There is a gap in the theory of acquisition, little investigation have been made on the acquired firm within the acquisition process and in service industries. Because of the lack of research in this area, this research is focusing on acquisition theory and how it positions to the acquired firm rather than the firm making the acquisition. Therefore a need to investigate the acquisition theory on acquired firms on SME: s in the IT-service industry is interesting. To do so, three case studies have been made on three firms that have been acquired. The empirical results from the case studies have shown how the relationship between the parent company and the subsidiary has differences. The company culture and the relationship to the parent firm differs if the parent firm is foreign or not; and if the acquisition process is mutual between two firms rather than a market extension acquisition. By analyzing the data of this research the study show that the previous theories of acquisition are adaptable to implement on firms that have been acquired on SME:s in the IT-service industry.

Life in multicultural corporations, especially Japanese culture integration, is currently one of most discussed and watched topics. Main goal of diploma work is to investigate what scale of Japanese and Czech culture interaction for international corporation can bring the fruit and be helpful or how can appeal as a barrier of Japanese company growing on Czech territory. In literary recherche are described four major parts of problematic investigation: human resource, decision procedures, information share and communication, ethnocentrism In next part are explained typical Japanese tools used in management in Japan. There are explained on examples advantages and disadvantages applying them in Europe condition. In last section there is provided questionnaire to compare Czech and Japanese management in Toyota Tsusho, main parts: character profiles, leading stiles, expert knowledge, soft skills, manager performance and company culture. On the end in conclusion was verified for main thesis established in the beginning of diploma work.

Master thesis is concerned on analyse of company culture of Dřevozrpacující družstvo Lukavec. Company culture of DDL has been tested from three levels - level of basic values, level of standards and level of symbols. For research have been used social audits and intern materials of DDL, and my own research as well. The conclusion of thesis should be very usefull for management of the company like a managing material containing and stressing some elements, which influece the company culture of DDL.

The objective of my diploma thesis was to find out the way the chosen corporate culture is realised in use and what it's impact on company employees. The diploma thesis resulted in a compact summary of the company corporate culture as well as gave suggestions how to improve imperfections in given areas. For this particular analysis of the corporate culture in Vodafone CZ company I have created a concept of procedure and a selection of techniques usable for information acquisiton neccessary for current situation diagnose of corporate culture in the given company.

Background and problem Previously, management has focused on cost, lead time reduction and quality improvement for competiveness in the market. However, most researchers agree that in today´s highly competitive business environment quality is a necessity but not sufficient. For companies to survive it is also imperative to also continuously innovate. These two activities are both important. Achieving a balance between the two, the objectives of improved quality and increased innovation, is not a straightforward exercise. Purpose The purpose of this study is to examine how innovative companies manage continuous innovation and continuous improvement. Furthermore, it aims to extend the understanding of the relationship between continuous innovation and continuous improvement in innovative companies - the balance between these two activities. Method The primary research in this study has been collated through semi-structured interviews with leaders involved in innovation. The primary research is analysed and a comparison is made between primary research and secondary research. Similarities and differences are outlined in terms of the relationship. Results and conclusion The findings suggest that the innovative companies are fully aware of the importance of continuous innovation and continuous improvement. Moreover, there is a constant balancing act going on between these two activities in the companies. These activities are organised in different ways in the innovative companies. Continuous improvement is often prioritized due to for instance urgency and cost reduction. The companies support these activities through for instance recognition, rewards, KPIs, long term view, purpose and sustainability

The main aim of the diploma thesis is to analyse corporate culture in selected companies and to propose changes that will help them to reach desirable cultural dimensions of the knowledge economy. The thesis consists of two main parts. The first one is devoted to the theoretical background and the second one to the practical part. The content of the first part is literary research, which consists of basic knowledge about company culture and related subjects. The second part is dedicated to an analysis of company cultures in selected companies. The data for this research was obtained by the VSM 94 & 2013, TBSD test, observation and unstructured interviews with the employees, which were used to help us fully understand this problematic. Results of each method in cultural dimensions were compared and final results determined in which cultural dimensions they have problematic areas. At the end of the thesis, proposals that will lead the companies towards desirable knowledge economy were made.

