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Unfreezing- culture was thawed and new culture was formed
Changing- change the old culture into new culture
Refreezing- switched to new culture and newly created culture

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Nur Azmira bt Ahmad 256077
organizational culture represents the collective values, beliefs and principles of organizational members and is a product of factors such as history, product, market, technology, strategy, type of employees, management style, and national culture; culture includes the organization's vision, values, norms, systems, symbols, language, assumptions, environment, location, beliefs and habits.

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Organizational culture
-Beliefs, Values and Norms-
Kurt Lewin
-Unfreezing, Changing, Refreezing
Proses mengubah budaya lama kepada bentuk budaya baru

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Organizational culture isn’t the shared, emotionally charged beliefs, values and Norman that bind people together and help them make sense of the systems within an organization.

Organizational culture forms through hear, observe and learn. Organizational culture is the way we do things together. For a company to success, consistency, mission, involvement and adaptability are the elements needs in the company.

Kurt lewin’s change theory
3 stages:
1. Unfreezing
Unfreeze the old norms and culture in the company to move forward in the change of the technology of the world.
2. Changing
Change the old culture to the new culture according to the change of the technology and society.
3. Refreezing
After done changing, use the new culture in the company.

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Organizational culture includes an organization’s expectations, experiences, philosophy, as well as the values that guide member behavior, and is expressed in member self-image, inner workings, interactions with the outside world, and future expectations.

unfreezing - stage of the change management process, there is usually a motivating event which creates a need for change to occur, such as falling profits, a lawsuit or simply employee dissatisfaction.

changing - the actual changes to the company’s organization's structure, business practices, staffing or other areas are determined and implemented.

freezing - the changes made in the second stage are normaliz
ed in the organization’s day-to-day activities.

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organzational culture is the change in the organization beliefs which is learning and keep improving and no give up

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freezing, unfreezing, and changing .
keep improving and never give up

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Organizational culture is a system of shared assumptions, values, and beliefs, which governs how people behave in organizations. These shared values have a strong influence on the people in the organization and dictate how they dress, act, and perform their jobs.

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Ahmad Naquib Tenang Bin Salim Musa 252698

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Ahmad Naquib Tenang Bin Salim Musa 252698

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The values and behaviors that contribute to the unique social and psychological environment of an organization

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Organizational culture is dictates behaviour in organizational and a system of shared assumptions, values have a strong influence on the people in the organizational and dictate how they dress, act, and perform their jobs.

Kurt Lewin's model
1. Unfreeze - is about getting ready to change. It involves getting to a point of understanding that change is necessary and getting ready to move away from our current comfort zone.
2. Change - occurs as we make the change that are needed. People are 'unfrozen' and moving towards a new way of being.
3. Freezing - establishing stability once the change have been made, and the change are accepted the new norm.

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Parthiban Saravannan
253813
.Organizational culture is deemed as underlying beliefs, valu
es and assumptions, not to forget , they ways of interactions that contribute to the unique social and psychological environment of an organization. This culture includes the expectations, experiences, philosophy and the values that guides a member's behavior and etiquettes when interacting with outside world.

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256293
Ahmad faeiz adli bin jefree

The belief, values and norm in the organization that help the people perform better by realize system within the organisation
And through kurt lewis theory, the culture can be changed step by step to better organizations

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Fazira Najiha Fadzil 255439
Organization culture is about how we beliefs the culture and how we do that.
In organization culture we have 3 steps which are unfreezing, changing and refreezing.

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Freezing, unfreezing and changing
Organisations and their culture must continuously evolve and change like economic crisis, social developments and so on.

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236344
Organizational culture is the process of learn and gain experience from the past. So it will involve of observe and learn.

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Learned about organization cu

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Organizational culture is a system of shared assumptions, values, and beliefs, which governs how people behave in organizations. Kurt Lewin theorized a three-stage model of change that is known as the unfreezing,change, and refreeze model that requires prior learning to be rejected and replaced.

Unfreezing is the process which involves finding a method of making it possible for people to let go of an old pattern that was counterproductive in some way.

Moving to a new level or Changing” or Movement

This stage involves a process of change in thoughts, feeling, behavior, or all three, that is in some way more liberating or more productive.

