Since the year 360 B.C. people began to talk about the importance of the strategy for the companies’ success, arguing it could be achieved through the establishment of a vision and a method. However, since the eighties the organizational culture has been emerging as a key element in companies. Human talent starts to have importance within the organizational landscape as a valuable resource, whose management may become a competitive advantage for companies in its market sector.Although these concepts are subjective, reviewing the different views of important authors in each of these themes, it is determined that there are elements in common between them. In the case of organizational culture, these are identity and differentiation, symbolic systems, and uniform behavior. In the case of the strategy, these elements are dynamism, resource allocation, and the pattern with long-term purpose.If both the strategy and the organizational culture, independently, contribute to the progress of the companies, this work looked to establish, from these mentioned elements, a definition of the relationship between them.To accomplish this, it was used a specific example, the case of the company Google Inc. Three strategies that the company has developed towards the construction of its own organizational culture were discussed.
