Organizational Behaviour is one of the most important determinants for the success of a business enterprise as it referred to a study of human behaviour and knowledge of human behaviour vis-a-vis study of behaviour in the organizations. As the behaviour of the workforce in an organization is crucial for the development of organization, therefore, the change in the human behaviour is a focusexpanse. This paper introduces about nature of people, approaches of employees, motivation and ethical values and exploring the horizons as how an organization leads to the growth when the behaviour of the employees are satisfied and positive. It presents an overview of important features of the human behaviour and discusses those components, which are appropriate to design a phenomenological research model for the organizations. 

The aim of the research paper is to find out the repercussions of the organizational change, human behaviour and to know what occurred if the employees’ attitude towards the work is positive or negative.  The findings indicate that there are significant relationships between the employees’ behaviour towards the work and the changes of the organizational patterns. Change is ‘inevitable’ and the organizations should widely accept it.  Today being we all are in the competitive era, the organizational environment is also rapidly changes with the change of the human behaviour. Today, it is fact that on one hand, the changes occurred in the human behaviour and subsequently on the other hand the changesoccurred in the environment of the organization. Therefore, change is desirable for any initiatives because without the vicissitudes, business would likely lose their competitive edge and fail to meet the needs of what most hope to be a growing base of loyal customers.

Although, it is difficult to avoid change in new ideas, initiatives and so no but there may be many reasons for the much-needed changes such as acquisition of new technology, change in role, appointment of outside expert who fetch into new initiatives, introduction of new department, venture, establishment of new goals and also as a part of company policies. This is important that where changes always create new opportunities but on the same time are often acquire criticism from resistant individual within the group. A new trend has realized about a decade about the so-called behaviour on the part of newly inducted employees and it gives a kind of non-compatibility with their fellow colleagues.   

KEYWORDS: Organizational Behaviour, Hawthorne Effect, Autocratic Model, Custodial Model, Supportive Model, Collegial Model, science and people, people are the key, environmental change, Freshwater, organizational ecology, resource dependence, empirical, workplace, organizational relationship.