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The purpose of this study is to investigate how Islamic Religious Education (PAI) instructors at Madrasah Diniyah Takmiliyah (MDT) Nurhidayatullah perceive incentive strategies as boosting student learning motivation. The poor learning motivation of students at non-formal Islamic educational institutions serves as the study's backdrop. Teachers must use a variety of tactics, including rewarding students. In this study, descriptive approaches are combined with a qualitative approach. Participant observation, documentation studies, and in-depth interviews were used to gather data. Purposive sampling was used to choose five PAI instructors from MDT Nurhidayatullah to serve as study informants. The Miles and Huberman approach, which covers data reduction, data presentation, and conclusions/verification, was used to analyze the data. The study's conclusions showed that instructors see incentive systems favorably and believe they are a useful tactic for boosting students' interest in and engagement with PAI learning. Verbal compliments, award stickers, extra credits, little presents, and public acknowledgment in front of the class are some of the prizes that are offered. Teachers believe that rewarding children may boost their intrinsic motivation, boost their self-esteem, improve the classroom environment, and promote healthy competition among students. However, teachers also identify several challenges, including the potential for students to become dependent on rewards, the need for fairness in reward distribution, and budget limitations. The implication of this research suggests that the reward method should be implemented systematically with clear criteria and gradually directed toward building students' intrinsic motivation in learning Islamic religious education.

This study aims to examine the influence of tax knowledge, taxpayer awareness, and reward incentives on individual taxpayer compliance in paying Land and Building Tax (PBB) in the city of Surakarta. The data used in this research are primary data obtained through questionnaires distributed to PBB taxpayers in Surakarta using a purposive sampling technique. A total of 150 questionnaires were distributed using a Likert scale, and after a validation and screening process, 100 questionnaires were deemed valid and eligible for data analysis. The data were analyzed using the multiple linear regression method. The results indicate that tax knowledge and taxpayer awareness have a significant effect on individual taxpayer compliance in paying PBB, while reward incentives do not have a significant effect on compliance. These findings highlight the importance of enhancing taxpayers' understanding and awareness to improve compliance with local tax obligations.

This study aims to analyze the influence of work discipline, work motivation, and incentive provision on employee performance in the production department of PT Wonojati Wijoyo. The study employed an associative quantitative approach, with 65 respondents selected using a purposive sampling technique. Data were collected through a five-point Likert-scale questionnaire that passed validity and reliability tests. The data were analyzed using multiple linear regression with SPSS version 29, including classical assumption tests, t-test, F-test, and the coefficient of determination (R²). The results show that work discipline has a positive and significant effect on employee performance, while work motivation and incentive provision have no significant effect. However, simultaneously, the three variables significantly affect employee performance, with a coefficient of determination of 77.9%, indicating that the remaining 22.1% is influenced by other factors not included in the model. These findings highlight the importance of implementing human resource management policies that balance discipline, reward systems, and motivation programs to improve employee performance sustainably.

Human resources are one of the important aspects that must be managed optimally by organizations in order to provide maximum contribution to achieving company goals. In the current era of globalization, the level of competition between companies is increasingly fierce, requiring organizations to continuously improve the performance of their employees. This study focuses on two main research questions: how does reward provision affect employee performance at PT Prima Indo Papua and how does motivation provision affect employee performance at the company. The purpose of this study is to determine the extent to which rewards and motivation contribute to improving employee performance. The research variables consist of Reward (X1), Motivation (X2), and Employee Performance (Y). The research population was all 40 employees of PT Prima Indo Papua, while the research sample of 31 people was determined using a saturated sampling technique. The types of data used were primary data obtained through questionnaires and secondary data from company documents. Data analysis was carried out using a quantitative method through hypothesis testing, where the null hypothesis (Ho) was rejected if the significance value was <0.05. The results showed that reward provision had a positive and significant effect on employee performance with a significance value of 0.025 <0.05, so the alternative hypothesis (Ha1) was accepted. Similarly, the motivation variable has a positive and significant effect on employee performance with a significance value of 0.044 < 0.05, thus the alternative hypothesis (Ha2) is accepted. Thus, both rewards and motivation are proven to be important factors in improving employee performance at PT Prima Indo Papua. This study implies that company management needs to continue to pay attention to the reward and motivation systems implemented to ensure employee performance is maintained and continuously improved.  

