Introduction Vanderbilt is a large hospital that has many locations, many patients and a lot of employees. Stakeholder analysis and value identification is therefore very important in order to assess the impact that the company has on the society at large and the ways in which different stakeholders may affect the company’s strategy (Demars, 2007). The Vanderbilt University Medical center mission statement is. To bring the full measure of human knowledge, talent and compassion to bear on the healing of sickness and injury and the advancement of health and wellness through preeminent programs in patient care, education, and research. (Vanderbilt, 2010). Enterprise Level Strategy The enterprise level strategy also referred to as societal level strategy is the comprehensive strategy level that seeks to determine aspects such as the part the corporation plays in the society and the basic principles that the company stands for (Carroll & Buchholz, 2008). It mainly includes the development and expression of the organization’s public policy. The Vanderbilt enterprise level strategy has been presented in its credo. The Vanderbilt credo states:   * We provide quality in education, healthcare and research   * We treat others as we would like to be treated   * We constantly assess and improve our performance The credo guides the Vanderbilt staff and management team on how to deal with the various stakeholders who come into contact with the organization. To fulfill the organization’s credo, Vanderbilt has also specified the credo behaviors that govern all its employees including the higher level management team. The credo behaviors include:   * Giving the highest priority to those I serve   * Respect to privacy and confidentiality   * Effective communication   * Each employee has a sense of ownership and   * Commitment to fellow colleagues The enterprise level strategy in Vanderbilt therefore includes a commitment by all employees to offer their best services to all the people it comes in contact with. The guiding principle in the medical center is to be aware of the inherent dignity, worth and uniqueness of all people. Culture Type The organizational culture describes the defined set of norms and values that people in a given organization share and that guide the way they interact together and with their various stakeholders (David, 2001). The culture in Vanderbilt is very strong as it aligns perfectly with the mission and strategy of the center. The organizational culture in Vanderbilt can be characterized by various factors. First of all, the employees at Vanderbilt have a sense of ownership. This is exemplified by the employee dedication to solve any concerns, whether real or perceive. The employees are also very aware of the huge cost of education, healthcare and researches hence they try to optimize their resources while at the same time provide exemplary services (Vanderbilt, 2010). The second aspect of culture is that employees in Vanderbilt are committed to each other. This is applied through proper and respectful treatment of fellow colleagues, appreciation of diversity, interdepartmental cooperation and strong communication between different levels of employees. The final aspect of Vanderbilt organization culture is the ability of the employees to participate in innovation and customer care in the healthcare industry. The health industry organizational culture is arguably the noblest in all industries. The culture can be summed up by the quote “do no harm”. This quote is the