Introducing our readily available Shaping Corporate Culture PowerPoint Presentation Slides to incorporate better culture, values, and beliefs in your organization. Analyze the company’s current situation, flaws in the company’s culture, and the impact of developing a new corporate culture plan by using culture management PPT visuals. Take advantage of corporate culture strategy PPT templates to map out methods to embed values in your organization. Describe the companies’ culture issue during merging and acquisitions, which leads to slow decision-making and an increase in employee attrition rate. Analyze the cultural integration of merged companies with the help of our attention-grabbing corporate culture PPT slide deck. The integration strategy PowerPoint slide will help to understand techniques used in merging the culture of the companies. Incorporate our thoroughly researched PPT slides to measure the impact of the culture on morale and productivity. Download our fully customizable company culture integration PowerPoint slides to create an amazing presentation. https://bit.ly/3tnvv9X

1. Shaping
Corporate
Culture
Your Company Name

2. Objectives for Cultural Integration
2
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To have a successful M&A, since 70% of companies fail
to deliver the benefits because of cultural issues
To introduce better culture values, beliefs, and
behaviors in our company after the merger.
To have 12% faster integration process to maintain the
support from the employees in the company.
To improve the company’s performance by 21%.
Add text here
Add text here

3. Table of Content
3
› Company’s Productivity and Revenue for 4 Years
› Assimilation Strategy Adapted by Our Company
› Cultural Issues in Company Due to Mergers and Acquisitions
Current Situation Analysis of Our Company
› Analyzing Merged Companies Cultural Integration
› Your Text Here
Analyzing the Current Flaws in the Company’s Culture
› Integration Strategy
› The Top-Down Approach
Strategy and it’s Approach
› Define a Roadmap for Cultural Integration Journey
› Workshops During the Post-Merger Cultural Integration Process
Develop a Culture - Change Plan
› Your Text Here
› Your Text Here
Impact of Developing a New Corporate Culture Plan
› Your Text Here
› Your Text Here
Employee’s Performance Measurement Metrics Post Cultural Integration

4. Table of Content
4
› Company’s Productivity and Revenue for 4 Years
› Assimilation Strategy Adapted by Our Company
› Cultural Issues in Company Due to Mergers and Acquisitions
Current Situation Analysis of Our Company
› Analyzing Merged Companies Cultural Integration
› Your Text Here
Analyzing the Current Flaws in the Company’s Culture
› Integration Strategy
› The Top-Down Approach
Strategy and it’s Approach
› Define a Roadmap for Cultural Integration Journey
› Workshops During the Post-Merger Cultural Integration Process
Develop a Culture - Change Plan
› Your Text Here
› Your Text Here
Impact of Developing a New Corporate Culture Plan
› Your Text Here
› Your Text Here
Employee’s Performance Measurement Metrics Post Cultural Integration

5. Company’s Productivity and Revenue for 4 Years
5
0
50
100
150
200
250
0
20
40
60
80
100
120
140
160
2017 2018 2019 2020
Total
output
in
00’s
units
Amount
in
$
millions
Years
Revenue Productivity
K y Insights
After the merger, the productivity
and revenue started decreasing
since the company failed to
deliver the anticipated benefits
because of the cultural issues
Year of merger 2019
The purpose of this slide is to provide a glimpse of the company’s productivity and revenue for 4 years decreasing after the merger and acquisition due to incongruent cultural fit.
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.

6. Accepts the cultural values of
Assimilation Strategy Adapted by Our Company
6
The purpose of this slide is to provide a glimpse of the assimilation strategy which is currently adopted by our company wherein our company dysfunction its culture and adapts that of the company X.
Our Company Company X
(Acquiring Company)
• Inspiring Vision
• Inspirational Leadership
• Inspirational Environment
• Relentless Innovation
• Add Text Here
• Add Text Here
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Features of Assimilation Strategy
› Works best when our company has a weak culture
› Company X has a strong culture with clearly defined values
› Add Text Here

