Organisational change refers to any planned or unplanned modification in an organisation’s structure, technology, processes, people, or culture in response to internal and external forces. In the contemporary business environment, change has become inevitable due to rapid economic, technological, and social transformations. The main antecedents or forces of organisational change can broadly be classified into external and internal forces, each exerting significant pressure on organisations to adapt and transform for survival and growth. External forces are those factors that originate outside the organisation and are largely beyond its direct control. Economic forces play a major role, including changes in market demand, inflation, recession, competition, globalisation, and shifts in consumer preferences. For example, increased global competition forces organisations to improve efficiency, reduce costs, and innovate continuously. Technological forces are among the most powerful drivers of change, as advancements in automation, digitalisation, artificial intelligence, and information systems compel organisations to redesign workflows, upgrade skills, and adopt new business models. Political and legal forces such as government policies, labour laws, taxation, environmental regulations, and trade restrictions also necessitate organisational change to ensure compliance and avoid legal penalties. Social and cultural forces, including changes in workforce demographics, education levels, values, lifestyles, and employee expectations, push organisations to revise human resource practices,