Promo Umroh Murah Januari dan Februari

Nama Cirebon memang tidak dapat dilepaskan dari kegiatan penyebaran agama Islam di Jawa Barat. Cirebon juga disebut-sebut sebagai salah satu Kota Sunan, karena di kota inilah Sunan Gunung Jati menyebarkan ajaran Islam.

Bahkan makam Sunan Gunung Jati yang dikenal pula dengan panggilan Syekh Syarif Hidayatullah (1448 - 1568), terdapat di Cirebon, tepatnya di Desa Astana, Kec. Gunung Jati, Kab. Cirebon. Makam tersebut hanya sekitar tiga km sebelah utara Kota Cirebon.

Kawasan makam Sunan Gunung Jati memiliki lahan seluas lima hektare. Selain tempat utama untuk para peziarah, kawasan itu juga dilengkapi tempat pedagang kaki lima, alun-alun, lapangan parkir, dan fasilitas umum lainnya.

Cukup banyak warisan Sunan Gunung Jati sebagai seorang wali Allah. Di antaranya Masjid Merah di Kota Cirebon dan Masjid Sunan Gunung Jati di area Keraton Cirebon. Masjid Merah yang telah berusia 500 tahun ini, kental akan corak akulturasi budaya Jawa dan Cina.

Kondisi itu setidaknya dapat dilihat dari pemakaian keramik Cina sebagai ornamen interior masjid. Cukup banyak ditemukan keramik di masjid yang terletak di perkampungan Arab, Jln. Panjunan Cirebon tersebut.

Lalu mengapa masjid yang banyak dikunjungi peziarah terutama pada 27 Ramadan ini disebut Masjid Merah? Mungkin salah satu alasannya, hampir seluruh bangunan masjid ini memang berwarna merah. Warna ini sangat mendominasi masjid yang sejak awal berdiri sampai sekarang belum belum mengalami perubahan ini.

Saat memasukinya, tampak gerbang berbentuk pura. Keunikan lain dari Masjid Merah adalah dinding-dindingnya yang ditempeli berbagai jenis keramik Cina. Konon keramik-keramik tersebut hadiah dari seorang putri Cina bernama Khong In, yang kemudian diperistri Sunan Gunung Jati pada tahun 1460.

Saat Ramadan seperti sekarang ini, Masjid Merah selalu menjadi tempat wisata rohani, bukan hanya bagi warga Kota Cirebon. Sebab banyak pula pengunjung yang datang dari berbagai kota lain di Jawa Barat.

Bahkan saat memasuki hari ke-27 Ramadan, masjid ini tak pernah sepi pengunjung. Keberadaannya menjadi magnet bagi pengunjung, terutama umat muslim untuk datang dan salat.

Tak heran bila salah satu peninggalan fenomenal Sunan Gunung Jati ini dari waktu ke waktu tak pernah sepi pengunjung. Untuk itu, rugi rasanya berkunjung ke Cirebon tanpa mampir ke masjid yang terletak di perkampungan Arab ini.

Azan pitu

Selain Masjid Merah, peninggalan lainnya dari Sunan Gunung Jati yang kerap dikunjungi yaitu Masjid Sunan Gunung Jati. Keunikan masjid yang dikenal pula dengan sebutan Masjid Sang Ciptarasa ini adalah tiang tatal. Dari 74 tiang yang ada di dalam masjid, salah satunya dirangkai sendiri oleh Sunan Gunung Jati dari potongan-potongan kayu sisa atau tatal.

Uniknya, tiang tatal tersebut penuh dengan makna filosofis. Salah satunya filosofi tentang persatuan yang kokoh, walaupun terdiri atas potongan-potongan yang berbeda. Tentu saja filosofi tersebut menandakan betapa Sunan Gunung Jati kala itu memiliki wawasan ke depan.

Keunikan lainnya, bila biasanya azan yang menandai datangnya waktu salat dikumandangkan satu orang muazin, di Masjid Sunan Gunung Jati ini, azan dikumandangkan tujuh muazin sekaligus atau azan pitu.

Sejatinya, di masjid yang berusia ratusan tahun ini, berbagai tradisi peninggalan salah satu sunan dari sembilan Sunan Walisongo masih tetap dilestarikan. Termasuk upaya melestarikan azan pitu.

Biasanya azan pitu ini dilakukan saat datangnya waktu salat Jumat. Ketika salat Jumat dimulai, tujuh muazin pun berbaris. Lalu serentak mereka mengumandangkan azan. Memanggil para jemaah untuk menunaikan kewajiban salat Jumat.

Sama seperti azan di masjid-masjid lain, azan pitu di Masjid Sunan Gunung Jati ini tidak mengalami perubahan lafal. Namun karena dikumandangkan tujuh muazin sekaligus, suaranya terasa lebih menggema.

Selain itu, Masjid Sang Ciptarasa juga dikenal memiliki air sumur yang bertuah. Warga sekitar banyak yang mencari berkah, menggunakan air tersebut untuk mencuci muka, bahkan ada juga yang membawanya pulang sebagai obat.

Percaya atau tidak, kembali pada diri masing-masing. Namun yang jelas, jangan lupa mengunjungi Masjid Sang Ciptarasa bila berkunjung ke Cirebon. Sebab pengalaman spiritual yang diperoleh di masjid ini akan terasa berbeda dan semakin melengkapi kegiatan wisata Ramadan di Cirebon. Selamat mencoba.

Sumber : http://www.bandung.eu

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TOUR KE MASJID MERAH CIREBON

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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