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This study aims to analyze learning motivation from an Islamic perspective through the integration of spiritual values, including intention (niyyah), sincerity (ikhlas), and divine reward (pahala). Unlike modern motivation theories that emphasize psychological aspects, Islam views learning as an act of worship that carries spiritual merit and divine blessing. This research employs a qualitative approach using the literature review method, conducted through the collection of scientific articles from Google Scholar and Publish or Perish databases published between 2020 and 2025. Five relevant articles were selected for in-depth analysis. The results reveal that learning motivation in Islam is not only influenced by cognitive and external factors but also by spiritual drives rooted in pure intentions, sincerity in action, and belief in divine reward. The integration of these three elements forms a holistic model of learning motivation that combines intellectual, moral, and spiritual dimensions. Therefore, Islamic education should embed the values of intention, sincerity, and reward as the foundation for fostering meaningful and spiritually oriented learning motivation among students.

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.

Kegiatan pengabdian kepada masyarakat yang dilakukan ini bertujuan untuk menumbuhkan kesadaran peduli lingkungan warga Desa Maruyungsari akan pentingnya pengelolaan sampah sekaligus menanamkan karakter peduli lingkungan tersebut ke anak-anak supaya generasi mendatang menjadi generasi yang sadar akan pentingnya menjaga lingkungan dari pembuangan sampah sembarangan. Selain itu, kegiatan ini juga menambah pengetahuan bagi orang tua, para kader desa, para guru, masyarakat serta anak-anak sekolah. Metode yang digunakan adalah pengabdian masyarakat berbasis participatory action research (PAR), dengan cara melakukan koordinasi terlebih dulu dengan Kepala Desa beserta Sekretaris Desa Maruyungsari terkait pelaksanaan program serta peserta yang akan menjadi sasaran dari program ini, kemudian melakukan observasi lingkungan dan warga sekitar sekaligus silaturahmi, kegiatan edukasi peduli lingkungan dengan memaparkan materi di Aula Desa, selanjutnya berkunjung ke sekolah untuk melakukan kegiatan peduli lingkungan ke anak-anak sekolah dengan memberikan cerita dan reward. Hasil dari kegiatan ini, para warga serta anak-anak terlihat antusias dalam mengikuti kegiatan dan mereka berupaya untuk mewujudkan lingkungan menjadi bersih dan sehat dengan tidak membuang sampah sembarangan, sekaligus menanamkan nilai karakter peduli lingkungan dengan keluarga di rumah.  

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.

Penelitian ini dilakukan untuk mengetahui apakah reward dan komitmen organisasi mempengaruhi disiplin kerja karyawan. Sampel yang digunakan dalam penelitian ini berjumlah 68 karyawan di PT. PLN (Persero) UP3 Makassar Utara. Kemudian Teknik pengumpulan data yang dilakukan dalam penelitian ini menggunakan metode observasi, wawancara dan angket. Teknik analisis data yang digunakan adalah regresi linear berganda dengan menggunakan Statistical Product and Servise Solution (SPSS) V.25.  Hasil penelitian ini menunjukkan bahwa secara parsial variabel reward (X1) dan komitmen organisasi (X2) memiliki pengaruh positif dan signifikan terhadap disiplin kerja dan variabel reward (X1)memiliki pengaruh positif dan signifikan yang lebih besar dibandingkan dengan komitmen organisasi (X2). Secara simultan kedua variabel bebas reward (X1) dan komitmen organisasi (X2) berpengaruh positif dan signifikan terhadap variabel terikat yakni disiplin kerja(Y).

Faktor – faktor yang mempengruhi produktivitas kerja driver Grab bike komunitas rumpun online Semarang yaitu komitmen organisasi dan system reward. Adapun tujuan dari penelitian ini adalah untuk menemukan bukti empiris yang menunjukan bahwa komitmen organisasi dan sistem reward secara simultan maupun parsial berpengaruh positif dan signifikan terhadap produktivitas kerja driver  Grab bike studi pada komunita srumpun online Semarang. Hasil penelitian ini menunjukkan nilai kumulatif komitmen organisasi aadalah sebesar 89,29% yang bermasuk dalam kategori tinggi. Nilai kumulatif system reward  adalah 76,83% yang termasuk dalam kategori tinggi, dan nilai kumulatif produktivitas kerja adalah 83,94% yang termasuk dalam kategori tinggi. Hasil perhitungan statistik diperoleh koefisien korelasi ganda pengaruh komitmen organisasi dan sistem reward terhadap produktifitas kerja driver Grab bike adalah sebesar 0,750. Hasil uji F sebesar 43,7 (> F tabel 3,13), yang menunjukkan  bahwa komitmen organisasi dan sistem reward berpengaruh positif dan signifikan terhadap produktivitas kerja driver Grab bike (studi pada komunitas rumpun online Semarang) secara parsial dan simultan.