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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.

. Reward and punishment are very important in motivating nurse performance, because through reward and punishment nurses will become more qualified and responsible for the tasks given. This study aims to determine the relationship between reward and punishment and the work motivation of inpatient nurses at Bakti Timah Karimun Hospital. This research uses quantitative research using a correlational descriptive design and a cross-sectional approach. The population in this study were all inpatient nurses at Bakti Timah Karimun Hospital, namely 59 nurses. The sampling technique used total sampling where sample selection was carried out by determining all 59 subjects who met the research criteria. The method used in collecting data was by filling out questionnaires by respondents. Data analysis uses univariate analysis and bivariate analysis. The results of the research show that the reward frequency distribution is mostly in the high category at 54.24%, the frequency of punishment in the high category is 55.93%, the frequency of motivation in the high category of nurses is 50.85%. It is hoped that nurses will increase their knowledge about the applicable reward and punishment system through seminars/socialization in order to increase work motivation and control behavior that can reduce the effectiveness of nurses' performance.

This research aims to determine the influence of education on creativity and innovation in entrepreneurship. Entrepreneurship education can arouse the spirit of entrepreneurship. An entrepreneur requires tenacity and skills in running a business. Mastering, understanding and applying one's abilities in running an entrepreneur cannot be separated from the ability to understand entrepreneurial knowledge. Entrepreneurship education is a process of motivating students to recognize the environment and open their own business (entrepreneurship), create different values by devoting the necessary time and effort, also bear financial risks, bear the accompanying psychological and social impacts, and receive monetary rewards. . Entrepreneurship education has a big influence on entrepreneurial motivation, being motivated to become an entrepreneur, being able to create your own business activities, building attitudes, mentality and character.

The purpose of this research is to determine the effect of reward and punishment on employee performance with work discipline as an intervening variable at PT. Sinar Galesong Pratama. The method used in this research is a quantitative approach carried out through data collection using questionnaires and data analysis. The population in this study was 102 employees, and the sampling technique in this study used saturated samples, where the entire population was sampled. The analytical method used in this research uses partial least squares (PLS). The results of the research show that there is a negative and insignificant influence of reward on work discipline, there is a positive and insignificant influence of punishment on work discipline, there is a positive and insignificant influence of work discipline on employee performance, there is a positive and significant influence of reward on employee performance, there is an influence positive and insignificant influence of punishment on employee performance, there is a negative and insignificant influence of reward on employee performance through work discipline, there is a positive and insignificant influence of punishment on employee performance.

This research aims to determine the influence of reward, punishment, and work discipline on employee performance. The research strategy uses quantitative research methods with descriptive analysis. The data collection method is by distributing questionnaires online, which are measured using a Likert scale of one to five. The population of this study were employees of PT Steak Prima Indonesia, Jakarta City. The sampling technique is simple sampling. By using the Slovin formula, there were 109 respondents. The data analysis techniques used in this research are: outer model with calculations Convergent Reliability, Discriminant Validity, Composite Reliability, Cronbach's Alpha, and Inner Model with Calculations T statistic, R-Square, f-Square, and VIF, which use the SmartPLS (Partial Least Square) tool version 4.0.9.3. The results of this research show that reward, punishment, and performance appraisal have a positive and significant effect on employee performance.

This research aims to determine the effect of rewards and work motivation on employee performance at the Andalas Health Center, Makassar City. The object of this research is the Andalas Health Center, Makassar City. Data collection methods include observation, interviews and questionnaires. The data analysis used is quantitative descriptive. The results of this research prove that rewards and work motivation have a significant positive effect on the performance of employees at the Andalas Health Center, Makassar City.

