TASK 1 ( FEBRUARY 11, 2020)

TITLE TASK : MAKE A CONCLUSION FROM TEXT CONTROLLING

LIGHT WITH LIGHT

The conclusion of this article is that technology scientists and hopes of collaborating with
researchers from McMaster University and the University of Pittsburgh, are trying to develop a
new platform for all-optical computing, i.e. all types of calculations done only with light rays.this
development is done by changing all types of hardware by controlling light with more flexible
light.
Not only can they design photoresponsive materials that can change their optical, chemical and
physical properties reversibly in the presence of light, but they can use these changes to create
channels of light, or beams that are trapped themselves, which can guide and manipulate light
TASK 2 ( FEBRUARY 18, 2020)
TITLE TASK : CONTROLLING LIGHT WITH LIGHT, FINDING MAIN IDEA
FOR EACH PARAGRAPH :

Researchers from the Harvard John A. Paulson School of Engineering and Applied Sciences
(SEAS), in collaboration with researchers at McMaster University and University of Pittsburgh,
have developed a new platform for all-optical computing, meaning computations done solely
with beams of light.
Main Idea : developed a new platform for all-optical computing, meaning computations done
solely with beams of light.

"Most computation right now uses hard materials such as metal wires, semiconductors and
photodiodes to couple electronics to light," said Amos Meeks, a graduate student at SEAS and
co-first author of the research. "The idea behind all-optical computing is to remove those rigid
components and control light with light. Imagine, for example, an entirely soft, circuitry-free
robot driven by light from the sun."
Main Idea : Material of computating

These platforms rely on so-called non-linear materials that change their refractive index in
response to the intensity of light. When light is shone through these materials, the refractive
index in the path of the beam increases, generating its own, light-made waveguide. Currently,
most non-linear materials require high-powered lasers or are permanently changed by the
transmission of light.
Main Idea : These platforms rely on so-called non-linear materials that change their refractive
index in response to the intensity of light.

Here, researchers developed a fundamentally new material that uses reversible swelling and
contracting in a hydrogel under low laser power to change the refractive index.
Main Idea : Researchers developed a fundamentally new material that uses reversible swelling
and contracting in a hydrogel under low laser power to change the refractive index
The hydrogel is composed of a polymer network that is swollen with water, like a sponge, and a
small number of light-responsive molecules known as spiropyran (which is similar to the
molecule used to tint transition lenses). When light is shone through the gel, the area under the
light contracts a small amount, concentrating the polymer and changing the refractive index.
When the light is turned off, the gel returns to its original state.
Main Idea : The hydrogel is composed of a polymer network that is swollen with water, like a
sponge, and a small number of light-responsive molecules known as spiropyran

When multiple beams are shone through the material, they interact and affect each other, even at
large distances. Beam A could inhibit Beam B, Beam B could inhibit Beam A, both could cancel
each other out or both could go through -- creating an optical logic gate. 
Main Idea : Creating an optical logic gate.

"Though they are separated, the beams still see each other and change as a result," said
Kalaichelvi Saravanamuttu, an associate professor of Chemistry and Chemical Biology at
McMaster and co-senior author of the study. "We can imagine, in the long term, designing
computing operations using this intelligent responsiveness."
Main Idea : Designing computing operations using this intelligent responsiveness

"Not only can we design photoresponsive materials that reversibly switch their optical, chemical
and physical properties in the presence of light, but we can use those changes to create channels
of light, or self-trapped beams, that can guide and manipulate light," said co-author Derek
Morim, a graduate student in Saravanamuttu's lab.
Main Idea : Not only can we design photoresponsive materials that reversibly switch their
optical, chemical and physical properties in the presence of light, but we can use those changes
to create channels of light, or self-trapped beams, that can guide and manipulate light

"Materials science is changing," said Joanna Aizenberg, the Amy Smith Berylson Professor of
Materials Science at SEAS and co-senior author of the study. "Self-regulated, adaptive materials
capable of optimizing their own properties in response to environment replace static, energy-
inefficient, externally regulated analogs. Our reversibly responsive material that controls light at
exceptionally small intensities is yet another demonstration of this promising technological
revolution."
Main Idea : Our reversibly responsive material that controls light at exceptionally small
intensities is yet another demonstration of this promising technological revolution

This research was published in the Proceedings of the National Academy of Sciences. It was co-
authored by Ankita Shastri, Andy Tran, Anna V. Shneidman, Victor V. Yashin, Fariha
Mahmood, Anna C. Balazs. It was supported in part by the US Army Research Office under
Award W911NF-17-1-0351 and by the Natural Sciences and Engineering Research Council,
Canadian Foundation for Innovation.
Main Idea : This research was published in the Proceedings of the National Academy of
Sciences.

TASK 3 ( FEBRUARY 25, 2020)

TITLE TASK : WRITE A BIOGRAPHY

My name is Muhammad Daffa Atthariq, born in Tarakan city, North borneo, Nocember 15,
2000. I am the second child of two siblings. my father's job is civil servants in the housing
section. and mother as a housewife

I was 7 years old, I started school at SD NEGERI UTAMA 2 Tarakan, then after graduating I
continued my education at SMP NEGERI 1 TARAKAN in 2014. After graduating from SMP
NEGERI 1 TARAKAN in 2017. I continued my education at SMA NEGERI 2 TARAKAN

After I graduated from high school I continued to study at UNIVERSITY OF

MUHAMMADIYAH MALANG. the major I took was informatics engineering. because I can
play with the computer and fix the computer myself. therefore to strengthen my computer
science, I entered the college of informatics engineering

TASK 4 ( MARCH 3, 2020)

TITLE TASK : ETHICS BOTS, FINDING MAIN IDEA FOR EACH
PARAGRAPH :

When health insurer Cigna Corp. appeared in front of a judge for allegedly misleading
shareholders on Medicare regulations this spring, plaintiffs thought they had a strong case. After
all, Cigna had published its own document titled “Code of Ethics and Principles of Conduct” that
specifically required employees to uphold all regulations and “act with integrity in all that we
do.”
Main Idea : After all, Cigna had published its own document titled "Code of Ethics and
Principles of Conduct" that specifically required employees to uphold all regulations and "act
with integrity in all that we do".

