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This study will examine the Bandung Regency Ummat Party's political communication and image as a new party ahead of the 2024 election. The research strategy employed was a literature review and in-depth interviews with numerous connected sources. The data analysis approach draws findings using data triangulation procedures, specifically the data collection, reduction, and presentation stages. The data supplied is then tailored to the researcher's requirements for studying the research challenge. The study's findings indicate that the Bandung Regency Ummat Party is attempting to project a new identity that differs from its prior identity. The Ummat Party attempts to establish its political image through the use of mass media as well as the character and stature of party officials. According to the findings of this study, the Bandung Regency Ummat Party promotes social media operations in order to improve its political image. The Ummat Party realizes that, as a new party, identity and image are vital in attracting public interest and publicly introducing the party.

This research aims to analyze the planning, implementation, and recommendation of marketing strategies to increase the number of customers at Bank Muamalat KCP Stabat during the pandemic. The research method employed is qualitative descriptive. Data collection techniques include primary and secondary data through interviews, observation, and documentation. The research results indicate that the marketing strategy planning during the pandemic involves adding marketing channels and focusing on promotion through digitalization. The most effective strategy implemented is personal selling. Additionally, Bank Muamalat also engages in promotion through direct selling, distributing brochures, and social media. While the strategies are performing well, there are some challenges faced. Proposed solutions include adding marketing channels, offering multi-purpose Hajj financing programs, or opening Hajj savings accounts. Marketing strategy recommendations include the Bank capitalizing on existing opportunities, enhancing promotion through social media and direct outreach, and maintaining good relationships with collaborating parties.

Today's business competition is increasingly fierce, requiring an organization to have high competitive advantage. In order to obtain the expected quality of performance, the company pays great attention to the sense of job satisfaction of its employees. The sampling method used in this research is the saturated sample method, namely where the total population of Centra Electric employees is 63 people. Descriptive analysis in this research is in the form of respondents' responses to the statements submitted in the questionnaire in the form of frequency, percent, valid percentage and cumulative percentage. This research states that the Motivation variable has a P-Value value of 0.020 < 0.05, and a statistical t value of 2.333 > 1.96 and work compensation has a P-Value value of 0.000 < 0.05, and a statistical t value of 8.446 > 1.96 has an effect on satisfaction. Employee Work. The work motivation variable has a P-value of 0.006 < 0.05, and the statistical t value is 2.778 > 1.96. And the job satisfaction variable has an effect on performance. Partially, job satisfaction has a significant positive effect on employee performance. Meanwhile, the Compensation variable has no effect on Employee Job Satisfaction at Central Electric Semarang City. The research results show that the P-Value value is 0.375>0.05, and the statistical t value is 0.888<1.96. Although compensation can be a significant factor in employee motivation and job satisfaction, there are situations where compensation may not directly impact performance. In conclusion, from the results of this research, non-financial factors can become more dominant in motivating employees. Compensation variables influence employee performance at Central Electric, Semarang City, which is partially mediated by Job Satisfaction.

The performance of health workers as a consequence of public demands for the need for excellent service or highquality service. It is expected to be able to show its professional contribution significantly in improving the quality of health services. The purpose of the study was to analyze the effect of internal communication on employee performance at the Anambas Islands Regency Population Control and Family Planning Health Office. The research design used the Analytical Survey method with a Cross Sectional approach. The population in this study were all employees as many as 98 people, all of whom were used as research samples with total sampling technique. Data analysis used univariate analysis, bivariate with chi-square test and multivariate with logistic regression. The results of logistic regression research show that there is an influence of leadership p = 0.001, motivation p = 0.000, trust p = 0.000, and appreciation p = 0.000. While the dominant factor that affects employee performance is appreciation p = 0.000 with Exp(B) 55.590. The conclusion of this study is that there is an influence of leadership, motivation, trust and appreciation. The dominant factor, namely appreciation, affects employee performance at the Anambas Islands Regency Population Control and Family Planning Health Office. It is recommended that the Anambas Islands Regency Population Control and Family Planning Health Office needs to provide direction to employees at work so that they have creativity at work so that employees continue to improve so that employee performance increases.

