The meaning of ‘Democracy’ resembles a social environment where Governments are of the People, run by the People and run for the People. Similarly, the term ‘Industrial Democracy’ can be understood as Management of Organization is of the employees, by the employees, and for the employees. Enough research has been undertaken in the field of Employee Involvement and its influence on Organizational performance. Many of the Management experts, Researches and Scholars have used the terms Employee Involvement and Industrial Democracy interchangeably. However, Employee involvement is a mere scheme adopted by the Organizations to make their employees take part in making decisions that affect their jobs, job conditions and job environment. The idea behind this scheme is to utilize their creative and innovative potential and also to ensure hassle-free implementation of decisions since they are generated by a team where the actual performers (employees) are also a part. Making employees take part in decision-making is proven to make them feel important, satisfied and committed to the Organizational goals. On the other hand, the concept of Industrial Democracy provides answers to the questions – Why should people involve? What makes them involve? What benefit they do anticipate? How they should involve? and so on. Thus, Industrial Democracy encompasses all aspects of HRM-related to employee welfare, Industrial relations, etc. The present study is aimed at examining the impact of Industrial Democracy on employees’ Job satisfaction, Commitment and Engagement as they are promoters of enhanced production and productivity of the organizations.