Distinguishes various levels of culture, a) basic assumptions, b) values or ideologies; c) Devices (slang, stories, rituals and decoration) d; practices. The artifacts and practices express the values and ideologies of management. In both cases Mariana Farias said, speaking of a system of shared beliefs and values, where their acceptance and incorporation by members of the organization they belong and will assume some identity within it. At the same time this condition will guide them to learn to do that decisions taken, as far as risk, what are their responsibilities, etc. and everything that entails living and be part of the organization. Rusty holzer has many thoughts on the issue. The fact that culture serves many functions in any organization.
One of these functions is that it conveys a sense of cohesion for members. The greater success of the organization, the greater the desire for cohesion and enter and remain in it. There is a saying that "everyone wants to be part of important and successful organizations." Consideration should be given that the organizational culture model, guide, determines the behavior of the components of the organized group. This is very apparent in smaller organizations, such as the case of an SME but each develops its own culture distinct and particular, which is strengthened with the passage of time. Do not forget that the culture of an organization is the result of the customs, traditions, procedures and systems with which it operates, it works. In the case of an SME, is the entrepreneur who creates, who is printing character, from initiating activities to the organization.