Organisational Behaviour is the study of human behaviour in the workplace, the interaction between people and the organisation, and the organisation itself. It is an interdisciplinary field that draws upon psychology, sociology, anthropology, and management to understand and improve the way individuals and groups behave within an organisational context. The aim of organisational behaviour is to explain, predict, and influence behaviour so that organisations can achieve efficiency, effectiveness, and employee satisfaction. Managers use insights from organisational behaviour to create better work environments, resolve conflicts, motivate employees, and align individual goals with organisational objectives. It not only focuses on individuals but also on teams, organisational structures, systems, and culture that together shape the dynamics of workplace behaviour. The meaning of organisational behaviour lies in understanding the systematic study of actions, attitudes, and behaviours of individuals and groups in organisations. Unlike casual observations, organisational behaviour relies on scientific research and evidence to understand patterns and outcomes of behaviour. It involves analysing factors like motivation, leadership, power, communication, conflict, and decision-making. For instance, when employees show resistance to change, organisational behaviour helps managers identify whether the issue arises from fear of the unknown, lack of trust in leadership, or poor communication. In this sense, organisational behaviour is not only descriptive but also prescriptive, as it provides guidelines on how to handle organisational challenges effectively. The features of organisational behaviour highlight its scope and nature. One of its major features is that it is a behavioural science. It integrates theories and principles from psychology, sociology, anthropology, and political science to understand human behaviour in organisations. Another feature is that it is goal-oriented, meaning its purpose is to achieve organisational effectiveness by understanding and managing people. Organisational behaviour is also humanistic, as it recognises that employees are not merely resources but human beings with needs, values, and emotions. It considers employees as the central element of an organisation and emphasises developing a positive relationship between the individual and the organisation. Organisational behaviour is also a multidisciplinary approach, combining insights from multiple fields to provide a comprehensive understanding of workplace behaviour. It is a rational thinking approach rather than relying on intuition or guesswork. For example, when dealing with declining employee morale, a manager using organisational behaviour would investigate systematically using surveys, interviews, or performance data rather than relying solely on assumptions. Another feature is that organisational behaviour is dynamic in nature. Organisations operate in ever-changing environments influenced by technology, competition, and socio-economic trends. Thus, organisational behaviour adapts to these changes by studying how individuals and groups respond and adjusting strategies accordingly. It also operates at three levels of analysis: individual level (such as perception, motivation, and learning),