Refreezing is establishing the change as a new habit, so that it now becomes the “standard operating procedure.”

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Muhammad Amirul Asyraf Bin Apandi 254220

Organizational culture is a system of shared assumptions, values, and beliefs, which governs how people behave in organizations. These shared values have a strong influence on the people in the organization and dictate how they dress, act, and perform their jobs.

Unfreezing Model

Create the motivation to change

Changing Model

New information, models, & procedures

Refreezing Model

Support the reinforce the change

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Freezing,unfreezing and changing

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255339

Culture is a beliefs and norm to bind people together.

Unfreeze; Buang budaya lama dan ingin ditukar kepada budaya yang baru.

Changing; Perubahan yang telah dilakukan.

Freeze; Budaya baru yang telah diubah.

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Organizational culture and change (254875)

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Organizational culture and change (254875)

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Organizational culture encompasses values and behaviours that contribute to the unique social and psychological environment of an organization.

The concept of "change management" is a familiar one in most businesses today. But how businesses manage change (and how successful they are at it) varies enormously depending on the nature of the business, the change and the people involved. And a key part of this depends on how well people within it understand the change process.

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organizational culture is the change in he organizationwith beliefs which is learning and grow experience..keep improving and never give u

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Kurt Lewin Theory
1. Unfreezing
2. Changing
3. Refreezing
Organizational culture
=Belief from:
1. Hear
2. Observe
3. Learn
4. Try

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I have learnt Organization culture and Kurt Lewin theory

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Everyne must have norms,values and beliefsin themselves to bind withpeople and to to help some company that we work in. 254972

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Organization culture
Belief is strong.belief can give a hope for others.belief can be culture.
For organisation, culture can lead our company to success.successful with a different way with a believe,norm and value

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256293
Ahmad faeiz adli bin jefree

The belief, values and norm in the organization that help the people perform better by realize system within the organisation
And through kurt lewis theory, the culture can be changed step by step to better orgatiza

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Organizational culture is belief, value and norms

1. Unfreezing➡️ Changing➡️ Freezinge

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Organizational culture is a belief and assumption that is built by trying, learning and hearing from young

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254438 Siti nor farhana binti Ismail
Organizational culture is the values and behaviors of an organization.

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Organizational Stucture is based on belief, norms and values.

# data[].attributes.body
255847
organizational culture is beliefs,values and norms that connects people together within an organization. culture develop within an organization as their interact to make their organizational becomes better as they try new things.
based on kurt lewin theory
unfreezing change and freezing adalah buang budaya yang lama dan pasakkan budaya yang baru dalam sebuah organisasi.

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bila bekerja dalam organisasi, budaya berbeza mengikut skop kerja.

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254124
1. Unfreezing
- cairkan budaya lama untuk mengubah budaya lama
2. changing
- lakukan perubahan dari budaya lama kepada budaya baharu
3. refreezing
- lakukan atau lahirkan budaya baharu

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To have a sound organization. Unity in such organization is important despite different cultures.

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The organizatinal culture is the shared,emotionally charged beliefs, values and norms that ind people together and help them make sense of the systems within an organization.

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The shared, emotionall charged beliefs, values

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Organizational  culture  is a system of shared assumption, values, and belief . Which governs how people behave in organization. These shared values have a strong influence on the people in the organization and dictate how they dress, act and perform their jobs.

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organizational culture - the shared set of beliefs, values and norm and behavior common to a group of people

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Organization Culture.
Merupakan budaya yang sedia ada dan diamalkan dalam organisasi namun budaya kadangkalanya perlu diubah sekiranya tidak bersesuaian dengan keadaan masa kini. Pengurus organisasi memainkan peranan untuk mengubah budaya lama kepada budaya baru dan mengekalkan nya dalam organisasi.

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Nur Azmira bt Ahmad 256077
Organizational culture is about belief, value and norms.
There are three steps to organise which is unfreezing, changes, refreezing.