ork ethic is one of the most important and influential components of enterprise or business. Competiton in the business currently very rapidtherefore businesses are required to improve the quality of human resources effectively and effeciently. According to Islam, work ethic is a Muslim’s belief that work is a form of worship that obtains the approval of Allah SWT. This research aims to describe the analysis of the Islamic work ethic in the Olis Production House MSMEs in Jambi City. The data collection technique in the research used the interview method from 9 respondents, consisting  of the owner and all employees at the Olis Production House MSMe Jambi City.Data collection techniques use qualitative methods for primary and secondary data. The results of this research can be concluded that the Islamic work ethic at the Olis Production House MSME employees has implemented several work ethics in accordance with Islamic principles, namely by adopting an attitude of responsibility,working sincerely honestly, and having pure morals. However, there is also one Islamic work ethic that has been implemented by employees at the Olis Production House MSME, namely discipline and don’t value time.

PT Cempaka Mega Mandiri is a company engaged in processing and selling swallow's nests, both for export and in the local market. Currently, it is known that the attendance system used in this company has an unsatisfactory level of accuracy. Therefore, the author decided to apply GPS technology to increase efficiency in the attendance process, in the hope of providing a better solution for the company. GPS, which stands for Global Positioning System, is a navigation system that uses satellites to identify and synchronize location data from an object on the earth's surface. In this context, the application of GPS technology is considered a strategic step to increase the accuracy of recording employee attendance. This research uses the SDLC Waterfall method as a software development approach. This method involves sequential stages, starting from planning, analysis, design, implementation, testing, to maintenance. The result of this research is the development of a GPS-based attendance website, which is expected to provide an effective solution for improving the attendance system at PT Cempaka Mega Mandiri.

A house is a basic human need, many people are rarely able to save in cash due to rising house prices. By providing pawn products (Home Ownership Credit), the Bank acts as a mediator between the interests of home buyers and sellers in this situation. However, Muslims are not allowed to use the usury transaction interest system used by mainstream banks. For Muslims who want interest-free financial services, the rise of Islamic banking is a good thing. However, the fact that sharia banking has not been able to match conventional banks in Indonesia is proof that the majority of Muslim communities there do not have full confidence in using sharia banks. Based on this, the author looks at and discusses how murabahah contracts are used in sharia finance at the Bank Sumut Syariah Lubuk Pakam Branch Office. The aim of this qualitative descriptive research which combines case study theory is to describe the implementation of the murabahah contract and determine its impact on sharia financing at Bank Sumut Syariah Lubuk Pakam Branch Office. To gather information regarding the use of murabahah contracts in Islam, the data collection approach uses interview procedures, namely questions and answers to officers, employees and authorized parties (in authority), as well as documentation. Descriptive techniques are used in data analysis procedures. The research findings, the application of the DSN-MUI fatwa regarding murabahah, turns out that the DSN-MUINo.04/DSNMUI/IV/2000 fatwa was followed in the case of murabahah financing for subsidized housing mortgage financing carried out by the North Sumatra Syariah Bank, Lubuk Pakam Branch Office.

To achieve excellent service, a company’s employees must possess certain qualities, such as a passion for work and an attitude of always being ready to assist as well as having the capacity to handle customer complaints professionally. Service to service users at Yogyakarta International Airport, both at the departure terminal and arrival terminals, is critical for passengers. One of these is transit and transfer services for passengers. The purpose of this research is to find out the impact of Transit and Transfer officers’ service quality on passenger satisfaction and to identify what service quality attributes transit and transfer officers at Yogyakarta International Airport should develop. This research employed the importance-performance analysis (IPA) approach. The sample size was 100 respondents, obtained by distributing questionnaires to 100 respondents who were in transit or transferring at Yogyakarta International Airport and measured using the Slovin formula. The data were analyzed using Gap analysis with the SERVQUAL method and importance-performance analysis (IPA). The research results show that the analysis of the level of conformance and the reality-expectation gap based on the five SERVQUAL dimensions of the service quality of Transit and Transfer officers at Yogyakarta International Airport is good in satisfying passenger expectations. The average gap dimension analysis indicates that the service of Transit and Transfer officers are providing satisfactory service based on passengers’ perceptions, with an average score of <-1. Based on the Cartesian diagram mapping, 6 attributes are considered important by passengers and need priority action and carry out evaluations and improvements based on the mapping results through importance-performance analysis, with the physical evidence dimension resulting in the lowest quality dimension and requiring priority improvement action.

