The Business World

Employee engagement is becoming a most talking subject in the business world as every organisation and its management realized employee engagement is directly linked with performance of employees and organisation and business outcomes. So every management seeks for ways to increase the employee engagement in their organisation and most of them are not well aware of how to do it. There are no much journals or literature about the employee engagement and it concludes with rewards like financial rewards. Academic researchers and organisational practitioners have their definitions and reasons to define it. But employee engagement in reality is the backbone of every business process. There is much confusion about the definition and measurement of employee engagement. There is no specific written definition or rule for employee engagement as it varies with organisation, management, culture, language, people, and type of business and so on. A pioneer in the field of employee engagement research, Kahn (1990), stated EE as the result of complete dedication and participation in favour of company and proves to what extent employees can be committed to their work. When employees are fully committed to their work physically, emotionally and cognitively, then it can be said employees are engaged. Cognitive deals with employees’ beliefs about their management, organisation and work. Emotional aspect deals with employees’ attitude towards work, management and organisation. And finally physical aspect deals with the effort the employees take to accomplish their tasks to achieve the objectives. It has been supported by CIPD factsheet of 2009.

It is the emotional and intellectual commitment of employees with their organisation and their drive to use the resources in the organisation for the betterment of the business. (Bratton &Gold, 2007).Same has said by Baumruk (2004), Richman (2006) and Shaw (2005). Employee engagement is a combination of commitment to the