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Orgnizational Culture and Change
- cultural routines, rituals, ceremonies

Components
- substance, form, artifacts

Kurt Lewin
- Unfreezing
- Changing
- Freezing

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berdasarkan video menjelaskan bahawa budaya merupakan kepercayaan yang dibentuk dalam diri dan diamalkan. Namun budaya harus mengikut kesesuaian tempat dan keadaan. Untuk mengubah budaya dalam diri seseorang beberapa proses perlu dilakukan yang bermula dengan pencairan iaitu mencairkan budaya yang lama dan membentuk budaya baru. Malas, perlu ada strategi untuk mengubah. Seterusnya, membentuk budaya dalam diri individu.

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Organizational Culture (Siti Rosaisyah Nurdin , 255761) 

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Organizational Culture (Siti Rosaisyah Nurdin , 255761) 

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organizational culture is about what and how an organization doing in running the process of business . It is something like a routine that the organization cycle

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budaya merupakan perkara yang penting dalam sesebuah organisasi . oamun

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budaya merupakan perkara yang penting dalam sesebuah organisasi . oamun

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254303

I had learnt much on Organization Culture and Kurt Lewin Theory. Thank you!

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1.Unfreezing
-old culture is diluted, new culture is created

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Organizational culture is the values and behaviours of an organization.

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259188
Muhammad Fatih Aizat Bin Mustafa Kamil

-belief, norms and value
-organizational culture & change
*economic crisis
*changes in law or regulations
*social development
*global competition
*demographic trends
*explosive technological changes

"Kurt lewis"
-unfreezing
*mencairkan budaya yg lama
-change
*tukar budaya baru
-refreezing
*bentuk budaya baru tersebut

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Organizational Culture
- Beliefs, values and norms
-Find your own way -Never give up.

Kurt Lewin Theory
- Unfreezing/ Changing/Refreezing
-Ubah budaya lama untuk bentuk budaya baru.

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Culture represent ones identity in a vast context towards the public.

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Fazira Najiha Fadzil 255439
Organization culture is about how we beliefs about culture and how we do the culture in the organization. It is also the values and norms thatt binds people together and help to make sense of system.
there are also have 3 steps to organize the culture which are unfreezing, changing and refreezing.

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Organization culture
- emotionally charged beliefs, values and norms that bind people together and help them make sense of the systems within an organization

Unfreezing
-mencairkan budaya yang lama
Changing
- mananger perlu fikir untuk penukaran Kepada budaya yang baru
freezing
-cara macam mana nak bentuk dan kekalkan budaya baru

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254204
Organization Culture
Definition Organization
- Should have value , vision, and so on
1) unfreezing
- change the old culture to the new culture
2)

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Kurt Lewin suggested on unfreeze, change and refreeze. Unfreeze is a step taken before changing an organizational culture. Changing is the changes in the culture that wants to be applied. Refreezing is to make the new culture a norm.

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255339

Culture is a beliefs & norms that bind people together.

Unfreeze - untuk mengubah budaya lama kepada budaya baru.

Change - perubahan yang dilakukan.

Freeze - budaya baru yang telah diubah

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Everyone need to have values,norms and beliefs in themselves to bind with people and help some organization that we

# data[].attributes.body
organization culture is about the shared, emotionally charged beliefs, values and norms that bind people together and help them make sense of the systems within an organization

theory
unfreezing - changing - refreezing

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The shared, emotionally charged beliefs, values and norms that bind people together and help them make sense of the systems with an organization.

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unfreezing, change your own beliefs to a new beliefs. and stay for a several time.

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Nur Shuhada Abu Bakar
Budaya ialah suatu tradisi yang diamalkan oleh seorang individu atau sekelompok individu. Namun tak semua budaya sesuai diamalkan mengikut peredaran semasa. Oleh itu, kita sebagai pengurus bertanggungjawab untuk cairkan budaya yang sedia ada untuk membudayakan budaya yg baru (unfreeze), proses tukarkan budaya (change) dan apabila budaya sudah bertukar dan individu sudah boleh terima budaya tersebut. Final step is Pengurus perlu bekukan budaya yg baru (refreeze)

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The shared, emotionally charged beliefs, value, and norms that bind people together and help them make sense of the systems within an organization

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253393 MOHAMAD FAQRUL AIMAN BIN MOHD FAUZI

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253393 MOHAMAD FAQRUL AIMAN BIN MOHD FAUZI

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rganizational culture is about what and how an organization doing in running the process of business . It is something like a routine that the organization cycle .

