An organization is born when two or more people get together and agree to coordinate their activities in order to achieve their common goals. It is actually the arrangements of collective goals which are performed by group of people. They specified their goals and than work hard to accomplish them in a given time framework. Their goals and performances are the one which separates it from its environment. In an organization specific responsibilities are given to the people by whom they do their work in an organized manner. When the responsibilities are provided and given to each member of an organization than the activities are dispersed among the employees. Organizations always have some experiences, attitudes beliefs and values which they share with the people and stakeholders both inside and outside the organization (Daft, 2006). By working in an organization means the careful applications of the knowledge which the people use together in a group. All the members of an organization go hand in hand. They are all linked and dependent upon each other directly or indirectly. Organizational life has a great influence on every person working there. This influence depends upon the structure and culture of an organization. An organization always includes the organizational learning which is very effective in processing and interpretation. It plays a significant role in the success of any organization. From the technical viewpoint, it has been assumed that the organizational learning is the one by which people focus on their work and make sense of their experiences at work. These experiences can be developed through many sources such as explicit sources and tacit sources. The organizational learning helps the people to cope with each other and with the other difficulties. In addition to the organizational learning, the experimental learning is also very important for an organization. This type of learning helps the people working in an organization to make experiments and good decision which can go positive for an organization. For experimental learning, people have to explore the every aspect very clearly and than have to think critically about it. These types of learning enhanced the skills of the employees and motivate them. It has been viewed that for learning anything, the environment of the place counts a lot. Same is the case with the organizations. It is very important to learn in an organization. Learning will be easier if the organization has a good culture. Although organizations exhibit different goals and aims but they have a single culture. Organizational culture is the personality of the culture (Charles and Gareth, 2001). It is composed of values, norms and tangible signs of organization members and their behaviors. It is set of operating principles which have to be adopted by the people. Organizations have single and overarching cultures. Each organization has its own unique culture. Organizations have some specific attitudes, behaviors, values, beliefs and customs. Organizations consist of subgroups that have specific characteristics and a sense of identification. Within organizations, people can easily classify themselves and others into various social categories or groups based on identification with their primary work group, occupational or professional skills, union membership, or age cohort. Each subgroup was influenced by the nature of its particular work. Cultural leadership is required to combat the difficulties. It is very important that the organizational leaders are cultural leaders because they will help a lot in facilitating the changes in the organizations. Managers and policymakers of the organizations always need to develop an accurate understanding of the organization?s culture. It is because they are there to direct the activities towards the productive path. This will help the organization to avoid any destruction. By having the clear understanding of the culture, the managers will be easily able to know about the employees who are not committed to the company?s goals. The success of any organization depends upon the relation between the individuals and the culture of the organization. Today, due to the increased competition, globalization, mergers, acquisitions, alliances, and various workforce departments have created a greater need for organizational culture. This is the major reason that the organizational cultures have become very important for the success and pattern of organization's development (Schein, 1997). The learning process of any organization will be more effective if the culture of organization is well- defined and specified. This will automatically influence the working of the employees. When the individuals of the organizations will have a great leadership and ethical values than the organization will be characterized the successive one. Similarly, the organizational learning is also very important for the success of the organization. For this purpose, if the organizational cultures will be fully understood by the workers than they will co-operate with each other in a better way. Organizational cultures help to find the significance and learning in the most ordinary aspects. Not only this, it clarifies that by creating appropriate systems of shared meanings the people will be able to work for the desired outcomes. Strong cultures make an important contribution to organizational success. It is because the values, traditions behaviors and standards of the organizational members teach them that how they should use them to achieve their goals. Strong culture is the one where staff responds to stimulus because of their alignment to organizational values. In strong cultures people do the things because they know and believe that it is right thing to do. They take risks and make right decision for their organizations. The staff of strong cultures makes quick and easy decisions. They know how to respond to the critical situations. The strong organizational culture enable to give careful attention and helps to recognize that how employees are motivated and rewarded for their efforts. They actually transmit the values and tradition through the efforts. As a result the organization gets a positive feedback and gives each member of the organization a sense of importance (Alvesson and Svenin 2007). Every member working in the organization is important for it but to make him sure about it the organizational culture will play a dominant role. Researches have proved that the concept highly effective leadership depends upon the strong culture. Strong culture helps every member to work sincerely and collectively. The organizational culture is important at all the levels because culture defines appropriate and inappropriate behavior. The organizational culture also determines the way in which employees are rewarded. Similarly, the management of the organization focuses on the motivation such as pay, status, or opportunity for personal growth and achievement. As the organization is the one whose aim is to achieve the common goal so for that purpose it is necessary that the individual?s behavior and culture should be match. By this the organization will operate in healthy environment towards the productivity. When key values are shared among the majority of its members than employees will be comfortable and their behaviors will go in favor of organization?s productivity. The driving and development of the strong organizational culture is most important for achieving the goals. The development of strong culture is not difficult. The thing which is difficult and important is to sustain the strong culture in the organization. For this purpose, leaders have to create an environment where people can enjoy and work whole heartedly. Culture is the most difficult organizational attribute to change. To make the cultural changes it is important that it is managed from top of the organization. Changes in cultures lead tensions between organizational and individual interests which mostly result in ethical and legal problems for practitioners. Strong cultures make an important contribution to organizational success. The success of the organizations depends upon the strong cultures because strong culture provides the strong values, traditions and behaviors among the members which enable the employees to work with full efficiency. They create stability to the organizations (Sanford, 1977). When one wants to change an aspect of the culture of an organization one has to keep in consideration that this is a long term project. Strong cultures provide the organizations with significant advantages. The responsibility of developing the strong cultures mainly depends upon the leaders who lead the organizations. The employees should be given assignments that are consistent with their strengths and interests, and opportunities for continued learning and growth should be provided as well. In such a way the individuals of the organizations will work more efficiently. By this the organization will moved towards the progressive path and will surely succeed. Therefore, it is quite evident that organizations with strong cultures benefit the organizations to a great extent. Strong cultures enhanced the capabilities of the employees in a very significant way. A strong culture is a talent attractor because today the talented people mostly want an environment where they can enjoy and succeed in rather than salary and good benefits. The organizations with the strong culture engage people. Not only has this it also created energy and momentum with the employees of the organizations. The employees managed themselves according to their organizational culture. When they get motivation and encouragement in the form of pay and bonuses they work more efficiently due to which the organization reach the higher level of productivity. The higher level of productivity contributes directly to the success of the organizations.