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The Social Cognitive Theory proposed by Albert Bandura emphasizes that learning occurs largely through the process of observation. Teachers play an important role as models who provide direct examples so that students can understand and imitate a particular action or skill. This study aims to describe the implementation of Albert Bandura's social cognitive theory through modeling strategies in Islamic Jurisprudence learning on the material "Ablution Procedures" in class IA MI Al Ikhlas. This study uses a descriptive qualitative approach with the research subjects being Islamic Jurisprudence subject teachers for class I and 25 class IA students. The research objects include the application of Bandura's modeling theory in Islamic Jurisprudence learning and students' abilities in practicing ablution procedures. Data collection techniques are carried out through observation, interviews, and documentation. The results of the study indicate that the application of modeling strategies in Islamic Jurisprudence learning consists of three stages, namely: (1) the planning stage, where the teacher prepares a learning plan; (2) the implementation stage, which includes four core processes, namely attention (students pay attention to examples from the teacher), retention (students record information in memory), reproduction (students practice ablution procedures), and motivation (the teacher provides reinforcement in the form of praise or rewards); and (3) the evaluation stage, which is carried out through written, oral and practical tests. The application of this theory has proven effective in improving students' ability to practice ablution correctly.

This study investigates the relationship between performance-based accounting practices and employee motivation within organizations. Utilizing a quantitative research design, a survey was conducted among employees in a specific industry to analyze how performance measurement systems impact motivation levels. The sample included 200 employees in PT. Pabrik TERIGU Makassar, and data were collected on their perceptions of performance-based accounting practices, such as clarity of performance metrics and reward systems. Statistical analyses, including linear regression and correlation analysis, revealed a significant positive correlation between effective performance-based accounting and increased employee motivation. The findings suggest that organizations that implement clear performance metrics and recognition programs can enhance employee engagement and productivity. This study contributes to the existing literature by providing empirical evidence of the positive influence of performance-based accounting on employee motivation, highlighting practical implications for management practices aimed at fostering a motivated workforce.

Mohammad Hardiansyah. Strategy to Improve The Discipline of FireFighting Personnel to the Palembang Fire and Disaster Management Service. This study aims to Improve the Discipline of Fire Fighting Personnel to the Palembang Fire And Disaster Management Service. The results show that from the results of research that has been carried out it can be said that the Strategy for Increasing Discipline of Personnel Related to Fire Fighting Services to the Community at the Palembang City Fire and Disaster Management Service has not been effective because there are several indicators that have not been met from the side of external training that are not. can be followed by all personnel due to limited funds, as well as the support of facilities and facilities that are still not supported. For training activities carried out by employees, namely internal training for Levels I, II and III, while external training is held at the DKI Jakarta Fire Department in Ciracas, and has now been implemented by the Ministry of Home Affairs.  The supporting factor in this research is where the ASN development policy, as well as agency support for internal training and personal motivation are the main and important things, although in the future there will need to be other improvements. In addition, the existence of rewards and punishments is also a motivation to improve work discipline. Improving the quality of work is apart from the quality of personnel, also in terms of improving supporting facilities and infrastructure, currently the facilities owned are still not in accordance with the needs, so this is the inhibiting factor in this research. Then a lot of fire fighting equipment is still lacking, be it hoses, pumps, for reasons of budget constraints, of course this triggers the fire fire operation process

The aim of this research is to analyze the significance of the influence of leadership, job satisfaction and motivation on the performance of Karanganyar Regency Dispermades employees. This research uses qualitative and quantitative data types. The data source used is the acquisition of primary data and secondary data. The population in this study was 40 employees of the Karanganyar Regency Dispermades, so the sampling technique in this study used a census technique, so that the entire population was sampled. The data analysis techniques used in this research are descriptive analysis, multiple linear regression analysis, t test, F test, and coefficient of determination (R2). The results of this research show that leadership (X1) has a significant effect on the performance of Karanganyar Regency Dispermades employees, thus the first hypothesis is proven to be true. Job satisfaction (X2) has no significant effect on the performance of Karanganyar Regency Dispermades employees, thus the second hypothesis is not proven true. Motivation (X3) has a significant effect on the performance of Karanganyar Regency Dispermades employees, thus the third hypothesis is proven to be true. The results of the F test show a significance value of 0.000, which means the model is correct in predicting the influence of leadership, job satisfaction and motivation on the performance of Karanganyar Regency Dispermades employees. The R2 test result is 0.915, meaning that the contribution of the leadership, job satisfaction and motivation variables to employee performance is 91.5%, the remainder (100% - 91.5%) = 8.5% is explained by other variables outside the model, for example discipline work, work environment, rewards, etc.

