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The implementation of a reward and punishment system is considered capable of improving employee work discipline. Rewards are given to encourage employee morale, while punishments are given as a reminder of the consequences of misconduct. This study aims to describe the implementation of the reward and punishment system in the Civil Service. Through a qualitative approach with in-depth observation, structured interviews with employees, and documentation studies. The results of the study found that the implementation of the reward and punishment system has been carried out well, with rewards given based on the level of discipline and performance of employees, while punishments are given based on the type of violation committed. The rewards given include Additional Employee Income, the Satyalancana Karya Satya award, exemplary employee awards, internship certificates, and retirement awards. Meanwhile, the punishments given include verbal warnings, written warnings, deductions from Additional Employee Income, and severe sanctions for employees with serious violations.  

Women's leadership plays an important role in the success of organizations, including in the government sector at the sub-district level. Leaders not only act as directors but also as mentors who are able to understand the needs and character of their subordinates. The female head of TG Sub-district in Surabaya City demonstrates the application of reciprocal relationships between leaders and subordinates through a system of rewards and punishments according to performance achievements, actively monitors subordinate performance, identifies work standard errors, and takes corrective actions. The study aims to analyze the application of transactional leadership style by the female head of TG Sub-district in Surabaya City using Bernard M. Bass's (1990) theory. The type of research used is a qualitative research method with a descriptive approach. Data collection techniques were carried out through observation, interviews, and documentation. Samples were determined using purposive sampling, and data sources included primary and secondary data. The research results indicate that the transactional leadership style of the female village head in TG Village is not yet fully optimal. The application of Contingent Reward can increase motivation and employee performance control, but its implementation in the community is still limited. Management by Exception (Active) carried out on employees has not been consistent, and its application in the community is also not sufficiently felt. Management by Exception (Passive) and Laissez-Faire are shown through corrective actions after problems arise and the freedom to take initiative and make decisions according to standards and policies. The implementation of transactional leadership by female village heads needs to be improved, especially in strengthening the mechanisms of reward and punishment as well as the consistency of supervision of employees and the community so that the leadership implementation runs more optimally.

The number of students arriving late often disrupts the classroom atmosphere and disrupts adherence to school rules. This study aims to assess the effectiveness of the behavioral contract technique in changing this habit. Using a qualitative approach focused on literature review, this study found that internal factors within students and environmental factors are the main causes of their tardiness. Behavioral counseling can help change behavior through reinforcement and habit training, while the behavioral contract technique provides clear rules and agreements that make students more responsible. Behavioral changes occur gradually and are more effective if students are involved and there is a balance between rewards and punishments. Therefore, this technique is suitable for use as a practical way to train student discipline in the school environment.

Employee work discipline is one of the important aspects of human resource management, especially in service companies that heavily rely on their employees' performance. PT CAI, as an event organizer company, still faces issues related to employee work discipline, such as tardiness, absenteeism without notice, and low consistency in completing work responsibilities. This activity is a form of Community Service by students aimed at increasing employees' understanding and awareness of the importance of work discipline through educational and practical approaches. The implementation methods of the activity include observation, interviews, discussions, documentation, and the implementation of an educational program in the form of work discipline posters as well as providing recommendations for a simple reward and punishment system. The results of the activity show that internal educational media serve as an effective visual reminder in increasing employee awareness of punctuality and work responsibility. This community service activity is expected to support the improvement of employee performance, service quality, and the operational sustainability of PT CAI.

Gender based violence against women and children in Lampung Province represents a multidimensional issue that poses serious challenges to human development and the achievement of the Sustainable Development Goals (SDGs). Although various regulations and programs have been implemented such as Gender Mainstreaming (PUG), Gender Responsive Budgeting (ARG), and local innovations like TAPIS Village and space together with Indonesia (RBI) their implementation remains largely sectoral and lacks systemic coordination. This policy paper employs a descriptive qualitative approach combined with public policy analysis to identify the root cause, namely the absence of an integrated policy framework that ensures cross-sectoral synergy in addressing gender based violence. Data were collected through interviews with key stakeholders and document studies of regional and national planning instruments, including the RPJMD, RENSTRA, and relevant regulations. The analysis reveals that weak inter-agency coordination, limited use of gender-disaggregated data, low human resource capacity, and the absence of an incentive sanction mechanism are the main obstacles to effective policy implementation. Three policy alternatives were formulated: the development of a gender responsive complaint platform for violence against women and children, the integration of gender-disaggregated data systems, and the adoption of a reward punishment system for government agencies. Based on Dunn’s six evaluation criteria, the establishment of a gender-responsive complaint platform is considered the most effective and is recommended as a strategic solution. This policy is expected to strengthen institutional synergy, enhance intervention effectiveness, and foster an inclusive and sustainable protection system for women and children in Lampung Province.

