A conceptual study of the factors fostering employee engagement and its effective outcomes in organisations

The term employee engagement may found to be a recent concept but it actually evolved thirty years back (i.e. during the period of 80's). The first formal definition for employee engagement is said by W.A Kahn in the year 1990, he says that “ the harnessing of organization members to selves their work roles; in engagement, people employ and express themselves physically, cognitively and emotionally during role performance”. An employee is considered to be engaged when he puts extra efforts towards his work. Engaged employee are those who have high level of commitment, involvement and passionate towards their organization. These kinds of employees are more productive than the unengaged employees. Employee engagement not only contributes to the organization but, it also helps the employees to improve their self-motivation and effectiveness of their work. Engaged employee enjoy in what they do and they spend most of their time and energy to attain high level of job performance and productivity. Employees who are engaged are considered to be the greatest asset for an organization. When employees have good bonding and connection with their organization this will automatically builds a healthy environment in the organization. These kinds of employees provide the organization unique competitive advantage and this serves as a role model for other organization as well. Overall it helps the organization to enjoy the fruit of success. Thus the organizations are very keen in search for such employees who are really more passionate about their work. This paper focus on to identify various key important factors which influencing employee engagement and to find out the outcomes of engaged workforce.