This study aims to explore efforts to improve teacher professionalism and determine the supporting and inhibiting factors of the madrasah principal's efforts at MTS Arrabi Tamansuruh. Using a qualitative descriptive approach, data collection methods include observation, interviews, and documentation. Data were analyzed using an interactive analysis model. The results of the study indicate that the madrasah principal plays an important role in improving the personality and skills of teachers through role models. In addition, increasing capacity through training, implementing teacher working group (KKG) programs to providing facilities and resources. The madrasah principal also focuses on motivating and rewarding teachers. In addition, several supporting factors are also listed, including managerial support, availability of resources, teacher motivation, partnerships and collaboration. While inhibiting factors include lack of support from human resources in accordance with the field of science, lack of awareness, teacher commitment, changes in curriculum and policies and budget constraints that prevent teachers from participating in training and self-development.

This research is entitled the effect of Reward and Punishment on Work Discipline Through Work Motivation as an Intervening Variable (Study on Employees of the Central Lombok Regency Community and Village Empowerment Office). This research aim to determine the effect and significance of reward and punishment variables on work discipline through work motivation as an intervening variable. The number of repondents in this study were 33 people from the Central Lombook Regency Community and Village Empowerment Office employees and this study used quantitative research methods. The  data analysis used is path analysis, as well as statistical test namely the F test, T test, and R Square test processed using IBM SPSS 20. The result of this research indicate that : 1) Reward has no significant effect on work  discipline, 2). Punishment has a significant effect on work discipline, 3). Work Motivation has a significant effect on work discipline, 4). Reward has no significant effect on work motivation, 5). Punishment has no significant effect on work motivation, 6). Reward has no significant effect on work discipline through work motivation, 7). Punishment has no significant effect on work discipline through work motivation.

This research aims to describe the implementation of the Course Review Hooray (CRH) method in teaching vocabulary and to see students' perceptions of the use Course Review Hooray (CRH) in their class. This research was based on the problem of students lack of vocabulary and  motivation in learning vocabulary. The design of this research is qualitative approach. The Participants in this research were 28 students from the fourth grade of elementary school in Jrambe, Dlanggu, Mojokerto Regency. The data was collected through observation and questionnaires. The result of the first research question is the implementation of Course Review Hooray (CRH) in the classroom. There are fourth steps for the implementatition. The first, students are instructed to form groups with a total of 5 students in each group. Second, each group is given a card that is used to collect points. Third, when the teacher throws questions related to transportation material and if anyone can answer the question, the students raise their hands,and then they answer the question. Fourth, if the group's answer is correct, then 1 group cheered together “Hooraay” and followed by teacher giving points to the group's card in the form of a stamp. The group that gets the most points will get a reward at the end of the lesson. Based on the results of student perception from the implementation of Course Review Hooray (CRH), most of students feel this method is exciting, fun, the class atmosphere becomes lively, and they understand the material better if they use Course Review Hooray because it is challenging as they should collect points and they are actively involved in the learning process.

He application of token economy techniques in education has received significant attention because of its ability to increase students' interest in learning. This technique functions by providing rewards in the form of tokens to students as incentives for positive behavior and academic achievement. The benefits of using a token economy are not only limited to increasing motivation, but also creating a more fun and interesting learning atmosphere. In the context of home learning programs, this technique is implemented by providing a conducive learning environment, where students can earn tokens as recognition for their efforts. The results of this implementation show a positive impact on students' interest in learning, with more students being active and involved in learning activities. Evaluation of the effectiveness of the home learning program shows that the application of token economy techniques can be an effective solution for improving the quality of education in schools. Home learning is one solution to boredom in the current learning situation. Through this activity, children will gain new insights and knowledge and hone their creativity.