The Department of Population and Civil Registration is an agency engaged in the field of public services. Nowadays, many people are aware of the importance of civil registration of Indonesian citizens. Currently there are still many people who feel dissatisfied with the performance provided by employees to the community. This is due to problematic employee performance, such as employee attitudes that are less than friendly, employee performance that does not satisfy the public, and employees not completing their work on time. The aim of this research at the Tangerang City Population and Registration Service is to determine and analyze the performance of employees at the Tangerang City Population and Civil Registration Service. The method used in this research is a descriptive method with a qualitative approach. The results of this study indicate that the performance of employees at the Department of Population and Civil Registration is not optimal. In terms of quality indicators, employee performance still needs to be improved due to the mismatch between job placement and their abilities and skills. On the quantity of work indicator, it can be said that it is quite good because the work plan every year can be carried out properly. In terms of punctuality indicators, it still cannot be said to be optimal, because there are still employees being late in coming to work and employees not being on time in completing work. On the effectiveness indicator, it is quite good, because the facilities and systems in the office are adequate. The independence indicator is quite good, because there has been progress in the employee's initiative in carrying out their duties. In terms of work commitment indicators, the research results show that the responsibilities of employees are good, but there is still a lack of employee discipline when coming to work.    

This research was conducted based on the results of the author's observations when carrying out industrial field practice at the BW Luxury Jambi hotel and the background because there is still substandard employee performance which is thought to be due to organizational culture. This study aims to determine the effect of organizational culture (X) on employee performance (Y) at BW Luxury Jambi hotel. This type of research is descriptive quantitative classified as causal associative research with a survey method that shows cause and effect. The number of samples in this study were 80 respondents. Data collection techniques by distributing questionnaires using a Likert scale that has been compiled. Analysis techniques in this study use simple linear regression and also the coefficient of determination. The results concluded that organizational culture (X) is in the good category (53.75%), employee performance (Y) is in the good category (52.5%). Based on the simple linear regression test results obtained that organizational culture has a significant effect on employee performance with a regression coefficient of 1.514 sig value. 0.000 <0.05, it means that every increase of 1 unit of organizational culture, the participation value increases by 1.514. The regression coefficient is positive, which can be stated that the direction of the influence of variable (X) on variable (Y) is positive. Based on the results of the R square test, the R Square value is 0.206, which can be interpreted that the effect of variable X on variable Y is 20.6%. While 79.4% is influenced by other factors not discussed in this study.

This study aims to ascertain how service users are supervised by the Apron Movement Control Unit and how service users are dissipated by the Apron Movement Control Unit at Sultan Mahmud Badarudin II International Airport in South Sumatra. This study employs primary and secondary data in a qualitative manner. Three methods of gathering data were employed: documentation, interviews, and observation. The study's findings support the assertion that the AMC unit oversees all tarmac operational activities related to the discipline of service users, including monitoring the speed of GSE and officer vehicles, regulating passenger and person mobility, supervising the use of equipment that agents are required to use, such as safety vests, supervising engine travel, supervising refuelling, and keeping an eye on the apron area's cleanliness. The AMC unit monitors everyone's movement, including passengers, and imposes discipline on service users on the air side (apron). Ground handling agents who violate the guidelines face disciplinary action from the AMC. The person in question receives a straight reprimand, and if they receive one of these actions three times in a row, their airport pass is cancelled or withheld, making it impossible for them to work on the airside or apron areas.