The purpose of this study was to determine the effect of giving rewards and punishments on the learning activity of fifth grade students in elementary schools. This study used a quantitative approach with a pre-experimental design research type. The design used in this study was intact group comparison, this research design involved two classes with a total of 56 students. Among them are class V A as an experimental class, namely a class that was given the treatment of giving rewards and punishments during the learning process and class V B as a control class, namely a class that was not given the treatment of giving rewards and punishments during the learning process. The data collection technique in this study was using an observation sheet for student learning activity. While the data analysis technique used was a prerequisite test and a hypothesis test. The prerequisite test used in this study was a normality test and a homogeneity test with a significance level of α = 0.05. The results of the hypothesis proof using the T Test obtained a result of 0.000 with a significance level of α = 0.05, so it can be concluded that 0.000 > 0.05 so that H0 is rejected and H1 is accepted, which means that there is an influence of the use of rewards and punishments on the learning activity of fifth grade students at SD Negeri 28 Gresik.    

Employees are one of the resources used as a driving force in advancing a company. Employees are one of the main factors in the smooth running, progress and success of a company. In every company, agency, organization or business entity will provide a salary as compensation for the performance of an employee. In addition, there are many companies that reward employees by giving bonuses based on employee performance that is considered satisfactory to the Company with the aim of motivating employees to work even harder. Therefore, an application is made using a decision support system that can determine the provision of annual bonuses to employees using the Analytical Hierarchy Process method. This application is expected to be able to help determine employees who are entitled to an annual bonus.

PT XYZ is a private company in Palembang that supplies medical devices and equipment. This company conducts performance assessments every year to provide appropriate rewards in the form of gifts, bonuses or incentives to employees. In carrying out the performance assessment process for providing employee rewards, it is still done manually. This process is inefficient because it takes a lot of time, is prone to errors in calculation and it is not clear which aspects of the criteria are important. By using the Weighted Product methodology, this study tries to create a decision support system (DSS) that will simplify this evaluation procedure. This application is made website-based, using the laravel framework with the Iterative system development method. The results obtained indicate that the system can help companies improve efficiency by conducting automatic assessments, providing measurable weights, transparently and using the Weighted Product method for more accurate assessments. Overall, the system developed meets the research objectives.

This study examines the effect of reward and punishment on employee performance at PT Nadia Rahma, it is important to understand these dynamics in improving the quality of human resources in the era of globalization. The methodology used is a quantitative approach with multiple linear regression, involving 48 employees selected using the saturated sample technique. The results show that reward has a positive and significant effect on performance, while punishment has a negative and significant effect. Simultaneously, these two variables affect performance by 18.4%. These findings are in line with previous research, but also highlight the negative impact of excessive punishment. This study adds novelty by identifying the percentage effect of reward and punishment, providing an in-depth insight into the interaction of the two variables in the context of demolition companies.  

The purpose of this study was to determine simultaneously and partially the effect of reward and punishment on the work discipline of employees in the sewing production division of CV.Wijaya Family Tasikmalaya. The samples in this study were employees of CV. Wijaya Family Tasikmalaya, totaling 53 people. This research was conducted by collecting data with a questionnaire data collection technique, then testing the data with multiple linear regression analysis. The results of the study show that partially giving rewards has a significant effect on employee work discipline in the sewing production section of CV. Wijaya Family Tasikmalaya. Partially has a significant effect on punishment on employee work discipline in the sewing production section of CV. Wijaya Family TASIKMALAYA. Simultaneously, it has a significant effect on reward and punishment on employee work discipline in the sewing production section of CV. Wijaya Family Tasikmalaya.

The purpose of this study was to determine the effect of reward and punishment on employee motivation at the Mayga Sidinding Department Store. This type of data collection uses a quantitative approach in the form of a survey and gives questionnaires directly to respondents. The population used is all employees who work at the Mayga Department Store, and sampling with the saturation technique is 48 people. Data is processed through the application of Statistical Product and Service (SPSS) version 26 with multiple linear regression analysis techniques. The test results state that individually or partially rewards have a significant effect on employee motivation with a p value of 0.012 <0.05 and a tcount of 2.627 > a ttable of 1.679. Punishment independently or partially has a significant effect on employee motivation, by looking at the probability value 0.000 <0.05 and tcount 3.916> ttable 1.679. This means that punishment has more influence on employee motivation. The result of the next test is that reward and punishment simultaneously affect the work motivation of employees at the Mayga Si Date Department Store.

