Employee Engagement is a concept that has been around for over two decades and has recently become a topic of interest in academic research. The concept, though, is not just for academic researchers but also for leaders in every organization. The common description of employee engagement, attributed to Schmidt, is "an employee’s involvement with, commitment to, and satisfaction with work. Employee engagement is a part of employee retention.” A recent study by Chithra Mohan, a professor at the University of Kerala, India, determined that the antecedents of employee engagement are: Corporate values, Ethical Leadership and the Psychological Contract, Organizational Citizenship, Help from friends, and Communication (Mohan, page 140). These five elements reflect the antecedents found in research conducted in the USA, although, in the USA the antecedents include senior management's interest in employee well-being. Engagement is the emotional attachment to the organization and to the work performed in the organization. Attachment to the organization includes the commitment to the organization and what it stands for as well as the rules and procedures of the organization. These two forms of commitment, along with continuance commitment, come from the work of Meyer and Allen. From Mohan's work, we can see that corporate values are at the top and align with affective commitment. Organizational Citizenship is how the employee behaves in the organization and is a result of his/her satisfaction with the organization, but what are the antecedents to this? Since engagement is the 'result of', rather than 'what is developed' organizational leaders should seek to first hire the 'right' people -- those who have values and interests similar to the organization and who are the right fit for the job. People who want to go to work each day and participate in work that they enjoy and gain intrinsic motivation from have higher levels of engagement with the organization and the tasks performed. Mohan's discovery of the need for ethical leadership, psychological contract (commitment to the employee by the management), and communication speak to the need to have leaders, managers, and supervisors who are not only committed to the organization, but are committed to the employees and think/behave accordingly. This is not just mere lip service to ethical behavior but a true sense of moral love for all employees. We have known about these concepts as far back as the 1950'swith the work of McGregor (theory X/Y), Argyris (Personality and Organization),and Schein (organizational culture and values). Yet, we do not see a lot of this in practice in organizations. Too often people seek employment for external rewards (compensation and benefits), resulting in working for firms, they are not committed to, and not being engaged in the work performed. The result is less than desired effectiveness and efficiency and employees spending their work life with less happiness and satisfaction than could be. Significance occurs when people enjoy their work life and know that they are helping a worthwhile organization produce worthwhile goods and services all the while interacting with peers and supervisors who care about the employees in the organization. Mohan, Chithra.(2013) "A Study to Analyse the Factors that Influence Employee Engagement" Indian Journal of Research Vol 2 Issue 7 p. 139-140 . From halo style engagement rings and coloured stones to pretty diamond hair jewels, it's been a colourful and creative year for the world of bridal jewellery. This Harry Winston halo-style diamond engagement ring, with a pretty vintage feel, is a house classic.. Engagement is the emotional attachment to the organization and to the work performed in the organization. Attachment to the organization includes the commitment to the organization and what it stands for as well as the rules and procedures of the organization..