This study examines the best educational management in the era of information technology, known as the 21st century. This study is qualitative research. Madrasahs in Sambas Regency and as primary data are principals and students. Meanwhile, secondary data consists of articles, books, and other supporting documents in this research. The findings of this study indicate that the best practice model to achieve effective and productive educational goals starts with effective schools, management, strong leadership, clear vision, ability to create a good learning climate, has a student monitoring mechanism, progress to have expectations, high level, supported by resource teachers and also involving the community. The results of this study can later contribute to education in Indonesia in general.

The objective of this investigation is to comprehend how implementing incentives and penalties enhances the efficiency of educators. The analysis conducted is qualitative and descriptive. The approaches employed to collect data are observation, interviews, and documentation. The analysis of the information was executed by employing techniques such as data reduction, data demonstration, and deduction of conclusions. To ensure the accuracy of the data, data triangulation was implemented. The findings of the research exhibit that rewards come in the form of financial incentives, such as wages, salaries, teacher stipends, and bonuses. Non-financial awards such as promotion, training to improve skills, holidays, cooperative colleagues and superiors, and a good work environment. As for the application of punishment or punishment in the form of intellectual punishment, getting a reprimand, postponement of promotions, or periodically. According to the aforementioned research findings, using rewards and penalties can improve teacher effectiveness. Researchers are aware of how crucial the use of rewards and penalties is to raising teacher performance. The use of rewards and sanctions can help improve teacher effectiveness.

Penelitian ini bertujuan untuk menguji pengaruh kepemimpinan transformasional terhadap komitmen organisasi dan turnover intention pada perusahan yang bergerak pada sektor konstruksi syariah menggunakan kepuasan kerja sebagai variabel mediasi. Sebanyak 172 karyawan menjadi responden dan mengisi kuesioner. Pengolahan data statistik menggunakan bantuan software smart pls. Hasil penelitian menunjukkan bahwa kepemimpinan transformasional secara langsung mampu meningkatkan komitmen organisasi dan menurunkan turnover intention. Hasil penelitian juga membuktikan bahwa kepuasan kerja berhasil menjadi variabel mediasi secara parcial dalam pengaruh antara kepemimpinan transformasional terhadap komitmen organisasi dan turnover intention. Penelitian ini secara teoritis berkontribusi pada pengembangan kerangka konseptual untuk penelitian di bidang manajemen sumber daya manusia, sementara secara praktis mendukung gagasan bahwa Perusahaan konstruksi syariah harus terus memprioritaskan kepuasan kerja dan, di sisi lain, manajer harus mengadopsi dan menerapkan gaya kepemimpinan transformasional.