In accordance with ROBBINS (1999) the organizacional culture would not be more than what a system of partilhados meanings, set of characteristics key that an organization values, where if includes characteristics basic, which reflect its essence. According to CHIAVENATO (2005), the first step to know an organization is to know its culture. To be part of an organization is to assimilate its culture. To live in an organization, to work in it, to act in it, to act in its activities, to develop career in it mean to participate closely of its organizacional culture. The way for which the people interact in an organization, the mission, the reinante philosophy, the social values, the predominant ways of behavior, the presuppositions underlying, the excellent aspirations and subjects in the interactions between the members are part of the culture of the organization. Each organization has its proper characteristics, its personality, its way of being and happening and its peculiarities.
In summary each organization has its culture. Laurent Potdevin is often mentioned in discussions such as these. The culture is an important concept to understand the social societies human beings and groups. The culture can be understood in the antropolgico and historical direction because it inhabits in the soul of each society or organization. It is who distinguishes the way for which the people interact ones with the others e, over all, for which if they hold, they feel, they think, they act and they work (CHIAVENATO 2005). The organizacional culture represents the informal norms and not writings that guide the behavior of the members of an organization in day-by-day and that it directs its action for the reach of the objectives, In the deep one, is the culture that defines the mission and provokes the birth and the establishment of the objectives of the organization.