The amount of acquisitions has been increasing over the last decades and has been used as a growth strategy by firms all over the world. However, more than fifty percent of all acquisitions never deliver the initially expected value, which in many cases is due to poor integration management of the organizational culture in the post-acquisition phase. Where, in contrast, acquisitions which are integrated into the organizational culture of the acquirer, can see a decrease in social conflicts and receive a higher employee commitment. Which in turn can help the acquisition to provide and remain its human capital and value.  With the support of a Swedish business consulting firm, this study hopes to shed light upon how firms integrate organizational culture in the post-acquisition phase, and which integration management tools are used in the process. This study uses a single opportunistic case study combined with a qualitative and an inductive approach, to gather and handle the data. Where the empirical data was mainly collected through interviews. The results of this thesis show that integration of organizational culture in the post-acquisition phase, is mainly managed through supportive leadership and training, in the business consulting firm. Where those main management activities consist of several different integration management tools.

The master´s thesis deals with subject of organizational culture, its effect on efficiency of the company and its transformation. The aim of this dissertation is to analyze the content of the current organizational culture of the chosen company, to evaluate it in relation to the company and to propose solutions, which would be contributive to overall efficiency.

The thesis deals with the organizational culture and measuring its strength. The first part of the thesis summarizes the theoretical knowledge of the organizational culture, practical part of the thesis deals with the analysis of organizational culture in the chosen organization. The aim of the thesis is to design own approach to measure the strength of organizational culture and verify it in practice in the chosen organization.

The thesis deals with the organizational culture and measuring its strength. The theoretical part defines organizacional culture and its problems. The practical part of the thesis deals with the analysis of organizational culture in the chosen organizational.

This thesis deals with the issue of organizational culture. It shows the most important concepts related to culture, such as elements, structure, resources, and methods of analyzing organizational culture. The main goal of this work is to identify the existing organizational culture of VHS plus, spol. s r.o., its assessment and proposals for possible changes of its content leading up to eliminate the identified shortages.

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The thesis deals with diagnosis of organizational culture of FRIGOMONT a.s. In the theoretical part of the thesis are described basic terms, typology of organizatinal culture, the strenght of organizational culture and methods to deagnose organizational culture. Based on the chosen metodology, the practical part analyses the organizational culture of this company.

The thesis deals with diagnosis of the organizational culture of ATRIUM, s. r. o. its type, strenghts and components. Basic terms, assumptions and characteristics of organizational cultures are widely explained in the theoretical part of the thesis. Subsequently in the practical part is the diagnose model, based on the theoretical knowledge, applied on the organizational culture of ATRIUM, s. r. o..

The master´s thesis deals with organizational culture and its effect on efficiency of HVM Plasma, s.r.o. Written inquiry, interview and documents kontent analysis were used to determine the present state of organization culture. The target was to design necessary steps which should provide areas of organizational culture.

As scientists become more aware of the imposing threats associated with climate change, university leaders are encouraged to become familiar with the principles of sustainability. Abundant research already supports the relevance of environmental sustainability in higher education; however, there exists a gap in the literature which investigates an understanding of environmental sustainability and the implementation of its practices. By examining colleges at the University of Kentucky, this study identifies organizational barriers to recognizing a thorough understanding of environmental sustainability at the departmental level. The results indicate that out of the eight colleges selected, two have no existing environmental sustainability programs or initiatives. Based on this research it is possible for departments to initiate self-assessment and situate themselves firmly inside an institutional vision of sustainability.