When the panel of three judges took a look at the argument, however, they threw it out of court
as irrelevant. “We think the statements in Cigna’s Code of Ethics are a textbook example of
‘puffery,’” the judges wrote. “They are too general to cause a reasonable investor to rely upon
them.”
Main Idea : When the panel of three judges took a look at the argument, however, they threw it
out of court as irrelevant. “We think the statements in Cigna’s Code of Ethics are a textbook
example of ‘puffery,’” the judges wrote.
That’s typical of the way that many people and even employees view codes of conduct, says
Eugene F. Soltes, Jakurski Family Associate Professor of Business Administration at Harvard
Business School. “Company leaders often express a high-level set of principles that employees
are expected to abide by, but what the court effectively said is, ‘This is akin to marketing
material that people don’t take literally word-for-word.”
Main Idea : That’s typical of the way that many people and even employees view codes of
conduct, says Eugene F. Soltes, Jakurski Family Associate Professor of Business Administration
at Harvard Business School. “Company leaders often express a high-level set of principles that
employees are expected to abide by

So do company ethics codes have any value? In a recent case study on a novel “ethics bot”
created by consulting company Accenture, Soltes argues that such codes can be worth quite a lot
to companies—but only if they go beyond generic platitudes to create a tool that employees can
actually use.
Main Idea : Soltes argues that such codes can be worth quite a lot to companies—but only if
they go beyond generic platitudes to create a tool that employees can actually use.

Author of the book Why They Do It: Inside the Mind of the White-Collar Criminal, Soltes has
spent his career examining how and why individuals commit fraud. In research forthcoming
in Harvard Business Review, he has found that many employees see misconduct by co-workers,
but only 30 to 50 percent admit to reporting that misconduct.
Main Idea : In research forthcoming in Harvard Business Review, he has found that many
employees see misconduct by co-workers, but only 30 to 50 percent admit to reporting that
misconduct.

“Codes of conduct that employees sign typically require employees to report violations when
they observe them, so they are actually violating their ethics code by not reporting violations,”
Soltes says.
Main Idea : “Codes of conduct that employees sign typically require employees to report
violations when they observe them, so they are actually violating their ethics code by not
reporting violations,” Soltes says.

Companies have good reason to try and change that. For starters, firms that have an effective
compliance program to prevent fraud and abuse can receive substantial benefits from regulatory
and enforcement agencies if something goes amiss. For example, showing that a firm took pains
to educate employees on legal regulations can potentially reduce fines by up to 95 percent.
Main Idea : Companies have good reason to try and change that. For starters, firms that have an
effective compliance program to prevent fraud and abuse can receive substantial benefits from
regulatory and enforcement agencies if something goes amiss.
Ideally, the code of ethics goes beyond just checking legal boxes for regulatory reasons to
mitigate sanctions. “Perhaps even more important in today’s environment, you are also limiting
reputational risk,” Soltes says, pointing to negative news stories or error-filled posts on social
media that can undermine a company’s brand. “There are many actions that employees can
undertake that may not be illegal, but can cause enormous amounts of reputational damage.”
Main Idea : “Perhaps even more important in today’s environment, you are also limiting
reputational risk,” Soltes says, pointing to negative news stories or error-filled posts on social
media that can undermine a company’s brand.

A good code can also help workers do their jobs better. Most employees want to follow the rules
and do the right thing, but may not understand how to comply with rules. “It’s not just about the
legal exercise, it’s about impacting people’s behavior and underlying firm culture,” he says.
Main Idea : Most employees want to follow the rules and do the right thing, but may not
understand how to comply with rules.

Accenture rethinks its code

Compliance can be difficult for employees when they are faced with a 50-page document filled
with generic principles and discussions of regulation that fall outside their scope of work.
Main Idea : Compliance can be difficult for employees.

Take Accenture, whose lengthy document expressed six broad core values including “Client
Value Creation,” “Integrity,” and “Respect for the Individual.” They sounded great, but in reality
made it hard for its 400,000 global employees to search quickly and find answers to ethical
dilemmas.
Main Idea : Take Accenture, whose lengthy document expressed six broad core values
including “Client Value Creation,” “Integrity,” and “Respect for the Individual.”

When executives analyzed ethics documents adopted by companies their compliance leaders
admired, such as GE and Microsoft, they saw models that focused on specific steps employees
should take when faced with difficult decisions. One result: Those examples inspired Accenture
to think outside the box and create an app that would be interactive and intuitive.
Main Idea : When executives analyzed ethics documents adopted by companies their
compliance leaders admired, such as GE and Microsoft, they saw models that focused on specific
steps employees should take when faced with difficult decisions.

The final result was COBE (Code of Business Ethics), an ethics chatbot on which employees
could type their questions and get answers tooled to their specific concerns. Rather than
providing simple “yes” or “no” answers to questions, the chatbot helped users locate information
within the code of conduct efficiently and quickly.
Main Idea : The final result was COBE (Code of Business Ethics), an ethics chatbot on which
employees could type their questions and get answers tooled to their specific concerns.

The code has served another, perhaps even more important purpose by allowing firm leaders to
anonymously capture data across its workforce in order to better identify where ethical concerns
might be arising.
Main Idea : The code has served another, perhaps even more important

“If people in a particular geographical area are asking lots of questions about the policy on taking
gifts from certain ministers, then this would help compliance leaders appreciate that maybe it’s
time to go back and make sure people understand our gifts policy and obligations under the
Foreign Corrupt Practices Act,” Soltes says.
Main Idea : then this would help compliance leaders appreciate that maybe it’s time to go back
and make sure people understand our gifts policy and obligations under the Foreign Corrupt
Practices Act,” Soltes says.

Creating an ethics chatbot requires an investment of resources and technical capabilities that is
likely to be beyond most firms’ capabilities. However, Soltes’ lab at Harvard Business School
was able to create a functioning ethics chatbot in less than three months that captured many of
the fundamental travel and expense policies for a large consumer products company.
Main Idea : Creating an ethics chatbot requires an investment of resources and technical
capabilities that is likely to be beyond most firms’ capabilities.

