Competition banking institutions and non-banking increasingly stringent makes the competition more sharply so that each institution is required to choose a strategy to improve employee performance. Leadership and good management should be analyzed in advance about the employee's needs, and what you can improve the discipline and motivation of work. Therefore, reward and punishment must be effective, because it can stimulate discipline and employee motivation. Expectations for professionalism and good performance of an employee can not be separated from how a company is able to manage and pay tribute to the employees of their own. Because the quality of human resources is an overview of the treatment given to the employees of a company, either directly or indirectly have an influence on the bank of travel in order to improve the company's performance towards the better. Reward and Punishment are two words that are opposite each other but, those two things are interrelated and very important in promoting, enhancing and motivating employee performance, because it is through reward and punishment will be more qualified employees and is responsible for the task
PT. Bank Pembangunan Daerah Papua is one of the enterprises engaged in banking services, so that the ministry demanded in a service excelent and effective performance of the employees. The facts are found in the early observation that at least has shown there is a difference between theoretical views on the system of reward and punishment on employees with the fact the field, because the tentative assumption that can be drawn is a system of reward and punishment on employees, is expected to provide equal opportunities in success companies, as well as mistakes in the implementation of reward and punishment system to the less successful companies. The purpose of this research to study and determine the effect of reward and punishment on work motivation and its impact on the performance of employees at the headquarters of PT. Bank Pembangunan Daerah Papua.