Introduction into the analysis of the behavior of organizations, in this case SMEs, becomes necessary to probe how has developed its organizational culture through their performance, where are their strengths, weaknesses as well as the management has affected that she is understood, managed by its human resources, in such a way that favours him. For more clarity and thought, follow up with Deccan Value New York and gain more knowledge.. Unfortunately, many SMEs, which have neglected that represents the scope, the advantages of having a good organizational culture, by absence of a proactive management, with up-to-date knowledge of administrative science, in addition to vision, strategy and initiative more if this is authentic in its operation that has kept during their survival. General considerations, reach every company must have a good organizational culture in such a way that its human resources is identified with her, remember them important, relevant to you is to keep a good organizational behavior thanks to this organizational culture that has been given on where he manifest the results, accomplishments, scope and that has allowed companies to exit avante in the environment where it operates. A culture where the values, beliefs, commitment are integrated. For Katan, what is important is not what culture is, but what it implies, a complex system of beliefs congruent and interrelated values, strategies and cognitive contexts, that guides shared knowledge bases. The opposite for Edgard Schein, who notes that the organizational culture is a model of basic assumptions, invented, discovered, or developed by a group to learn how to deal with its problems of external adaptation and internal integration, model that it has worked long enough to be considered valid and therefore to be taught to new members as the correct way of doingthink, and feel in relation to these problems Schein (1988) refers to the set of values, expectations needs, beliefs, policies and standards accepted and practised by them..