The problems faced in this study include (1) How does motivation affect employee performance at the Cikoneng District Office and Villages in Cikoneng District, Ciamis Regency? (2) How does work discipline affect employee performance at the Cikoneng District Office and Villages in Cikoneng District, Ciamis Regency? (3) How does work culture affect employee performance at the Cikoneng District Office and Villages in Cikoneng District, Ciamis Regency? (4) How do motivation, work discipline and work culture affect employee performance at the Cikoneng District Office and Villages in Cikoneng District, Ciamis Regency? This study aims to study, find out, and analyze (1) The effect of motivation on employee performance at the Cikoneng District Office and Villages in Cikoneng District, Ciamis Regency. (2) The effect of work discipline on employee performance at the Cikoneng District Office and Villages in Cikoneng District, Ciamis Regency. (3) The influence of work culture on employee performance at the Cikoneng District Office and Villages in Cikoneng District, Ciamis Regency. (4) The influence of motivation, work discipline and work culture on employee performance at the Cikoneng District Office and Villages in Cikoneng District, Ciamis Regency. The results of the study inform that (1) Motivation has a positive influence on employee performance at the Cikoneng District Office and Villages in Cikoneng District, Ciamis Regency. (2) Work discipline has a positive influence on employee performance at the Cikoneng District Office and Villages in Cikoneng District, Ciamis Regency. (3) Work culture has a positive influence on employee performance at the Cikoneng District Office and Villages in Cikoneng District, Ciamis Regency. (4) Motivation, work discipline and work culture have a positive influence on employee performance at the Cikoneng District Office and Villages in Cikoneng District, Ciamis Regency.

Employee performance at the P2KBP3A Service is not optimal, which can be seen from the delays in completing work and the work results achieved are not in accordance with the established standards. Then the performance of these employees is also influenced by the merit system which is not optimal, which is caused by the fact that ASN are still found not showing their professionalism in serving the community and an attitude of underestimating work arises because they realize that they have the abilities and expertise that are highly expected and are the mainstay of the leadership. Employee performance is also influenced by motivation which is not optimal, this is caused by the lack of dedication and loyalty of employees in working even though they have received a decent salary and the level of promotion for employees who excel is not optimal. This study aims to study, find out, and analyze (1) The effect of the merit system on the performance of employees at the P2KBP3A Service of Ciamis Regency. (2) The effect of motivation on the performance of employees at the P2KBP3A Service of Ciamis Regency. (3) The effect of the merit system and motivation on the performance of employees at the P2KBP3A Service of Ciamis Regency. This type of research is an explanatory survey, while the technical data analysis is validity test, reliability test, descriptive statistics, Inductive Statistical Analysis (Inferential) with Multiple Regression. The results of the study inform that (1) The merit system has a positive effect on employee performance at the P2KBP3A Office of Ciamis Regency. This means that if the merit system is improved, then employee performance at the P2KBP3A Office of Ciamis Regency will also increase. (2) Motivation has a positive effect on employee performance at the P2KBP3A Office of Ciamis Regency. This means that if motivation is improved, then employee performance at the P2KBP3A Office of Ciamis Regency will also increase. (3) The merit system and motivation have a positive effect on employee performance at the P2KBP3A Office of Ciamis Regency.

The problems faced in this study include (1) How does work discipline affect the work ethic of PT Panjunan Tasikmalaya employees? (2) How does commitment affect the work ethic of PT Panjunan Tasikmalaya employees? (3) How do work discipline and commitment affect the work ethic of PT Panjunan Tasikmalaya employees? This study aims to study, find out, and analyze (1) The effect of work discipline on the work ethic of PT Panjunan Tasikmalaya employees. (2) The effect of commitment on the work ethic of PT Panjunan Tasikmalaya employees. (3) The effect of work discipline and commitment on the work ethic of PT Panjunan Tasikmalaya employees. The method used in this study is an explanatory survey, while the technical data analysis, namely validity test, reliability test, descriptive statistics, Inductive Statistical Analysis (Inferential) with Multiple Regression (Multiple Regression). The results of the study inform that (1) Discipline at PT. Panjunan Tasikmalaya is very high. With the highest value on the responsibility indicator and the lowest value on the obedience indicator. Discipline has a positive effect on employee work ethic at PT. Panjunan Tasikmalaya. This means that if discipline is increased, then employee work ethic at PT. Panjunan Tasikmalaya will also increase. (2) Commitment at PT. Panjunan Tasikmalaya is high. With the highest value on the sense of belonging indicator (sense of belonging) and the lowest value on the sense of passion for work indicator. Commitment has a positive effect on employee work ethic at PT. Panjunan Tasikmalaya. This means that if commitment is increased, then employee work ethic at PT. Panjunan Tasikmalaya will also increase. (3) Employee work ethic at PT. Panjunan Tasikmalaya is very high. With the highest value on the indicator of interpersonal skills and the lowest value on the indicator of reliability.

