INTRODUCTION an organization is something more than what financial resources, physical structures, equipment and organization chart. It is also a curry structure social and human, that has proper life, that it grows, develops and adapta it the requirements of the involving external interns and. Having this vision, during the passed century, in the decade of 70 the companies had mainly started if to organize searching advantage competitive. From the years 90 many scholars had only initiated the development of a series of works with the concern to contribute for the construction of companies directed toward the market, focando themselves in the learning and with business-oriented the purpose to face an environment each more competitive time being gotten advantages on the competitors in the conquest of new businesses. How much to the cultural difference, this cannot be focada only exclusively in the context of the culture of the organization, having if, also, to take in account the ethnic origin of its participants and the regional culture where the company if it finds inserted. In this direction it is observed that all organizacional culture possesss historical roots. This theoretical itinerary must be traced from the experiment of Hawthorne undertaken for Elton Mayo and its collaborators.
In this study already a protoconceito of organizacional culture was present, understood as ' ' ideological systems simblicos' ' (AKTOUF, 1990). It is not treated, however, to carry through a historical reconstruction; however it is important to more know a little regarding the theoretical production on organizacional culture. Different researchers, with varied perspectives, already had launched themselves in this effort. How the analyses developed for (Aktouf – 1990 and Ppin? 1998 apud JAIME 2006). Diverse authors are classified in this source, as Edgar Schein, Andrew Pettigrew, William Ouchi, Chrales Handy, the pairs Peters and Waterman, Deal and Kennedy and Pascale and Athos. They seem to agree to relation to some estimated as: Toda organization possesss a culture; Essa culture it explains very of the phenomena that occur in the organization; Ela can favor or make it difficult the organizacional performance; A culture can be diagnosised e, applying itself certain methodologies, be managed, transformed, or even though entirely created; A leadership is the process that determines the formation and the change of the organizacional culture; Um of the papers most important of the leaders in the organizations is exactly the creation, management and, if necessary, change of the organizacional culture; to Entender the culture of the organizations helps the negotiation process.