Everyone has different ways to get what he or she wants. They have own characteristics to do things in their life. It applies to the organization characteristic. The routinity 'things' that organization does shaping the culture (Katanga cited in Priyanka, 2014). The culture is not build only for few months but it takes years. Even though the culture is build from years it can change as well. The factors that may change the culture of the organization are the society, economy, e-commerse, changing taste of customers, increasing global competition, and the new generation who are different (Alvesson, 2002).

This research investigates the change of organization culture of PT. Tawada Healthcare (THC) that happened since the foreign investor invested to this company. The new investor as the one who has biggest power in this company influenced the organizational culture of THC. As the new leader in this company, they tried to implement the new strategies or strategic plan leading to a new vision, which it could to failure if they are not consistent with the organization culture of THC. This research uses the qualitative method with in depth interview to the key persons from internal and external stakeholders. This research explores the way of THC communicated the culture change to the employees, identifies the change of organization culture as variable that happened in the company and analyses the impact of those change into the organization and the response of the employees.

The keywords: of this research are: values, heroes, rites and ritual, and cultural network.