Ibadat Or Worship Is A Word Taken From The Arabic Word 'Ibadah (عبادة). In Indonesian Terminology As Found In The Big Indonesian Dictionary (KBBI), This Word Has The Meaning: An Act Or Expression Of Devotion To Allah Or God Based On Religious Regulations. The Essence Of The Meaning Of Fasting Is Not Only Being Able To Refrain From Eating, Drinking Or Having Sex. During The Day Of Ramadan (Jimak). More Than That, The Meaning Of Fasting Is To Refrain From All Actions And Words That Are Forbidden. In This Sense, It Is Important For People When Fasting, Not Only To Be Able To Restrain Thirst And Hunger, But Also To Be Able To Restrain Their Mouth, Eyes, Ears, Hands And Other Parts Of The Body From Actions That Can Reduce Or Eliminate The Rewards Of Fasting.  رُبَّ صَائِمٍ حَظُّهُ مِنْ صِيَامِهِ الجُوْعُ وَالعَطَشُ "How Many People Fast But They Get Nothing From Their Fast Except Hunger And Thirst." (HR Ath Thabaroni).

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.

This study aims to determine the role of work motivation on the results of TBS PT Pinago Utama Musi Banyuasin district of South Sumatra province. Secondly to know the constraints and problems on the results of TBS employees in PT Pinago Utama Musi Banyuasin district of South Sumatra province. This research was conducted at PT Pinago Utama Kebun Inti 2 regency of Musi Banyuasin, South Sumatera Province which lasted for 1 (one) month from 1 December 2023 until January 10, 2024. The research method used is descriptive method. Research respondents were 66 people harvesting employees, 10 people harvesting mandates, 6 person division assistants calculated using Slovin formula. For a total of 82 people selected based on the technique by taking a selective person or object of research and have specific characteristics (purposive sampling). The instruments used are job satisfaction, work morale, reward, sanction, education, salary, and FFB result. Data analysis using cobb douglass regression analysis technique. The results of this study found that: first there was no significant effect of job satisfaction on FFB results. Second there is a significant influence of morale on the FFB result. The three significant effects of rewarding FFB outcomes. The four significant effects of sanctions on FFB outcomes. the five significant educational influences on TBS outcomes. The six significant effects of salary on FFB outcomes. Thus, job satisfaction is insignificant due to heavy workloads using BJR's system (average weighted weight) with fixed tonnage basis, but morale, reward, sanction, education, significant salary as firms pay attention to awarding in the form of rice and cooking oil and the appropriate salary UMR Musi Banyusian area.

The aim of this community service is to identify the problems of the partner, Copper Crafts Muda Tama Gallery, Tumang, Boyolali and provide scientific solutions. The service team identified that the number of craftsmen was starting to decline due to the tendency of the younger generation to prefer to pursue business as marketers. The team uses the extension method to share knowledge with partner communities. Human Resources Management can be carried out in several ways apart from continuing to maintain good direction efforts at each stage of production, establishing controlled production procedures, evaluating employee work results, and developing employees in terms of reward and punishment; The service team proposed that the company collaborate with several vocational schools with a concentration in arts and crafts. This is important so that this skill does not become extinct, and in fact so that it can grow in terms of manufacturing and the number of craftsmen. The result of this activity is an increase in the understanding of partners (owners of Muda Tama Gallery) in managing human resources so that there is no shortage/loss of craftsmen. Another output is an article in this journal

This type of personnel expenditure is one of the plans that needs to be calculated carefully because in personnel expenditure problems often occur minus or surplus budgets at the end of the year which result in not achieving proper reporting. The purpose of this analysis is to carry out an analysis of the occurrence of minus budgets in personnel spending and strategies to solve these problems using SWOT analysis. This analysis was carried out using a qualitative approach. The types of data used in this study are primary data types, namely observations and interviews during the Forum Group Discussion and secondary data types, namely documents, journals, financial reports and other data related to the problem being analyzed. The results of this study are as follows: 1) the placement of personnel expenditures for all work units in a district/city area is in the Secretary General's DIPA which can break the chain of minus budget problems evenly so that it makes it easier to solve problems, 2) the problem of adding tasks to the finance section can be done by improving the performance management of the financial section. Conclusion: the completion of the minus budget can be used by placing the employee budget in one work unit, 3) pathology in bureaucracy conducted in readiness of employee and lack of reward. Placement of the budget in a work unit must be followed by the consequences affected by the transfer so that it does not cause problems.

