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"As many as two-thirds of our employees are either actively looking for new jobs or merely going through the motions at their current jobs. Fearful and feeling vulnerable after years of watching friends get laid off, they expect the worst to happen, and they see no reason to give it their all. This phenomenon, identified by renowned author Judith M. Bardwick as 'the psychological recession', can have a devastating effect on a company's financial health. Based on extensive research showing how costly bad management really is, this eye-opening book offers concrete prescriptions for combating alarming trends such as high turnover, low productivity, and lackluster performance, including techniques for: strengthening the bonds of trust and respect between managers and employees; customizing working conditions and rewards for individual employees; and hiring for the 'best fit' between the organization's core culture and the personal qualities and priorities of the individual.Using hard numbers and current studies that prove the direct connection between a company's financial performance and its employees' commitment, this book is a wake-up call to organizations desperately needing to restore the broken spirits at the heart of their companies, and enhance their bottom lines."

"Pertumbuhan Startup di Indonesia sangat pesat dengan adanya dukungan pemerintah dengan 1000 Startup digital dan akan menjadi puncaknya pada tahun 2030 dengan diimbangi kenaikan ekonomi digital hingga empat kali lipat di tahun tersebut dan dibarengi dengan meledaknya penduduk usia produktif yang didominasi oleh generasi milenial pada kurun waktu tersebut. . Adanya kegagalan yang dialami oleh 90% perusahaan startup, pelaku industri startup perlu mempertimbangkan berbagai hal untuk menghindarinya. Komitmen pegawai terhadap organisasi merupakan salah satu dari beberapa faktor yang mampu mensukseskan perusahaan dalam mencapai tujuannya. Selain itu, komitmen pegawai instansi pemerintahan yang berfungsi sebagai pelayan publik harus berkomitmen penuh terhadap pekerjaannya sehingga menghasilkan output yang maksimal. Kepuasan kerja diyakini sebagai faktor penentu komitmen pegawai terhadap organisasi. Organizational dissent dinilai menjadi salah satu faktor yang memengaruhi kepuasan kerja pegawai. Maka dari itu, penelitian ini bertujuan untuk mengetahui pengaruh organizational dissent terhadap kepuasan kerja dan untuk mengetahui pengaruh kepuasan kerja terhadap komitmen organisasi. Penelitian ini menggunakan metode kuantitatif dengan menyebarkan kuesioner ke 389 karyawan milenial di perusahaan startup. Hasil penelitian ini menunjukkan bahwa organizational dissent memiliki hubungan positif terhadap kepuasan kerja pegawai, organizational dissent memiliki hubungan positif yang signifikan terhadap kepuasan kerja karyawan, dan kepuasan kerja pegawai memiliki hubungan positif terhadap komitmen organisasi pegawai. Selain itu, hasil penelitian ini dapat direkomendasikan kepada organisasi, terutama di perusahaan startup untuk meningkatkan komitmen karyawan milenial.

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Startup growth in Indonesia is very rapid with the support of the government with 1000 digital startups and will be at its peak in 2030 by being offset by a four-fold increase in the digital economy that year and accompanied by the explosion of the productive age population, which is dominated by the millennial generation at that time. Due to the failure experienced by 90% of startup companies, startup industry players need to consider various things to avoid it. Employee commitment to the organization is one of several factors that can make the company successful in achieving its goals. In addition, the commitment of government agency employees who function as public servants must be fully committed to their work so as to produce maximum output. Job satisfaction is believed to be a determining factor for employee commitment to the organization. Organizational dissent is considered to be one of the factors that affect employee job satisfaction. Therefore, this study aims to determine the effect of organizational dissent on job satisfaction and to determine the effect of job satisfaction on organizational commitment. This study uses a quantitative method by distributing questionnaires to 389 millennial employees in startup companies. The results of this study indicate that organizational dissent has a positive relationship to employee job satisfaction, organizational dissent has a significant positive relationship to employee job satisfaction, and employee job satisfaction has a positive relationship to employee organizational commitment. In addition, the results of this study can be recommended to organizations, especially in startup companies to increase millennial employee commitment."