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This research explores the impact of implementing incentives at the Bu Ira basic food agency in Krian, Sidoarjo on employee performance, with a focus on sales bonuses and non-financial incentives. The research results show that sales bonuses related to target achievement provide additional motivation for employees to increase sales, especially when bonuses are linked to certain products that have higher profits. Additionally, non-financial incentives such as recognition for good performance have proven effective in building team spirit and increasing job satisfaction. The discussion involved understanding that incentive design must be tailored to the grocery store context, taking into account the unique characteristics of this industry. Sales bonuses, when tied to specific types of products, can provide a greater motivational boost for employees. Recognition of good performance can be realized in the form of promotion or additional training, providing added value in employee career development. Flexibility in incentive design, effective communication, and continuous evaluation of the effectiveness of incentive programs are the keys to success. The results of this research provide insight for business owners and managers in the grocery agency industry to design incentive programs that suit employee needs and business goals, as well as accommodate changes in the industrial environment.

In this study, the complexity of motivational factors is closely related to the context of organizational culture, team dynamics, and perceptions of rewards and recognition of individual contributions. Participation in decision-making, opportunities for career development, and interpersonal relationships at work also emerged as important elements in motivating employees. The qualitative analysis highlighted that there is no one-size-fits-all approach to understanding work motivation in this environment. However, the need for recognition of achievement, a sense of involvement in the work process, and support from superiors and coworkers have a significant impact on individuals' motivation levels. This study provides an in-depth understanding of what influences work motivation at the Office of Industry and Trade of North Sumatra Province. The implications of this study emphasize the importance of a sensitive approach to individual needs and preferences in designing effective motivation strategies to improve productivity.

Social Exchange in Women's Dual Roles: A Case Study of Housework and Professional Career. This research investigates the dynamics of social exchange involved in women's dual roles, with a focus on the fulfillment of household work and professional career development. Social exchange theory is used as a framework to analyze how women manage their roles in an increasingly complex contemporary society. Through in-depth case studies, this research explores women's experiences in managing household responsibilities along with their efforts to achieve success in professional careers. The results of this study provide insight into the challenges and opportunities they face in carrying out their dual roles, as well as their impact on gender equality in society. The results of this research have important implications in efforts to increase gender equality and encourage more inclusive social change. This study also provides a basis for better policy thinking in supporting women in navigating their dual roles and achieving success in various aspects of their lives.

Human Resources are the main calculation in achieving organizational goals strongly and efficiently. Organizations must be able to carry out supervision well to achieve ideal business implementation. Every organization generally expects achievements from its representatives because the organization is given the authority to make presentations. The aim of this research is to find out and analyze whether career development and discipline moderated by rewards have an effect on the performance of Informa Queen City Semarang employees. The method used is a quantitative method. The data collection techniques used were literature and questionnaires. The results of this research are that career development has no effect on the performance of Informa Queen City Semarang employees, discipline has a positive effect on the performance of Informa Queen City Semarang employees, career development and discipline simultaneously influence employee performance through rewards.

Human resource readiness is an important asset and is the main determining factor in the performance of all activities and institutional activities, so that it can support employee career development. Career development is very important to support life achievements and quality of life as well as job satisfaction with each individual's current achievements. There are two factors in career development that can determine a person's career success, namely internal factors including motivation to progress, intellectual ability, interpersonal skills, level of education, and work experience. Meanwhile, factors that come from outside are the attitude of superiors, the weight of work, job vacancies and work productivity. The aim of this research is to determine the personal readiness of HR in the PKP-PK unit in career development at UPBU Tebelian Sintang and to find out the process, obstacles and solutions regarding HR readiness in career development at the unit (PKP-PK) at UPBU Tebelian Sintang. This study uses a qualitative method. The data collection techniques used were observation, interviews and documentation. The respondents in this research were PKP-PK unit personnel at UPBU Tebelian Sintang. The observations in this research were to conduct reviews and observations at the PKP-PK unit at UPBU Tebelian Sintang. The documentation in this research is activities that occurred in the PKP-PK area at UPBU Tebelian Sintang. The results of the discussion in this research are that Readiness is a process or action carried out by a person to be ready to change or respond to something that can make them ready to provide a certain response or response to a situation and employees in the PKP-PK unit have provided information that their level of readiness is sufficient. far above average. Because it is able to prepare quality human resources who are willing to continue learning and developing themselves and Tebelian Sintang Airport has stages of career development in the Aviation Accident Relief and Fire Fighting (PKP-PK) unit, namely through a proposal process from superiors to be registered and get a queue where there will be further information if there is a call in the queue and then the names that come out must be ready to carry out training to support career development at the PKP-PK unit at Tebelian Sintang Airport.    

