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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 improve the quality of learning at SD Negeri 060915, Medan Sunggal District, through the implementation of a participatory learning approach using Participatory Action Research (PAR). The background of the study is based on the low level of student engagement in classroom activities and the teacher’s reliance on traditional lecture methods, which hinder active student participation. This classroom action research was carried out in two cycles, each consisting of planning, action, observation, and reflection stages. Data were collected through observation, interviews, documentation, and formative assessments. The results showed that the participatory learning approach had a positive impact on increasing student engagement, collaboration in group work, and academic performance, as indicated by an increase in the average student score from 66.4 in the first cycle to 77.2 in the second cycle. Teachers also improved their role as facilitators, and the classroom environment became more interactive and student-centered. The study concludes that the participatory approach is effective in creating an active, collaborative, and meaningful learning environment in elementary education.

This study examines the performance of the Banjarbaru City Personnel and Human Resources Development Agency (BKPSDM) in the recruitment of Government Employees with Work Agreements (PPPK). Using a qualitative approach with descriptive methods, this study evaluates performance based on five indicators: productivity, service quality, responsiveness, responsibility, and accountability. The results show that although BKPSDM has implemented a merit-based recruitment system through Computer Assisted Test (CAT), several challenges are still faced, such as technical constraints in the online system, limited formation quotas, and applicants' lack of understanding of administrative requirements. The research also identified supporting factors such as the regulatory framework, technology implementation, and the active role of BKPSDM in providing clear information to applicants. Recommendations include strengthening technological infrastructure, expanding socialization, optimizing complaint mechanisms, and proposing additional formation quotas to match regional needs.  

Motivation is the drive in life to achieve one of the motivations in one's life, namely work motivation. This study aims to analyze how much motivation traders have and analyze the influence of motivation on the performance of several traders in Surakarta City. The data collection method used in this study was with field interviews sourced from 7 traders in Surakarta City as a sample. The results of respondents' research were defined based on gender, age, length of business, turnover per day and motivation in trading. There is a picture of the motivation of traders in the high category. Based on the results of interviews, it can be seen that the 7 speakers consisted of 4 men and 3 women. On average, 7 interviewees have been trading for more than a year. Some traders settle in place, some go around. Various work motivations include meeting daily food needs, family needs, the desire to succeed, personal goals that want to be implemented immediately. So with some of these motivations, traders are enthusiastic about working their days.

This study aims to determine how much influence training and work motivation partially or simultaneously on the performance of employees of PT Berlian Jasa Terminal Indonesia. The method that will be used is explanatory research and hypothesis testing. With the survey technique, the questionnaire was distributed with a Likert scale. The determination technique uses saturated sampling with 100 respondents mainly employees who work in the operational division. The data analysis techniques used were descriptive analysis and inferential statistical analysis, namely: 1. Validity and Reliability Test, 2. Multiple Regression Analysis, 3. Coefficient of Determination Analysis (R2), 4. Hypothesis Testing with Partial Test (t test) and Simultaneous Test ( F test) The results of the test and analysis are as follows:1.  There is a positive and significant effect between training on employee performance, with an R Square of 0.489 or 48.9%. Hypothesis test p value 0.000 <0.05,2. There is a positive and significant effect between motivation on employee performance, with an R Square of 0.470 or 47.0%. Hypothesis test p value 0.000 <0.05.and 3. There is a positive and significant effect between training and motivation simultaneously on employee performance, with an R Square of 0.591 or 59,1%. Hypothesis test p value 0.000 <0.05.  

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.