A strong organizational culture works like a strong social glue, which bonds members of an organization together through shared goals. This builds loyalty and commitment among the group and makes them less likely to leave their tight knit organization.
Although organizations with strong cultures experience less turnover, it doesn't mean that a strong culture is better than a weak culture in every instance. A strong culture is difficult to change in an organization and can stifle innovation, because members of the organization are used to doing their jobs exactly the same way.

Weak cultures can be advantageous for organizations that benefit from independent thought and innovation by their members. In an unstable environment, organizations with weak cultures often function better than organizations with strong cultures, because they are much more adaptable to change. In order for an organization to succeed, the culture of that organization must fit the environment in which it operates.

Strong – exists when most employees believe in and accept the dominant values of the organization.

• Weak – dominant values are short lived and held mainly by upper management
• Adaptive cultures – employees focus on the needs of customer and various stakeholders and keep pace with change.

A strong organizational culture works like a strong social glue, which bonds members of an organization together through shared goals. This builds loyalty and commitment among the group and makes them less likely to leave their tight knit organization.

Although organizations with strong cultures experience less turnover, it doesn't mean that a strong culture is better than a weak culture in every instance. A strong culture is difficult to change in an organization and can stifle innovation, because members of the organization are used to doing their jobs exactly the same way.

Weak cultures can be advantageous for organizations that benefit from independent thought and innovation by their members. In an unstable environment, organizations with weak cultures often function better than organizations with strong cultures, because they are much more adaptable to change. In order for an organization to succeed, the culture of that organization must fit the environment in which it operates.

Strong culture is said to exist where staff respond to stimulus because of their alignment to organizational values. In such environments, strong cultures help firms operate like well-oiled machines, engaging in outstanding execution with only minor adjustments to existing procedures as needed.

Conversely, there is weak culture where there is little alignment with organizational values, and control must be exercised through extensive procedures and bureaucracy.
Research shows that organizations that foster strong cultures have clear values that give employees a reason to embrace the culture. A "strong" culture may be especially beneficial to firms operating in the service sector since members of these organizations are responsible for delivering the service and for evaluations important constituents make about firms. Research indicates that organizations may derive the following benefits from developing strong and productive cultures:

• * Better aligning the company towards achieving its vision, mission, and goals
• * High employee motivation and loyalty
• * Increased team cohesiveness among the company's various departments and divisions
• * Promoting consistency and encouraging coordination and control within the company
• * Shaping employee behavior at work, enabling the organization to be more efficient