i am good at writing articles and i can write 10 -20 articles per day and my first language is English.!!!!!!!!! you can contact me at and also you can mail your work. here is a sample _____________________ ORGANISATION AND EMPLOYEES In any Organization, employee engagement is driven by: 1. People 2. Work 3. Opportunities 4. Quality of life Procedures Compensation A successful organization is built with its employees’ contribution – a contribution that will be effective unless its employees are engaged in strategic decision-making and other initiatives. Employee engagement ensures the successful execution of any business strategy. Engaged employees are the competitive advantage of an organization and play the most important role in the implementation of their organization’s business strategies. The challenge, in demanding times, is to keep the talent engaged, motivated, and focused on the right goals by fostering creativity at every level of the organization. In many cases, employees tend to be both distracted and highly alert. Thus, HR practitioners believe that the engagement challenge has a lot to do with how employee feels about the work experience and how he or she is treated in the organization. It has a lot to do with emotions which are fundamentally related to drive bottom line success in a company. There will always be people who never give their best efforts no matter how hard HR and line managers try to engage them. But for the most part employees want to commit to companies because doing so satisfies a powerful and a basic need in connect with and contribute to something significant. ASPECTS OF EMPLOYEE ENGAGEMENT Three basic aspects of employee engagement are: The employees and their own unique psychological and make up and experience The employers and their ability to create the conditions that promote employee engagement Interaction between employees at all levels. Thus it is largely the organization’s responsibility to create an environment and culture conducive to this partnership, and a win-win equation. Categories of Employees Engagement According to the Gallup the Consulting organization there are different types of employees:- Engaged: “Engaged†employees are builders. They want to know the desired expectations for their role so they can meet and exceed them. They’re naturally curious about their company and their place in it. They perform at consistently high levels. They want to use their talents and strengths at work every day. They work with passion and they drive innovation and move their organization forward. Not Engaged: Not-engaged employees tend to concentrate on tasks rather than the goals and outcomes they are expected to accomplish. They want to be told what to do just so they can do it and say they have finished. They focus on accomplishing tasks vs. achieving an outcome. Employees who are not-engaged tend to feel their contributions are being overlooked, and their potential is not being tapped. They often feel this way because they do not have productive relationships with their managers or with their coworkers. Actively Disengaged – The “actively disengaged†employees are the “cave dwellersâ€. They are “Consistently against Virtually Everything. They are not just happy at work, they are not just happy at work; they are busy acting out their unhappiness. They sow seeds of negativity at every opportunity. Every day, actively disengaged workers undermine what their engaged coworkers accomplish. As workers increasingly rely on each other to generate products and services, the problems and tensions that are fostered by actively disengaged workers can cause great damage to an organization’s functioning. Factors leading to Employee Engagement - There are some critical factors which lead to Employee engagement. Some of the are: Career Development – Opportunities for Personal Development: Organizations with high levels of engagement provide employees with opportunities to develop their abilities, learn new skills, acquire new knowledge and realize their potential. When companies plan for the career paths of their employees and invest in them in this way their people invest in them. Career Development – Effective Management of Talent: Career development influences engagement for employees and retaining the most talented employees and providing opportunities for personal development. Leadership – Clarity of Company Values: Employees need to feel that the core values for which their companies stand are unambiguous and clear. Leadership – Respectful Treatment of Employees: Successful organizations show respect for each employee’s qualities and contribution regardless of their job level. Empowerment: Employees want to be involved in decisions that affect their work. The leaders of high engagement workplaces create a trustful and challenging environment, in which employees are encouraged to dissent from the prevailing orthodoxy and to input and innovate to move the organization forward. Image: The extent to which the employees are prepared to endorse the products and services their company provides its customers depends largely on their perceptions of the quality of those goods and services. High levels of employee engagement are inextricably linked with high levels of customer engagement. In addition to the above mentioned other factors like, Equal Opportunities and Fair, treatment, Performance appraisal, Pay and Benefits, Health and Safety, Job satisfaction, Communication, Family Friendliness, Co-operation also do have an impact on employees’ morale towards the Organization which would result in positive engagement. In the present scenario, corporate worldwide is investing heavily on building a strong leadership pipeline in identifying, engaging and developing high-performing employees from within the organization. CONCLUSION Employee Engagement is the buzz word for employee communication. It is a positive attitude held by the employees towards the organization and its values. An Organization should thus recognize employers, more than any other variable, as powerful contributors to a company’s competitive position.