The paradigm of Islamic education requires the integration of Western learning theories with an Islamic perspective to create a holistic approach to education. With the rapid development of psychological theories in education, such as behaviorism, cognition, humanism, and constructivism, it is essential to examine their relevance within the context of Islamic education. This article aims to analyze the integration of these theories in Islamic learning, with a focus on their connection to key Islamic concepts such as reward-punishment (pahala-dosa), reflection (tafakkur), self-actualization, mutual assistance (ta'awun), and consultation (syura). This study uses a literature review method with a qualitative approach. Articles were gathered through Google Scholar and Publish or Perish with keywords "Behaviorism in Islamic Education" AND "Cognitive Learning in Islam" AND "Humanistic Approach in Islamic Education" AND "Constructivism in Islamic Education." Of the initial 40 articles obtained, a screening process resulted in 5 articles that met the publication criteria (2020–2025), relevance to the topic, and open access. The review results show that integrating these theories into Islamic education can enrich the learning process by linking moral, social, and spiritual elements that are essential in Islamic teachings. This literature synthesis reveals the importance of integrating psychological theories with the principles of Islamic education to create a more comprehensive and holistic educational system. Further research should develop empirical methodologies and more detailed and practical application models in Islamic education practice.

This internship report examines the issue of attendance non-compliance among sales employees at PT. Majesty Enerbion Nusantara (PT MEN) and the efforts to improve it through the implementation of a reward and punishment–based system. The main issues identified include inconsistent attendance records, inaccurate presence data, weak supervision, and irregular clock-in and clock-out times. Through field observations, interviews, and analysis of attendance documents, a comprehensive understanding of the underlying causes of non-compliance was obtained. Based on these findings, a new attendance Standard Operating Procedure (SOP), workflow flowchart, and field attendance form were designed as supporting solutions. Implementation was carried out through procedure socialization, pilot testing of the reward and punishment system, and evaluation of data before and after implementation. The results show a significant improvement in punctuality, attendance consistency, and data accuracy, with all sales employees achieving 100% compliance during the evaluation period. This program has proven effective in strengthening work discipline, enhancing HR administrative efficiency, and improving the company’s overall industrial relations quality.

This study aims to describe the nature of children from an Islamic educational perspective. This study uses a library research method by examining various relevant literature, including classical texts, the Qur'an, hadiths, and contemporary scientific works that discuss the concept of children in Islam. The results of the study indicate that children, from an Islamic perspective, have a very noble and strategic position, encompassing six main aspects. First, children are seen as a trust from Allah SWT. Second, children are a potential that needs to be developed. Third, children function as the next generation and bearers of the future of the community. Fourth, children have the right to receive a good and proper education. Fifth, children are positioned as subjects who have rights and roles in social life, not just objects of education. Sixth, children are also a source of happiness and well-being for their families and their surroundings. In the context of Islamic education, there are several methods that can be applied to educate children, including the method of role model, reward and punishment, the story method, and the advice method. These four methods play an important role in shaping children's character, faith, and morals in accordance with Islamic values. Understanding the nature of children in Islamic education is the main basis for building a generation that is faithful, has noble morals, and is responsible for themselves, their families, and society.