<p>The companies of today figures on a hardly competitive market. This makes it necessary for the company to find new way to create competition advantages. Since it is no longer enough to compete with the technical quality of the product the companies are forced to also enhance the functional quality. To accomplish this it becomes necessary for producing companies to be customer oriented. A customer oriented company culture can be reached with the help of internal marketing in which different activities work to inform and teach the employees about the company strategy and also about their own role as part-time marketers.</p><p>This thesis examines Electrolux, a company which is currently striving to develop a customer oriented company culture. Electrolux works with “Consuming Innovation Program” which is a project that acts to implement a new process, “Product Management Flow”, in the company. This thesis aim at examine how Electrolux has used the activities of internal marketing to develop a customer oriented company culture.</p><p>The thesis concludes that Electrolux successfully has started the implementation of the desired customer oriented company culture and the implementation has partly succeeded. There are although still some items of the internal marketing that needs to bee improved to enable an optimized result.</p> / <p>Dagens företag verkar på en marknad med hård konkurrens där det blir nödvändigt att finna nya sätt att skapa konkurrensfördelar. Då det inte längre är tillräckligt att konkurrera med produktens tekniska kvalité tvingas de producerande företagen till att även förbättra den funktionella kvalitén. För detta krävs det att de producerande företagen blir kundorienterade. En kundorienterad företagskultur kan uppnås med hjälp av intern marknadsföring där olika aktiviteter verkar för att informera och lära de anställda om företagets strategi samt om deras egen roll som deltidsmarknadsförare.</p><p>I denna uppsats undersöks Electrolux, ett företag som idag genomgår en förändring mot en kundorienterad företagskultur. Electrolux arbetar med ”Consuming Innovation Program” vilket är ett projekt som verkar för att implementera en ny process, ”Product Management Flow”, i företaget. Uppsatsen syftar till att ta reda på hur Electrolux använder sig av den interna marknadsföringens aktiviteter för att uppnå en kundorienterad kultur i företaget.</p><p>Uppsatsen kommer fram till att Electrolux framgångsrikt har startat implementeringen av den önskade kundorienterade företagskulturen och även till viss del lyckats med detta. Det finns dock vissa punkter i den interna marknadsföringen som bör förbättras för att ett optimalt resultat ska kunna uppnås.</p>

The companies of today figures on a hardly competitive market. This makes it necessary for the company to find new way to create competition advantages. Since it is no longer enough to compete with the technical quality of the product the companies are forced to also enhance the functional quality. To accomplish this it becomes necessary for producing companies to be customer oriented. A customer oriented company culture can be reached with the help of internal marketing in which different activities work to inform and teach the employees about the company strategy and also about their own role as part-time marketers. This thesis examines Electrolux, a company which is currently striving to develop a customer oriented company culture. Electrolux works with “Consuming Innovation Program” which is a project that acts to implement a new process, “Product Management Flow”, in the company. This thesis aim at examine how Electrolux has used the activities of internal marketing to develop a customer oriented company culture. The thesis concludes that Electrolux successfully has started the implementation of the desired customer oriented company culture and the implementation has partly succeeded. There are although still some items of the internal marketing that needs to bee improved to enable an optimized result. / Dagens företag verkar på en marknad med hård konkurrens där det blir nödvändigt att finna nya sätt att skapa konkurrensfördelar. Då det inte längre är tillräckligt att konkurrera med produktens tekniska kvalité tvingas de producerande företagen till att även förbättra den funktionella kvalitén. För detta krävs det att de producerande företagen blir kundorienterade. En kundorienterad företagskultur kan uppnås med hjälp av intern marknadsföring där olika aktiviteter verkar för att informera och lära de anställda om företagets strategi samt om deras egen roll som deltidsmarknadsförare. I denna uppsats undersöks Electrolux, ett företag som idag genomgår en förändring mot en kundorienterad företagskultur. Electrolux arbetar med ”Consuming Innovation Program” vilket är ett projekt som verkar för att implementera en ny process, ”Product Management Flow”, i företaget. Uppsatsen syftar till att ta reda på hur Electrolux använder sig av den interna marknadsföringens aktiviteter för att uppnå en kundorienterad kultur i företaget. Uppsatsen kommer fram till att Electrolux framgångsrikt har startat implementeringen av den önskade kundorienterade företagskulturen och även till viss del lyckats med detta. Det finns dock vissa punkter i den interna marknadsföringen som bör förbättras för att ett optimalt resultat ska kunna uppnås.

ABSTRACTThis thesis aims to explain how companies and organizations can form their recruitingprocess to successfully recruit people with the same values as the company ororganisation. We have conducted this thesis because we consider it to be of relevancedue to limited research on the subject. To fulfill the purpose of this thesis we havefocused on one main issue. That is how companies can shape their recruiting process torecruit people with the same values as the company. Our ambition is to describe thissubject from a recruiting perspective with the values in focus. We conducted seveninterviews with a qualitative approach for a deeper understanding of the studied topic.The interview respondents consist of a human resource coordinator, an operativemanager, an operator, and customer service workers. Some of which are people whocontinuously recruit people and some of which have themselves been recruited in thelast two years. In the final chapter we present our conclusion of the report. Because ofthe reports qualitative method it is difficult to present a complete picture. We thereforerefer to the last chapter for further reading.

The aim of my work was to evaluate company culture in particular companies and suggest any possible changes that would lead to an improvement. The main aim was both the analyses of personal types of particular managers with their perception of company culture and the perception of company culture by ordinary workers of monitored companies. The final evaluation should result in suggestions of changes that would achieve the desired improvement. For the research the questionnaire method was used together with the directed interview method. Always two managers and two workers of the same company attended the interview. The directed interviews were performed with managers. During particular interviews, the managers were asked selected questions with the possibility of adding their own remarks. Questions concerned the managers personally and the company where they work. Further, all managers filled in a questionnaire that measured their perception of company culture. A questionnaire was also given to other employees of the company in addition a directed interview was also performed with them about the company culture. After the evaluation of results, managers were given the opportunity to express their opinion which was also implemented into this research.