The document discusses organizational change management. It defines organizational change as changes to an organization's culture, processes, environment, job roles, skills, knowledge, and policies on an organization-wide scale. Examples of organizational changes include implementing new systems or transitioning to electronic or paperless processes. Resistance to change is common and stems from people moving through stages of denial, resistance, exploration, and renewal, which can result in a productivity dip. Managing organizational change effectively requires gaining employee acceptance and addressing the sources of resistance. The key is focusing on people as the agents of transformation.