CHAPTER 3THEORETICAL FRAMEWORKTHE CONCEPT OF CORPORATE CULTUREIn this section we will discuss the concept of corporate culture. First, we will define the company culture. Next we will distinguish between national culture and corporate culture, we will also discuss some types and models of corporate culture, and finally how managers can deal with cultural differences in the merger process. Definition of corporate culture There are several explanations of the word culture, each depending on how the word is used. Nahavandi and Malekzadeh (1998), define culture as "the beliefs and assumptions shared by members of an organization". companies have "more than one set of beliefs that influence employee behavior within their organization." In the corporate environment, culture is often perceived as “the way we do things here”, this includes: “the way we deal with customers”; “the way we treat other employees”; and also the how leaders relate to, develop, incentivize and motivate people” (Deal and Kennedy, 1982) defined culture as “the network of tacit understandings, boundaries, common language and shared expectations”. maintained over time by the members". The author suggested seven ways of looking at corporate culture that he developed starting from anthropology: Historical: the vision of culture as "a social heritage transmitted from generation to generation". of culture as “shared and learned human behavior or as a way of life” Normative: the view of culture as “ideals, values ​​or rules of life” Functional: the view of culture…… half of the document…… the process is very slow and involves risks and innovation is not encouraged. This culture can be unsatisfactory for employees. • Task/result cultures: Here the emphasis is on completing a particular task. The culture is “team oriented” and employees are committed to a particular task. The specific task at hand determines how things are done. Employees are highly flexible and have a high degree of autonomy. It encourages creativity and employees are generally satisfied in the work environment. • Person culture/support: The focus here is on equality (egalitarianism). The management approach is supportive and quick to respond to individual needs. Furthermore, information is shared jointly. A decision is made only after all members have discussed and reached an agreement. This type of culture is mostly seen in communities and cooperatives or common services.