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The purpose of this research is to determine and analyze the influence of leadership style on employee performance. Know and analyze work discipline on employee performance. Knowing and analyzing motivation for employee performance. Knowing and analyzing employee incentives on employee performance. The population in this study were all cutting employees of PT. Garmindo District Success Core. Semarang. The research was carried out by sampling, using probability sampling techniques, obtaining a sample of 92 respondents. The analysis technique used is multiple linear regression. The research results can be concluded that: Leadership style has a positive and significant effect on employee performance. Work discipline has a positive and significant effect on employee performance. Motivation has a positive and significant effect on employee performance. Employee incentives have a positive and significant effect on employee performance. Leadership style, work discipline, motivation and employee incentives together have a positive and significant effect on employee performance.

This research aims to find out and analyze the provision of incentives to improve employee performance in service companies operating in the field of psychology. This research is included in qualitative research with a descriptive approach. The data used are primary and secondary data obtained from observations and interviews. Data analysis uses data transcription, source triangulation, and data reduction. The research results show that providing incentives to employees has both positive and negative impacts. The positive impact of providing incentives is increasing motivation, performance and increasing employee enthusiasm. Providing incentives also has negative impacts, including unfairness in providing incentives and decreasing employee work ethic.

Expanding work productivity should be possible with different interesting methodologies and strategies by immediately addressing HR in the best way to build their proficiency and viability as an asset in the association. The results of the creation of Kalenggun batik sarong UMKM in Pekalongan in 2021 and 2022 are experiencing a downturn. This shows that there are still problems related to representative work efficiency so that they have not met organizational goals. This examination uses clear quantitative exploration techniques. Quantitative techniques, more specifically by testing existing speculations to trace the reality of these theories. Data collection methods used are literature and questionnaires. The results of this study indicate that leadership has a negative and not significant effect on the work productivity of the UMKM Batik Sarong in Pekalonga. Meanwhile, incentives, motivation, work environment and training have a positive and significant effect on the work productivity of the UMKM Sarung Batik Pekalongan.

This study aims to analyze the influence of training and work motivation on employee performance in the working environment of Salopa District, Tasikmalaya Regency. Training and work motivation play a crucial role in enhancing employee performance in the public sector, including at the district level. The research employed a quantitative approach, involving employees as respondents in Salopa District. The collected data were analyzed using descriptive statistical techniques and regression analysis to identify the relationship between training, work motivation, and employee performance. The results of the study indicate that training has a positive and significant impact on employee performance in the working environment of Salopa District. With relevant and effective training, employees have the opportunity to develop the skills, knowledge, and competencies required to perform their tasks more effectively. Training can enhance the efficiency, effectiveness, and professionalism of employees in providing services to the community. Furthermore, work motivation also has a significant influence on employee performance. Motivational factors such as recognition, rewards, incentives, organizational support, and career development opportunities can influence employees’ attitudes, work enthusiasm, and dedication to their jobs. Motivated employees tend to have higher performance levels and contribute positively to the achievement of organizational goals

An important aspect in the organization is human resources, human resources have a dominant role in all organizational activities, because they are the actors and determinants of achieving organizational goals. In its development, organizations face various issues in workforce management that encourage the need for professional HR management. This research aims to determine the influence of motivation, competence and incentives on the performance of teachers at SMK Pawyatan Daha 1 Kediri City, because the results of observations indicate a decline in teacher performance caused by issues of motivation, competence and incentives. This quantitative research shows that the variables of motivation, competence and incentives have a partial and simultaneous influence on performance. The coefficient of determination obtained is 0.969, meaning that 96.9% of performance is influenced by motivation, competence and incentive variables, while the remaining is influenced by other variables not examined in this research.

The purpose of this study was to determine whether incentives affect employee motivation at PT Saerah Surya Perkasa Surabaya, to determine how much influence incentives have on employee motivation at PT Saerah Surya Perkasa Surabaya. In this thesis research, the sample used is simple ramdom sampling, namely random sampling without regard to level and the population in this study amounted to 100 people. This study uses primary and secondary data. Data collection techniques using observation and questionnaires. The analysis technique used is quantitative. The results of this study are, Data is analyzed by validity test, reliability test and simple regression test (t test) using SPSS 20 for windows application. The results showed that incentives had an influence on employee work motivation and the magnitude of the influence of incentives on employee work motivation at the regent's office of Southwest Aceh Regency was 10.0%.

This article is intended to analyze the effect of incentives on the work motivation of PT. Surabaya Multi Supplier. Based on exposure to the results of questionnaire data processing using the SPSS Version 25.0 application in the hypothesis test using simple regression analysis, the calculated t value is 6,963> t table is 2,024, or the significance level is 0.000 < 0.05. Then the independent variable individually affects the dependent variable. While the magnitude of the correlation is 56.1%. This means that the hypothesis in this study is that Ha received incentive variables affect employee motivation variables at PT Surabaya Multi Supplier in Surabaya.

This research is motivated by the existence of problems where iIncentives are still lacking so that they affect employee motivation. There is still little ability to communicate between records. Still low employee motivation. Employees are less responsible in carrying out work in accordance with accountability. The risk indicators have not been implemented which is marked by the assigning employee to carry out the assigned task quickly and precisely, the less optimal execution of the signing of the marker, marked by the lack of desire of the employee to be successful at work by increasing performance by obtaining a score of 52%. Incentives affect enthusiasm at work. Poor communication between employees affects work motivation, thus the purpose of this study is to determine the effect of incentives and the quality of communication on work motivation in the Public Housing, Settlement Area and Environment (DPRKLH) Office of Ciamis Regency. The research method used is quantitative descriptive with the results of research that incentives tend to be high, as well as high employee motivation. Thus, the incentives affect the work motivation of employees of the freelance daily workers of the Public Housing, Residential Areas and Environment Office of Ciamis Regency. The highest average score obtained from the research results is found in the supporting indicators. Meanwhile, the lowest average value is found in work performance indicators. The quality of communication tends to be high, as well as high employee motivation. Thus, the quality of communication has an effect on the work motivation of the employees of the freelance workers of the Public Housing, Settlement Areas and Environment Office of Ciamis Regency. This means that if the quality of communication increases, employee motivation also increases. As for the acquisition of the highest average score from the results of the study found on the communicant indicator. Meanwhile, the lowest value is found in the media indicator. Incentives and quality of communication tend to be high, as well as high employee motivation. Thus, the incentives and quality of communication have an effect on the motivation of employees of the freelance daily workers of the Public Housing, Settlement Areas and Environment Office of Ciamis Regency.

The creation of scientific papers by teachers has an important role in professional development and improving the quality of education. However, many teachers face various challenges in producing scientific papers, such as lack of time, writing skills, and motivation. This article discusses the importance of motivating teachers to be active in scientific writing, both as a means of self-development and as a contribution to science. Through the right motivation, teachers can be more encouraged to be involved in research and writing, which in turn can increase their competence and have a positive impact for learning at school. Some strategies for motivating teachers include writing training, providing incentives, support from institutions, and establishing a scientific community that supports collaboration. By facilitating and motivating teachers in writing scientific papers, it is hoped that a stronger academic culture will be created among educators, as well as improving the overall quality of education.

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.