakat luas telah berhasil menangkap maling dan mengamankan daerahnya. Sedangkan manfaat bagi wartawan adalah mereka mendapatkan berita yang memiliki nilai berita untuk mengejar deadline semata.
(Hasil wawancara dengan Frida Kusumastuti,Msi)
Perbuatan kedua belah pihak di atas telah mengabaikan regulasi yang berlaku hingga tayangan semacam ini menjadi bak salah satu bentuk polusi yang telah menodai dunia pertelevisian kita, hingga menjadikannya tidak lagi sehat untuk ditonton.
Terlebih lagi, cara memperoleh berita seperti demikian sangatlah berlawanan dengan Kode Etik Jurnalistik yang dikeluarkan oleh Persatuan Wartawan Indonesia (PWI) berikut ;
Pasal 3, “ Wartawan Indonesia pantang menyiarkan karya jurnalistik yang menyesatkan memutar balikan fakta, bersifat fitnah, cabul dan sensasional.”
Pasal 7, “Wartawan Indonesia dalam memberitakan peristiwa yang diduga menyangkut pelanggaran hukum atau proses peradilan harus menghormati asas prduga tak bersalah, prinsip adil, jujur dan penyajian yang berimbang.”
Pasal 11, “ Wartawan Indonesia meneliti keberan bahan berita dan memperhatikan kredibilitas serta kompetensia sumber berita.”
Dan penyiaran acara ini di media massa termasuk sebuah pelanggaran atas UU. No 32 tahun 2003 pasal 36 dimana dinyatakan bahwa isi siaran harus mengandung informasi, dan pendidikan, serta harus netral dan tidak mengutamakan kepentingan golongan semata. Terlebih isi siaran dilarang bersifat fiktif (bohong), fitnah dan memonjolkan unsur kekerasan.
Maka, sudah seharusnyalah tayangan seperti ini di tindak secepatnya tanpa harus menunggu korban berjatuhan ataupun dampak – dampak negatif yang akan timbul sebagai hasil penayangan acara ini.
Sejak tiga dasawarsa terakhir penelitian mengenai dampak penayangan adegan kekerasan di media massa terhadap kesehatan jiwa khususnya terhadap peningkatan perilaku kekerasan pada khalayaknya, terutama anak-anak dan remaja, menunjukkan bahwa penyajian agresi pada televisi meningkatkan agresi penontonnya pula.
The National Institute of Mental Health di Amerika Serikat, misalnya, melaporkan bahwa hal penting akibat pemaparan kekerasan pada media massa adalah adanya hubungan yang bermakna antara tayangan kekerasan di media massa dan peningkatan perilaku agresif pada pemirsa.
(Agung Frijanto- Koran Tempo)
Selain itu, peliputan kriminalitas membawa dampak negatif dalam masyarakat. Misalnya, sering kita saksikan dalam tayangan televisi seorang pencuri motor dikeroyok massa, kemudian dibakar hidup-hidup selain dianiaya dan dipukul dengan benda-benda keras sampai babak belur hingga bersimbah darah. Lalu, tayangan televisi menvisualisasikan tindakan kepolisian terhadap para pelaku kriminalitas dengan menembak kaki , sehingga lumpuh dan berlumuran darah yang kemudian diseret dan dipukuli.
Berbagai tayangan kekerasan yang disaksikan masyarakat mengindikasikan kriminalitas tidak lagi dianggap sebagai suatu yang menakutkan atau mengerikan tetapi justru dianggap sebagai hal biasa bahkan merupakan hiburan. (Agung Frijanto- Koran Tempo)
Menurut Guru Besar Hukum Pidana UI, Prof. DR. Harkristuti Harkrisnowo, yang terjadi sekarang ini tidak hanya dekriminalisasi tapi berkembang menjadi dissensitifikasi. Yaitu tindakan kriminal yang tidak lagi dipandang sebagai suatu kejahatan yang harus dihindari tetapi suatu hiburan karena disuguhkan atau disajikan sedemikian rupa. Jadi dengan kata lain masyarakat tidak lagi sensitif terhadap tindak kejahatan atau kekerasan, karena tayangan-tayangan yang vulgar menyebabkan masyarakat terbiasa dengan tindakan kekerasan. (Harian Sinar Harapan)
Bahkan, para penonton acara berita kriminalitas tersebut dapat pula mendapatkan pelajaran untuk ikut melakukan kegiatan kriminalitas tersebut. Karena, secara kodrat, manusia adalah amkhluk peniru (imitative human). Bukan mustahil apabila mereka menirukan tindakan – tindakan kekerasan tersebut.
