A few years ago began to hear the term organizational culture to describe the way business organizations operate. But not until a few years ago that this term has become fundamental language of the majority of Operators of the World. Edgar Shein was one of the first authors who addressed the issue deeply and defined organizational culture as follows: Organizational culture is the pattern of basic assumptions that a certain group invented, discovered or developed in the process of learning to resolve their problems external adaptation and internal integration and that worked well enough about to be considered valid and, therefore, be taught to new members of the group as the correct way to perceive, think and feel in relation to these problems (Edgar Shein, 1984 : 56) 1 Freitas for his part argued that culture is a powerful control mechanism that aims to shape behavior, mix ways of thinking and living the organization, introducing a positive image of her, where all are equal, whisking away the differences and conflicts inherent in a system that keeps an overriding antagonism and reflection (FREITAS, 1991: XVIII) 1 Fleury, believes that culture is a set of values and assumptions expressed basic symbolic elements in his ability to command, attribute meanings, build organizational identity, both act as a communication and consensus, and hide and make use of domain relations. (FLEURY, 1989:22) There are a variety of concepts but of these ideas will take the necessary steps to round out as clearly as possible a definition of organizational culture that is more comprehensible to all readers.
Organizational Culture Change Process
