In today highly-aspired society, organization rely much on the all its stakeholder engagement to win competitions. The working culture has got to ensure that organization deploys continuous superior quality services delivery set up if they want to stay on the business. Corporate culture is designed to work for organizations. Not the other way around. It must reflect dynamic and must be able to absorb market expectation and reality hence put them back to the floor operating level. It must also be continuously updated, and synchronized with the latest consumer demand to ensure ongoing superior customer services. Culture must reflect dynamics. It must devise a system that allow it to collect the desired customer expectation, extracting what the market changes and trend at the floor and front level, and then translate that into the fine tuning loop of winning corporate culture establishment. Without such, corporate culture will lose the stake holder involvement. Its mission sanctity will not sell out, peoples on the floor will not buy-in nor get enrolled in the games. As a result, the culture lost the ownership, and finally even may earn silence sabotages from the employee.On the other side of the coin, organization and its stakeholder must find the overlapped are where their mutual reason of existence intercepts. It is in this common area only we can expect the best cohesive corporate culture are employed, earn the employee engagement and establish a common ground for producing masterpieces. This paper aim to build a working corporate culture that organization can make most out of it and inspire its stakeholder of producing the same. This paper attempts to introduce a framework that will empower organization to own a corporate culture that works. It will enroll the stake holders into the "same bus", earn acceptance and passionate to see the mission accomplishment. It intends to create a sense of ownership instead of those alienated from your workforces' heart. In addition, this paper also suggest a devise for organization that are generated at front level to be incorporated into the culture fine tuning and establishment. In other word, allowing behavior to change the culture set. Organization that allow behavior drives culture and assimilate the behavior into a set culture will find itself adaptive in the fast changing market environment, and set free them self from the "dinosaurs kiss of death" but having miracles "touch of Midas". It will strive to create values to adapt to the ever changing market requirement. By reformatting the way of setting corporate culture, we can turn the agony of non working corporate culture into the one that supportive to the company mission achievement and display corporate glory.