Every organization has a culture. The corporate culture has a powerful influence throughout the company and affects many things, from decisions or even the success of the business. In a world which is increasingly global, a firm stretches business across national boundaries and operates in an international arena. Through focusing on the research questions include (1) how does a company envision and shape the corporate culture, (2) what should a firm do to implement global corporate culture, and (3) how can a firm balance global corporate culture and the norms in host countries, this research attempts to determine the process of how a corporate culture is envisioned and steps to shape and implement the global corporate culture. A global corporate culture can be described as a multinational corporation applied the global mindset at the founding source that the firm is composed of a multinational management team and common beliefs among employees in all locations. The key findings of this research are (1) the envisioning of a global corporate culture started as early as the business start-up period; founders and leaders have a profound influence of the corporate culture in the early stage (2) when shaping corporate culture, identifying desired outcomes first, and then setting out best practices and control mechanisms (3) revising corporate culture proactively when company strategy changes is critical to ensure the existence of strong alignment (4) the management team should endorse and promote cross-country communications and (5) with adherence to common beliefs and respect to different culture, a company can minimize efforts in terms of corporate culture implementation in the global context.

In order to remain competitive, many American businesses implement team-based work strategies. In many cases, however, teams fail in American organizations, which may be in part due to a conflict between American culture and the cooperative environment necessary for teams to function effectively. By comparing the literature regarding American culture, challenges faced by teams, and then corporate culture, it becomes evident that there are aspects of American culture that pose challenges but also that an appropriate corporate culture can mediate some areas of incompatibility. A collaborative corporate culture can induce cooperation among employees without asking employees to work in a manner that is counterintuitive, thus gaining the benefits of teams.

Church leaders must know how to create healthy culture in their churches. Organizational culture has been a trending topic over the last three decades. In more recent years, church culture has developed out of the greater organizational culture discussion. Much research exists that addresses both organizational and church culture. Despite the prevalence of this research, there was still a lack of empirical research that addressed the creation of healthy culture in local churches. This study addressed the need that was present for churches and church leaders. This research was qualitative in nature, utilizing case study and content analysis as the two primary components of the instrumentation. Through this study of three local church cases seven practices emerged that can help church leaders intentionally create healthy culture in the churches where they serve.

This graduation thesis deals with the analysis of corporate culture Enaspol. In the theoretical part are included basic knowledge of corporate culture. In the introduction is the concept of culture and corporate culture. Next, there is a basic change types and typology of corporate culture. The Enaspol company has been introduced in the empirical part. The aim of the thesis was an analysis of corporate culture, especially the second level of "social norms and standards of conduct. The work deals mainly with problems of labor discipline, work ethic, the existence and importance of social norms in the organization, employees' access to education and their overall satisfaction. Result of this work is proposing measures and changes to management, which should lead to improved corporate culture Enaspol.

by Wong, Wang-tai, Fergus. / Thesis (M.B.A.) -- Chinese University of Hong Kong. / Bibliography: leaves 69-74.

The target of the thesis with the title "Corporate culture in selected organization" is to describe the corporate culture of the Engineering Center based in the company TRW Automotive Czech s.r.o. in Jablonec nad Nisou. The theoretical resources of the thesis are a compilation of facts and opinions originating from authors and scientists who are engaged in the area of management, organizations and corporate culture. The thesis endeavours to provide a brief but comprehensive view on the topic. Further the thesis describes reasons for corporate culture diagnostics and tools to achieve it.The results of the thesis are the primary data obtained by the research via observation and questioning, their incorporation and interpretation using comments. The output of the thesis is at the end a SWOT matrix summarizing strengths and weaknesses of the corporate culture and containing a set of various strategies, which might be used by the management.

This thesis deals with an investigation of corporate culture of Key Plastics Janovice s.r.o. This company puts emphasis on corporate culture formation due to personal approach to employees, which is individual and friendly. The aim of this thesis is to analyze and describe corporate culture of chosen organization. At first, we determine elements of corporate culture. These elements include, for example, dress code, habits and customs, meetings and sessions with employees, their language, competitions for the best employees and corporate sports tournaments. Then we determine the type of corporate culture and its implementation.

Abstract Mergers and acquisitions usually imply enormous impact on corporate culture, which usually results in the failure of expected goal of M&A. As a saying goes, ¡§falling in love is easy, staying together is difficult¡¨, the mergers and acquisitions between corporations is just like the union between a man and a woman. Due to the differences between two corporate cultures, the managing method after the mergers and acquisitions of an enterprise might as small as causing conflicts or friction, otherwise, could be as serious as mutually wounded. To fulfill the strategy of mergers and acquisitions of an enterprise, it has to rely on the integration after the mergers and acquisitions (the Post-M&A integration) of a company. The fusion of original corporate cultures is the key to a successful integration. This study is an empirical investigation on relationships between company variables, personal variables and corporate culture toward mergers and acquisitions. 300 questionnaires were handed out and 161 valid ones were retrieved for statistic analysis. As to the finding, with the typical model independence sample t test, both company and personal variables have significant differences in corporate rules and leadership style of corporate culture; by using the two-way ANOVA of independent sample to analyze how the company and the service dep¡¦t variables influence the relation of corporate cultures. This study also found that the different company and personal variables have obvious difference to the factors, such as the regulation system and the leadership style in the corporate culture. IST, the dominated company in M & A has a better and healthier corporate rules and leading style than that of the Megics. It was recommended that the dominated company of M & A should have a well prepared integration plan, with the consideration of the condition of the merged company. Therefore, it could be twice the result with half the effort. On the other hand, the regulation system and enterprise image of a company has positive correlation. Since the employees of the original two companies have poor perception to their companies¡¦ enterprise image, it is important to improve the quality of management, the quality of product and services, and to strengthen the system of rewards and pension. Then the ability to attract and to keep talented people would be increased and the overall enterprise image will be promoted. It is suggested that the interested researchers can make a further study on post- integration performance of the object of this study after the integration have done. It then will make this research more complete. Key words: merges and acquisitions, corporate culture, regulation system, leadership style, enterprise image, values of corporate culture

published_or_final_version / Education / Master / Master of Education

published_or_final_version / Public Administration / Master / Master of Public Administration