This research looks at why freelance event crews think about leaving Maharagung Organizer by focusing on two things: the rewards they receive and the punishments they face in a project-based setup. The core issue is that crews feel dissatisfied when rewards are unclear or rarely given, while discipline rules can feel uneven, so the goal is to see whether these practices actually change how much people want to quit. The study uses a simple survey design and analyzes the results with a PLS model in SmartPLS after checking that the questions reliably measure reward, punishment, and turnover intention, and it includes everyone active and reachable during the data phase. The results point one way: fair, transparent rewards help people want to stay, while discipline does more to set standards than to keep people from leaving; taken together, that means rewards carry most of the weight for retention, and punishments mostly support order and safety. The bottom line for managers is to make rewards predictable, tied to performance, and clearly communicated, then keep discipline fair and consistent in the background so crews feel respected and choose to keep taking future event offers.

Parenting plays a crucial role in shaping a child's personality and religious values ​​from an early age. This study aims to examine the concept of parenting from an Islamic perspective, particularly according to the views of Imam Al-Ghazali, a prominent Islamic scholar and thinker. The method used was a literature review with a descriptive analytical and historical approach. The results show that Islamic parenting, according to Al-Ghazali, is based on the principles of monotheism, faith, and noble morals derived from the Quran and Sunnah. Al-Ghazali viewed children as a trust from Allah, born in a state of fitrah (purity) and as potential beings who are the hope of the community. Educating children must be done from an early age because childhood is a golden period that is very decisive in character formation. The parenting methods recommended by Al-Ghazali include: (1) the habituation method to shape character through continuous practice; (2) the role model method, where parents serve as direct role models for children; (3) the storytelling method to instill moral values; (4) the advice method with a compassionate approach; and (5) reward and punishment methods applied wisely. Al Ghazali's parenting concept emphasizes the importance of parents' role in creating a conducive environment for children's spiritual, moral, and social development, which not only impacts worldly life but also the afterlife. This research contributes to the idea of ​​the urgency of implementing Islamic teachings in educating and raising children in the digital era, which is full of various challenges.

This study was conducted to determine the effect of reward and punishment on employee performance at PT Cakra Sanjaya AC. In this company, employee performance determines the smooth running of daily operations, including inventory management, customer service, and product delivery. Therefore, the reward and punishment system is used as an effort to increase employee motivation, discipline, and productivity.Despite the implementation of the reward and punishment system, there was a significant difference in employee responses. Employees who received rewards showed a 15% increase in performance, while those who received punishments experienced a decrease in motivation and work enthusiasm. This research uses quantitative methods with descriptive and verification approaches. The sampling technique used was saturated sampling, with a total of 36 employees as respondents.The results showed that reward has a positive and significant effect on employee performance. Punishment also has a positive and significant effect. Simultaneously, reward and punishment together contribute significantly to improving employee performance. Therefore, the application of rewards and punishments in a proportional, targeted, and sustainable manner is very important to create a productive, disciplined, and highly competitive work environment. In addition, companies need to conduct periodic evaluations of the effectiveness of the two systems in order to adjust HR management strategies according to the needs and dynamics of the organization, so that company goals can be achieved optimally.

This study investigates the implementation strategy of work discipline as a means to improve the productivity of daily contract employees in the Traffic Division of the Semarang City Transportation Agency. Work discipline is a critical component of human resource management that influences performance effectiveness and organizational efficiency. The research applies a qualitative descriptive approach using interviews, observation, and document analysis to examine discipline practices, attendance data, and managerial supervision. The results show that effective disciplinary implementation—through structured supervision, reward and punishment systems, continuous coaching, and welfare enhancement—significantly improves employee productivity. Leadership quality, motivation, and consistent policy enforcement emerge as primary determinants of disciplined behavior. The study concludes that establishing a fair and transparent disciplinary system can foster accountability, punctuality, and professional service delivery among public employees.

This study aims to describe the pattern of instilling human values at Ki Ageng Pandan Alas Martial Arts School, Kademangan Branch, Blitar. The research employed a descriptive qualitative approach with a phenomenological design. Data were collected through participatory observation, in-depth interviews using snowball sampling, and documentation, then analyzed using Miles & Huberman’s interactive model. The findings reveal that value transmission is carried out gradually through regular training, the trilogy of spirituality (hablum minallah, hablum minannas, rahmatan lil alamin), and the school’s greeting symbolized by the keris sigar penjalin. Methods applied include lectures, exemplary behavior, habituation, games, reward and punishment, value discussions, internalization, and real-life activities. The media consist of physical elements (uniforms, belts, symbols, and training equipment) and non-physical ones (teachings, role models, traditions). The study confirms that martial arts schools can serve as a medium for character education, particularly in fostering religiosity, empathy, respect, self-control, and social care. These findings enrich the discourse on value education and provide references for educational institutions, families, and communities.

