Organizational Culture and Organizational Life CycleWalid El Leithy*
Maastricht School of Management, Maastricht, The Netherlands
- *Corresponding Author:
- Walid El Leithy
Maastricht School of Management
Maastricht, The Netherlands
E-mail: [email protected]
Received Date: June 06, 2017; Accepted Date: June 16, 2017; Published Date: June 19, 2017
Citation: Leithy WE (2017) Organizational Culture and Organizational Life Cycle. Int J Econ Manag Sci 6: 433. doi: 10.4172/2162-6359.1000433
Copyright: © 2017 Leithy WE. This is an open-access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.
An organizational dominant type of culture is good only if it fits its context, whether one means by context the objective conditions of its industry, that segment of its industry specified by a firm’s strategy, or the business strategy itself. Organizational Culture can remain very stable over time yet it is never static. The purpose of this article is to indicate the different dominant organizational culture types that matches and adapts with the different circumstances that a company faces throughout its life cycle.