Apps aren’t the only alternative

Even if not ready to develop or deploy such technologically advanced solutions, companies can
still make their ethics codes more intuitive, interactive, and practical for day-to-day decision-
making, Soltes says. That may mean reducing the number of broad-brush value statements and
uninspired clip-art, instead making the document more concise in describing practical guidelines
for the company’s employees.
Main Idea : That may mean reducing the number of broad-brush value statements and
uninspired clip-art, instead making the document more concise in describing practical guidelines
for the company’s employees.

He also recommends thinking beyond the legal department to bring in other areas of the
company, such as marketing, communications, or consumer behavior specialists, to help design a
code that will be understandable to employees. Uber, for example, rolled out a mobile app-
focused version of its ethics code to better serve its employees, who are younger and more tech
savvy.
Main Idea : Uber, for example, rolled out a mobile app-focused version of its ethics code to
better serve its employees, who are younger and more tech savvy.

Lastly, Soltes advises that firms not be afraid to experiment. An ethics code shouldn’t be a
monolith, but rather a living document that can be adapted to the expanding needs of a firm and
its employees. After rolling out a policy to a subgroup of employees, for example, companies
should evaluate how the code is actually being used in practice and how it can be further refined
and improved.
Main Idea : Lastly, Soltes advises that firms not be afraid to experiment. An ethics code
shouldn’t be a monolith

That kind of creativity can help companies stay away from the scrutiny of regulators and avoid
negative headlines. “Ultimately, the goal should not simply be to just create a legal document,
but instead a valuable tool that helps cultivate the kind of behavior and culture the firm wants to
support on a day-to-day basis,” Soltes says. “That requires a different and more innovative
approach than many firms are currently deploying.”
Main Idea : That kind of creativity can help companies stay away from the scrutiny of
regulators and avoid negative headlines.

TITLE TASK 2 : ANSWER THE FOLLOWING QUESTIONS!

TASK 2 IS : ANSWER THE FOLLOWING QUESTIONS!

1. What is the purpose of publishing code of ethics?

Answer : The motive is for employees who are required to specifically enforce all regulations
and act with integrity in everything we do.

2. What does the researcher ( in a cade study) say about the company code?
Answer : Researchers argue that such codes can be of considerable value to companies but only
if they go beyond generic adjectives to create tools that employees can truly use. And they say
"Code of ethics signed by employees usually requires employees to report violations when they
observe them, so they actually violate their code of ethics by not reporting violations,"

3. Why do companies need to have this kind of code regulations for their employees?
Answer : Because a good code can also help workers do their jobs better and companies that
have effective compliance programs to prevent fraud and abuse can receive great benefits from
regulatory and law enforcement agencies if something goes wrong.

4. "When executives analyzed ethics documents adopted by companies their compliance leaders
admired, such as GE and Microsoft, they saw models that focused on specific steps employees
should take when faced with difficult decisions", what does the word "they" refer to?
Answer : The words they refer to their leaders admire.
5. "A good code can also help workers do their jobs better. Most employees want to follow the
rules and do the right thing". If you were a CEO of a company, would agree with that? Why?
Answer : Yes, I agree with that, because everything must have rules so that everything can work
well, employees must also be disciplined to improve company performance

TASK 5 ( MARCH 10, 2020)

TITLE TASK 1 : HOW TO WRITE APPROPRIATE EMAIL IN ENGLISH ?
The Standard Format Of A Formal Email In English
Generally, an email consists of the following 3 parts:

Introduction
Main Text
Closing

 Introduction
The way you write an e-mail introduction will depend on your relationship with
the person who received the e-mail, but all e-mails must start with an opening
greeting. In an official e-mail, the best greeting greeting for starting an e-mail is:

    Dear Mr / Mrs / Ms (last name of the recipient, e.g. Mr. Widjojo)

    Dear Sir / Madam (if you don't know the recipient's name) or bisa To whom it
may concern ’

Next, you need to write an opening sentence that explains the purpose and
purpose of the email. This sentence must be consistent with the subject of the
email. You can introduce yourself briefly such as "Hi, my name is ...". Avoid long
sentences because it will make people lazy to read them then continue your
sentence with:
    I am writing with regard to ... (email subject)
    I am writing in connection with ... (email subject)
    I am writing in reference to ...

If you write an email to send information, you can start with the following
sentence:
    I am writing to let you know ...
    I am delighted to tell you ... (if you deliver good news)
    I regret to inform you that ... (if you deliver bad news)

If you want to reply to an email that you have received previously, you can say:
    I am writing in response to ...
    I am writing in reply to ...
    I am writing to thank you for ... (if you want to thank the recipient of the email)
  Main Text

For this section, there is no definite formula because the contents of the main text
will vary depending on what you want to communicate to the recipient. Some
basic rules for this are that the text should be divided into short paragraphs and
avoid abbreviations or acronyms, which should only be used for e-mails that are
not official.

Based on the message you want to send, there are a number of sentences you can
put to end this main text as well as this email, such as:

    I look forward to hearing from you soon

    Thank you in advance
    For further information, please do not hesitate to contact me
    Please let me know if you have any questions
    Thanks for your attention

 Closing

The afterwords commonly used in e-mails are as follows:

    Best regards
    Kind regards
    Yours faithfully (if you start the email with 'Dear Sir / Madam' because you
don't know the recipient's name)
    Yours sincerely (if you start the email with ‘Dear Mr / Mrs / Ms + last name)
    Regards

TITLE TASK 2 : FORMAL LETTERS FOR ACADEMIC PURPOSES

SMA NEGERI 2 TARAKAN

Gunung 10 Street No 08 Tarakan
No. Phone. (0551) 36063

Tarakan, November 2, 2018

No: 73/ SMA NEGERI 2 Tarakan / 16/2018

Attachment: –
Subject: Announcement
To:
Parents of Class XI
SMA Negeri 2 Tarakan

With respect,

creativity with parents to strengthen the bond of parent relations with students once a year. The
event will be held on :
Day/Date : Sunday/November 4, 2018
Time : 08.00 - end
Place : Amal beach
Event : parents day

We expect parents to advance the program created by the school once a year. Thanks for your
attention.

