Reward Dan Punishment Berpengaruh Terhadap Kualitas Kerja Pegawai - Isyana Emita; Kurniawan Prambudi Utomo (Lembaga Penelitian dan Pengabdian Masyarakat Universitas Bina Insani, 2019)
Abstrak: Konsep penyelarasan reward dan punishment sangatlah penting dan harus dijalankan secara bersamaan di kantor kelurahan Marga Mulya Bekasi Timur, penelitian ini dilakukan untuk mengetahui apakah layanan adminstrasi ditingkatan local ini berjalan baik atau masih tidak sesuai harapan, atau terkesan lambat, berbelit, mengiat ini merupakan tanggungjawab pemimpin didaerah, penelitian ini dilakukan dari bulan Januari–Maret 2018, dengan menggunakan metode kuantitatif adapun populasi yang digunakan dalam penelitian ini adalah seluruh pegawai sebanyak 90 pegawai, namun dalam penelitian ini yaitu seluruh pegawai yaitu sejumlah polulasi dengan menggunakan sample jenuh dengan mengolah data, dari penelitian ini dapat diketahui bahwa tingkat reward pegawai mampu mendorong berprestasi dengan nilai positif sebesar 62%, sedangkan punishment pegawai cenderung dihindari walaupun bernilai posistif sebesar 0.6% penelitian ini dapat disimpulkan bahwa reward dan punishment di kantor Kelurahan Marga Mulya Bekasi Timur telah berjalan sesuai harapan sehingga perlu dipertahankan guna menjaga kualitas pelayanan publik di Bekasi Timur. Kata kunci: Kualitas, punishment, reward. Abstract: The concept of alignment of reward and punishment is very important and must be carried out simultaneously at the Marga Mulya, East Bekasi urban office, this study was conducted to find out whether the administrative services at the local level are running well or not as expected, or seem slow, complicated, meaning this is the leader's responsibility in the area, this research was conducted from January to March 2018, using a quantitative method as for the population used in this study were all employees as many as 90 employees, but in this study all employees namely a number of pollulations using saturated samples by processing data, from research It can be seen that the employee reward level is able to encourage achievement with a positive value of 62%, while the punishment of employees tends to be avoided even though the positive value is 0.6%. This study can be concluded that reward and punishment in the North Bekasi District Office has been running as expected so it needs to be maintained in order to maintain the quality of public services in East Bekasi. Keyword: Quality, punishment, reward.