Reward and punishment are two different things, but they are very important and interrelated because they have a role in making employees improve the quality of work and be more responsible for the tasks assigned. The purpose of this study was to determine the effect of reward and punishment on employee performance at the Office of the Ministry of Agriculture, Directorate General of Animal Husbandry and Animal Health. The population used was 250 employees. The sampling method in this study with random sampling technique using the slovin formula to 154 respondents. The research was conducted by distributing questionnaires to respondents using Likert scale measurements. The data analysis technique in this study uses validity test, reliability test, classical assumption test, multiple linear regression equation test and hypothesis testing. Based on the results of the research conducted, it can be concluded that reward and punishment have a positive effect on employee performance at Kementerian Pertanian Direktorat Jenderal Peternakan dan Kesehatan Hewan.

Based on the results of research conducted that: (1) The concept in Islamic economics is something promised and paid by tenants as compensation or payment for the benefits they enjoy. In principle, anything that can be used as a medium of exchange in buying and selling may be used for payment in wages. In addition, wages must be something of value and permitted by syara' and the amount must be known. The amount of the prescribed wages is known by both parties, both in terms of rent and wages. An appropriate reward according to syara' is something of value and there is pleasure between the two parties. (2) The concept of Islamic economics regarding the payment system for rice field plowing services in Aek Bonban Village, Aek Nabara Barumun District, is in accordance with Islamic economic theory. The land owner gives the plowman's wages at the promised time. For every job of plowing a field, the owner of the field immediately gives his wages. There is a small portion that pays wages later or even after the harvest, but there is no intention to delay or prolong the payment of wages. Even so, this can be understood by both parties, because financially the owner of the rice field must be able to pay wages, and usually. this has been agreed before. because it has fulfilled the pillars and conditions of wages. where in the agreement made between the owner of the rice field and the rice farmer contains the amount of wages and the time of payment of the wages. So that there is no element of fraud in it that can harm either party.

The advent of the Internet as an effective means for resource sharing has consequently, led to proliferation of adversaries, with unauthorized access to network resources. Adversaries achieved fraudulent activities via carefully crafted attacks of large magnitude targeted at personal gains and rewards. With the cost of over $1.3Trillion lost globally to financial crimes and the rise in such fraudulent activities vis the use of credit-cards, financial institutions and major stakeholders must begin to explore and exploit better and improved means to secure client data and funds. Banks and financial services must harness the creative mode rendered by machine learning schemes to help effectively manage such fraud attacks and threats. We propose HyGAMoNNE – a hybrid modular genetic algorithm trained neural network ensemble to detect fraud activities. The hybrid, equipped with knowledge to altruistically detect fraud on credit card transactions. Results show that the hybrid effectively differentiates, the benign class attacks/threats from genuine credit card transaction(s) with model accuracy of 92%.

This research is motivated by several problems that the writer found at SMA Negeri 1 Canduang in scouting activities. Where in scouting activities there are still students who are not responsible, whereas in scouting the attitudes and actions of responsibility are clearly stated in the ninth Dasa Darma of scouting namely that scouts are responsible and trustworthy, but there are still students who follow scouts who do not carry out their responsibilities this study aims to find out the methods used by coaches in strengthening the attitude of responsibility of students, and what forms of attitude of responsibility are habituated in scouting. This type of research is field research of field research. The results of the study show that scout coaches use advice, prais, attention, reward and punishment methods in strengthening the attitude of responsibility of students who are still lacking.