The Principal of SMA NEGERI 2 TARAKAN,

Susanto, S. Pd, M.Pd

TITLE TASK 3 : WRITE AN EMAIL

To: Instituteparaga@gmail.com
Cc:

Subject: permission please

The honorable Mr. In relation to the. we invite the activities of the association to the Mr. to allow students
to participate in this student association activities.
So, for your attention, I thank you.

Best Regards,

Muhammad Daffa Atthariq

TITLE TASK 4 : FIND MAIN IDEA FROM “ARTIFICIAL INTELLIGENCE”
TEKS

Main Idea : Why Artificial Intelligence Isn't a Sure Thing to Increase Productivity?
Main Idea : Is a computer science background necessary?

TASK 6 ( MARCH 17,2020)

TITLE TASK 1 : FINDING FACTS AND OPINION FROM “ARTIFICIAL
INTELLIGENCE” TEKS

Opinion = blue

Fact = Red

Why Artificial Intelligence Isn't a Sure Thing to Increase Productivity

As companies adopt artificial intelligence to increase efficiency, are their employees skilled
enough to use those technologies effectively? Prithwiraj Choudhury looks to the US Patent and
Trademark Office for a case study.

Thinking about the fast-approaching era of artificial intelligence, employers rejoice in the
increases to productivity such tools could bring, while workers are more likely to calculate the
time left before R2-D2 takes over their jobs.

“Jacques Bughin and co-researchers estimate that in the future, 50 percent of all tasks currently
done by humans could be done by machine learning and artificial intelligence,” says Prithwiraj
(Raj) Choudhury, assistant professor at Harvard Business School. Overall, that could translate
into a bump in global productivity by 1 percent or more.

But it turns out that long before robots replace workers en masse, if ever, workers will be using
AI-based tools to do work, as is already seen with radiologists who employ such tools to
interpret X-rays and lawyers who turn to machine learning to dig out past cases that set a
precedent for legal arguments.

“If someone’s past experience has been entirely in the world of older technology, and suddenly a
machine learning tool is thrust upon them, they will be less productive”

Choudhury realized there was scant research available on the skills needed by workers to use
artificial intelligence-based tools to their full promise. And that’s a key piece of information to
have as companies consider investing what consulting firm Accenture estimates will be $35
trillion into cognitive technologies in the United States by 2035. Just adding AI tools does not
automatically increase productivity if the people using them can’t use the technology correctly.

“AI tools might be good at predictions, but, if they are not used properly, there is no value in
investing in such tools,” Choudhury says.
Choudhury aims to fill that gap with a new working paper, Different Strokes for Different Folks:
Experimental Evidence on Complementarities Between Human Capital and Machine Learning.
The paper, written with Evan Starr and Rajshree Agarwal of the University of Maryland,
suggests that firms must think carefully about the skills they’ll need to hire for or train for in
employees if they are going to get the most bang for the buck from their new AI.

Choudhury has spent his career researching human capital, looking inside companies such as
Microsoft, Infosys, and McKinsey to analyze what makes knowledge workers most productive.
A few years ago, he began looking at the United States Patent and Trademark Office (USPTO),
which has used innovative practices around employees working remotely.

“I found the US patent office fascinating,” Choudhury says. “It is not only a large organization
with more than 10,000 people, but also an organization that shapes the innovation system. What
they do matters for the entire US economy.”

In the course of writing a Harvard Business School case on the patent office, he discovered the
agency was implementing a sophisticated new machine learning program called Sigma-AI in an
attempt to cut the time necessary to review patent applications.

Patent examiners can use Sigma-AI to make sure applications propose truly novel ideas, and not
designs or techniques previously used in other patents—known as prior art. “That means
searching through hundreds of thousands of documents,” says Choudhury.

The office aims to provide at least an initial answer to applicants within 10 months. With an
increase in patent application by nearly 20 percent in five years, however, there is currently a
backlog of a half-million applications, resulting in delays of an additional six months or more.

In the past, employees have used a Google-like Boolean search tool in order to identify prior art,
hunting for specific keywords to pull up past cases. The new machine learning tool automates
this process, Choudhury says. “The document is fed into this tool, and then it spits out what it
thinks would be the relevant documents for an examiner to look at.”

Is a computer science background necessary?

Choudhury and his fellow researchers were interested in finding out whether having a
background in computer science and engineering (CS&E) would improve patent workers’ ability
to use the artificial intelligence-based tool in order to make them more productive.

In order to ensure that the amount of prior experience working in the office wouldn’t skew
results, the researchers “recruited” patent examiners who would be a completely blank slate:
MBA students from HBS. For the experiment, they gave each of 221 students a patent
application with five relatively obscure claims for which prior art existed.

Half of the students were assigned randomly to use the Boolean search tool and half to use the
machine learning tool.
Furthermore, they gave half of each group access to expert advice to help them better craft their
searches. That advice, to a degree surprising to the researchers, turned out to be crucial to
students getting the right answer.

“Without the advice, no one gets the silver bullet—it doesn’t matter if you use the Boolean or
machine learning,” Choudhury says. “That’s a validation of human expertise of a real patent
examiner that is formed from years of experience.” Chalk one up for humanity.

For those who did get the advice, the researchers found that worker productivity rose or fell
depending on their background. Those with CS&E experience did better with the machine
learning tool, while those without CS&E experience did better with the Boolean tool.

For this experiment, the researchers did not look at which tool was better; however, that’s beside
the point, says Choudhury. The reality is that many companies are already adopting AI
technology in the hopes that it will improve productivity.

Yet, says Choudhury, “in the vast majority of situations, it will be used by people without
computer science experience.”

That’s akin to asking someone with a humanities background to be able to use macros in Excel—
they may figure it out eventually, but they won’t be as productive as someone with a background
in statistics. If firms do not compensate for the lack of computer science experience in
employees, they risk failure of the very technology they’ve adopted to improve their operations.

“If someone’s past experience has been entirely in the world of older technology, and suddenly a
machine learning tool is thrust upon them, they will be less productive, even if the tool is a great
tool,” Choudhury says.

