I love Schein because he is quite the opposite of Cameron and Quinn (Diagnosing and Changing Organizational Culture). Instead of focusing on metrics and data, Schein believes that in order to change culture, you have to get in there, roll your sleeves up, and talk to the people. Find out what the underlying assumptions are, discover the organizations’ artifacts, and the organizations’ espoused beliefs and values. I also love Schein because he considers macrocultures when considering change. Schein has consulted with countless companies and he recounts many of his experiences in this book.