‘Organizational behaviour’ is a fascinating and difficult field to study. It has to do with people as people and teams as groups of people. When there are several external elements at play, it’s harder to get reliable results from your research. Organizational behaviour is the study of how people in organisations are supposed to act. In the workplace, no two people will ever act in the same way. That allows management to anticipate how an employee will act. When it comes to people’s actions, there are no hard and fast rules. Humans have a role in increasing output, which is why studying their actions is crucial. Therefore, the research has to be taken very seriously. Researchers, managers, psychologists, & social scientists need to comprehend an individual’s qualifications, including his history, social framework, level of schooling, and the influence of peer groups and other contextual variables on his or her behaviour. One’s ability to explain, forecast, evaluate, and influence the behaviour of the managers who supervise them depends heavily on the manager’s level of expertise and experience in dealing with big groups of people in a variety of settings. Human behaviour prediction calls for preventative measures. Values, EQ, culture, jobs, and settings at work all play significant roles as influential factors in shaping individual behaviour. An individual’s probable behaviour in a given scenario, and how that behaviour could affect production, are both heavily influenced by the cause-and-effect connection. Employees’ actions may be influenced by the company’s culture if it’s set up properly. There has been a recent shift toward valuing organisational growth and fostering a positive culture in every worker. It also entails inspiring people to work together toward common goals, which is essential for every successful business. Management’s dedication must be consistent and gradual. As this book ‘Organizational Behaviour’ has divided into seven units which deal with t