That’s not to say that companies need to necessarily hire computer scientists. It may be that with
extensive training, employees without such backgrounds can learn to use machine learning tools
efficiently. Choudhury is currently preparing to run a more ambitious experiment this fall with
1,000 subjects, giving those without CS&E experience hands-on training to see if it improves
their abilities.

“We will see if in the second stage, these people will catch up and the productivity gap narrows,”
Choudhury says.

TITLE TASK 2 : ANSWER QUESTION BASED ON TEKS “READING PRACTICE “

Part A
 1. Information Technology (IT) is the application of computers and internet to store,
retrieve, transmit, and manipulate information, often in the context of a business or other
enterprise.
2. Information technology has transformed people and companies and has allowed digital
technology to influence society and economy alike.
3. Information has become disembodied accessible from anywhere through cloud
technology. Recent advances in IT is the consequence of the development in computing
systems.
4. Thanks to the continuous development of technology, the original computing system
became a minicomputer and personal computer and then became the leader. Information
technology has changed people and companies and has enabled digital technology to
influence society and the economy. so technology development has shaped society and
adapted itself to the needs of the community.
5. because humans have stored, retrieved, manipulated, and communicated information
since the Sumerians in Mesopotamia developed starting around 3000 BC.

Part B
1. Election
2. Aeroplanes
3. Linking
4. Regenerational

Part C
1. Information Technology
2. Computers
3. Computing System
4. Technology

TASK 7 ( MARCH 31, 2020)

TITLE TASK : MIDTERM TEST

TASK 8 ( APRIL 7, 2020)

TITLE TASK 1 : WRITING A DAILY ACTIVITIES
my current activities are in college. I live in a boarding house on the street Tirto Utomo Alley 5.
I study at Malang Muhammadiyah University today. the activities that I currently face are
studying and learning. to travel the future. I entered the poor Muhammadiyah University because
I left there. because in my family no one has studied in the island of Java. therefore I was
studying at the University of Muhammadiyah Malang. honestly I do not have family in the area
of Java. because in my family there is no family in the area of Java. I am now independent there.
I am looking for a friend of Javanese people to learn and ask questions about things in Java. I
have a friend who has the same fate there is no family in the area of Java. I made friends with
that person and made a deal with other independent people. And my independent life starts nows
TASK 9 ( APRIL 14, 2020)
TITLE TASK 1 : HOW DO WE READ A TABLE FROM “AUSTRALIA’S
DIGITAL COMPETITIVENESS IS SLIPPING. HERE’S HOW WE CAN
CATCH UP” TEKS

How to read a table:

1. Observe the title of the table
2. Pay attention to the division of the columns contained above the table
3. Pay attention to the numbers written in the columns and rows of the table
4. Draw a conclusion from the table that we read.

TITLE TASK 2 : READ THE ARTICLE ON THE WEB AND THEN ANSWER
THE FOLLOWING QUESTIONS!

1. Digital competitiveness is a standardised measure of a country’s ability to develop

cutting-edge digital technologies as well as its willingness to invest in research and
development (R&D) and promote digital literacy training to create new knowledge, all of
which are key drivers for economic development.

2. Australia need with more computing services and data moving into the cloud, fast
internet is essential.

3. The US and Sweden put equal emphasis on knowledge generation, creating a conducive
environment for technology development, and fostering a willingness to innovate.
Singapore, Denmark and Switzerland each place heavier emphasis on one or two of the
factors.

4. We need to talk about all the ways R&D can benefit the Australian community, and why
businesses need to embrace cutting-edge technology

5. Australia's ranking competitiveness continues to decline, starting from 2015 - 2019.

From these data, Australia experienced an unnatural decline and increase. The highest-
ranking is achieved in the future readiness category, while the lowest is knowledge. In the
final year ranking of all categories is stable or balanced.

TASK 10 ( APRIL 21, 2020)

TITLE TASK 1 : Resume tugas FLSP Reading:
HOW TO MAKE A PROJECT IN LANGUAGES C AND C++

the first thing we have to do is download C ++ on google chrome. type in google "download
falkon". then search for storageforce because that is where the application is downloaded. then
download. when it's finished downloading. install the falkon application. if you already open the
falkon application and open new and find the language you want to use. because this application
is supported in 2 languages. that is, C and C ++. if the codings are complete, run the codings
when they appear and have no errors, it means your codings are not error. continue to save your
project. that's all from me thank you

TASK 11 ( APRIL 28, 2020)

TITLE TASK 1 : MAKE A CONCLUSION

At the heart of any electronic device is a cold, hard computer chip, covered in a miniature city of
transistors and other semiconducting elements. Because computer chips are rigid, the electronic
devices that they power, such as our smartphones, laptops, watches, and televisions, are similarly
inflexible. Now a process developed by MIT engineers may be the key to manufacturing flexible
electronics with multiple functionalities in a cost-effective way. The process is called "remote
epitaxy" and involves growing thin films of semiconducting material on a large, thick wafer of
the same material, which is covered in an intermediate layer of graphene. Once the researchers
grow a semiconducting film, they can peel it away from the graphene-covered wafer and then
reuse the wafer.

TITLE TASK 2 : READ THE ARTICLE ON THE WEB AND THEN ANSWER
THE FOLLOWING QUESTIONS!

1. What is Remote epitaxy process?

- Remote epitaxy process is the key to manufacturing flexible electronics with multiple
functionalities in a cost-effective way.

2. What is the benefit of remote epitaxy process used by researchers?

- Remote epitaxy can be used to make flexible electronics from a combination of materials with
different functionalities, which previously were difficult to combine into one device.

3. Why do researcher actually use remote epitaxy?

- Because with remote epitaxy, researchers can make any number of different films, using
different, reusable wafers, and then stack them together, regardless of their crystalline pattern.

4. What are the complex oxides made from?

- The complex oxides made from strontium titanate (a compound of strontium, titanium, and
three oxygen atoms), the oxygen atoms that they flowed over the graphene tended to bind with
the graphene’s carbon atoms, etching away bits of graphene instead of following the underlying
wafer’s pattern and binding with strontium and titanium. As a surprisingly simple fix, the
researchers added a second layer of graphene.
5. When is cobalt ferrite used?
- In one experiment, the team stacked together films of two different complex oxides: cobalt
ferrite, known to expand in the presence of a magnetic field, and PMN-PT, a material that
generates voltage when stretched. When the researchers exposed the multilayer film to a
magnetic field, the two layers worked together to both expand and produce a small electric
current.