Organizational culture plays a crucial role in shaping employee mental health. This study aims to examine the relationship between organizational culture and employee mental well-being in the modern workplace. The hypothesis posits that a positive, supportive culture correlates with better mental health outcomes. A quantitative survey was conducted among 200 employees using validated psychological scales and organizational culture inventories. Statistical analysis revealed that employees in organizations with open communication, appreciation, and work-life balance programs reported lower stress and higher job satisfaction. The results highlight the importance of fostering a healthy organizational culture to promote employee well-being and organizational productivity. The study concludes that investing in positive cultural practices is essential for sustainable mental health in the workplace.

This One way for a company to survive in the midst of increasingly fierce competition is to provide satisfactory service to consumers. Consumers who feel their needs are being met will not move to another place. Therefore, the company must have employees who are ready to provide excellent service or what is commonly referred to as excellent service to consumers. In providing excellent service as an effort to achieve customer satisfaction and loyalty, the company that provides services can be guided by the service excellence variables, namely: Ability, Attitude, Appearance, Attention. ), Action (Action), Responsibility (Accounttability). The application of the principles of excellent service aims to improve service to customers or consumers so that they are more optimal and able to achieve company goals.

This study investigates the role of strategic leadership in influencing organizational performance in Small and Medium Enterprises (SMEs) across Asia. The research identifies leadership styles that contribute to enhancing the competitiveness and sustainability of SMEs. A quantitative approach was employed to analyze data from SMEs in countries such as Singapore, Malaysia, and Thailand. The results suggest that transformational leadership, strategic decision-making, and a focus on employee development are key determinants of performance. The paper concludes by discussing the implications for leaders of SMEs in developing countries and offers policy recommendations to foster SME growth.

This research critically evaluates the effectiveness of safety education within Indonesian multimodal transportation programs, focusing on promoting a culture of safety among cadets. Qualitative research methods were employed, involving 50 cadets studying various aspects of multimodal transportation, logistics, transportation safety, and law and road management. The study examines the cadets' understanding and application of safety principles, aiming to identify strengths and areas for improvement in safety education. The findings contribute to enhancing safety practices in the Indonesian transportation sector and serve as a foundation for future research and policy development.

This research was motivated by the lack of internal employee communication, resulting in decreased employee performance. This study aims to determine internal communication at HW Hotel Padang. This type of research is descriptive research with quantitative data with survey methods. The population in this study was all employees of HW Hotel Padang, totaling 45 people with a sampling technique using total sampling. The data in this study used primary data and secondary data. The data collection technique used is a questionnaire that is arranged before. Instrument trials use validity tests and reality tests. The data was analyzed using SPSS program version 25.00. The results of this study are the results of respondents' achievements in the downward communication dimension (74%) categorized as good, which concluded that leaders almost all the time give orders to employees to do every task but the attitude of superiors when providing information is not right. The results of respondents' achievements in the upward communication dimension (63.85%) are categorized as sufficient, where employees almost routinely submit reports after doing work, it's just that employees have little difficulty conveying aspirations about work-related matters. The results of respondents' achievements on the diagonal communication dimension (79.95%) are categorized as good, where employees as a whole are responsible for the work given, it's just that sometimes employees find it difficult to understand the message given.

The purpose of this community service is to enhance understanding and knowledge among employees regarding the management and recording of existing asset conditions up to reporting, and to create added value in managing company property in a more orderly, accountable, and transparent manner, as well as the use of supporting technology in conducting company inventory, particularly at PT. Bahruny Kuala Besilam, Tanjung Pura, Langkat Regency, North Sumatra Province. The materials to be presented in this community service are: governance, effectiveness, and efficiency in optimizing company inventory. This is related to enhancing and creating added value in managing company property as a support for data completeness planning activities in realizing program planning activities at PT. Bahruny Kuala Besilam, Tanjung Pura, Langkat Regency, North Sumatra Province. From this community service, it is evident that there has been an improvement in the understanding of PT. Bahruny Kuala Besilam, Tanjung Pura employees regarding the more orderly, accountable, and transparent management and recording of asset conditions in the company's asset records.