Maraknya tindakan kekerasan di masyarakat mungkin terjadi dari hasil imitasi tayangan televisi di Buser, Sergap, Brutal, Reportase, Derap Hukum, jejak dan sebagainya. Sehingga tayangan ini haruslah dihentikan demi menjaga kebersihan dunia pertelevisian Indonesia. Karena, selian melanggar undang – undang penyiaran yang berlaku, berita kriminalitas yang mengvisualisasikan kekerasan ini membawa dampak negatif yang jauh lebih berbahaya. Sudah saatnya KPI mengeluarkan surat teguran untuk tayangan ini. Untuk menyelamatkan generasi bangsa mendatang
STOP MEDIA VIOLENCES…..!
Malang, 20 Juni 2008
Ini terjadi berkat revolusi informasi yang memasuki pelosok dunia lewat saluran layar televisi dan internet. Melalui bantuan teknologi mutakhir ini pula kita dapat mengakses berbagai berita mulai dari kebijakan pemerintah, kenaikan harga di pasar, perseteruan antarpemilik saham, gosip selebritas, pemerkosaan, seks bebas, hingga kriminalitas.
Hal ini, didukung pula oleh lahirnya kebebasan komunikasi massa dalam bentuk media massa cetak dan elektronik dari rahim Undang-Undang Penyiaran No. 32 tahun 2002 dan Undang-Undang Pers No. 40 tahun 1999 serta dibungkus dengan himpunan etika profesi wartawan (kode etik jurnalistik) bagi para pencari berita.
Sehingga, tidak heran kalau dewasa ini media massa cetak maupun elektronik berlomba untuk menayangkan variatif program untuk mendongkrak posisi rating mereka serta mendapatkan keuntungan sebesar – besarnya.
Salah satu bentuk pemberitaan adalah pemberitaan kasus kriminalitas seperti Patroli, Buser, Sergap, dan sejenisnnya. Penayangan adegan kekerasan semacam ini di sinyalir termasuk kekerasan media (media violence).
Baik dari sisi penayangannya di televisi nasional yang dapat diakses oleh hampir semua masyarakat, maupun dari segi bagaimana berita tersebut tercipta. Walau banyak yang telah mengkritisi tayangan kekerasan ini, namun, belum ada langkah tegas khususnya dari komisi penyiaran Indonesia (KPI) ataupun Dewan Pers untuk melarang penayangan yang dapat dikategorikan sebagai kriminalitas media (media crime) ini.
Mungkin masih ada di benak anda kasus penayangan WWF / WCW (wrestling) atau pergulatan oleh Lativi beberapa waktu yang lalu. Setelah menuai banyak korban yang terluka bahkan meninggal dunia, penayangan program ini lalu dicekal oleh KPI dengan alasan melanggar Undang – undang pers dan penyiaran.
Secara umum tayangan seperti “Sergap” oleh Rajawali Citra Televisi Indonesia (RCTI) yang menayangkan berita kriminalitas harian memang termasuk media crime. Hal ini terbukti dengan berbagai pelanggaran atas peraturan penyiaran berita.
Pada saat itu, kami sedang mengamati tayangan dimana terdapat adegan beberapa orang polisi sedang mengejar seorang maling. Lalu sang polisi menembakkan timah panas ke arah kaki sang maling, untuk melumpuhkannya. Lalu sang maling dibawa ke kantor kepolisian setempat untuk di intrograsi dan dijebloskan ke penjara.
Ternyata adegan seperti di atas adalah fiktif. Dimana pihak kepolisian setempat ingin membentuk citra positif institusinya sehingga dikenal masyarakat luas telah berhasil menangkap maling dan mengamankan daerahnya. Sedangkan manfaat bagi wartawan adalah mereka mendapatkan berita yang memiliki nilai berita untuk mengejar deadline semata.