Giving discounts on each product is also the main target to increase the number of buyers. Discount is a price discount given by the seller to the buyer as a reward for certain activities from the buyer that are pleasant for the seller. Undang-Undang Nomor 5 Tahun 1999 tentang Larangan Praktik Monopoli dan Usaha Tidak Sehat has regulated how a business actor may not practice business competition by setting prices below other business competitors. One of them is known as Predatory Pricing, which is an act of a business actor providing a very low price for his product so that his competitors are unable to compete with him and are then forced to leave the market. One example of predatory pricing is the case of giving a large discount to a cosmetic brand which indicates a lower price than other competing brands.

Rumah sakit sebagai lembaga pelayanan kesehatan memerlukan kinerja karyawan yang optimal dalam memberikan pelayanan yang berkualitas kepada pasien. Kinerja karyawan dapat dipengaruhi oleh berbagai faktor, termasuk keterampilan, pengetahuan, motivasi, dan lingkungan kerja. Oleh karena itu, diperlukan strategi yang efektif untuk meningkatkan kinerja karyawan di rumah sakit. Penelitian ini bertujuan untuk mengevaluasi strategi peningkatan kinerja karyawan di rumah sakit. Metode yang digunakan adalah studi literatur, yaitu dengan melakukan tinjauan terhadap artikel, jurnal, dan buku yang relevan dengan topik penelitian. Penelitian ini mengidentifikasi beberapa strategi yang dapat digunakan untuk meningkatkan kinerja karyawan di rumah sakit, antara lain pelatihan dan pengembangan karyawan, pemberian insentif dan reward, peningkatan komunikasi dan kolaborasi antar departemen, serta peningkatan kualitas lingkungan kerja. Hasil dari studi literatur menunjukkan bahwa strategi pelatihan dan pengembangan karyawan merupakan strategi yang paling efektif untuk meningkatkan kinerja karyawan di rumah sakit. Pelatihan dan pengembangan karyawan dapat meningkatkan keterampilan dan pengetahuan karyawan, sehingga mereka dapat memberikan pelayanan yang lebih baik kepada pasien. Selain itu, pemberian insentif dan reward juga dapat meningkatkan motivasi karyawan, sehingga mereka lebih termotivasi untuk memberikan pelayanan yang berkualitas. Kesimpulannya, strategi peningkatan kinerja karyawan di rumah sakit perlu diimplementasikan secara efektif dan terencana, dengan memperhatikan faktor-faktor yang mempengaruhi keberhasilan dari strategi tersebut. Dalam jangka panjang, strategi tersebut dapat meningkatkan kinerja karyawan, sehingga meningkatkan kualitas pelayanan di rumah sakit dan memberikan kepuasan kepada pasien.  

Penelitian ini dilatarbelakangi oleh semua guru MI Kalifa Nusantara telah memenuhi standar kualifikasi akademik, namun nampaknya kualifikasi akademik guru belum dapat memaksimalkan prestasi belajar siswa. Hal ini dibuktikan dengan adanya penurunan prestasi belajar. Tujuan penelitian ini adalah untuk mengetahui kualifikasi guru dalam meningkatkan prestasi belajar siswa dan faktor- faktor penghambat dan pendukung yang dihadapi oleh guru dalam meningkatkan prestasi belajar siswa di MI Kalifa Nusantara Tahun Pelajaran 2019/2020. Penelitian ini menggunakan pendekatan kualitatif, yakni dengan metode deskriptif kualitatif interpretive. Penentuan informan dilakukan secara purposive. Teknik pengumpulan data dilakukan dengan tiga teknik yaitu observasi, wawancara, dan dokumentasi. Hasil penelitian mengungkapkan bahwa peran kualifikasi guru dalam meningkatkan prestasi belajar ditentukan oleh kualifikasi akademik dan non-akademik, kualifikasi perencanaan pembelajaran, kualifikasi proses pembelajaran, kualifikasi kepribadian, dan hasil proses pembelajaran melalui evaluasi. Sedangkan faktor pendukung prestasi belajar secara internal adalah intelegensi siswa, motivasi internal, serta minat dan bakat. Selain itu, faktor pendukung secara eksternal adalah motivasi orang tua, fasilitas yang memadai, les di luar sekolah, dan pemberian reward dari guru. Adapun faktor penghambat prestasi belajar terdiri dari faktor internal, yaitu kurangnya motivasi dan minat belajar. Sedangkan, faktor eksternal ialah kurangnya perhatian dari orang tua, siswa tidak mengikuti les tambahan di luar sekolah, dan fasilitas yang kurang mendukung.

