Inside of this perspective, the research on culture in the organization leaves of the understanding of that an organization also is product of its insertion in determined cultural context (ZANELLI, 2004). Dimensionando these information, Hotsfede (1991) described five cultural extensions: collectivism versus individualism, feminilidade versus masculinidade and control of the uncertainty. However, You give Motta (1999) demonstrates that the high index of efforts in preventing the uncertain one, through the self-control, to the regulation and the movements, creates, paradoxicalally, another harmful situation to the reality of the relations in Brazil: the characteristic formalism of its individuals, that, in the imperfections and breaches created for the legislation, as well as in the personal relations, find one ‘ ‘ jeitinho for the resolution of problems and/or the reach of its interesses’ ‘. The study she demonstrates mainly that the Brazilian has resistance to the change, if they are related with the career? its I appraise the orientaes of long stated period. Still she demonstrates that the Brazilian people is coletivista and what concerns the material and humanitarian meet in level well next. Standing out that this situation is well similar to the one of the too much countries of the Latin America, whose, formation process occurred the same in period and similar conditions to the process of formation of the Brazilian culture. As much in Brazil how much it are of the country the culture inside exerts a strong value of the organizations, and in this way they obtain that the individuals if adaptem to its values.
However, the form as the culture is transmitted can intervene with the identification of the citizen with the organization. Therefore, it is important that if it understands as inside happens the change of organizao.84 CHANGE ORGANIZACIONALA change in the work is complicated by not producing adjustments right-handers.