6. What is the result of experiment remote epitaxy?

- The results demonstrate that remote epitaxy can be used to make flexible electronics from a
combination of materials with different functionalities, which previously were difficult to
combine into one device. In the case of cobalt ferrite and PMN-PT, each material has a different
crystalline pattern. Kim says that traditional epitaxy techniques, which grow materials at high
temperatures on one wafer, can only combine materials if their crystalline patterns match. He
says that with remote epitaxy, researchers can make any number of different films, using
different, reusable wafers, and then stack them together, regardless of their crystalline pattern.

TASK 12 ( MAY 5, 2020)

TITLE TASK 1 : WHAT AND HOW TO WRITE?
 Make sure you know when to use a CV
 Pick the best CV format
 Add your contact information the right way
 Start with a CV personal profile (CV summary or CV objective)
 List your relevant work experience & key achievements
 Build your CV education section correctly
 Put relevant skills that fit the job opening
 Include additional CV sections to impress the recruiter
 Organize this all on a professional CV template
 Complement your CV with a cover letter

TITLE TASK 2 : WHAT INFORMATION SHOULD BE STATED ON YOUR

CV?

CVs typically include information like work experience, achievements and awards, scholarships or
grants you’ve earned, coursework, research projects and publications of your work. 

TITLE TASK 3 : FUNCTIONS OF CV?

Function Cv is To introduce yourself to the company, to classify applicants based on their level
of education and experience, to determine the applicant's abilities and skills and to find out the
appropriate salary value for an applicant
TITLE TASK 4 : DIFFERENCES BETWEEN RESUME AND CV?

CV is a document that describes chronologically about personal data, education, work

experience, and also the achievements achieved in professional experience and academic fields,
while Resume is a CV with a shorter format. This document summarizes your professional
experience, emphasizes your achievements, and informs you about your career goals.

TITLE TASK 5 : WRITE YOUR OWN CV!

CURRICULUM VITAE PERSONAL DETAIL

Name : Muhammad Daffa Atthariq
Date of Birth : 15th November 2000
Place of Birth : Tarakan city, North borneo, Indonesia
Gender : Male
Height/Weight : 170 cm / 60 Kg
Marital Status : Single
Citizenship : Indonesia
Religion : Moslem
ADDRESS
Current Address : Tirto Utomo gang 5 Street, Lowokwaru , Malang, Jawa Timur, Indonesia
Mobile : +6282251335896
Email Address : wantedmaster50@webmail.umm.ac.id
Permanent Address : Pangeran antasari Street, Pamusian , RT 30 NO 08, Tarakan, North
Borneo, Indonesia

EDUCATION BACKGROUND DESCRIPTION YEAR

Elementary School : SDN Utama 2 Tarakan 2007
Junior High School : SMPN 1 Tarakan 2013
Senior High School : SMAN 2 Tarakan 2016
College : University of Muhammadiyah malang 2019

TASK 13 ( MAY 12, 2020)

TITLE TASK 1 : Man vs. Machine

1. Reading for reference 2. Collecting the main idea of each paragraph
Some companies have begun relying more on computer-administered tests than human
interviewers to find the best applicants. New research by Harvard Business School
Assistant Professor Danielle Li and colleagues suggests that in this case, we may have to
score one for the machine.
Main Idea : Some companies have begun relying more on computer-administered tests
than human interviewers to find the best applicants.

Job testing was popular in the 1950s and ’60s as a way of sifting through bulging
applicant pools. After researchers questioned its reliability, testing fell out of use in favor
of personal interviews. Now, with the emergence of big data, machine testing has come
back in sophisticated new forms.
Main Idea : Now, with the emergence of big data, machine testing has come back in
sophisticated new forms.

“THE MAIN QUESTION IS, WHAT SHOULD YOU BE

DOING WITH THIS INFORMATION?”

Testing companies use a rash of custom-designed assessments, including personality

tests, skills assessments, math and logic problems, and judgment tests, on hypothetical
work situations. Results are measured using proprietary algorithms and machine learning
to predict which candidates will do best in a particular position.
Main Idea : Testing companies use a rash of custom-designed assessments, including
personality tests, skills assessments, math and logic problems, and judgment tests, on
hypothetical work situations.

The question is, how much should companies weight this information versus the more
subjective impression gleaned from job interviews?

“Essentially firms [are] trying to figure out how to best allocate resources,” says Li, who
has studied how companies make organizational decisions in industries such as health
care and education. “They are figuring out how to use the information of managers and
combine it with this new technology.”
Main Idea : “They are figuring out how to use the information of managers and combine
it with this new technology.”
Testing the testers
To come up with an answer, Li obtained data from a testing firm, analyzing it along with
Mitchell Hoffman of the University of Toronto’s Rotman School of Management and
Lisa B. Kahn of Yale School of Management; they present their findings in a new
working paper Discretion in Hiring.
Main Idea : To come up with an answer, Li obtained data from a testing firm, analyzing
it along with Mitchell Hoffman of the University of Toronto’s Rotman School of
Management and Lisa B. Kahn of Yale School of Management; they present their
findings in a new working paper Discretion in Hiring.
The data included test results for a specific low-skilled job across 15 different companies
in a variety of industries. (The researchers agreed to keep the actual job description
confidential, but say it is similar in nature to data-entry, standardized test grading, or call
center work.)
Main Idea : The data included test results for a specific low-skilled job across 15
different companies in a variety of industries.

Crucially, the testing firm also tracked how long the applicants who were eventually
hired stayed in their positions. Li and her colleagues used that tenure as a proxy for job
performance, reasoning workers who did better in a position were apt to stay longer.
Main Idea : . Li and her colleagues used that tenure as a proxy for job performance,
reasoning workers who did better in a position were apt to stay longer.

