The study of human behaviour in organisational contexts, the interaction between human behaviour and the organisation, and the organisation itself is known as organisational behaviour (OB). Organizational behaviour scholars generally look at how people behave in organisational contexts. Reviving organisational theory and improving our understanding of organisational life are two of organisational behavior's key objectives. Organizational behaviour is a multidisciplinary area that has been affected by advancements in a variety of related fields, such as sociology, psychology, economics, and engineering, as well as by practitioner experience.

Various Features of Organizational Behavior include Separate Field of Study and not a Discipline Only, Interdisciplinary Approach, Applied Science, Normative Science, Humanistic and Optimistic Approach, Total System Approach.

The study and use of information regarding how people, groups, and individuals behave in organisations is known as organisational behaviour. It does this by using a systemic strategy. In other words, it considers the entire individual, entire group, entire organisation, and entire social system when interpreting interactions between people and organisations. By attaining individual, organisational, and social objectives, its goal is to foster healthier connections.

Significant objectives of organizational behaviour involve People's attitudes, sentiments, and behaviours are influenced by the workplaces where they are employed. These attitudes, sentiments, and deeds in turn have an impact on the organisation as a whole. In order to recognise and promote behaviours that are helpful for the survival and functioning of the organisation, organisational behaviour examines the processes underlying these interactions.

Challenges which are endured during organizational behaviour are Managers and consultants may utilise organisational behaviour to boost an organization's performance and deal with several crucial problems that frequently crop up. These may include failing to provide a company with a clear direction or strategic vision, having trouble enlisting employees to support that vision, resolving conflict at work or fostering a more welcoming workplace, having trouble training new hires, providing poor communication or feedback, and so forth.