Abstract:Penelitian ini bertujuan untuk menguji pengaruh reward dan punishment terhadap motivasi kerja baik secara parsial maupun simultan. Adapun subjek dalam penelitian ini adalah karyawan yang bekerja di CV Ayudya Tabanan Bali, sedangkan objek dalam penelitian ini adalah reward, punishment, dan motivasi kerja. Populasi dalam penelitian ini adalah seluruh karyawan CV Ayudya Tabanan Bali yang berjumlah 31 orang. Penelitian ini menggunakan metode kuantitatif. Teknik pengumpulan data pada penelitian ini yaitu me… Show more
“…Reward tetap yang diberikan rutin seperti SHU dan THR yang diberikan rutin tiap tahun bagi seluruh karyawan, dan THR / Tunjangan Hari Raya. Kemudian reward tidak tetap atau yang diberikan hanya dalam kondisi atau pencapaian tertentu seperti saat akreditasi lulus paripurna, atau karyawan sudah mencapai waktu masa bakti tertentu, maka rumah sakit akan memberikan reward berbentuk materi dan non materi seperti uang, rekreasi, hingga beasiswa untuk melanjutkan jenjang pendidikan sesuai dengan bidangnya, seperti yang dinyatakan sebagai berikut : "Selama ini akreditasi kita dapat reward berupa materi dan juga non materi yang berupa piknik / rekreasi karyawan..." (IU 3,4,11,13,14) Dengan adanya penghargaan yang baik diharapkan karyawan mampu meningkatkan kinerja serta lebih memiliki keinginan yang tinggi untuk unggul dalam melakukan pekerjaan dan memiliki kemampuan untuk berkompetisi sehingga tercapai keseimbangan antara tujuan pribadi dan organisasi, karena dilain sisi, penghargaan yang baik pun juga bisa menjadi motivasi tersendiri bagi karyawan tersebut untuk mencapai kinerja yang baik kedepannya 19 .…”
Health services require quality service and good patient safety on an ongoing basis, and accreditation is considered a powerful method to improve the quality of health services. This study aims to describe and analyze the role of leadership and motivation in achieving accreditation at RS X Pekalongan. This research is a qualitative descriptive study. Information was obtained through in-depth interviews, observation, and document review. The sampling technique used purposive sampling, with the number of main informants as many as 19 respondents and triangulation informants as many as 4 respondents. Based on the research results, all parties in the hospital play a role in the accreditation process and all employees have their respective roles. The leadership of the director in accreditation is very good, as evidenced by the design of tasks that can be carried out properly, and in terms of increasing employee motivation, the director has provided rewards both material and non-material, as well as training according to standards. . In maintaining the results of its accreditation, the hospital instills a sense of responsibility for accreditation to all employees. Hospital owners provide moral support to hospitals by participating in a series of accreditation survey events, providing useful input during meetings and also approving funding proposals related to accreditation. Keywords: Accreditation, leadership, motivation, achievement of accreditation
“…Reward tetap yang diberikan rutin seperti SHU dan THR yang diberikan rutin tiap tahun bagi seluruh karyawan, dan THR / Tunjangan Hari Raya. Kemudian reward tidak tetap atau yang diberikan hanya dalam kondisi atau pencapaian tertentu seperti saat akreditasi lulus paripurna, atau karyawan sudah mencapai waktu masa bakti tertentu, maka rumah sakit akan memberikan reward berbentuk materi dan non materi seperti uang, rekreasi, hingga beasiswa untuk melanjutkan jenjang pendidikan sesuai dengan bidangnya, seperti yang dinyatakan sebagai berikut : "Selama ini akreditasi kita dapat reward berupa materi dan juga non materi yang berupa piknik / rekreasi karyawan..." (IU 3,4,11,13,14) Dengan adanya penghargaan yang baik diharapkan karyawan mampu meningkatkan kinerja serta lebih memiliki keinginan yang tinggi untuk unggul dalam melakukan pekerjaan dan memiliki kemampuan untuk berkompetisi sehingga tercapai keseimbangan antara tujuan pribadi dan organisasi, karena dilain sisi, penghargaan yang baik pun juga bisa menjadi motivasi tersendiri bagi karyawan tersebut untuk mencapai kinerja yang baik kedepannya 19 .…”
