MasterCard is a global payments technology company that aims to lead innovation and transition to a cashless world. It operates the fastest payment processing network connecting consumers and businesses in over 210 countries. MasterCard values trust, partnership, agility and initiative in its organizational culture. It implements a functional structure with areas like sales, R&D, operations and marketing, and a geographical structure divided into regions. When acquiring other companies, MasterCard focuses on cultural integration, leadership alignment, learning programs, and diversity and inclusion to communicate and sustain organizational change.

1. A World Leader In Innovation and Change
We’re providing the technology that’s
leading the way toward a World Beyond
Cash™

2. Every day, everywhere,
we use our technology
and expertise to make
payments safe, simple
and smart

3.  Trust: Act with integrity and respect; we encourage openness
 Partnership: Work as one team to the benefit of all — consumers,
merchants, business partners, governments and the communities we
serve
 Agility: Act with a sense of urgency and deliver value through our
innovation and execution
 Initiative: Empowered to take bold and thoughtful action, and we hold
ourselves accountable for delivering results

4. Culture of MasterCard
“Our culture of inclusion has established us as a global company of empowered employees
who use their diversity of thought experience and background to advance innovation and
MasterCard’s contributions to society.
Ajay Singh Banga
President & CEO

5. ORGANIZATIONAL STRUCTURE
MasterCard operates the world’s fastest payment processing
network, connecting consumers, financial institutions,
merchants, governments and businesses in more than 210
countries and territories
FUNCTIONAL STRUCTURE:
Sales, R&D, OPS, Marketing, HR, IT,
Finance…
GEOGRAPHICAL STRUCTURE:
North America, Europe, Asia/Pacific, Canada,
Middle East/Africa Areas

7. Strategies used to Communicate and
Sustain Change
 Align the learning with the company strategy
 Focus on Inclusion
 Acquisition managers and employees need to learn MasterCard culture
 Integration of existing learning programs
 Integration of an existing diversity & inclusion strategy
 Leadership within MasterCard and at the acquired company need to be on the
same page regarding the change journey

8. Implement and Sustain Change
Engagement
 Engage Managers and Employees in High Impact Learning
 Align Learning Resources with the Career Framework
 Create Segmented Learning Plans by Region and Role
Skill Development
 Reinforce the Sales Process & Pipeline Discipline
 Introduce MasterCard Product Knowledge
 Reinforce Leading with Services & Solutions Create Segmented Learning Plans
by Region and Role

9. Knowledge Sharing
 Leverage MasterCard Advisors to develop & deliver payments and technology
programs
 Extend Internal & External Coaching Resources
 Introduce Virtual Communities and Just-In-Time Learning Solutions
Talent Management
 Align Learning with the Performance Management Processes:
 Objective Setting
 Rewards
 Performance Mgmt.
 Assessment