Evaluation of the present award and criminal policy of the ministry of national education according to the teachers 'views.

The main purpose of this research is to evaluate the current reward and punishment practices of the Ministry of National Education [MEB] towards teachers according to the opinions of teachers. In this context, this research has been tried to be structured in a scanning (descriptive) model based on a quantitative research approach. The population of the research consists of 9542 teachers working in 727 public schools connected with the Ministry of Education in Batman province in the 2023-2024 academic year. In the determination of the sample, the technique of disproportionate cluster sampling was used. The number of samples to represent the universe was calculated as at least 370 for a 95% confidence level. In order to determine the status of teachers' awareness of the rewards and punishments being implemented and to determine the level of support for these items, the data collection tool has been obtained by converting reward-punishment articles in laws and regulations into the questionnaire form. The last section of the survey includes items on rewards and punishments, which were created by reviewing the literature and taking into account teachers' opinions in order to determine teachers' opinions on rewards and punishments. The SPSS program was used in the analysis of the research data. When the analyses regarding teachers' awareness of the reward-punishment items being implemented were examined, it was understood that teachers were highly aware of the reward items, punishment items and reward-punishment items in general. When the teachers' awareness of the implemented reward items was examined according to the variables of duty type, gender, years of service and receiving rewards, a significant difference was found. Statistically significant differences were not found according to the variables of school type, educational status. A significant difference was found in the awareness of the penalties applied according to gender and task type variables. Based on these findings, it can be said that managers are more aware of reward and punishment items than teachers. It can be said that male teachers are more aware of the reward and punishment items than female teachers. It has been found that the level of awareness of the award items increases as the years of service increase. It was also found that teachers who received awards were more aware of the award items than those who did not. When the analyses regarding teachers' support for the reward-punishment items being implemented were examined, it was understood that teachers supported the reward items, punishment items, and reward-punishment items in general at a high level. Considering the teachers' total score for supporting the existing reward-punishment items (X= 3.9459), it can be concluded that teachers are satisfied with a large part of the existing reward and punishment items. It was found that there was a significant difference in the teachers' support for the applied reward items according to the task type, reward-receiving variables. It can be said that managers support reward items more than teachers (See Table 3.1). It can also be concluded that those who received awards supported the award items more than those who did not. Significant difference was detected in the situation of teachers' support for the penal clauses that are being applied in favour of the managers according to the task type variable. In other words, administrators support punishment items more than teachers. No significant difference was found according to other variables. When the teachers' support for the implemented penalties is examined on an item-by-item basis, it is found that the first four items they support the most are related to the penalty of dismissal from civil service. When the high rate of teachers' support for these items (D69, X̄= 4.32; D67, X̄= 4.29; D64, X̄= 4.26; D65, X̄= 4.25) is taken as a criterion, it can be said that the disciplinary punishment applied to those who commit the acts and situations specified in these items is well-structured. The first two articles that teachers support the most are related to disciplinary penalties for crimes against the unity and integrity of the country. In other words, it can be said that teachers have a general opinion that the penalty of dismissal from public service is appropriate for a crime committed against the unity and integrity of the country. Among the reward and punishment items implemented, the item that teachers support the least is the penalty item ("Acting contrary to the determined dress code"). It is known that public officials wear casual clothing in accordance with the decision taken by the unions. Even though the law is still in force, teachers may have made such a choice because it has partially lost its validity in practice. Based on the fact that teachers support all the proposed reward and punishment items at a rate of (X=3.96), it can be concluded that they support these items at a high rate. If new reward or punishment items are to be created based on the high participation rate of teachers in the proposed reward-punishment items, the use of the recommended reward-punishment items may increase teacher satisfaction and motivation. When the teachers' awareness of the rewards and punishments being applied is examined item by item according to the task type variable, there is a significant difference according to all items. This significant difference is in favour of managers. When the teachers' support for the implemented reward and punishment items was examined item by item according to the task type, a significant difference was found in all the remaining items except three items. It was found that this significant difference was in favour of managers. When teachers' support for the suggested reward and punishment items was examined item by item according to task type, significant differences were found in some items. This significant difference is in favour of managers. As a result of the research, it was concluded that managers were more aware of the reward and punishment items and also supported these items more.