PLEASE CONCLUDE .... & how this will help me in my future career ..

introduction) People who believe their jobs are meaningful, says Lovins, channel their discretionary effort into their work, such as volunteering to dive into dumpsters or serve on waste-elimination teams. The most satisfied employees are those who are given the opportunity to make progress in meaningful work. Work that involves employees in companywide sustainability efforts is meaningful to a lot of Americans. The American workforce, as Lowin contends, no longer views work solely as a means to a paycheck. Satisfied employees are more productive employees, as reports say that unsatisfied workers currently cost the U.S. economy $300 billion per year. A good measure of both is the extent to which employees put forth discretionary effortthe level above minimum requirements that people could put forth if they wanted to. It is found that 96 percent of Generation Y respondents are highly concerned about the environment and expect that employers will take steps towards becoming more sustainable.To many people, especially the younger generation, their job is an integral part of their lifestyle.

1)I just barley fit in this range of birth years. I was born in 2000. Sustainability in a workplace is one of the essential criteria. Sustainability is not only about the long-term survival of the company rather it covers the satisfaction and happiness of the employees, employers, customers, and all the stakeholders. I believe sustainability is about making the employees feel respected and honored. They should be appreciated for taking ownership of their work. They should be delegated important tasks. Sustainability is about taking care of the environmental needs, reducing harmful emissions, exploring alternatives for energy resources, and to take care of the society as a whole. My attitude towards sustainability in association with the country's economic future is based on the creativity, innovation, competency, sustainability measures, and global efforts taken by the organizations of our country. Economic future can prosper if our country's organizations will walk on the way of globalization. This can happen when the organizations start to feel that there are no boundaries across the world.

2)Employers and employees complement each other both of them are required to treat each other fairly. The employees should me committed towards the organizational behavior and the employers should be committed towards providing positive organizational environment.

Employee engagement refers to the supportive, collaborative, and rewarding work environments to the employees. This process motivates the employee to work for the organization goals and objectives with a sense of ownership. Principle of organizational commitment refers to the level of attachment employees possess for the organizations they work. It can be said that both employee engagement and principle of organizational commitment convey almost similar meanings but employee engagement is one step ahead. It is so because employee engagement talks about two-way relationship. It states if the employees are taken care of, they will take care of the customers also. Employee integration is the process of integrating sustainable strategies into the job descriptions of the employees. The policies and practices which are considered important in achieving employee integration over employee engagement are as follows: A) Employees should be trained about the importance of sustainable strategies. B) At the time of joining, they should be made clear that sustainable efforts are required to be taken by all the employees in a collaborative manner. C) They should be provided with the examples of the existing employees that take active participation in sustainable efforts taken by the organization.

3) If an employer takes efforts to increase employee engagement, the employees are required to be responsive to produce fruitful outcomes. it can be said that one-sided efforts whether they are applied from the employers' side or from the employees' side cannot be effective. In terms of company objectives, commitment and ownership are the two factors that can engage an employee in an organization. In terms of employee rewards, recognition and appreciation are the two factors that can boost employee engagement. The rank of sustainability will be on the top no matter what other values are included. It is so because sustainability is an ethical obligation that people carry with them. Sustainability is about taking care of the environmental needs, reducing harmful emissions, exploring alternatives for energy resources, and to take care of the society as a whole. Sustainability cannot be compared to other values. The choice of other values may vary from person to person but sustainability is not a choice. Everyone has to understand that sustainability is an obligation that is required to be shared by all. People have to adopt sustainability measures so that next generation can also get an atmosphere worth living. The other values can be many. Some of them include compensation package, position, integrity, participation, flexibility, and so on. But none of them can be compared to sustainability.

4) Companies with high levels of employee engagement boasted shareholder return 19 percent above average, while those with lower levels were 44 percent below average. A study of employees in the food-processing industry found that employees level of organizational commitment is influenced by their perception of their firms environmental sustainability. In return, in addition to bonuses tied to companywide sustainability performance, employees receive such Eco-benefits as cash compensation for biking or carpooling to work and buying high-efficiency or hybrid vehicles. A recent Gallup survey reported that highly engaged organizations returned 3.9 times the earnings-per-share growth rate of companies that rated low on engagement.

Engagement is higher when a company turns out a high percentage of organic products and exhibits a collectivistic identity orientationthat is, emphasizes companywide contributions to a greater good. Such activities, says Harvards Bobbi Thomason, are smart initiatives for showing your people that sustainability is truly important to the organizations central mission. At the same time, the company depends on frontline employees for such ideas as cleaning industrial containers with steam rather than wateran insight that cut water usage for the task by 90 percent.

Second, organizational commitment is greater when a company fosters a combination of top-down leadership and bottom-up empowerment in its sustainability practices. The same study identified social and environmental responsibility as a key factor in driving employee engagement. At Burts Bees, for example, if a department fails to pass certain tests for proper recycling, chronic abusers must go through remedial training. First, it helps to be genuinely committed to sustainability.

In conclusion,