Abstrak Pemberian reward terhadap guru yang berprestasi akan memberikan motivasi kepada guru untuk lebih meningkatkan produktifitasnya dalam bekerja. Prestasi kerja adalah hasil kerja secara kualitas dan kuantitas yang dicapai oleh seorang pegawai dalam melaksanakan tugasnya sesuai tanggung jawab yang diberikan kepadanya. Tujuan penelitian ini adalah untuk mengetahui: 1) Pengaruh reward terhadap prestasi kerja guru di Yayasan Sekolah Albanna Denpasar 2) Besar kontribusi reward terhadap prestasi kerja guru di Yayasan Sekolah Albanna Denpasar. Metode pada penelitian ini menggunakan penelitian kuantitatif korelasional. Teknik pengumpulan data yang digunakan adalah dengan menggunakan kuisioner, observasi dan dokumentasi. Sampel ditentukan dengan rumus slovin dan didapatkan sebanyak 107. Data dianalisis dengan regresi sederhana yang sebelumnya didahului dengan uji prasyarat analisis. Hasil penelitian menunjukkan 1) terdapat pengaruh positif dan signifikan pemberian reward terhadap prestasi kerja guru. Hal ini ditunjukkan oleh Y= 47,334+0.525X yang berarti jika variabel reward meningkat 1 poin maka akan ada peningkatan pada reward sebesar 0,525. Dilihat dari uji F diketahui Fhitung sebesar 65,334 lebih besar dari Ftabel sebesar 4,23 dengan signifikan < 0.05, yaitu 0.000 lebih kecil dari 0,05. Hal ini berarti Ho ditolak dan Ha diterima. 2) variabel reward memiliki kontribusi sebesar 37,7% terhadap variabel prestasi guru dan selebihnya yaitu 62,3% dipengaruhi oleh faktor lain yang tidak diteliti oleh penulis.

Penelitian ini dilatarbelakangi dari hasil pengamatan peneliti yang menemukan bahwa pemberian reward yang tepat atau sesuai kepada siswa dapat meningkatkan motivasi belajar siswa. Salah satunya adalah guru memberikan pujian kepada siswa saat proses pembelajaran. Tujuan penelitian ini adalah untuk mengetahui seberapa besar pengaruh pemberian reward terhadap Motivasi Belajar Pendidikan Agama Islam siswa SMP Negeri 1 2x11 Enam Lingkung Kabupaten Padang Pariaman. Jenis penelitian yang digunakan dalam penelitian ini adalah pendekatan kuantitatif, rancangan penelitian yang digunakan dalam penelitian ini adalah menggunakan metode korelasional. Dengan populasi peserta didik kelas VII, VIII SMP Negeri 1 2X11 Enam Lingkung Kabupaten Padang Pariaman yang berjumlah 450 siswa yang akan diambil sampel sebesar 15% yaitu menjadi 66 siswa. Teknik pengambilan sampel yang digunakan dalam penelitian ini adalah proportional stratified random sampling. Dalam penelitian ini akan digunakan dua instrumen yaitu instrumen Pemberian Reward dan instrument motivasi Belajar. Pengaruh Pemberian Reward Terhadap Motivasi Belajar Pendidikan Agama Islam Siswa SMP Negeri 1 2X11 Enam Lingkung Kabupaten Padang Pariaman terlihat dari nilai koefisien determinasi antara variabel X dan Y adalah sebesar KD = 21,8089%. Angka ini menunjukkan bahwa 21,8089% Motivasi belajar ditentukan oleh pemberian reward dan selebihnya ditentukan oleh faktor lainnya.

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.

