There's a lot of disagreements about what employee engagement is all about. Various research works define employee engagement in different ways. Being a vast subject, employee engagement cannot have a single definition.Different organizations define employee engagement in a different way. Some equate engagement with job satisfaction, others talk about emotional commitment to a person's work and organizations, others use the notion of 'discretionary effort' as an indication that a person is engaged and some relate with employee retention in the organization. Engaged organizations attract talent, retain top performers, and drive results. Positive employee recognition makes every employee feel appreciated, and that leads to better results for your company in the long run.There is no globally agreed definition of engagement amongst the consultants and experts. Here's a selection that represents the most common definitions The term 'employee engagement' is a relatively new one and as well as being described by some as the latest HR fraternity it is muddled and confusing area because of the lack of clarity of definition. There's no wonder that those who are supposed to be responsible for employee engagement often struggle to work out what their job is about to let alone what they are supposed to achieve. The fact is that it is a very complex area because so many different variables determine whether or not someone is engaged. Those variables include factors external to the person, e.g., their manager, the culture of the organization, the pay, and the reward system. They also include internal factors, including the person's personality type, their values, and the meaning they make from their own work.