Table of Contents Executive Summary List of Abbreviations List of Figures 1 Introduction 2 Problem Definition 3 Objectives 4 Methodology 5 Main Part 5.1 Theoretical Models of Corporate Culture 5.1.1 Deal & Kennedys Four Cultures Model 5.1.2 Edgar H. Scheins Three Levels of Culture 5.2 The Need for Culture Change 5.3 Ways to Change Culture 5.3.1 Cycle of Cultural Evolution in Organizations, Dyer 5.3.2 Culture-Management-Process 5.4 Problems and Limitations of Changing 5.5 Business Case “Credit Mutuel Group” 6 Results and Conclusion Bibliography Executive Summary Corporate culture is an important phenomenon of organizations. Values, visions, norms, language, beliefs and habits of the organization are fixed in the cultures contents. A good working culture is important for the company’s success and profit situation.

Waterman (1982), and Deal and Kennedy. (1982) explored how culture contributes to business success. Quoting Plakhotnik and. Tonette (2005), on the increase in the interest they stated that “as their works turned into best- sellers, organizational culture became a frequent headline in popular business literature and a tool. Organisational culture (eg. Deal & Kennedy. Sometimes used interchangeably with ‘corporate culture’. Msts Addon Routes And Trains. The Management of Organisational Culture Willcoxson.

The globalization leads to a dramatic process in the economic markets. Takeovers, cooperation and mergers are typical consequences of the new economic era. This market process is also responsible for the collision of corporate cultures.

Different needs justify that willful intervention in the culture system after a takeover. Dissatisfaction, isolation and inefficiency are only a few reasons why a cultural change is recommendable. For a successful change it is decisive to know everything about the old culture and to know what to do for changing it. Several theoretical models and strategies have been developed for this issue. The most reason why a change fails is that problems and limitations have not been taken into consideration or have not been handled the right way. Culture-guides should lead the employees thru the changing process and should help orientating.