The purpose of this research is to explain a strategic approach to the training and development of the Human Resources of the Regional Disaster Management Agency (BPBD) in facing organizational change challenges. This study uses a qualitative descriptive method and a literature study approach. The research is conducted at the Office of the Regional Disaster Management Agency in Bima District. In this research, the data analysis technique used is the interactive model according to Miles and Huberman, which consists of three main components: data reduction, data presentation, and conclusion/verification. The research results show that in the context of natural disasters that are prone in this region, disaster preparedness, disaster management, and emergency response coordination are the top priorities in the training strategy. Involvement of the local community, collaboration with other institutions, and learning from previous experiences are essential elements that can strengthen the readiness of the BPBD in Bima District. Continuous evaluation, career development, utilization of local human resources, and technological innovation are supportive elements in a comprehensive training strategy. Recommendations include the development of long-term training plans, enhanced inter-agency collaboration, and investment in technology that supports disaster management and training. Facing future challenges, such as climate change that can increase the risk of natural disasters, the BPBD in Bima District must continually update their training strategy and ensure that their response to organizational changes and disasters remains relevant and responsive. Therefore, the training and development strategy for HR in the BPBD in Bima District can help strengthen their preparedness and responsiveness in facing the challenges in this region.

The findings and analysis of the research are, 1) The Principal's Performance in Fostering Teacher Professionalism at UPT SD Negeri 141 Gresik includes: peer tutor assistance, training and workshops, mentoring and collaboration, observation and feedback, curriculum development, research and innovation, use of technology, discussion and reflection, qualification improvement, and career plan development; 2) Forms of teacher professionalism include: continuous development, commitment to students, reflection and renewal, professional ethics, collaboration, involvement in decision-making, use of technology, effective classroom management, monitoring and evaluation of students, communication with parents, development of learning materials, career development, and involvement in school activities; 3) Supporting factors include: school management support, resources, school culture, effective communication, professional development programs, constructive performance appraisal, rewards and recognition, understanding of teachers' needs; and inhibiting factors include: limited resources, resistance to change, unclear vision and goals, internal conflicts, time pressure, curriculum incompatibility, high administrative demands, uncertainty of the school environment. In general, school principals must provide professional services in the field of education in order to organize the educational process effectively and efficiently.    

The research was carried out with the aim of knowing the impact of Career development and discipline on work motivation of PD. BPR Artha Sukapura Salopa branch. The problem of employee work motivation at PD BPR Artha Sukapura Salopa Branch is not optimal, it occurs from career development which is relatively difficult and discipline is still lacking causing employees to be less motivated at work, according to (Bukhori & Dewi, 2018) with a high level of employee work discipline it will Motivate employees to carry out their work well, which will indirectly increase employee performance. The method used in this research is quantitative descriptive. Research results: 1. Career development has a positive and significant effect on work motivation. This means that if career development increases, work motivation will also increase. 2. Work discipline has a positive and significant effect on work motivation. This means that if Work Discipline increases, then Work Motivation will also increase. 3. Career Development and Work Discipline have a positive and significant effect on Work Motivation. This means that if career development and work discipline increase, then work motivation will also increase.

This study aims to examine the effect of: (1) To determine the Effect of Work Motivation on Employee Performance, (2) To determine the Effect of Career Development on Employee Performance, (3) To determine the Effect of Work Motivation and Career Development on Employee Performance at the Office of the Disaster Management Agency Bima city area. The type of research used in this research is associative. The population in the study were all employees at the Regional Disaster Management Agency Office, Kota Bima, totaling 62 people and a sample of 30 people using a purposive sampling technique. Data collection techniques used are observation, literature study and questionnaires. The data analysis technique used is validity test, reliability test, classic assumption test, multiple linear regression analysis, coefficient of determination, correlation coefficient, t test and f test. The results of the research based on the t test and f test show that: (1) Work Motivation has a positive and significant effect on employee performance (2) Career Development has a positive and insignificant effect on employee performance, (3) Work Motivation and Career Development have a simultaneous effect on employee performance at the Bima City Regional Disaster Management Agency office. x

Women workers in Indonesia have an important role in the Indonesian economy. Women and men as subjects and objects of development have the same rights, obligations and opportunities. Employers may not discriminate against women workers in terms of wages, promotion and career development. Writing this is to determine the need for legal protection for women workers. Therefore, the state provides legal protection, namely Law Number 13 of 2003 concerning Manpower to provide protection for women workers.

Employees of the Cilacap Tengah District Office, Cilacap Regency often receive criticism from the public. The District itself certainly considers the criticism to be an encouragement and motivation to make the institution's performance even better. This performance improvement can be done through job analysis and career development of each member of the Cilacap Tengah District Office Employees. This study aims to determine 1). Analysis of the influence of positions on the performance of Cilacap Tengah District Office Employees, 2). The influence of career development on the performance of Cilacap Tengah District Office Employees, and 3). Analysis of the influence of positions and career development on the performance of Cilacap Tengah District Office Employees. Therefore, this study uses quantitative research which then interprets the data to produce descriptive data. While the data collection technique uses a questionnaire, and data analysis uses multiple linear regression. The results of the study indicate that job analysis and career development have a positive effect on the performance of Cilacap Tengah District Office Employees. If job analysis and career development are better, then the performance of the members will also be better, and vice versa if job analysis and career development are worse, then the performance of the Cilacap Tengah District Office Employees will also decrease.