REPUBLIKA.CO.ID, Rasulullah SAW meletakkan batu pertama Masjid Quba tepat di kiblatnya.

Semua masjid yang berada di Makkah, Madinah, dan Palestina selalu istimewa bagi umat Islam. Masjid-masjid ini punya nilai yang lekat dengan sejarah peradaban Islam. Begitupun dengan masjid Quba.

Menilik dari sejarahnya, Masjid Quba punya nilai historis yang sangat tinggi. Masjid ini adalah masjid pertama yang dibangun Rasulullah SAW.

Masjid Quba dibangun pada awal peradaban Islam. Tepatnya, 8 Rabiul Awal pada 1 Hijriyah. Lokasinya berada di sebelah tenggara Kota Madinah, lima kilometer di luarnya.

Dulu, masjid ini dibangun dengan bahan yang sangat sederhana. Seiring berjalannya waktu, renovasi banyak dilakukan Kerajaan Arab Saudi.

Masjid ini juga mengalami perluasan. Dalam buku berjudul Sejarah Madinah Munawwarah yang ditulis Dr Muhammad Ilyas Abdul Ghani, dijelaskan masjid ini direnovasi besar-besaran pada 1986.

Kala itu, Pemerintah Arab Saudi bahkan mengeluarkan dana hingga 90 juta riyal Saudi untuk memperluas masjid ini yang nantinya bisa menampung 20 ribu jamaah yang mengunjunginya.

Dalam sejarah yang dituliskan, tokoh Islam yang memegang peranan penting dalam pembangunan masjid ini adalah Sayyidina ‘Ammar Radhiyallahu lanhu.

Ketika Rasulullah SAW berhijrah dari Makkah ke Madinah, pria ini mengusulkan untuk membangun tempat berteduh bagi sang Nabi di kampung Quba yang tadinya hanya terdiri atas hamparan kebun kurma.

Kemudian, dikumpulkanlah batu-batu dan disusun menjadi masjid yang sangat sederhana. Meskipun tak seberapa besar, paling tidak bangunan ini bisa menjadi tempat berteduh bagi rombongan Rasulullah. Mereka pun bisa beristirahat kala siang hari dan mendirikan shalat dengan tenang.

Rasulullah SAW meletakkan batu pertama tepat di kiblatnya dan ikut menyusun batu-batu selanjutnya hingga bisa menjadi pondasi dan dinding masjid.

Rasullullah SAW dibantu para sahabat dan kaum Muslim yang lain. Ammar menjadi pengikut Rasulullah yang paling rajin dalam membangun masjid ini.

Tanpa kenal lelah, ia membawa batu-batu yang ukurannya sangat besar, hingga orang lain tak sanggup mengangkatnya. Ammar mengikatkan batu itu ke perutnya sendiri dan membawanya untuk dijadikan bahan bangunan penyusun masjid ini.

Ammar memang selalu dikisahkan sebagai prajurit yang sangat perkasa bagi pasukan Islam. Dia mati syahid pada usia 92 tahun.

Pada awal pembangunannya yang dibangun dengan tangan Rasulullah sendiri masjid ini berdiri di atas kebun kurma. Luas kebun kurmanya kala itu 5.000 meter persegi dan masjidnya baru sekitar 1.200 meter persegi. Rasulullah sendiri pula yang mengonsep desain dan model masjidnya.

Meskipun sangat sederhana, Masjid Quba boleh dianggap sebagai contoh bentuk masjid-masjid selanjutnya. Bangunan yang sangat sederhana kala itu sudah memenuhi syarat-syarat yang perlu untuk pendirian masjid.

Masjid ini telah memiliki sebuah ruang persegi empat dan berdinding di sekelilingnya. Di sebelah utara dibuat serambi untuk tempat sembahyang.

Dulu, ruangan ini bertiangkan pohon kurma, beratap datar dari pelepah, dan daun korma yang dicampur dengan tanah liat. Di tengah-tengah ruang terbuka dalam masjid yang kemudian biasa disebut sahn terdapat sebuah sumur tempat wudhu.

Di sini, jamaah bisa mengambil air untuk membersihkan diri. Dalam masjid ini, kebersihan selalu terjaga, cahaya matahari dan udara pun dapat masuk dengan leluasa. – (jurnalhaji.com)

Sumber : http://saharakafila.com

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MASJID PERTAMA YANG DI BANGUN RASULULLAH

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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