(Hasil wawancara dengan Frida Kusumastuti,Msi)
Perbuatan kedua belah pihak di atas telah mengabaikan regulasi yang berlaku hingga tayangan semacam ini menjadi bak salah satu bentuk polusi yang telah menodai dunia pertelevisian kita, hingga menjadikannya tidak lagi sehat untuk ditonton.
Terlebih lagi, cara memperoleh berita seperti demikian sangatlah berlawanan dengan Kode Etik Jurnalistik yang dikeluarkan oleh Persatuan Wartawan Indonesia (PWI) berikut ;
Pasal 3, “ Wartawan Indonesia pantang menyiarkan karya jurnalistik yang menyesatkan memutar balikan fakta, bersifat fitnah, cabul dan sensasional.”
Pasal 7, “Wartawan Indonesia dalam memberitakan peristiwa yang diduga menyangkut pelanggaran hukum atau proses peradilan harus menghormati asas prduga tak bersalah, prinsip adil, jujur dan penyajian yang berimbang.”
Pasal 11, “ Wartawan Indonesia meneliti keberan bahan berita dan memperhatikan kredibilitas serta kompetensia sumber berita.”
Dan penyiaran acara ini di media massa termasuk sebuah pelanggaran atas UU. No 32 tahun 2003 pasal 36 dimana dinyatakan bahwa isi siaran harus mengandung informasi, dan pendidikan, serta harus netral dan tidak mengutamakan kepentingan golongan semata. Terlebih isi siaran dilarang bersifat fiktif (bohong), fitnah dan memonjolkan unsur kekerasan.
Maka, sudah seharusnyalah tayangan seperti ini di tindak secepatnya tanpa harus menunggu korban berjatuhan ataupun dampak – dampak negatif yang akan timbul sebagai hasil penayangan acara ini.
Sejak tiga dasawarsa terakhir penelitian mengenai dampak penayangan adegan kekerasan di media massa terhadap kesehatan jiwa khususnya terhadap peningkatan perilaku kekerasan pada khalayaknya, terutama anak-anak dan remaja, menunjukkan bahwa penyajian agresi pada televisi meningkatkan agresi penontonnya pula.
The National Institute of Mental Health di Amerika Serikat, misalnya, melaporkan bahwa hal penting akibat pemaparan kekerasan pada media massa adalah adanya hubungan yang bermakna antara tayangan kekerasan di media massa dan peningkatan perilaku agresif pada pemirsa.
(Agung Frijanto- Koran Tempo)
Selain itu, peliputan kriminalitas membawa dampak negatif dalam masyarakat. Misalnya, sering kita saksikan dalam tayangan televisi seorang pencuri motor dikeroyok massa, kemudian dibakar hidup-hidup selain dianiaya dan dipukul dengan benda-benda keras sampai babak belur hingga bersimbah darah. Lalu, tayangan televisi menvisualisasikan tindakan kepolisian terhadap para pelaku kriminalitas dengan menembak kaki , sehingga lumpuh dan berlumuran darah yang kemudian diseret dan dipukuli.
Berbagai tayangan kekerasan yang disaksikan masyarakat mengindikasikan kriminalitas tidak lagi dianggap sebagai suatu yang menakutkan atau mengerikan tetapi justru dianggap sebagai hal biasa bahkan merupakan hiburan. (Agung Frijanto- Koran Tempo)
Menurut Guru Besar Hukum Pidana UI, Prof. DR. Harkristuti Harkrisnowo, yang terjadi sekarang ini tidak hanya dekriminalisasi tapi berkembang menjadi dissensitifikasi. Yaitu tindakan kriminal yang tidak lagi dipandang sebagai suatu kejahatan yang harus dihindari tetapi suatu hiburan karena disuguhkan atau disajikan sedemikian rupa. Jadi dengan kata lain masyarakat tidak lagi sensitif terhadap tindak kejahatan atau kekerasan, karena tayangan-tayangan yang vulgar menyebabkan masyarakat terbiasa dengan tindakan kekerasan. (Harian Sinar Harapan)
Bahkan, para penonton acara berita kriminalitas tersebut dapat pula mendapatkan pelajaran untuk ikut melakukan kegiatan kriminalitas tersebut. Karena, secara kodrat, manusia adalah amkhluk peniru (imitative human). Bukan mustahil apabila mereka menirukan tindakan – tindakan kekerasan tersebut.