The research carried out was entitled "Policy of the Madrasah Principal in Improving the Disciplinary Character of Student Learning at MTsN 4 Padang Lawas", which was motivated by the lack of implementation of the disciplinary character of students in this madrasah. This proves that the Madrasah Principal's policy is needed as a leader in this madrasah to manage and implement the rules that have been implemented in the madrasah so that the disciplined character of student learning can run well. The research method uses qualitative research with a phenomenological approach. As a data source for this research, the researcher took several sources of information from the head of the madrasa, the deputy head of the madrasa for student affairs, one of the homeroom teachers, and one of the students at MTsN 4 Padang Lawas. The results of the research reveal that, 1) The Madrasah Head's policy in improving the disciplinary character of student learning at MTsN 4 Padang Lawas is implemented through four things, namely, a) Enforcement of rules and discipline, b) Creating a reward and punishment system, c) Supervision and monitoring, d) collaboration to create student interest in learning; 2) The level of student learning discipline in complying with the policy of the head of the medrasa at MTsN 4 Padang Lawas is implemented through two things, namely, a) student attendance in class, b) student compliance with madrasa rules; 3) Student learning motivation in learning discipline at MTs N 4 Padang Lawas covers two things, a) the level of student interest, b) the appreciation felt by students for the learning process; 4) Factors that influence improving the character of student learning discipline at MTsN 4 Padang Lawas include two things, namely, a) internal factors and b) external factors. Based on the results of the research above, the Policy of the Head of MTsN 4 Padang Lawas is very important in improving the disciplinary character of student learning at this madrasah. This is because the policy of the head of MTsN 4 Padang Lawas is something that can improve the quality of the madrasah.

This article aims to explain how encounters at Secangkir Jawa, Yogyakarta, are conducted through an analysis of George Caspar Homans' Exchange Theory. This research employs qualitative methods with a field study and an analytical approach. Data collection techniques include direct interviews with friends who frequently meet at Secangkir Jawa, and literature sources are used to strengthen the theoretical analysis. The findings demonstrate that encounters at Secangkir Jawa, Yogyakarta, are inextricably linked to the stories and interests underlying the students' presence, each with their own goals. In essence, humans are always present in interactions with their own interests and always seek profit. Analyzing this with George Caspar Homans' social exchange theory, it can be seen that encounters at Secangkir Jawa are always associated with both material and non-material interests. Looking more specifically at Homans' fundamentals, the success proposition is seen when regular encounters provide rewards, encouraging continued attendance. Meanwhile, the value proposition suggests that the greater the benefit gained, the greater the motivation to attend.

Compensation is a method adopted by companies as part of their strategy to encourage increased employee performance and motivation. Incentive systems are used in awards to reward individual work results. It is not only rewards that the company must give to its employees, it is also important to provide motivational encouragement to the company so that each team member in it can achieve optimal performance. The method applied in this research is quantitative research. Data is collected through research instruments and analyzed numerically or statistically. In this quantitative research, there are two types of variables that have been identified, namely independent variables such as compensation (X1) and motivation (X2), as well as dependent variables which include employee performance (Y).  The test results show that (1) Variable X1, namely termination, has a positive and significant effect on employee performance at PT. Prima Sola Indonesia. This can be seen from the significant value which is smaller than 0.05. (2) Variable X2, namely Motivation, has a positive and significant effect on Employee Performance at PT. Prima Sola Indonesia. This can be seen from the significant value which is smaller than 0.05. (3) Variables X1 (Compensation) and X2 (Motivation) have a positive and significant impact simultaneously on Employee Performance.