Health services require quality service and good patient safety on an ongoing basis, and accreditation is considered a powerful method to improve the quality of health services. This study aims to describe and analyze the role of leadership and motivation in achieving accreditation at RS X Pekalongan. This research is a qualitative descriptive study. Information was obtained through in-depth interviews, observation, and document review. The sampling technique used purposive sampling, with the number of main informants as many as 19 respondents and triangulation informants as many as 4 respondents. Based on the research results, all parties in the hospital play a role in the accreditation process and all employees have their respective roles. The leadership of the director in accreditation is very good, as evidenced by the design of tasks that can be carried out properly, and in terms of increasing employee motivation, the director has provided rewards both material and non-material, as well as training according to standards. . In maintaining the results of its accreditation, the hospital instills a sense of responsibility for accreditation to all employees. Hospital owners provide moral support to hospitals by participating in a series of accreditation survey events, providing useful input during meetings and also approving funding proposals related to accreditation. Keywords: Accreditation, leadership, motivation, achievement of accreditation
“…Reward adalah sebuah metode yang digunakan untuk membuat seseorang termotivasi melakukan hal baik dan meningkatkan prestasi. Menurut (Pradnyani et al, 2020) reward adalah penghargaan atau balas jasa yang diberikan oleh perusahaan terhadap karyawannya yang berprestasi atau menunjukkan kinerja sesuai dengan yang diharapkan perusahaan. (Suhartini et al, 2021) juga menjelaskan bahwa Sistem reward merupakan hal penting karena mendorong tercapainya hasil yang diinginkan dan memotivasi karyawan untuk mencapai dan melebihi target dalam bekerja.…”
This study aims to determine the effect of giving rewards and punishments on morale for BUMN employees in the city of Ende. The type of research used is quantitative research. The data analysis technique used is multiple linear regression analysis. Because the population cannot be ascertained, 98 respondents were determined as samples. From the results of statistical testing t for the variable of reward and punishment has a value of tcount > t table with a significance value of <0.05. This shows that the variable of reward and punishment has a significant effect on work morale. For the adjusted R square value of 0.444, this shows that the percentage of the effect of giving rewards and punishments on work morale is 44.4%. While the rest is influenced by other factors that are not explained in this study.
“…Rewards are a remuneration or award given by the company to employees who have achievements or show the appropriate performance expected by the company (Sandy & Faozen, 2017) developed by (Pradnyani, Rahmawati, & Suci, 2020). The provision of rewards not only such as salaries wages and which includes quantitative elements but also includes gifts that are not in the form of money, such as providing opportunities to improve careers, providing opportunities to carry out great responsibilities, providing decent quality in the organization and providing opportunities for learning and developing, (in Nnaji-Ihedinmah and Egbunike 2015) developed by (Putri Kentjana & Nainggolan, 2018).…”
This paper aims to find out how to apply rewards and punishments in improving employee performance in the Development Administration of West Aceh Regional Secretariat. The problem is focused on the provision of Rewards and Punishments, which have not gone well. To approach this problem, I used the theoretical references from Nnaji-Ihedinmah and Egbunik. The data were collected through a descriptive approach using interview, observation and documentation techniques and analyzed qualitatively. The results of this study are that the application of rewards in the Development Administration section has not been carried out properly. The provision of rewards was not given since there was no budget for giving rewards to employees. The employees only got performance benefits and allowances from existing programs. Rewards in the form of appreciation, neither financial nor non-financial awards were ever given to employees. Thus it can conclude that the employees want the application of these rewards to improve employee performance to be more motivated in doing work. The application of punishment, both in the development administration and during the morning meeting, has been carried out but has not gone well, there were still many employees who do not comply with the regulations that have been made, so it is necessary to carry out a more in-depth evaluation and improve the implementation of the rules more effectively and efficiently.
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