When they crunched the numbers, they found that once computer testing was introduced
at a company, workers ended up staying on the job for an average of 15 percent longer.
Main Idea : When they crunched the numbers, they found that once computer testing
was introduced at a company, workers ended up staying on the job for an average of 15
percent longer.

The result indicates mechanical testing can be helpful in hiring decisions, but it doesn’t
gauge whether testing is better than human judgment.
Main Idea : The result indicates mechanical testing can be helpful in hiring decisions,
but it doesn’t gauge whether testing is better than human judgment.

“The main question is, what should you be doing with this information?” says Li.
“Should you have hard-and-fast rules about using testing to weed through applicants, or
should you allow managers discretion to ignore the test results if they choose to.”
Main Idea : Should you have hard-and-fast rules about using testing to weed through
applicants, or should you allow managers discretion to ignore the test results if they
choose to.”
The question is a thorny one for firms, given the variability and unverifiability of
interview assessments. A candidate’s test score of 93 is a straightforward measure of
fitness. But a manager might be enthusiastic about a candidate for any number of reasons.
“If you see managers making a lot of exceptions from the test, it could be because they
are well-informed about what will make someone successful, or it could be that they are
hiring someone from their hometown”—or any number of other biases that have nothing
to do with job performance.
Main Idea : “If you see managers making a lot of exceptions from the test, it could be
because they are well-informed about what will make someone successful, or it could be
that they are hiring someone from their hometown”—or any number of other biases that
have nothing to do with job performance.

To test this, Li and her fellow researchers used categories devised by the testing firm to
divide applicants into green, yellow, and red, according to how well they scored on the
hiring test (green being highest, yellow average, and red lowest). They then looked at
how many exceptions managers made from the test results—hiring a yellow applicant
over a green one, or a red applicant over a yellow one. Finally, they compared the
average tenure of applicants hired as exceptions with those hired by the rules.
Main Idea : Finally, they compared the average tenure of applicants hired as exceptions
with those hired by the rules.

On average, they found that managers made exceptions from the test 20 percent of the
time. And there was a stark downward correlation between the number of exceptions
managers made and worker tenure. On average, workers hired by managers who made
fewer exceptions (those in the bottom quarter of exception rates) stayed on average 120
days; those hired by managers who made the most exceptions (those in the top quartile of
exceptions) stayed only 100 days.
Main Idea : On average, workers hired by managers who made fewer exceptions (those
in the bottom quarter of exception rates) stayed on average 120 days; those hired by
managers who made the most exceptions (those in the top quartile of exceptions) stayed
only 100 days.

In an even more explicit apples-to-apples comparison, the researchers considered two

applicants up for a position at the same time—one yellow, one green. In cases where the
yellow worker was hired as an exception and later on the green worker was hired, they
put them head-to-head to see which one stayed longer. They found that the passed-over
green workers were superior, staying an average of 8 percent longer and implying the
manager would have been better off hiring the green worker in the first place rather than
making the exception.
Main Idea : They found that the passed-over green workers were superior, staying an
average of 8 percent longer and implying the manager would have been better off hiring
the green worker in the first place rather than making the exception.

Why are humans so fallible?

It’s hard to say from the data exactly what mistakes managers are making in their hiring
decisions, but they are probably not intentionally hiring applicants they know won’t be as
good at the job.
Main Idea : It’s hard to say from the data exactly what mistakes managers are making in
their hiring decisions, but they are probably not intentionally hiring applicants they know
won’t be as good at the job.

“My sense is that managers are probably doing their best to hire the people they believe
will be the best candidates,” says Li. “But they are not as good at predicting that
compared to an algorithm that has access to much more data on worker outcomes and has
been trained to recognize these patterns.”
Main Idea : . “But they are not as good at predicting that compared to an algorithm that
has access to much more data on worker outcomes and has been trained to recognize
these patterns.”

Studies in other settings have shown that many things we typically think of as correlated
with performance are in fact not; for example, schoolteachers with master’s degrees in
education generally perform no better in their roles than those who do not. “So it’s likely
recruiting managers are simply placing too much weight on things that look good on
paper, but don’t turn out to matter much in practice,” Li says.
Main Idea : “So it’s likely recruiting managers are simply placing too much weight on
things that look good on paper, but don’t turn out to matter much in practice,” Li says.

Does this settle the debate between man and machine forever? Not necessarily.
Main Idea : Does this settle the debate between man and machine forever? Not
necessarily.

“What it really shows is that whatever firms are doing right now, they could do better by
eliminating discretion,” she says.
Main Idea : “What it really shows is that whatever firms are doing right now, they could
do better by eliminating discretion,” she says.

But that doesn’t mean there might not be superior ways companies could better utilize
human judgment in combination with testing. “For example, companies could tell
managers they must hire greens before yellows, but within the greens they could hire
anyone they wanted,” says Li.
Main Idea : But that doesn’t mean there might not be superior ways companies could
better utilize human judgment in combination with testing.

She also stresses these results occurred in hiring for a job position with fairly routine task
and that human discretion might be more valuable for positions with more complex job
duties.
Main Idea : She also stresses these results occurred in hiring for a job position with
fairly routine task and that human discretion might be more valuable for positions with
more complex job duties.

When it comes to the kind of hiring decisions the researchers looked at in the study,
however, it may be time to concede there are some things machines simply do better than
humans.
Main Idea : When it comes to the kind of hiring decisions the researchers looked at in
the study, however, it may be time to concede there are some things machines simply do
better than humans.

“It’s natural for people to think they are learning valuable information in interviews, and
their judgment is valuable,” says Li. “But is it more valuable than quantitative
information? Not always, and in this case, probably not.”
Main Idea : “But is it more valuable than quantitative information? Not always, and in
this case, probably not.”