Incident reporting is the starting point in a patient safety program. Reposrting patient safety incident at RSUP Dr. tadjuddin Chalid Makassar accured an increase from 9 reports in 2019 and 11 reportis in 2021. This means that awareness of reporting patient safety incidents is still lacking at RSUP Dr. Tadjuddin Chalid Makassar. Research purposes: the aim of this research wa to find out what the casual factors are low reporting in patient safety incidents at RSUP Dr. Tadjuddin Chalid Makassar. Method: this study a quantitative method whit a cross design sectional. sampling technique using total sampling. respondens on this study amounted to 102 nuses. Results and Discussion: The results of the study showed that there was no relationship between knowledge and low reporting in patient safety incidents (p = 0.277 ≥ 0.05) was due many nurses did not know how to report, feelings will be afraid of being blamed, and there was is no relationship between rewards and low reporting of patient safety incidents (p = 0.188 ≥ 0.05) because the hospital has not implemented a reward system and there is a relationship between motivation and low reporting of patient safety incidents (p = 0.48 < 0.05),66 indicating that nurses have strong motivation to report reporting patient safety incidents. Suggestion: It is hoped that hospitals can increase the knowledge of nurses to remain consistent in reporting patient safety incidents and hospital leaders must support activities or programs that lead to patient safety.

Babycos.id a home-based business in the distribution of baby and children's supplies, was founded in 2018 in South Tangerang with a focus on sales through online platforms such as Shopee, Lazada, and Tiktok Shop. In facing increasingly fierce business competition, employee management becomes a crucial aspect, especially in the transparent and objective determination of bonuses. The determination of bonuses is considered a form of reward that can boost employee motivation. This outlines the rapid development of Babycos.id's e-commerce in 2022. To motivate employees, the owner of Babycos.id aims to provide significant rewards. Despite the increase in revenue, the management of employee bonus data is still conducted manually through WhatsApp groups, resulting in errors and lengthy calculation times. To address these issues, the author has designed a web-based employee bonus information system, applying the Personal Extreme Programming method. The use of a website-based method with PHP programming language and MySQL database is expected to provide an effective and efficient solution for employee bonus management at Babycos.id. The anticipated outcome is a system capable of addressing existing issues and making a positive contribution to enhancing employee motivation and performance.  

Education plays a crucial role in the development and survival of a nation. Teachers as the main actors in the educational process have a big responsibility in achieving successful quality education. This research aims to examine the impact of awards and recognition on the achievement motivation and professionalism of Indonesian language teachers. The research method is a qualitative approach with in-depth interview techniques, a hypothetical case study conducted on five Indonesian language teachers from two different schools. The research results reveal that awards increase work morale, encouragement to innovate, and teachers' intrinsic motivation. Recognition also has a significant impact on professionalism by increasing commitment, performance standards, and collaboration between teachers. Effective forms of reward include financial rewards, public recognition, and personal development opportunities. However, challenges such as consistency, fairness and sustainability in reward systems still need to be addressed. This research confirms the importance of rewards and recognition in increasing teacher motivation and professionalism, as well as contributing to improving the overall quality of education.  

This study aims to explore the application of human resource management (HRM) strategies in improving the work motivation of the State Civil Apparatus (ASN). ASN work motivation is a critical factor that affects the performance of government organizations, the efficiency of public services, and the achievement of national strategic goals. In this context, various aspects of HR management such as recruitment, training and development, performance appraisal systems, and provision of incentives and rewards are identified as key factors that can increase ASN work motivation. This research methodology uses a qualitative approach through literature studies. The results showed that transparent and meritocracy-based recruitment, continuous training, and a fair and objective performance appraisal system are very influential in increasing ASN work motivation. In addition, the provision of appropriate incentives and rewards for work achievements has also proven effective in encouraging ASN enthusiasm and productivity. This study also revealed that a conducive work environment and inspirational leadership play an important role in building ASN's intrinsic motivation. The conclusion of this study confirms that strategic and integrated HR management is key to improving ASN work motivation, which in turn will contribute to improving the quality of public services and the effectiveness of government organizations. Practical recommendations from this study include the implementation of more inclusive HR policies, development of training programs relevant to ASN needs, and improvement of performance-based reward and incentive mechanisms. This research provides valuable insights for policymakers and HR managers in an effort to strengthen ASN motivation and performance in Indonesia.

