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The implementation of a reward and punishment system is considered capable of improving employee work discipline. Rewards are given to encourage employee morale, while punishments are given as a reminder of the consequences of misconduct. This study aims to describe the implementation of the reward and punishment system in the Civil Service. Through a qualitative approach with in-depth observation, structured interviews with employees, and documentation studies. The results of the study found that the implementation of the reward and punishment system has been carried out well, with rewards given based on the level of discipline and performance of employees, while punishments are given based on the type of violation committed. The rewards given include Additional Employee Income, the Satyalancana Karya Satya award, exemplary employee awards, internship certificates, and retirement awards. Meanwhile, the punishments given include verbal warnings, written warnings, deductions from Additional Employee Income, and severe sanctions for employees with serious violations.  

This study aims to determine the effect of leadership style on employee performance at the Majene Regency Population and Civil Registry Office, to determine the effect of supervision on employee performance at the Majene Regency Population and Civil Registry Office, to determine the effect of work discipline on employee performance at the Majene Regency Population and Civil Registry Office. and find out which variable is more dominant in influencing employee performance at the Office of Population and Civil Registry of Majene Regency. This study uses a quantitative approach with data analysis techniques using SPSS. The results showed that 1) Leadership Style had an effect on Employee Performance at the Department of Population and Civil Registry of Majene Regency, 2) Supervision had an effect on Employee Performance at the Department of Population and Civil Registry of Majene Regency, 3) Work Discipline had no effect on Employee Performance at the Department of Population and Civil Registration. Civil Registry of Majene Regency and 4) Leadership Style variable has more influence on Employee Performance at the Department of Population and Civil Registry of Majene Regency.   Keywords: leadership, supervision, work discipline, employee performance

This research aims to find out the influence of discipline on employee performance in hospitals. Ibn Sina YBW Umi Makassar. The type of data used is qualitative and quantitative data, then the data source used, namely primary data and secondary data. The collected data is analyzed in a scriptive manner, meaning that the data obtained in the field is processed in such a way that it provides a systematic understanding, then statistical calculations are held with simple regression analysis, coefisen correlation coefficient of determination (r) and t-test, From the results of calculations obtained values of y = 17.51 + 0.63 x, while the value of correlation coefficient (r) of 0.527 and coefficient of determination (r2) of 27.77% and the remaining 22.23%  It is influenced by other factors that were not studied. While the results of the distribution are: t (t-table) = 2,034, from the calculation of the distribution t (thitung) = 3,562, so that it can be known t (thitung) > t table (3,562 > 2,034, so that Ha received and rejected H0, which means, discipline has a significant positive effect on employee performance in hospital. Ibn Sina YBW UMI Makassar.