Organisational Development (OD) is a systematic, planned, and long-term process of improving an organisation's effectiveness and health through planned interventions in its processes, structure, culture, and human resources. It focuses on enabling organisations to adapt to changing internal and external environments while enhancing employee satisfaction and organisational performance. Organisational Development is rooted in behavioural science and integrates knowledge from psychology, sociology, management, and human relations. It emphasizes participation, collaboration, continuous learning, and problem-solving to bring about sustainable organisational change. The concept of Organisational Development emerged in the mid-twentieth century through the contributions of behavioural scientists such as Kurt Lewin, Warren Bennis, Richard Beckhard, and Edgar Schein. Richard Beckhard defined OD as a planned, organisation-wide effort managed from the top to increase organisational effectiveness and health through planned interventions in organisational processes using behavioural science knowledge. Thus, OD is not merely about structural change but about developing people and improving relationships within the organisation. The primary goal of Organisational Development is to enhance organisational effectiveness by aligning organisational goals with employee needs and environmental demands. It seeks to improve productivity, efficiency, innovation, and adaptability while fostering a healthy organisational climate. Another important goal is to facilitate planned change by preparing employees