This research aims to explain the influence of reward variables and partial motivation on employee performance. This research uses a quantitative method with the sample determination method used is Purposive Sampling with a sample size of 20 and collecting samples by distributing questionnaires. The data analysis used is descriptive statistical analysis. The results show the results of Validity analysis testing to determine the significance of the influence of rewards on work motivation. The table of questions regarding the influence of rewards on work motivation 1-6 above shows correlation values ​​of 0.738, 0.731, 0.665, 0.853, 0.678, 0.693, and the significant values ​​for the questions on the influence of rewards on work motivation 1-6 are 0.00 and 0.01, so it can be stated valid, and the results of the reliability statistics on the reward variable questions, the Cronbach's Alpha value is 0.654, this value exceeds the minimum value of 0.60, thus the questions in the reward variable table are declared reliable or reliable.

This research aims to determine and analyze the influence of job satisfaction, work discipline, work motivation, and work environment on employee performance at PT. Buana Spring Foam Purwokerto. This research is included in the quantitative research category. The population of this study consisted of 90 employees and 78 respondents were selected using probability sampling techniques with the proportionate stratified random sampling method.Research findings show that the performance of employees of PT. Buana Spring Foam Purwokerto is significantly and partially influenced by the following factors: job satisfaction, work discipline, work motivation, and work environment. The implications of this research suggest that companies must continue to pay attention to the promotion system, discipline, provide motivation, rewards or appreciation, and create a comfortable work environment and good relations between employees to improve their performance.

This research is based on the gap phenomenon in the form of employees being late and leaving early which is still experiencing fluctuations. This condition can be shown through data on the number of employees who are late and leave early at the Purbalingga Regency Health Service and research gaps in the form of differences in research results. The aim of this research is to analyze the partial influence  of career development, work discipline, work environment and work motivation on job satisfaction of Purbalingga District Health Service employees. The population in this study were ASN employees of the Purbalingga District Health Service, totaling 98 people with a sample of 88 respondents. The data analysis method used is multiple linear regression and hypothesis testing using t test calculations. The results of this research show career development, work discipline, work environment, and work motivation influence employee job satisfaction. The implication of this research is that the Purbalingga District Health Service needs to provide career clarity for employees, make more efforts to improve good relations between co-workers, improve employee safety, pay more attention to the rewards given to employees according to the work they do.

This study examines the challenges in applying contract theory, particularly regarding firm performance-based pay as a solution to promotion risk in a competitive environment. Performance-based compensation aims to enhance employee motivation and reduce promotion uncertainty, but it can also lead to unhealthy competition and undermine team collaboration. This study suggests that a balanced incentive contract design, which combines financial and non-financial rewards, can optimize individual performance without sacrificing team harmony. While performance-based pay can offer short-term benefits, it is important for companies to consider its long-term impact on employee satisfaction and collaboration within the organization. This research provides theoretical and practical insights for firms in designing fair and effective promotion systems.

Compensation system is an approach to increase employees welfare in order to enhance their motivation resulting in increased productivity. Compensation includes all forms of reward, both financial and non-financial, in regards to services given by employees provided to the company. The object of this research is SME XYZ which operates in the food and beverage sector in East Jakarta. SME XYZ’s focus is selling Japanese food, such as sushi and ramen. Founded in 2013, SME XYZ has never made compensation adjustments to the business situation. Therefore, it is necessary to adjust the compensation given to employees based on applicable compensation principles as well as 3P Principles. The aim of this research is to determine the condition of the compensation system implemented by SME XYZ and to analyze the compensation system using adhered and overlapping methods. The results of this research indicate that SME XYZ does not have an ideal compensation system yet, so compensation adjustments are required. Adjustments are made using the adhered and overlapping method by grouping job titles into six grades. SME XYZ is advised to use the overlapping method in implementing the compensation system because it provides more comprehensive results.