Employee commitment has been an important factor to determine the success of an organization. Employee commitment to an organization has acquired increasing demand as it aids the organizations to retain more staff and thereby increase in achievement, productivity and effectiveness. No organization in the current ambitious world can execute at peak levels unless each employee is committed to the organization's objectives and performs as an effective team member. The employment of good employees is thus demanding but of even extensive significance is the organizations ability to create a committed workforce. The aim of the study is to determine when employees who are engaged in their work & committed to their organizations give their companies crucial competitive advantages -including elevated productivity and lower employee turnover and employee engagement is enduring predictor of concrete organizational performance clearly showing the two-way relationship between Journal of Management Research ISSN 1941-899X 2013 www.macrothink.org/jmr 251 employer and employee compared to the three constructs: job satisfaction, employee commitment and employee engagement.

An organization effort to recognize the reasons for employee retention can serve to keep turnover down. No matter what industry it is essential to comprehend what the employees think and sense about the organization and the working culture. A supportive and positive work environment instilled by motivation and trust strengthens the connection between an organization and employee. When organizational leaders naturally respect employees as more than mere work resources, employees reach a high level of performance and will continue with the organization longer. The primary objective of this study was to recognize and promote the factors of trust and motivation influencing a positive working environment and employees intentions to stay with the organization. The study aims to determine elements of employee intent to stay and contribute to the growing body of literature on the significance of trust, motivation and positive working environment.

Understanding the role of integrity and trust at an individual and organizational level are metrics to build the absolute standard of what a great workplace is. At its most basic level integrity, respect and trust is the assurance people have that one will certainly act in their best interest, never knowingly committing actions that might harm them. There is no particular activity that will build integrity; rather, you institute both over time by consistently exhibiting a number of behaviors and conduct. Integrity, as a measure of coherence and consistency, is key to establishing and sustaining trust. We trust those who are honest and consistent in their actions, who fully acknowledge valuable information, who are willing to deal with tough issues, and who are open about their ambitions and motives. At the corporate level it takes individuals of integrity to cultivate a consensus around mutual values. As this consensus builds, the corporation fosters a culture of Integrity. A culture of integrity creates a highly

For the prior two decades, employee engagement has been a subject of interest both in academic research and among managers. Organizations have invested vital resources in promoting employee engagement since employee engagement is identified as a critical driver of organizational performance. Engagement adds distinctly to an organization’s performance, driving to gains in quality, customer satisfaction, and long-term monetary results. In a world that is evolving both regarding the global essence of work and the diversity of the employees, engaged employees may be a core of an ambitious resource. Companies promoting employee engagement will achieve organizational goals effectively. Several employees look for settings where they can be engaged and know that they are participating positively. The paper presents the employee engagement framework enabling organizations to understand how engagement may differ by employee or group and recognize the key drivers that impact engagement at the workplace.

Professional development plays a demanding role in the continuous advancement of teachers. It does support all facets of academic careers, but accepting its importance to teaching is the most significant accountability of the organization and the teachers themselves. Professional faculty development bridges faculty across disciplines and career phases, serving to create a pedagogical community within the college or university. Professional development is not remedial or an activity only for those having concerns, but should be an essential component of every faculty member's endeavor to become more effective in the classroom. It form teachers attentive of what they achieve, inquire them why and demand them to continually do it more excellent. Professional development enhances the affective, thoughtful and social aspects of academic life. It reforms the academic experience at institutions for teachers and students. Correctly designed faculty development approaches can promote and create a culture that supports a mindful focus on teaching, while concurrently, nourish a sense of association and collegiality across the organization that is crucial to constant innovation and progress. This study recommends a faculty professional development framework that can be designed to improve the collegial culture at a higher educational organization.