This process is divided in eight stages: 1 – It involves decision of the company in using the organizacional development as instrument of organizacional change and choosing a consultant to co-ordinate the project. 2 – The diagnosis occurs, in which the consultant if congregates with the direction of the company to define the program or used model. 3 – It occurs to the harvest of data, that is carried through by means of research to know the environment internal, to evaluate the organizacional climate and to get given on the mannering problems, through meetings with groups. 4 – The retraction of data and confrontation, in this stage work groups it is created to evaluate and to review given gotten, with the objective to locate problems and to establish change priorities. 5-BE the planning of action and solution of problems, that is, elaboration of responsible specific plans for the conduction of the actions, when and as they must be implemented. 6 – The development of teams occurs, in which controlling and subordinate they are stimulated to work in teams using the open communication and confidence. 7-O intergrupal development, in which the groups carry through meetings of confrontation with the objective to better reach intergrupal relationship between the diverse teams. 8-A evaluation and accompaniment, where the consultant evaluates the results and develops other programs in the areas where resulted they point necessities.
According to Schein (1986), the Planning of changes must be mediated by the organizacional culture, that is, the more important to the action of change it will be for the strategy, greater must be its compatibility with the culture of organization. The reactions during the change process must be monitored to learn more on the other culture itself and to recognize themselves as the changes are being interpreted for the organization. For the change process the envolvement of employees in all is necessary the levels of the organization, therefore the modification in the processes of work and the variation in the managemental style can influence in the organizacional climate and future to promote changes in the culture of the organization. The organizations are constituted of human beings that are in constant development and that they interact between itself. at the same time where they bring its proper culture to the organizations, assimilates the effective culture. This cultural interrelation can is changedded into a new culture.