7. Cultural Issues in Company Due to Mergers and Acquisitions
7
3
1
Slow decision-making due to
different decision-making styles used
by both companies.
16% increase in employee
attrition due to the shift in
leadership styles which leads to
loss of top talent in the company.
Different beliefs in modus
operandi since both
companies have different
working models and beliefs.
34% of Employees resist
change and implementation of
new strategies within the company.
2
4
The purpose of this slide is to provide a glimpse of the cultural issues faced by both the companies during mergers and acquisitions leading to slow decision making, increase in employee attrition rate etc.
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8. Table of Content
8
› Company’s Productivity and Revenue for 4 Years
› Assimilation Strategy Adapted by Our Company
› Cultural Issues in Company Due to Mergers and Acquisitions
Current Situation Analysis of Our Company
› Analyzing Merged Companies Cultural Integration
› Your Text Here
Analyzing the Current Flaws in the Company’s Culture
› Integration Strategy
› The Top-Down Approach
Strategy and it’s Approach
› Define a Roadmap for Cultural Integration Journey
› Workshops During the Post-Merger Cultural Integration Process
Develop a Culture - Change Plan
› Your Text Here
› Your Text Here
Impact of Developing a New Corporate Culture Plan
› Your Text Here
› Your Text Here
Employee’s Performance Measurement Metrics Post Cultural Integration

9. Analyzing Merged Companies Cultural Integration
9
Parameters Our Company Company X
(Acquiring Company)
Work Timings Flexible Rigid
Decision Making Centralized Dispersed
Focus On results On process
Communication Verbal Written
Risks Tolerant Averse
Add Text Here Add Text Here Add Text Here
Add Text Here Add Text Here Add Text Here
1
2
3
4
5
6
7
K y Insights
Add Text Here
Due to assimilation strategy,
our company will acquire all the
cultural values of company X
Add Text Here
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The purpose of this slide is to provide a glimpse of the cultural parameters to objectively measure and evaluate the company’s culture at both the companies.

10. Table of Content
10
› Company’s Productivity and Revenue for 4 Years
› Assimilation Strategy Adapted by Our Company
› Cultural Issues in Company Due to Mergers and Acquisitions
Current Situation Analysis of Our Company
› Analyzing Merged Companies Cultural Integration
› Your Text Here
Analyzing the Current Flaws in the Company’s Culture
› Integration Strategy
› The Top-Down Approach
Strategy and it’s Approach
› Define a Roadmap for Cultural Integration Journey
› Workshops During the Post-Merger Cultural Integration Process
Develop a Culture - Change Plan
› Your Text Here
› Your Text Here
Impact of Developing a New Corporate Culture Plan
› Your Text Here
› Your Text Here
Employee’s Performance Measurement Metrics Post Cultural Integration

11. Integration Strategy
11
Features
› Builds on equal trust in each other’s cultural strengths and weaknesses
› Improves existing cultures, by considering the best of both the firms
› Add Text Here
› Flexible working Hours
› Dispersed Decision Making
Our Company
› Written Communication
› Risk Averse
Company X
(Acquiring Company)
New Culture
Combine their cultures to form a
new composite culture
› Flexible working Hours
› Dispersed Decision Making
› Written Communication
› Risk Averse
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The purpose of this slide is to provide a glimpse of the integration strategy wherein merging companies combine the two or more cultures into a new composite culture.

12. The Top-Down Approach
12
The purpose of this slide is to provide a glimpse of the top-down approach in the company which starts by redefining the mission and values of the organization, then seeks to cascade the changes to the organization at large.
Features
› Our company will use integration strategy through top-down approach
› Provides stability and maintains organizational discipline
› Usage of command-and-control decision-making style
› Add Text Here
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Upper management decide on
cultural change such as:
› Work timings
› Decision making
Tasks are delegated to the
lower management
Employees receives the
change reform

13. Table of Content
13
› Company’s Productivity and Revenue for 4 Years
› Assimilation Strategy Adapted by Our Company
› Cultural Issues in Company Due to Mergers and Acquisitions
Current Situation Analysis of Our Company
› Analyzing Merged Companies Cultural Integration
› Your Text Here
Analyzing the Current Flaws in the Company’s Culture
› Integration Strategy
› The Top-Down Approach
Strategy and it’s Approach
› Define a Roadmap for Cultural Integration Journey
› Workshops During the Post-Merger Cultural Integration Process
Develop a Culture - Change Plan
› Your Text Here
› Your Text Here
Impact of Developing a New Corporate Culture Plan
› Your Text Here
› Your Text Here
Employee’s Performance Measurement Metrics Post Cultural Integration

14. Define a Roadmap for Cultural Integration Journey
14
8th Aug
2020
15th Aug
2020
18th Aug
2020
25th Aug
2020
29th Aug
2020
Examine Cultural
Differences
Be clear and direct about
disparities so that it will be easy
to address the gaps.
03
Define New Culture & Develop a
Cultural Integration Plan
Dedicate resources to create tools for
facilitating cultural integration,
measurement, and management.
05
Communicate
Follow the top-down approach and
give instructions to the lower level
management and decisions are
implemented quickly.
02
Choose the Right
Strategy
The company will choose an
integration strategy to improve
the existing culture
04
The Need for
Cultural Integration
Clarify strategic
objectives for the culture
change journey
01
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The purpose of this slide is to provide a glimpse of the cultural change roadmap presenting a journey of different strategies to be followed to achieve a targeted culture.

