Management practices influence the culture which underlies the organization’s identity, cohesiveness, and distinctive competence. while reciprocally the corporate culture impacts the role of the manager (Bass Riggio 2006). According to Schein (2004), organizational culture and leadership are two sides of the same coin. The processes of culture creation and management form the essential core of leadership. Organizational culture can be defined as a dynamic phenomenon that exists at all times, constantly enacted and created through mutual interactions, and shaped by structures, routines, rules, and norms that guide and limit behavior. Culture evolves from three sources: the beliefs, values, and assumptions of founders of organizations, the learning experiences of group members as their organization evolves, and new values, beliefs, and assumptions brought in by new members and leaders (Schein, 2004: 226).The key components of corporate culture are a set of values, perceptions, and assumptions on the procedures to be followed, decision-making norms, and overt behavior patterns such as information collection, idea presentation, evaluation, cooperation, loyalty to the organization, and enthusiasm (Vasu et al 1998). Organizational culture has a significant influence on the management’s and employees’ attitudes and behavior (Reigle 2001. Shepherd Kolb 1994. Chen et al 1998). Significantly, the culture now defines leadership or management. When the organization runs into adaptive difficulties, when some of its assumptions become invalid due to organizational environment changes, the management’s responsibility is to step out of the culture that created the leader and start evolutionary change processes that are more adaptive. Hence, the ultimate challenge and role of leadership is this ability to identify the limitations of one’s own culture and to evolve the culture adaptively (Schein 2004, p.2).To study the role of the manager, it is necessary to understand the different types of the corporate culture. Sarrio et al (2000) identified four types of organizational cultures: traditional/ hierarchical. profit-driven/ pursuing corporate goals. creative/ entrepreneurial and a networking/ consensus-seeking culture. With the gradual change over recent years, the role of present-day managers has become increasingly empowered, with more networking, consensus-seeking approach.