This research examines the influence of transactional leadership and the entrepreneurial competence of school principals on the effectiveness of education financing in primary and secondary education settings. Effective education financing is essential to ensure that limited resources are allocated optimally to improve learning quality, infrastructure, and institutional sustainability. Transactional leadership—marked by clear performance standards, reward and punishment mechanisms, and strict supervision—provides a structured framework for financial accountability and goal achievement. Entrepreneurial competence, on the other hand, equips principals with the ability to recognize funding opportunities, innovate in revenue generation, and manage financial risks. The study adopts a quantitative survey design involving school principals and financial management personnel from a representative sample of public and private schools. Data were collected using validated questionnaires and analyzed through multiple regression to measure the direct and combined effects of the two independent variables on education financing effectiveness. The findings reveal that both transactional leadership and entrepreneurial competence significantly and positively affect financial effectiveness. Transactional leadership strengthens transparency and budget discipline, while entrepreneurial competence fosters diversification of funding sources and innovative financial strategies. These results highlight the strategic importance of integrating leadership development with entrepreneurial training for school principals. Strengthening these competencies not only enhances financial planning and accountability but also reduces dependence on a single funding source, supporting long-term educational sustainability. Future studies are encouraged to explore additional mediating factors such as organizational culture, technological infrastructure, and community involvement to provide a more comprehensive understanding of education financing dynamics.

This study aims to describe the implementation of discipline values and the obstacles faced at MI Darul Hikmah Agung Jaya. Using a descriptive qualitative approach, data were collected from teachers, students, and parents through interviews, observations, and documentation, then analyzed through data reduction, display, and conclusion drawing. Data validity was ensured by triangulation of techniques and sources. The findings show that teachers instill discipline values through two main techniques. First, external control, in which teachers give warnings, threats, or punishment to undisciplined students and provide rewards or praise to those who obey the rules. For example, students who consistently complete homework may receive additional grades or verbal appreciation. Second, teachers also become role models, demonstrating punctuality, neat appearance, polite language, and respectful attitudes, thereby fostering discipline by example. Furthermore, teachers apply cooperative control, emphasizing collaboration and agreements between teachers and students. This approach promotes tolerance, respect, and responsibility by involving students in creating and maintaining classroom rules. However, some obstacles were identified. Teachers were sometimes less assertive in enforcing discipline, and limited variation in teaching methods led to student boredom. In addition, inadequate attention, motivation, and parental support negatively influenced students’ discipline, resulting in lateness, incomplete assignments, and other undisciplined behaviors.

This study aims to improve the performance of roadside supervision services for Baggage Towing Tractor (BTT) movements at Kualanamu International Airport, Deli Serdang. The research background is based on the high level of operational risk on the airside, which requires strict supervision of Ground Support Equipment (GSE) vehicles. The method used is descriptive qualitative with data collection techniques in the form of direct observation, semi-structured interviews, and field documentation. The results of the study indicate that violations of Standard Operating Procedures (SOP) such as excessive speeding, inappropriate lane use, and compliance with procedures are still common. The main causes include lack of training, weak monitoring systems, and low awareness of safety culture. From the results of the observation, it was found that supervision is still manual and not optimally supported by monitoring technology such as CCTV with a real-time integration system. In addition, the number of supervisory personnel is also not able to cover the entire service area of the road which is quite extensive, especially during peak operating hours. The lack of a firm reward and punishment system also contributes to the low discipline of BTT drivers. Interviews with several BTT operators showed that they have not received regular safety training, and most do not understand the importance of complying with established signs or markings. Therefore, it is recommended that airport authorities implement a monitoring system through the use of sensor-based technology and GPS tracking, as well as increase the intensity of occupational safety training. Furthermore, a dedicated unit should be established to continuously monitor GSE movements and integrate a digital reporting system to ensure prompt action on violations. Improving safety culture can also be achieved through internal campaigns and ongoing outreach.