15. Workshops During the Post-Merger Cultural Integration Process
15
Workshop Name Duration Effective Date Motive of Workshop Targeted Management
Method/Strategy
Involved
Communicate Goals &
Objectives 0.5 Day 16th September
The integration plan is drafted
to make sure everybody
understands why the
organizations merge and what
is going to be achieved.
All levels of management Bottom Up Approach
Cultural Differences
0.5 Day 19th September
Why are we culturally different
and how do we deal with this
diversity. In which areas will we
accept diversity and in which
areas we will not?
Lower Level Management Top Down Approach
Learn to Seek
Opportunities 0.5 Day 22nd September Add Text Here Add Text Here Add Text Here
Add Workshop
0.5 Day 25th September Add Text Here Add Text Here Add Text Here
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The purpose of this slide is to provide a glimpse of various workshops to be conducted in the company to influence corporate culture after the post-merger integration processes.

16. Table of Content
16
› Company’s Productivity and Revenue for 4 Years
› Assimilation Strategy Adapted by Our Company
› Cultural Issues in Company Due to Mergers and Acquisitions
Current Situation Analysis of Our Company
› Analyzing Merged Companies Cultural Integration
› Your Text Here
Analyzing the Current Flaws in the Company’s Culture
› Integration Strategy
› The Top-Down Approach
Strategy and it’s Approach
› Define a Roadmap for Cultural Integration Journey
› Workshops During the Post-Merger Cultural Integration Process
Develop a Culture - Change Plan
› Your Text Here
› Your Text Here
Impact of Developing a New Corporate Culture Plan
› Your Text Here
› Your Text Here
Employee’s Performance Measurement Metrics Post Cultural Integration

17. Impact of Developing a New Corporate Culture Plan
17
Parameters Our Company Company X New Culture
Work Timings Flexible Rigid Flexible
Decision Making Centralized Dispersed Centralized
Focus On results On process On process
Communication Verbal Written Written
Risks Tolerant Averse Averse
Add Text Here Add Text Here Add Text Here Add Text Here
Add Text Here Add Text Here Add Text Here Add Text Here
1
2
3
4
5
6
7
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The purpose of this slide is to provide a glimpse of the cultural framework showing a collection of diverse perspectives among the companies wherein they work together to improve their weak areas.

18. Table of Content
18
› Company’s Productivity and Revenue for 4 Years
› Assimilation Strategy Adapted by Our Company
› Cultural Issues in Company Due to Mergers and Acquisitions
Current Situation Analysis of Our Company
› Analyzing Merged Companies Cultural Integration
› Your Text Here
Analyzing the Current Flaws in the Company’s Culture
› Integration Strategy
› The Top-Down Approach
Strategy and it’s Approach
› Define a Roadmap for Cultural Integration Journey
› Workshops During the Post-Merger Cultural Integration Process
Develop a Culture - Change Plan
› Your Text Here
› Your Text Here
Impact of Developing a New Corporate Culture Plan
› Your Text Here
› Your Text Here
Employee’s Performance Measurement Metrics Post Cultural Integration

19. Employee’s Performance Measurement Metrics Post Cultural
Integration 1/2
19
The purpose of this slide is to provide a glimpse of the employee performance measurement by employee turnover rate and employee net promoter score metrics required to measure the stability and consistency of the workforce in
the company.
0%
10%
20%
30%
40%
50%
Jan Feb Mar Apr May Jun Jul Aug Sep Oct nov Dec
Month
Measure
Monthly Annualized Features of
› Low Employee turnover rate (ETR) proves a
successful company culture.
› Add Text Here
› Employee net promoter scores (ENPs) seeks to
measure the employees’ engagement and their
deeper perspective of the company’s culture.
› Add Text Here
ETR
ENPs
Turnover
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
272
215
472
Detractors Passives Promoters
23%
28% 49%
ENPs = % Promoters - %Detractors
ENPs = 49% - 28%
ENPs = 21%

