This research is a qualitative research that aims to analyze extrinsic rewards on work motivation in the apron movement control unit at Adi Soemarmo Boyolali Airport. Extrinsic Rewards are tangible rewards that come from outside the person himself, can be financial, such as salaries, bonuses, benefits, and can be non-financial, such as promotions. Work motivation is a state or energy that drives employees who are ordered or given assignments to achieve organizational goals. (Apron Movement Control/AMC) is an airport employee who has a license or qualification to carry out law enforcement, traffic security on the apron and aircraft parking supervision. This study took 4 respondents consisting of 2 senior employees and 2 junior employees. Methods of data collection using observation (observation), interviews and documentation. Analysis of research data is descriptive. The results of this study indicate that extrinsic rewards can increase employee motivation in the AMC unit and the rewards given by the company have been implemented properly.

The purposes of this study are to know how the implementation of rafting and the condition of rafting natural resources  in south solok regency. This is descriptive research. This research was conducted in rafting area in batang sangir river south solok regency on may until june 2018. The population were administrators, societies and visitors. The sampling technique was done by interviewing 20 people as samples. Data collection included interview, observation and documentation. Qualitative method was used in data analysis. The results of the research as follows: 1) batang sangir south solok has length of rafting track around  25km in grade II, III and even grade IV in high rainfall weather. 2) human resources or rafting management in south solok regency  is not good. 3) the facilities  and infrastucture of rafting in south solok are inadaquate with only 1 inflatable boat available and 2 inflatable boats as loan. The transportation and road are  good for motorcycles and cars. Keyword. Rafting, Sungai Batang Hari

Perubahan manajemen dalam suatu organisasi atau perusahaan akan terjadi dengan baik bila lingkungan yang ada mendukung sepenuhnya dari tingkat atas maupun tingkat bawah. Hal ini menjadikan suatu Penghargaan merupakan salah satu cara memotivasi individu atau orang yang dipimpin dalam sebuah perusahaan atau organisasi. Tujuan dalam Penelitian ini ingin mengetahui bagaimana  pengaruh dari reward intrinsik terhadap motivasi kerja karyawan. Jenis Penelitian dengan metode kuantitatif menggunakan data primer yang didapatkan langsung dari 50 karyawan Unit Penyelenggara Bandar  Udara Sultan muhammad Salahudin Bima melalui pendistribusian Kuisioner. Berdasarkan hasil pengujian hipotesis secara parsial didapat hasil positif dan signifikan. Dengan demikian dipastikan bahwa Reward Intrinsik berpengaruh terhadap tingkat motivasi kerja karyawan Unit Penyelenggara Bandar Udara Sultan Muhammad Salahuddin Bima .

By taking a Theory of Planned Behavior (TPB), this study examines the relationship between students' entrepreneurial, attitude (AT), subjective norms (SN), and perceived behavior control (PBC). The data used in the analysis is from 150 graduate students from 12 universities in Yogyakarta. The results indicate that attitudes and perceived behavior control significantly influenced students' entrepreneurial intentions, but not subjective norms. This study helps understand the role of a qualified educational background, namely the Master of Management in shaping entrepreneurial intentions. Finally, this study reveals the importance of examining students' entrepreneurialism in today's digital age.

There have been numerous works of literature investigating organizational commitment (OC) of an individual employee for the issue is considered necessary to receive more concern from time to time. This is also because an individual’s performance will become better along with the increase in OC. An individual’s intrinsic reward (IR) becomes one of the supporting factors to build individual employee commitment. In this study, we were investigating perceived organizational support (POS) as the other supporting aspect that builds better commitment. The objective of this study is to investigate the role of POS mediation in the correlation between IR and OC. The Structural Equation Modelling test indicates a positive response. POS succeeded in mediating IR against OC which means this study shows employee behavior in line with organizational goals