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 purpose of this research is to find out how rewards and punishment influence employee performance at PT. Miami Creameries. The sample used was 61 employees using saturated sampling technique. This research data collection used observation methods, interviews, distributing questionnaires and literature review. The data obtained was then analyzed using the multiple linear regression formula and hypothesis testing with the help of the SPSS (Statistical Package For Social Science) program. The regression equation formed is Y = 5,406 X1 + 0.305 + 0.808 X2. Simultaneous hypothesis testing: Reward and Punishment together influence employee performance. The magnitude of the influence of reward and punishment on employee performance with an Adjusted R square value of 69.7%. while the rest is influenced by other variables not included in this study.

Nurses must correctly identify patients as people who will be given certain services or treatment, this must be done by adapting the service or treatment to each patient. This identification process requires at least two ways of identification, such as name, identification number, date of birth, barcoded bracelet or others. The aim of this research is to analyze the behavior of nurses in wearing patient identification bracelets in the children's inpatient installation at RSUD. Dr. RM. Djoelham Binjai. This research uses qualitative research (In-depth interviews). From this research, the sample consisted of 6 (six) people, namely 1 key informant and 5 main informants. The results of the research are that not all nurses know about the Fixed Procedure (PROTAP) for using patient identification bracelets in the class III children's inpatient room at Dr. RSUD. R.M. Djoelham Binjai is good, not all nurses' attitude in carrying out the Permanent Procedure (PROTAP) for wearing patient identification bracelets in the class III children's inpatient room at RSUD Dr. R.M. Djoelham Binjai is not yet good, not all of the nurses' actions were correct in carrying out the Permanent Procedure (PROTAP) for wearing patient identification bracelets in the class III children's inpatient room at Dr. R.M. Joelham Binjai, Suggestions are expected for hospital management to avoid things that are undesirable for babies to also wear identity bracelets, not just mothers. Protap disseminates affirmations and hospital policies that include rewards and punishments for nurses so that there are no mistakes in identity. And continues to provide socialization, education and understanding of the importance of nurse behavior when installing patient identification bracelets in pediatric inpatient rooms.

Intense competition within the industrial sector drives companies to be more proactive in creating and continually designing strategies to maintain their position in the market. Companies that have customer relationship strategies can enhance customer loyalty, which in turn optimizes the long-term profitability of the company. Through this strategy, relationships with customers can be strengthened, and existing customers can be retained. The strategy is also implemented by one of the heavy equipment companies in Indonesia, namely PT Trakindo Utama Branch BSD, to effectively address customer complaints so that customers feel comfortable again despite their previous dissatisfaction with the services provided. This research aims to determine whether the implementation of customer relationship management strategies carried out by PT Trakindo Utama's BSD Branch can effectively enhance customer relationships, retain customers, and increase loyalty. The methodology used in this research is a qualitative approach, involving data collection techniques such as observation and interviews with employees of PT Trakindo Utama Branch BSD in the Sales division and the Parts Counter sub-division who have direct and intensive communication with customers, as well documentation. Therefore, the data obtained are accurate and based on sources within the company relevant to the research. Through observations and interviews, it can be seen that the customer relationship management strategies implemented by the company have been effective in improving and maintaining customer relationships and increasing customer loyalty by offering loyalty programs, such as excellent and solution-oriented services, providing incentives, annual contracts, membership rewards, and conducting evaluations based on customer assessments.

In the current rapid development of the business world, making competition between companies tighter, which requires the company to manage its business better, which in turn the company is able to compete and has superior value compared to other companies. This study aims to determine and analyze the factors that affect the performance of CV Musika employees. The population used in this study consisted of all employees of CV Musika. The number of samples in this study were 92 people with sampling techniques using total sampling. The data analysis technique uses factor analysis with the help of the SPSS 25 program. Of the 38 variables analyzed, 23 variables were obtained and 6 factors were formed that affect employee performance at CV Musika. The results of the study obtained an eigen value of 9.205 for the physical needs factor, reward factor 2.636, discipline factor 1.696, factor carrying out work procedures 1.352, work loyalty factor 1.080, attendance factor on time 1.003, so it can be concluded that these 6 factors are the most influential on employee performance at CV. Musika.