Tips pilih dan pasang Antena TV yang baik - Gambar jernih bersih tidak berbintik suara jelas dan tidak ada gemuruh, Gambar TV kabur / buram tidak jelas, suara stereo kadang muncul kadang menghilang, tidak semua chanel bisa ditangkap dikarenakan sinyal yang telah diterima lemah.

Mempunyai pesawat televisi dirumah bisa dikatakan kebutuhan sebagai media elektronik untuk bisa mendapatkan informasi seperti berita, hiburan seperti mendengarkan lagu-lagu dan juga menyaksikan film-film seru, komedi dan lain sebagainya sedikit mengurangi stress, nah bagaimana jika ada acara tv favorit kita tiba-tiba tidak bisa ditonton dengan sempurna dilayar tv banyak bintik-bintiknya alias semutnya, suaranya seperti ada hujan atau gemuruhnya, dibilang tvnya rusak tidak juga tetapi rusaknya ada di antena yang tidak tepat, apapun penyebabnya anda pasti akan jengkel dan kesal disaat anda ingin menyaksikan acara kesayangan favorit anda siarannya bermasalah.

postingan kali ini sedikit berbagi seputar tips memasang memilih antena tv yang benar, untuk bisa mendapatkan kualitas gambar serta suara yang bagus jernih dan bersih, sebelum ke tips memasang dan memilih antena tv yang bagus buat anda sedikit celotehku pandangan dari saya seputar antena.


Sebelum membeli antena sebaiknya ketahui terlebih dahulu antena yang hendak digunakan, Secara umum antena yang sering digunakan pada televisi antena,antena indor dan outdor, perbedaan dari kedua antena terletak dari penempatan dan bentuknya, untuk antena indor biasanya ditempatkan didalam ruangan tidak jauh dari pesawat televisi itu sendiri, seperti contoh antena bawaan televisi yang bisa ditarik-tarik atau yang berbentuk lingkaran, sebagai tambahan informasi saja seputar polaradiasi untuk antena.

Antena outdor karena penempatannya diluar rumah dan bentuk antena outdor umumnya besar membutuhkan tiang penyanggah yang tinggi guna untuk mendapatkan sinyal yang sangat lebih kuat.

Sebenarnya untuk antena tv bisa dibuat sendiri dengan menggunakan bahan bekas, dimana antena tv indor dibuat dengan menggunakan bahan bekas plat (nopol motor).

Peyebab kualitas gambar dan suara tidak bersih pada pesawat televisi.
kualitas gambar dan suara yang tidak sempurna disebabkan karena penerimaan sinyal pancaran dari relay stasiun tv lemah,

terlepas dari faktor penyebab secara teknis (kerusakan dari pesawat tvnya), peyebab umum dari antena, karena antena telah memiliki perenan sangat penting untuk bisa menangkap frekuensi yang diterima.

Untuk Pesawat televisi LED juga LCD biasanya bintik dan suara gemuruh akan lebih terlihat dan terdengar jelas, jika dibandingkan dengan pesawat televisi dengan menggunakan tabung crt, mungkin disebabkan besar resolusinya yang berbeda, agar gambar yang dihasilkan jernih setara kualitas dvd, bahkan ada yang menggunakan jaringan tv kabel atau menggunakan antena parabola untuk gambar yang jernih.

Ketahui posisi letak sebelum mememilih antena.
Antena yang dapat dipergunakan umumnya antena indor, antena outdor (yagi) antena parabola, untuk penggunaan antena indor seperti antena bawaan tv bisanya bisa dipergunakan didaerah yang dekat dengan pemancar tv atau relay tvnya, dikota-kota, sedangkan antena outdor seperti antena arahan yagi untuk posisi jauh dari pemancar pesawat televisi dan mengarahkan buntut / ujung antena ke stasiun relay tv. untuk indor dan outdor tergantung jarak juga posisi letak antena, sedangkan antena parabola tidak harus mengarahkan antena secara horizontal, melainkan mengarahkan antena ke satelit langsung tanpa melalui relay pemancar stasiun tv lagi.

Memilih antena outdor yang bagus.
Kita sudah menggunakan antena luar dipasang tinggi hingga 10 meter lebih tapi ada beberapa siaran tv yang tidak jernih atau hanya satu dua siaran saja yang bersih, hal tersebut disebabkan jaraknya mungkin jauh juga bisa posisi arah antena tidak tepat disiaran tv yang tidak jernih tersebut. untuk dapat mensiasatinya sebaiknya gunakan antena yang mengunakan rotor hingga posisi antena bisa diarahkan.

antena tv rotator bergerak berputar
Gambar antena yagi yang dapat digerakkan / berputar

Gunakan penguat sinyal Boster TV
Seperti gambar antena yagi diatas yang dapat digerakkan untuk dapat menyesuaikan posisi arah antena agar tepat kestasiun relay tv, beberapa tahun sebelumnya gambar tv akan jernih jika antena dilengkapi dengan boster guna untuk menguatkan sinyal yang ditangkap oleh antena sebelum dikirim kepasawat televisi.

Kabel Coaxial Antena
Terkadang kita anggap remeh dengan media hantar kabel yang digunakan untuk antena, umumnya kabel antena menggunakan impedansi 75 ohm untuk pesawat televisi sedangkan untuk pesawat radio biasanya menggunakan impedansi 50 ohm kabel coaxial. gunakanlah kabel coaxial yang baik, kabel coaxial yang baik akan mengurangi lose sinyal, dan lebih tahan dengan cuaca hujan dan panas saat dipasang diluar ruangan, 


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.

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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