Often it has been argued that strong culture results in higher organizational effectiveness (e.g. Deal and Kennedy, 1982; Peters and Waterman, 1982). However, cultural strength cannot always be correlated with organizational effectiveness (Schein, 1984). An important question is whether the culture satisfies the requirements of the organizational environment or not (Camerer and Vepsalainen, 1988). A strong organizational culture could be a source of problems, especially when the organizational environment changes quickly. The company, then, has to make an effort to change its organizational culture according to the changing environment.