TITLE TASK 2 : ANSWER THE FOLLOWING QUESTIONS BASED ON THE

PASSAGE YOU HAVE READ
Answer the following questions based on the passage you have read.
1. What does the research say about hiring new applicants using mechanical testing?
Answer : The research said that computer can make a better hiring decision than a manager

2. How do Li and other researchers read the score on the hiring test?
Answer : They read it with look at some companies where have begun to use a computer-
administered test than human interview

3. What does the result show one thing that is correlated with the performance, "looks good on
paper but in practice"?
Answer : The example is there is a teacher with master degrees in education generally can't
perform as usually than who doesn't with master degrees
4. Your opinion, what are gonna do when you have application which is very good on the CV but
not in pratice? Do you consider machine in that point?
Answer : I will more considered with a practice than CV where written online

5. Choose, man or machine in doing something? Write your reasons!

Answer : If in context efficiency,I would prefer machine because it can save more time,but if in
context quality I would prefer man because man can be more specific about quality.

TASK 14 ( JUNE 02, 2020)

TITLE TASK 1 : WRITE AN APPLICATION LETTER

PROGRAMMER IT
PT. MEGA MEDIA DIGIPRO

Dear sir/madam,
based on information I received from jobs.id, that your company needs employees for IT
positions, I hereby intend to submit applications for this position.
I have experience working in the IT field for approximately 3 years and a graduate of computer
engineering at university of muhammadiyah malang, my skills and expertise include, computer
networking, coding, and Ms. Office
I can work together as a team and besides that I am quite thorough what I want to do and besides
that I am also a hard worker
With the expertise and skills that I have, I hope to make the best contribution to the company
Thank you very much for your attention. I hope I can meet with you for further interviews

Sincerely,
Muhammad Daffa Atthariq
Link : https://m.jobs.id/lowongan/MTkxNzY5/it-programmer-mega-media-digipro-pt?
qt_ref=search&qt_page=4&qt_pos=6&return=search

TASK 15
Tech for Elders
1. Collecting facts or opinions
2. Reading for comprehension

FACTS
In Australia, use of the internet is almost universal. At last count, 86% of the population was
digitally connected.
Despite the continuing stereotype that many older people are not technologically savvy, or that
they can’t learn new things, in 2015 79% of people aged 65 and over had used the internet
compared to 6% in 2001.
The Australian Digital Inclusion Index (ADII) measures which social groups benefit the most
from digital connection, and which ones are being left behind. The score is based on measures of
access, affordability and digital ability. It shows how these dimensions change over time,
according to people’s social and economic circumstances, as well as across geographic locations.
In 2017, Australia’s overall score improved from the previous year. But the age gap has grown
steadily, indicating older people are falling behind younger people in their capacity to access and
make use of the internet.
People aged 65 and over are among the least digitally included groups in Australia, particularly if
they are women, on lower incomes or not living in a major city.
Someone in their 60s is more likely to be familiar with and use the internet than someone in their
70s, 80s or older. This is due to the likelihood that younger cohorts would have used such
technology in their working lives.
One of these programs is Telstra’s Tech Savvy Seniors program. The online program contains a
number of self-paced and self-directed learning modules and includes step by step videos and
instruction guides (in 11 languages as well as English) which provide older adults with the basic
skills to use computers, the internet and smart phones.
For those older adults who don’t have this kind of support and who learn best with personal
instruction, a number of face-to-face training programs are provided across all these
organisations. In many cases these programs are held at local libraries, which play an important
role as sites for hosting learning events, particularly in rural and regional contexts.
Recently, home and community care organisations have recognised the benefits technology can
provide to their clients. One provider implemented its own technology program to help promote
connection and alleviate social isolation for its home, community and residential care recipients.
The program includes an intergenerational initiative which teams care residents with local high
school students who teach them how to use technology. The social aspects of the program for
both students and residents were shown to be as beneficial as the knowledge gained.
Another provider, Umbrella Multicultural Community Care, set up an “internet café”, in which
older migrants attend the local community centre once or twice a week to learn how to better
access the internet. Attendees used this opportunity to do online shopping, reconnect with family,
places and friends from overseas, as well as to join online poetry groups or listen to music from
their homeland.
Another recent example of this successful method of learning can be seen in the iPad Seniors
Group in WA. It was started by a community volunteer who won an iPad and didn’t know how
to use it. She set up a self-help group to teach herself and others, which has now been running for
six years.
OPINION
Increasingly, government services such as myGov and myagedcare rely on individuals having
access to computers and the internet, and the knowledge of how to use them. Older adults who
do not have these skills may therefore miss out on the services and support they require.
Online resources are not likely to help those who are not already online. But small, social,
community run programs that allow seniors to share learning and do it on their own terms have
proved effective.
Interest in and ability to use digital technologies plays a role in limiting or promoting access and
use. For those older Australians who are not yet online but who want to be, there are now a
number of community and online programs available that can help them become tech savvy.
Other providers include the federal government’s Be Connected Program which aims to ensure
“every” Australian is online. It also provides online learning modules. So does the GoDigi
Program, delivered through a partnership between Australia Post and Infoxchange and the
Australian Seniors Computer Clubs Association, an organisation which provides access to a
large number of computer clubs around Australia to support older Australians in using computer
technology.
The online components of all these programs make the assumption interested older adults
already have basic access to the internet or at least someone to help them with their initial set-up
and going online.
There are also various social enterprises emerging with the aim to support older people for a fee,
such as the Lively organisation. These programs can be great for those who would prefer help in-
home. But they’re also problematic in addressing the digital divide for older people on low
incomes, which is one of the biggest barriers to online access. There is a real need to develop
programs that are free for older people in order to address the affordability divide.
Programs aimed at enhancing the digital literacy of elderly migrants are more likely to be
successful if delivered in socially supportive settings. The Internet Cafe provides an important
opportunity to build and retain social networks across distance.
What these programs have in common is a willingness to support older adults to learn how to use
the internet in a social environment at their own pace on their own terms, from each other.
Expanding funding and awareness for these sorts of programs has the best chance of bridging the
digital divide.

TASK 16
PORTFOLIO (TITLE TASK 1 – 5)
I learned how to work together when working in groups and how to solve problems when working
individually. So the part that I like is when working in groups. I can share my opinions with others. While
the part that I don't like is when doing work is often delayed when doing homework

Meanwhile, I think part of improving my English is everything, because I am almost learning new
vocabulary. Finally, my idea about learning English is to study in groups and individuals so that we can
share opinions. My hope about learning English is to easily understand the theory. And, my dream about
learning this English course is to be able to master it and be able to speak fluently