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The incentive is a reward or retribution provided the company to employees who perform as a form of reward. Incentives as a means of motivation that encourages employees to work with optimal ability, which was intended as an extra income outside of salary or wages have been determined. The incentive is a driving factor for the employees to work better so that the employee's performance can be increased. The granting of incentives are intended to meet the needs of the employees. This research using qualitative research methods. As for the independent variable Incentive (X) and the dependent variable (Y) Performance. The population in this research is the Production Department glass manufacturing company. The sample used in this dipenelitian is saturated sample in which every Member of the population serve as samples. In this study, data gathering is carried out using a questionnaire. Based on the results of the determination of the calculation can be seen that the value of R2 is 0.907 Adusted. This can indicate the magnitude of the role or contribution that independent variable (X1), namely incentive can explain or influence the dependent variable (Y) the performance of employees amounted to 95.2%, while the rest is affected by other factors that do not researched. And based on the results of testing linearity obtained value p value of 0.05 0.00 < Sig. This indicates acceptance of the H1 so that the relationship can be inferred variable x with y Linear.

The activity of cadres is very important in posyandu activities because if the cadres are not active, the provision of health services and posyandu activity programs cannot run properly. The purpose of this study was to determine the factors related to the activeness of cadres in posyandu activities in the working area of ​​the Kenarilang Health Center, Alor Regency. This type of quantitative research uses a cross sectional study approach. The study population consisted of 210 cadres, with a total sample of 68 cadres using convenience sampling/accidental sampling. Data were analyzed using chi-square statistical test. The results showed that the variables of knowledge (ρ = 0.023), occupation (ρ = 0.022), incentives (ρ = 0.002), and support from community leaders (ρ = 0.043) had a relationship with the activeness of cadres in posyandu activities. Meanwhile, the attitude variable (ρ=0.492) had no relationship with the activeness of cadres in posyandu activities. Puskesmas Kenarilang should improve training on promotive efforts when providing cadres in increasing knowledge about the duties and functions of posyandu. Village and sub-district governments should always provide appropriate incentives as motivation in increasing the activity of cadres in posyandu activities, and it is hoped that community involvement will always support cadres in posyandu activities.

Motivation is the driving factor to achieve a quality services, especially in health. Work motivation is desirable in order to improve public health, it also can be expected to produce socially optimal production in accordance with the goals and ideals of the organization in the future. Research Purposes to determine the influence of work motivation on employee performance at Puskesmas Kairatu Method. This type of research used in this study was cross sectional. This research was conducted at the health center Kairatu West Seram regency. The population in this study were all employees of the health center Kairatu totaling 84 people. While the sample is done purposive sampling amounted to 69 people. The survey results revealed that respondents are less intensive relationship with the motivation to work as much (100%). For quite intensive relationship with the motivation does not support as many (10.8%) and motivational support as many (89.2%). known relationship with the working conditions are less motivation to work as much support categories (100%). For good working conditions to do with the motivation that does not support as many (11.4%) and support as many (88.6%). it is known that the relationship is less motivated colleagues support as many categories (100%). For a good relationship with co-workers motivation does not support as many (11.1%) sedangan motivational support as many (88.9%). Chi-square test results note that there is no significant relationship between the variables relationships with colleagues with the motivation which means p = 1.000 p> 0.05.

The purpose of this study is to determine the effectiveness of employee workon the Unit Unit Laka Lantas Purworejo Police. Sampling using the census method, which takes all the population as sempel as many as 6 employees. This research uses Likert-scale data analysis method.Based on the research that the authors do ultimately obtained results for the variable motivation 76%, job satisfaction 91%, 58% workload variable and time variable completing 78% task. Of the four variables the most dominant variable is job satisfaction variable with a score of 55 or 91%. While the lowest variable is the workload variable with a score of 35 or 58% cause factor is due to the unbalanced amount between the workload with the number of personnel available. Leaders must have a policy to increase incentives and bonuses and increase the number of personnel for the team of Laka Unit Purworejo Police to have a balance between the number of personnel with the work load run by laka unit team in order to run the task and finish the work can be more optimal with good results or satisfying and in serving the community can be better, proportional and professional.