20. Employee’s Performance Measurement Metrics Post Cultural
Integration 2/2
20
The purpose of this slide is to provide a glimpse of the employee performance measurement post cultural integration required to measure the stability and consistency of the workforce in the company.
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
82%
Worst Team: Add Team Name
SLA Compliance
Goal: $8K or less Max: $25K
7.4K
General Cost ($)
Worst Workload (Weekly Center (110%)
Teams Workload (Weekly Hours)
Average
98%
Worst
110%
Due Today, 20
Overdue, 8
Due this
week, 200
Overdue,
20
Due this
week, 328
Due Today, 52
Unallocated
Work, 228
Allocated
Work, 400 Open
Workunits
Open Work
$0k
$2k
$4k
$6k
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
Average Work Closure Rate Last 30 Days
2013 2012
Average Closure Rate
228/Day
Closed Today
5
Closed this Week
38
Team SLA Workload Closdure Rate
Team name here 100% 10% 23/d
Longer then before team name 98% 88% 56/d
Team name 98% 98% 11/d
Team name in here 95% 5% 5/d
Team name here 90% 70% 0/d
Longer team name 85% 86% 0/d
Team name #1 82% 21% 12/d
Teams League Table
$0k
$2k
$4k
$6k
$8k
$10k
Amount of Work Completed on
time VS Overdue
Last 30 Days

21. Shaping Corporate Culture Icons Slide
21

22. 22
Additional
Slides

23. Our Mission Vision Values
23
Vision
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audience's attention.
Mission
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audience's attention.
Values
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audience's attention.

24. Separation Strategy
24
Features
› Firms operate successfully in different businesses requiring different cultures
› Used when firms operate in different industries, countries and have different market structure and needs
› Add Text Here
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› Inspiring Vision
› Inspirational Leadership
› Add Text Here
› Add Text Here
Our Company
› Inspirational Environment
› Relentless Innovation
› Add Text Here
› Add Text Here
Company X
(Acquiring Company)
Minimum or
no merge of
cultures

25. The Bottom-Up Approach
25
Features
› Creates expertise and creativity for the entire team
› Increases productivity and efficiency
› Add Text Here
Higher management reinforce
the new culture behaviors
Requirements are communicated
clearly to the upper management
Employees create a list of changes
to be made in the company:
› Work timings
› Decision making
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26. Collaborative Change
26
The purpose of this slide is to represent all levels and functions to make leaders work as a team and make good decisions quickly.
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Company A
Company C
Company B
Collaborative
Change
› Delegation of Tasks
› Add Text Here
› Reward Innovation
› Add Text Here
› Encourage open mindedness
› Add Text Here

27. Company’s Current Corporate Culture
27
Goals & Strategies
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needs and capture your audience's attention.
Values
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needs and capture your audience's attention.
Vision & Mission
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needs and capture your audience's attention.
CORPORATE
CULTURE
The purpose of this slide is to provide a glimpse of the company’s current culture values and goals.

28. Understanding the Choices for Integration Strategy
28
Best of Both
Requires substantial
changes in both firms
Absorption
Requires fundamental change
in the acquired firm, but little
change in the acquiring firm
Transformation
Requires more fundamental
change for both firms
Stand Alone
Requires little change by
either firm
Reverse Acquisition
Requires high degree of change in
the acquiring firm as they adopt
the ways of the acquired firm
High
Low
Low High
Degree of Change in Acquiring
Company
Degree of Change
in Acquired
Company
The purpose of this slide is to provide a glimpse of integration strategy choices in terms of the degree of change required by the acquiring firm and the acquired firm and provides fundamental change for both firms.
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29. Cultural Integration Roadmap
29
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audience's attention.
2017
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it to your needs and capture your
audience's attention.
2018
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it to your needs and capture your
audience's attention.
2019 This slide is 100% editable. Adapt
it to your needs and capture your
audience's attention.
2020

30. 30 60 90 Days Plan
30
First 30 days First 60 days First 90 days
Heading Add Text Here Add Text Here Add Text Here
Heading Add Text Here Add Text Here Add Text Here
Heading Add Text Here Add Text Here Add Text Here
Heading Add Text Here Add Text Here Add Text Here
1
2
3
4
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31. Monthly Timeline with Task Name
31
Sample Text Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
Task Name
Task Name
Task Name
Task Name
Task Name
Text Here
Text Here
Text Here
Text Here
Text Here
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32. Thanks for Watching!
32
Address
# street number, city, state
Contact Number
0123456789
Email Address
emailaddress123@gmail.com