Maraknya tindakan kekerasan di masyarakat mungkin terjadi dari hasil imitasi tayangan televisi di Buser, Sergap, Brutal, Reportase, Derap Hukum, jejak dan sebagainya. Sehingga tayangan ini haruslah dihentikan demi menjaga kebersihan dunia pertelevisian Indonesia. Karena, selian melanggar undang – undang penyiaran yang berlaku, berita kriminalitas yang mengvisualisasikan kekerasan ini membawa dampak negatif yang jauh lebih berbahaya. Sudah saatnya KPI mengeluarkan surat teguran untuk tayangan ini. Untuk menyelamatkan generasi bangsa mendatang
STOP MEDIA VIOLENCES…..!
Malang, 20 Juni 2008
National Exam is Just a Big Burden
There are many arguments for and against the government regulation to held national examinations for students as a parameter to determine their high school level completion. Moreover, the ministry of education raised up the passing grade standard and add the amount of subjects tested from three to six different subjects in the 2008 examination.
Those who agrees with the decision said that our national education should be better so that the national exam will motivate both the students and teachers to work hard to pass the examination. As an exemplar, the minister of education pointed Malaysia which has a high passing grade of 7,0 for their national examination in 2007, whiles we only have 3,25 in the same year.
In the other hand, we as students really disagree if national examination becomes the only determiner towards the three years of study we’ve been through in senior high school. We believe that the completion of the high school study cannot be measured by our ability in mastering the global subjects tested. But we should also consider soft skills owned by each students. In additional, each school across the nation has different quality of teachers, educational equipments and capability in mastering the subjects. For instant, the students who happens to be victims of the Tsunami in Aceh would have psychological problems to master the subjects compare to those who survive
In conclusion, I believe that government national examination should be erased since it is lack of fairness upon the variety kinds of students across the nation. Instead, the government would have to consider the other aspects to determine high school students completion which will not become a big burden for all party.
Written By : Danial Hamzah for SMABA
Date : May, 18 2008
Those who agrees with the decision said that our national education should be better so that the national exam will motivate both the students and teachers to work hard to pass the examination. As an exemplar, the minister of education pointed Malaysia which has a high passing grade of 7,0 for their national examination in 2007, whiles we only have 3,25 in the same year.
In the other hand, we as students really disagree if national examination becomes the only determiner towards the three years of study we’ve been through in senior high school. We believe that the completion of the high school study cannot be measured by our ability in mastering the global subjects tested. But we should also consider soft skills owned by each students. In additional, each school across the nation has different quality of teachers, educational equipments and capability in mastering the subjects. For instant, the students who happens to be victims of the Tsunami in Aceh would have psychological problems to master the subjects compare to those who survive
In conclusion, I believe that government national examination should be erased since it is lack of fairness upon the variety kinds of students across the nation. Instead, the government would have to consider the other aspects to determine high school students completion which will not become a big burden for all party.
Written By : Danial Hamzah for SMABA
Date : May, 18 2008
About Me!
A thinker & dreamer... Living beyond borders, learning beyond limits.
Born in Batu, East Java - Indonesia, Danial completed secondary school at SMA Negeri 1 Batu and continued to do his degree at Staffordshire University, UK majoring in International Business Management. Whilst still in college Danial co-founded the UCTI debating society following his passion for debates and intellectual discussion.
Danial's passion for traveling started in 2008 when he moved to Malaysia. In 2012 he moved to the states and landed on a job with a global education company which allows him to do frequent traveling for work.
Danial currently resides in the Greater Boston Area and can be contacted at danial(dot)abdat(at)gmail(dot)com
Copyright@ 2014
Born in Batu, East Java - Indonesia, Danial completed secondary school at SMA Negeri 1 Batu and continued to do his degree at Staffordshire University, UK majoring in International Business Management. Whilst still in college Danial co-founded the UCTI debating society following his passion for debates and intellectual discussion.
Danial's passion for traveling started in 2008 when he moved to Malaysia. In 2012 he moved to the states and landed on a job with a global education company which allows him to do frequent traveling for work.
Danial currently resides in the Greater Boston Area and can be contacted at danial(dot)abdat(at)gmail(dot)com
Copyright@ 2014
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