SCMS Journal of Indian Management, October - December 2014 61 A Quarterly Journal Employee Engagement: Key to Organizational Success Tejaswi Bhuvanaiah and R. P. Raya Key Words : Employee engagement, Performance, Well-being, Self-Management, Review. A b s t r a c t Tejaswi Bhuvanaiah Research Scholar- Fulltime(JRF) Department of Management Studies Pondicherry University. Mobile No: 9488438640 Email ID: tejaswi6b@gmail.com R. P. Raya Professor, Dean, School of Management Pondicherry University Mobile No: 9443345788 Email ID:drrpraya@gmail.com rganizations are striving for competitive advantage to sustain in the dynamic world of Market fluc- tuations, technological advancements and changing economy. For sustainable business success, organizations are trying to adapt to the changes and focusing on intellectual capital instead of materialistic capital. Organizations are tending to invest on skills, abilities and innovative behaviours to reciprocate external inconstancy. Organizations’ success in this regard would directly proportionate to Return on Investment. Effective utilization of potential employees and retaining such employees is the biggest challenge that confronted the organizations. Employee engagement is one of the emerging concepts that will address multiple challenges organizations are facing such as attrition, customer loyalty, customer satisfaction, profitability, and business productivity (Gallup 2013, Macey et al., 2009, Aon Hewitt 2012) and employee related variables like absenteeism, individual performance, resilience (Gallup 2013, Towers Watson 2012). The growing interest in practitioners is significant (Saks, 2006; Bakker and Schaufeli Employee Engagement is a well-researched concept which lacks a general acceptable definition and a definite conceptual understanding. Despite its predictive role in attaining Organizational Success, there is a need for exploring core content of the concept. The present study aims at describing Engagement concept, its distinctiveness from relative concepts and its diminishing nature which are very essential but associated with certain ambiguity. In addition to this, the current paper accumulated findings of various studies to explain the positive behaviours associated with an engaged employee thereby suggesting implications to enhance and maintain Engagement levels of workforce. A b s t r a c t O