# data[].attributes.body
Organizational Culture
- Shared, emotionally charged beliefs, value & norms that binds people together and help to make sense of system within an organization.

Theory
1)Unfreezing 2)Changing 3) refreezing
Example : Email to Whatsapp Group

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Organisation culture can be influences by the belief. Belief could come from the think we can hear, observe, learn and something new we can try.

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Organizational Culture
- Is a believe, observe, learn, adaptability
- the processing of new organizational cultural based on kurt lewis:
a) unfreeze
- the old cullture must be unfreeze to adapt the new culture
b) changing
- then we put the new culture into the organizational
c) refreeze
- refreeze the new culture and stay follow the culrure through the organizational.

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Ummi Aainaa 238043

Culture is about what organization doing. The values and behaviors that contribute to the unique social and psychological environment of an organization

Belief; learn and find your way.
Adaptability.
Vission.
Creating new culture. Make changes with lot of strategies. Unfreeze, changes, refreeze.
Routine and norms as

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Organizational Culture based on belief  , value and norms

Kurt lewin told that have organizational culture on

1. Unfreezing ➡️ Changing ➡️ Freezing

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Amir Shazwan
237621

1. Unfreezing

Dilute old culture. For a new form of culture.

2. Changing

Managers need to think about new cultural changes to be incorporated into our organization. This is to facilitate the affairs of the organization.

3. Freezing

Set a new culture. This culture can be adapted to the current situation.

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Muhammad Amirul Asyraf Bin Apandi 254220

Unfreezing

Before you can cook a meal that has been frozen, you need to defrost or thaw it out. The same can be said of change. Before a change can be implemented, it must go through the initial step of unfreezing. Because many people will naturally resist change, the goal during the unfreezing stage is to create an awareness of how the status quo, or current level of acceptability, is hindering the organization in some way. Old behaviors, ways of thinking, processes, people and organizational structures must all be carefully examined to show employees how necessary a change is for the organization to create or maintain a competitive advantage in the marketplace. Communication is especially important during the unfreezing stage so that employees can become informed about the imminent change, the logic behind it and how it will benefit each employee. The idea is that the more we know about a change and the more we feel it is necessary and urgent, the more motivated we are to accept the change.

Changing

Now that the people are 'unfrozen' they can begin to move. Lewin recognized that change is a process where the organization must transition or move into this new state of being. This changing step, also referred to as 'transitioning' or 'moving,' is marked by the implementation of the change. This is when the change becomes real. It's also, consequently, the time that most people struggle with the new reality. It is a time marked with uncertainty and fear, making it the hardest step to overcome. During the changing step people begin to learn the new behaviors, processes and ways of thinking. The more prepared they are for this step, the easier it is to complete. For this reason, education, communication, support and time are critical for employees as they become familiar with the change. Again, change is a process that must be carefully planned and executed. Throughout this process, employees should be reminded of the reasons for the change and how it will benefit them once fully implemented.

Refreezing

Lewin called the final stage of his change model freezing, but many refer to it as refreezing to symbolize the act of reinforcing, stabilizing and solidifying the new state after the change. The changes made to organizational processes, goals, structure, offerings or people are accepted and refrozen as the new norm or status quo. Lewin found the refreezing step to be especially important to ensure that people do not revert back to their old ways of thinking or doing prior to the implementation of the change. Efforts must be made to guarantee the change is not lost; rather, it needs to be cemented into the organization's culture and maintained as the acceptable way of thinking or doing. Positive rewards and acknowledgment of individualized efforts are often used to reinforce the new state because it is believed that positively reinforced behavior will likely be repeated.

Some argue that the refreezing step is outdated in contemporary business due to the continuous need for change. They find it unnecessary to spend time freezing a new state when chances are it will need to be reevaluated and possibly changed again in the immediate future. However - as I previously mentioned - without the refreezing step, there is a high chance that people will revert back to the old way of doing things. Taking one step forward and two steps back can be a common theme when organizations overlook the refreezing