Tabel : AnakKaryawan
KodeKaryawan NamaAnak TahunLahir
A001 Mimi 2007
A002 Pipi 2008
A002 Didi 2005
A002 Bibi 2004
A003 Adi 2006
1. Buatlah SQL Query untuk menampilkan daftar Nama Karyawan dan Nama Anak yang lahir diatas tahun 2006!
*SELECT NamaKaryawan.Karyawan
FROM Karyawan
2. Tuliskan/gambarkan hasil yang ditampilkan dari hasil query yang anda buat!
NamaKaryawan
Udin
Umar
Dedi
NamaAnak TahunLahir
Mimi 2007
Pipi 2008
Pelanggan tokoku dapat memesan barang melalui website, aplikasi android, aplikasi iphone. Pesanan yang diterima dan
sudah dilakukan pembayaran sebelum jam 12.00 WIB akan dikirimkan pada hari yang sama, selain itu akan dikirimkan hari
berikutnya. Pemenuhan order akan dimulai dari persiapan barang pesanan oleh bagian logistic/gudang. Barang yang siap
dikirim akan dikemas/packing terlebih dahulu. Hanya orderan yang barangnya lengkap yang akan dikirim. Barang yang
tidak lengkap akan dikonfirmasikan terlebih dahulu ke pelanggan untuk pengiriman sebagian atau pembatalan order.
Kemudian bagian logistic akan menunjuk driver yang belum ada tugas pengiriman untuk mengantarkan barang pada
pemesan.
FLOWCHART TEST
Gambarkan flowchart untuk proses diatas!
start
Pemesanan barang
melalui
web,android,iphone
no
Bayar<jam12 Tidak dikemas
no
Barang Konfirmasi
lengkap? pelanggan
yes
Diantar oleh
driver
end
LOGIC TEST
Nama : Ide Hati Pardede Posisi : Implementer Tanggal : 26-10-2022
1. Dani, Beti, Arif hendak menonton konser di JCC Jakarta. Beti naik kereta api 2.15 pm. Dani menempuh jarak 50%
lebih jauh dari Arif dan naik kereta api pk 3.00 pm. Arif pergi 20 menit setelah Beti dan tiba pk 3.25 pm
menggunakan kereta api. Ke-3 kereta api memiliki kecepatan yang sama. Kapan Dani tiba di JCC?
Jawab : waktu yg dipakai dani = 1,5 x waktu arif. Jadi 45+15 = 60 menit. Dani berangkat pukul 3.00 pm, jadi dani
sampai pukul 4.00 pm.
2. Sebuah pabrik roti mempekerjakan 10 orang untuk menghasilkan 50 roti dalam 1 jam. Berapa jumlah orang yang
dibutuhkan untuk menghasilkan 80 roti dalam 24 menit?
Jawab : 10 orang untuk 50 roti, maka 1 orang untuk 5 roti, maka jika untuk 80 roti : 80/50= 16 orang.
3. Tuti, Susan dan Budi memiliki toko yang bersebelahan. Budi menjual kue, susan menjual roti dan tuti menjual
mainan. Susan memiliki tetangga yang ramah. Salah satu pemilik makanan adalah orang yang judes. Antara
penjual kue atau penjual mainan adalah orang yang pemarah. Susan dan Budi bukan tetangga. Siapakah yang
ramah?
Jawab : Tuti
4. Terdapat 7 orang anak yang ingin dibelikan makanan. Anda ingin membelikan makanan sesuai dengan kesukaan
mereka, tapi satu jenis makanan hanya untuk satu orang. Berikut adalah daftar kesukaan setiap anak:
Nama Anak Makanan Kesukaan
Anton Sate, Kue, Roti, Steak, Ayam
Budi Kue, Daging, Kangkung
Ani Kue, Daging, Steak, Kangkung
Tuti Kue, Daging, Kangkung
Rudi Sate, Roti, Daging, Steak, Ayam
Susi Kue, Kangkung
Kana Sate, Roti, Kangkung, Ayam, Steak
Makanan apa yang diberikan ke Ani?
Jawab : Steak
5. Dalam sebuah perlombaan lari, Udin di depan Amir. Udin mencapai garis finish setelah Adit. Umar mengalahkan
Adit, tetapi mencapai garis finish setelah Budi. Berapa peringkat Udin dalam perlombaan?
Berapa peringkat Umar dalam perlombaan?
Jawab : peringkat Udin 4, peringkat Umar 2.
DISC & MOTIVATORS REPORT FOR
Ide Hati Pardede
10/26/2022
DISC is a simple, practical, easy to remember and universally applicable model. It focuses on individual patterns of
external, observable behaviors and measures the intensity of characteristics using scales of directness and openness
for each of the four styles: Dominance, Influence, Steadiness, and Conscientious.
