The organizacional culture also has as a disfuno to inside promote conflicts of the proper organization, therefore to the times subculturas they can appear, developing values and other distinct elements of the culture of the organization, and this cause a removal of that sub-group that has this subcultura, thus dividing the organization in some aspects, as much with regard to what it searchs for the sub-group, as much with relation its operational capacity, among others. (MAMEDE, 2009, p.01). The culture if becomes one empecilho when the shared values do not agree to those that can improve the effectiveness of the company, when an surrounding one pass for changes very quickly, a culture very arraigada can not be adjusted, as well as in a very formal company or with a predominantly strong and rigid culture the act of contract of employees who are not very ' ' parecidos' ' with the other members of the company he can not be a good option, therefore in the truth these new employees tend to lead diverse alternatives and different experiences lived previously for the current environment of work, however in a very strong culture, the trend and that these individuals are minimized, therefore the predominant culture finishes for eliminating these cultural differences, making with that all the members if adqem it. (ROBBINS, 2002). FINAL CONSIDERAES the man are a social being of course for instinct. Since the primrdios of history it lives in society, incapable to live alone. An organization nothing more is of what a combination of efforts between people, that has for the same objective purpose. Thus, the organizacional structure is a basic part for management of a company. It represents the adequacy of tasks, powers and responsibilities and must be delineated in accordance with the objectives and strategies established for the company, being also a basic tool to reach the goals stipulated for the entity and a bigger level of organizacional performance.