Organizational culture is a system of values, beliefs and customs within an organization, which interact with the formal organizational structure producing norms of behavior. Every organization, just as it has a certain organizational structure, also has an appropriate organizational culture. A certain culture of an organization can be found in organizations that do not seem to have any culture. Because, not having a culture is also a culture. The organizational structure and organizational culture permeate and influence each other. Just as there is no one-size-fits-all organizational structure applicable to all organizations, regardless of their characteristics or specifics, there is no general, universal organizational culture that would apply to all organizations. Strategy can be defined as determining the basic long-term goals of a company and adopting legal actions and allocating the resources needed to achieve those goals. Formulation of a strategy is the process of developing long-term plans for the effective management of opportunities and threats from the environment considering the strengths and weaknesses of the company. It includes the development of adequate strategies and setting policy guidelines for the implementation of the chosen strategy. In order to determine a strategy acceptable in a cultural context, it is necessarily to analyzed the key conditions that divide people in the company. A culture analysis will show whether the options fit into that culture or require significant cultural change. As the organizational structure in the company should be in line with the strategy implementation, so the culture, attitudes and conditions of the people within the company must be in line with the same strategy. Just as structures need to be in line with a particular strategy and follow a life cycle from simple and functional to departmental, so do cultures. A culture of power is appropriate in the early stages of a company’s life, when the structure is simple. As a company grows and adopts a functional structure, it is necessary to change the culture. The company will then need to develop a task culture that is consistent with the departmental structure.