Berdasarkan pada data nilai peneliti dapat menyimpulkan bahwa hasil belajar siswa kelas VII yang berjumlah 70 orang pada mata pelajaran akidah akhlak tergolong rendah, di mulai dari nilai ulangan harian (UH), ujian tengah semester (UTS), dan ujian akhir semester (UAS) rata-rata berada di bawah KKM, rendahnya hasil belajar siswa di atas sebagai proses pembelajaranyang dilakukan selama ini. Dalam penelitian ini adalah pendekatan kuantitatif. Penelitian kuantitatif adalah penelitian menggunakan angka, mulai dari pengumpulan data, penefsiran data, serta penampilan dari hasilnya. Sdangkan jenis penelitian ini adalah quasi eksperimen, yaitu peneltian yang bertujuan untuk memperoleh informasi yang dapat diperoleh dari eksperimen berdasarkan perlakuan (Treatment) terhadap suatu unit percobaan dalam batas-batas desain yang ditetapkan pada kelas eksperimen sehingga di peroleh data yang  menggambarkan apa yang diharapkan. Penelitian ini merupakan penelitian kuantitatif jenis Quasy Eksperimental subjek penelitian ini adalah peserta didik kelas VII1 jumlah populasi 20 peserta didik. Sampel penelitian yaitu kelas VII3 sebagai kelas ekpsperimen dengan model pembelajaran pemberian Reward, kelas VII1 sebagai kelas kontrol dengan menggunakan model pembelajaran Konvesional . teknis analalisis data menggunakan uji nolmalitas dengan uji Shapiro Whilk, dan homogenitas dengan Chi – Square. Dilanjutkan dengan uji hipotesis dengan uji-t post Group. Berdasarkan data yang telah peneliti kumpulkan menunjukkan bahwa hasil belajar dalam kelompok eksperimen diperoleh rata-rata = rata-rata= 13,29 dan pada kelompok kontrol di peroleh rata-rata= 8,57, sehingga menunjukkan bahwa ada pengaruh penerapan model pembelajaran reward terhahadap hasil belajar akidah akhlak. Hal ini sesuai dengan perhitungan uji- t dan uji menggunakan SPSS17 yangmana dari uji-t diperoleh hasil t hitung = 11.766 dan nilai t table = 1,734, maka t hitung > t table maka Ho ditolak dan Hi di terima serta perhitungan dengan menggunakan SPSS17 di peroleh nilai signifikan 2-tailed atau nilai sig. (2-tailet)= 0.000 pada taraf nyata,a = 0,05. Karena nilai signifikan 2-tailet <a, yaitu 0, 000< 0,05 maka Ho di tolak. Sehingga dapat disimpulkan bahwa pengaruh terhadap penerapan model pembelajaran Pemberian Reward terhadap Hasil Belajar Akidah Akhlak kelas VII di MTS S Terpadu guguak Randah.

This study aims to examine the effect of training, capacity building, and reward provision on improving the performance of human resources at the Kapalo Destination of Banda Taram, Lima Puluh Kota Regency. This study used a questionnaire distributed in the Destination of Kapalo Banda Taram, Kabupaten Lima Puluh Kota as many 53 respondents using the Structural Equation Model (SEM) PLS data analysis technique. The results of this study indicate that Training and Rewards have a positive and significant effect on improving the performance of managers at the Kapalo Banda Taram Destination while the capacity building has no significant effect on improving performance at the Kapalo Banda Taram Destination. This research implies that the existence of training and rewards can make performance better, especially in the Destination of Kapalo Banda Taram, Regency of Lima Puluh Kota.

Penelitian ini dilatarbelakangi oleh semua guru MI Kalifa Nusantara telah memenuhi standar kualifikasi akademik, namun nampaknya kualifikasi akademik guru belum dapat memaksimalkan prestasi belajar siswa. Hal ini dibuktikan dengan adanya penurunan prestasi belajar. Tujuan penelitian ini adalah untuk mengetahui kualifikasi guru dalam meningkatkan prestasi belajar siswa dan faktor-faktor penghambat dan pendukung yang dihadapi oleh guru dalam meningkatkan prestasi belajar siswa di MI Kalifa Nusantara Tahun Pelajaran 2019/2020. Penelitian ini menggunakan pendekatan kualitatif, yakni dengan metode deskriptif kualitatif interpretive. Penentuan informan dilakukan secara purposive. Teknik pengumpulan data dilakukan dengan tiga teknik yaitu observasi, wawancara, dan dokumentasi. Hasil penelitian mengungkapkan bahwa peran kualifikasi guru dalam meningkatkan prestasi belajar ditentukan oleh kualifikasi akademik dan non-akademik, kualifikasi perencanaan pembelajaran, kualifikasi proses pembelajaran, kualifikasi kepribadian, dan hasil proses pembelajaran melalui evaluasi. Sedangkan faktor pendukung prestasi belajar secara internal adalah intelegensi siswa, motivasi internal, serta minat dan bakat. Selain itu, faktor pendukung secara eksternal adalah motivasi orang tua, fasilitas yang memadai, les di luar sekolah, dan pemberian reward dari guru. Adapun faktor penghambat prestasi belajar terdiri dari faktor internal, yaitu kurangnya motivasi dan minat belajar. Sedangkan, faktor eksternal ialah kurangnya perhatian dari orang tua, siswa tidak mengikuti les tambahan di luar sekolah, dan fasilitas yang kurang mendukung.