A Hawthorne study conducted in 1939 was the first to address organizational culture. The study defines organizational culture as a “work group culture” (Luneneburg, 2011). Organizational culture, without a solid framework, has remained an unexposed area of ​​research. However, in the 1980s, a resurgence in organizational culture took place. (Martin, 2004). In 1992, when Schien published a book “Organizational Culture and Leadership,” organizational culture was in the spotlight of many researchers (Mozaffari, 2008). Organizations began to imitate human personalities and were classified into different types. The definition of organizational culture was later described as the common but unique values ​​shared by employees of the organization that distinguish them from employees of another organization (Ojo, 2009; Luneneburg, 2011). Ehtesham, Muhammad, and Muhammad (2011) also stated that organizational culture can be characterized as the shared values ​​and principle of an organization. These principles then become a guideline for addressing any organizational issues that arise. Most often, organizational culture is considered the bridge that binds or strongly holds an organization together (Ojo, 2009). Culture is also used as a benchmark for the effectiveness of an organization. In a research done by Hall (2003), he pointed out that the values, behaviors and beliefs of its employees constitute the entire structure of an organization. The internal environment of a company is greatly influenced by its culture. The main theory of organizational culture was defined by Schein (1981). He described culture as shared and valuable core values ​​acquired by members of an organization while solving problems or questions of external adaptation and internal integration (Re...... middle of article ...... I will delve deeper into the case study of a successful organization: PowerUpSuccess We will begin our analysis with a brief introduction to the company. We will then move on to identifying the organizational culture that exists and. is practiced by the organization and will later examine the role of organizational culture in the operations of the company.PowerUpSuccess is the vision of two budding individuals: Mr. Raymond Phoon and Mr. Jonathan Low The company, created. 8 years ago, thrives on the collective effort of a team of 15 people with extensive experience and qualification. PowerUpSucess has four main values ​​for its development Value for the organization, transformational development, vast experience and thousands of. satisfied customers and always relevant. As an organization fully committed to empowering people, immense respect is given to every member of the organization.