Fact-finders have highly developed "quality control" and critical thinking ability. They favor logic and facts but also
possess intuitive abilities that they will meld with the facts. Preparation is essential prior to action. They may appear
shy but can work with others who have similar high quality focus. They avoid confrontational situations and, because
they need to "get it right," can delay decisions. If they make a mistake, they will likely research additional material to
support their original choice.
Below are some key behavioral insights to keep in mind and share with others to strengthen your relationships.
Though you understand the need to move quickly, you place heavy significance on analysis of facts and data prior to
a decision. This is a strength that has no doubt provided success in the past; however, as a bit of coaching, you should
be cautious to avoid the pitfall of "analysis-paralysis," in which no decision is made because one is always waiting for
more information.
You are most comfortable with well-defined systems and logical procedures. Ideally, you would be able to find a
niche that amplifies and values these strengths. People who score like you may be uncomfortable in unstructured
environments, or with "laissez-faire" attitudes about how and when things should get done.
Ide Hati, your score on this instrument indicates that you tend to be more modest and conservative than egocentric.
You do things "by the book," and you expect others to do the same. Hence, you create a sense of order around
yourself that can serve as a model for others who choose to follow your lead. It's frustrating for you when people
choose not to do things your way, though you tend to keep the frustration inside, sharing it only with family or close
friends.
You like to complete projects with precision and accuracy, as these are important hallmarks of your work ethic.
Additionally, you complete projects on time, but might tend to feel that the overall quality could be improved if you
spent a bit more time.
You may neglect to verbalize criticism of processes unless asked, at which point you may suddenly provide a wealth
of practical information and ideas. Your attention to details is valuable to the team, but you may need to learn to
vocalize concerns more quickly and assertively. Resist the thought that you might be making waves; instead, reason
that you may be helping to calm future waves.
Some people who score like you tend to equate neatness with quality. You like organization and may perceive a
person with a messy desk or office as a producer of lower-quality work. While this may be true in some cases, it's not
true all the time. Our coaching here is meant to help you maintain an open mind and focus on the result as opposed
to organizational methods.
Aesthetic - Strong desire and need to achieve equilibrium between the world around us and ourselves (within) while
creating a sustainable work/life balance between the two. Creative, imaginative, arty, mystical and expressive, this style may
redefine or resist real world approaches to current challenges.
Based on your Motivators assessment Aesthetic score: You will balance yourself between creative alternatives and practical
approaches without being extreme in either dimension.
Economic - The motivation for security from self-interest, economic gains, and achieving real-world returns on personal
ventures, personal resources, and focused energy. The preferred approach of this motivator is both a personal and a
professional one with a focus on ultimate outcomes.
Based on your Motivators assessment Economic score: You will balance yourself between being satisfied with what you have
and a need for more.
• Your score indicates a balance between being satisfied with what you have and the need for more.
• You may have already achieved substantial economic goals of your own.
• You are realistic and down-to-earth in regards to getting what you believe you deserve.
• You have the ability to identify with individuals who have both high and low satisfaction rates.
Individualistic - Need to be seen as autonomous, unique, independent, and to stand apart from the crowd. This is the
drive to be socially independent and have opportunity for freedom of personal expression apart from being told what to do.
Based on your Motivators assessment Individualistic score: You are able and willing to support someone else’s ideas without
having to interject your own.
• You are not one to steal the spotlight or gain excessive recognition.
• You can work as a part of the team and assist others in meeting their needs.
• You likely won't "hog the ball" when working with others.
• You're not likely trying to establish your own ideas when in a group.
Power - Being seen as a leader, while having influence and control over one's environment and success. Competitiveness
and control is often associated with those scoring higher in this motivational dimension.
Based on your Motivators assessment Power score: You can mediate all available ideas without an excessive need to control
outcomes.
• You can be both cooperative and competitive depending on the situation at hand.
• You are able to understand both aggressive and passive leaders.
• You will likely be on board with leaders who are competent, but may struggle with leaders who seem unskilled.
• You're a stabilizing force in normal team operations and will lead if necessary, but you don't need to.
Altruistic - An expression of the need or energy to benefit others at the expense of self. At times, there’s genuine sincerity
in this dimension to help others, but not always. Oftentimes an intense level within this dimension is more associated with
low self-worth.
Based on your Motivators assessment Altruistic score: You will seek to benefit others at your own personal expense and may
find it very difficult to fight for what you want.
• You will appreciate kind and good-hearted people and may avoid the self-interested.
• You will be turned off by people who speak excessively about their personal gains.
• You connect personally before you connect professionally.
• You are mission-minded in your endeavors.
Regulatory - A need to establish order, routine and structure. This motivation is to promote a black and white mindset and
a traditional approach to problems and challenges through standards, rules, and protocols to color within the lines.