This study explores the impact of organizational commitment, rewards, and punishment on employee performance at Perum DAMRI Bandar Lampung, a branch of the state-owned enterprise specializing in land transportation services for passengers and cargo. The research arises from the necessity to improve employee performance by leveraging both internal and external motivational factors, including employee loyalty, reward systems, and disciplinary actions. Using a quantitative research design, data were collected through a structured survey distributed to 168 active employees of the organization. The collected data were then analyzed using multiple linear regression through SPSS version 24. The study found that organizational commitment and rewards have a significant and positive influence on employee performance. These findings support the proposed hypotheses and highlight the importance of fostering employee loyalty and implementing an effective reward system to boost performance outcomes. In contrast, the analysis revealed that punishment does not have a significant positive effect on employee performance. This suggests that punitive measures alone may not be effective in encouraging desired work behaviors or improving overall performance. Based on these findings, it is recommended that Perum DAMRI Bandar Lampung prioritize initiatives that strengthen organizational commitment and develop a fair, transparent, and performance-based reward system. Such efforts are likely to enhance employee motivation and productivity. Additionally, the current approach to punishment should be critically evaluated to determine its role and effectiveness in supporting performance goals. A more constructive disciplinary framework may be needed to align with modern human resource management practices. This study contributes to the broader understanding of performance management in state-owned enterprises, especially in the transportation sector.

This study aims to understand, review, explore, and describe the implementation of policies regarding the enforcement of teacher and student discipline in elementary schools and is expected to find policies that support the success of enforcing teacher and student discipline. This study was conducted using a Systematic Literature Review (SLR) in journals that are appropriate for Elementary Schools, subjects consisting of principals, teachers, educational staff, and students. Data in this study were obtained through Identification of Literature Sources, Determination of Inclusion and Exclusion Criteria, Tools (Mendeley). The findings of the study conducted by the author indicate that the enforcement of teacher and student discipline is carried out through a number of policies, namely: 1) Policies related to the enforcement of teacher and student discipline, 2) Establishing rules at school and in the classroom, 3) Monitoring the disciplinary behavior of teachers and students by making a monitoring book of their daily activities, 4) Imposing sanctions for violations, 5) Involving the principal, teachers, and educational staff. Furthermore, parental involvement and collaboration with external parties are also supporting factors in creating an orderly, safe, and conducive learning environment. Regular evaluation of implemented policies is also crucial to ensure their relevance and effectiveness. Fair and transparent reward and punishment practices contribute to increased student awareness and motivation to comply with school regulations. A culture of discipline consistently cultivated from an early age significantly contributes to positive character development and the overall improvement of the quality of basic education. Implementation requires ongoing training and mentoring for teachers and other educational staff to equip them with the capacity to implement a humanistic yet firm approach.

This study aims to determine the impact of rewards and punishments on employee performance through work discipline. This study uses quantitative methods, data collection techniques by distributing respondent questionnaires. The sample in this study were 48 employees of PERUMDA Air Minum Tirta Batang Hari. This study uses Descriptive Analysis techniques using the SmartPLS 4.0.0 application as a data processing tool. The results of this study indicate that rewards have a positive and significant effect on performance. Punishment does not have a positive and significant effect on performance. Work discipline has a positive and significant effect on performance. Rewards have a positive and significant effect on work discipline. Punishment has a positive and significant effect on work discipline. Rewards have a positive and significant effect on performance through work discipline. Punishment does not have a positive and significant effect on performance through work discipline.

This research aims to explore the ways in which teachers address the challenges of learning mathematics for children in primary schools by referring to behavioristic theory. This theory emphasizes the central role of stimuli and reactions in influencing learning behavior, and the application of both positive and negative reinforcement to improve students' motivation and understanding. The approach adopted was a descriptive qualitative method using case studies in various primary schools. The results indicated that behavior-focused methods, such as providing repeated practice of problems, immediate feedback, use of concrete tools, and regular application of rewards and punishments, can improve students' enthusiasm and mathematics learning outcomes. However, teacher-driven learning and lack of innovation are barriers to implementation. Therefore, a combination with other methods is needed to make the learning process more thorough.