The document discusses managing organizational change and the psychological contract theory. It explains that organizational change management is a framework to manage the effects of business, structure, or other changes in an organization. The psychological contract theory involves informal agreements between employees and employers regarding the work relationship. The paper emphasizes the importance of change agents understanding the psychological contract theory and barriers to change. It also outlines various organizational change management techniques like Lewin's model of change and Nadler and Tushman's congruence model.