Based on your Motivators assessment Regulatory score: You understand structure but will not be bound by another’s idea if it
does not work for you.
• You can challenge rules that do not make any sense to you.
• You can appreciate details to a point, but will likely not depend on them.
• You are generally in the middle when it comes to instructions, protocols, and having to do things a certain way.
• You can work with both leaders and followers and will bring something to the table with either one.
Theoretical - The desire to uncover, discover, and recover the "truth.” This need to gain knowledge for knowledge sake is
the result of an “itchy” brain. Rational thinking (frontal lobe), reasoning and problem solving are important to this dimension.
This is all about the “need” to know why.
Based on your Motivators assessment Theoretical score: You can rely on both new information and what has worked in the
past when making decisions.
• You can understand the big picture as well as the details of any subject and will alter your inquiry depending on the amount
of time and interest you have.
• You want to know why, but won't let it get in your way of getting things done.
• You are a "situational" learner.
• You need to know something, not everything.
"Do as I say"
Since Dominant ‘D’ Styles need to have control, they like to take the lead in both business and social settings. As
natural renegades, they want to satisfy their need for autonomy. They want things done their way or no way at all.
These assertive types tend to appear cool, independent, and competitive. They opt for measurable results, including
their own personal worth, as determined by individual track records. Of all the types, they like and initiate changes
the most. We symbolize this personality type with a lion--a leader, an authority. At least, they may, at least, have the
inner desires to be #1, the star, or the chief.
Less positive Dominant ‘D’ Style components include stubbornness, impatience, and toughness. Naturally preferring
to take control of others, they may have a low tolerance for the feelings, attitudes, and "inadequacies" of co-workers,
subordinates, friends, families, and romantic interests.
Their natural weaknesses are too much involvement, impatience, being alone, and short attention spans. This causes
them to become easily bored. When a little data comes in, Interacting ‘I’ Styles tend to make sweeping
generalizations. They may not check everything out, assuming someone else will do it or procrastinating because
redoing something just isn't exciting enough. When Interacting ‘I’ Styles feel they don't have enough stimulation and
involvement, they get bored and look for something new again. . .and again. . .and again. When taken to an extreme,
their behaviors can be seen as superficial, haphazard, erratic, and overly emotional.
They strive for security. Their goal is to maintain the stability they prefer in a more constant environment. To Steady
‘S’ Styles, while the unknown may be an intriguing concept, they prefer to stick with what they already know and
have experienced. "Risk" is an ugly word to them. They favor more measured actions, like keeping things as they
have been and are, even if the present situation happens to be unpleasant due to their fear of change and
disorganization. Consequently, any disruption in their routine patterns can cause distress in them. A general worry is
that the unknown may be even more unpleasant than the present. They need to think and plan for changes. Finding
the elements of sameness within those changes can help minimize their stress to cope with such demands.
Take it slow
Steady ‘S’ Styles yearn for more tranquility and security in their lives than the other three types. They often act
pleasant and cooperative, but seldom incorporate emotional extremes such as rage and euphoria in their behavioral
repertoire. Unlike Interacting ‘I’ Styles, Steady ‘S’ Styles usually experience less dramatic or frequently-occurring
peaks and valleys to their more moderate emotional state. This reflects their natural need for composure, stability,
and balance.
Conscientious ‘C’ Styles concentrate on making decisions in both logical and cautious ways to ensure that they take
the best available action.
Think deeply
Due to compliance to their own personal standards, they demand a lot from themselves and others and may
succumb to overly critical tendencies. But Conscientious ‘C’ Styles often keep their criticisms to themselves,
hesitating to tell people what they think is deficient. They typically share information, both positive and negative,
only on a "need to know" basis when they are assured that there will be no negative consequences for themselves.
When Conscientious ‘C’ Styles quietly hold their ground, they do so as a direct result of their proven knowledge of
facts and details or their evaluation that others will tend to react less assertively. So, they can be assertive when they
perceive they're in control of a relationship or their environment. Having determined the specific risks, margins of
error, and other variables which significantly influence the desired results, they will take action.
4-page report detailing your DISC and Motivators scores and graphs ($24.97)
Send your employer, prospective employer, or staffing company and share the additional personal
insights that only come from seeing your scoring data.
Click Below to Upgrade! - View a Sample Report
https://assessment.tonyrobbins.com/disc-results-page/?e=idehati63@gmail.com&i=d77e559e8bea48de89985ddbb8e2b183
When you return to your Results page, click the blue UPGRADE REPORT button to view options and make a purchase.
Kids DISC
If you’d like similar insights about the kids in your life, give them the
Kids DISC assessment. The Kids DISC report offers significant insights
with three distinct sections for kids, parents, and teachers. This report
contains helpful information for children and the adults in their lives.