According to interpretative postulates, organizational culture is nothing more than a cluster of manifestations, which arise through the interaction of diversity of social groups that are constituted through Labor and friendship practices and processes.

These manifestations arise through common symbolic units, such as: customs, beliefs, ancestral myths, ideologies, historical origins, among others, thus, the culture is born integrally and holistically producing a shared process that is strengthened and unified, to be incorporated as a culture in a certain business organization.

Organizational schools interested in interpretative research basically wonder how the members of the organization give meaning to their social world, from this edge, it is added over time, culture has been investigated from the science of sociology, in order to know the behavior and social behavior of the individual in his environment.

For positivist currents of thought, organizations are artificial but real realities, which exist independently of us and are classifiable in the causality reactions that exist among their different phenomena and variables.

While for UNESCO the organizational culture is not a static set of values and practices: it is constantly recreated to the extent that people question, adapt and redefine their values and practices in the face of changing reality and the exchange of ideas.

Within the syntactic construction of the different postulates mentioned in this publication, organizational culture is nothing more than a system of meanings and ideas shared by the members of an organization and that determines to a large extent how they behave among themselves and with people outside.