If the diversities will be integrated around an only commitment, the company will be always ready to manage the changes that will be necessary. This with a strong organizacional culture is only obtained, where the people have the values and spread principles of the company of clear form, where all have pride to be part of a transparent and focada organization in the success. 3.1.1Ferramentas that help in the change in the Culture of the I.Clareza Organization of objectives, values and principles: Where the company has its clear objectives, defined, formal established and guided for medium and long run. To give certain, the company must make with that all employees have access to its objectives, to have definite the values and principles, being relembrados periodically (Former monthly meeting), this assists in the change process and its return can be of average stated period, case divulged and applied well. II.Imagem of products services: Degree where some public (internal and external) perceive the offered product quality and services. The external customer is not enough to have perception of the company, but also the employees, ' ' venda' ' intern is very important, spreading of projects that are being executed, conquests, details on the quality of its products and services, must be of the knowledge of the internal and external customers, making with that the employee has pride of its work. Its result in the change can be noticed in the long stated period.

It must also be worked constantly, to keep the informed employees. III.Integrao and communication: Where the structure of the organization allows the internal communication enters the diverse levels of simple and opened form. Also having the contribution and half existing partnership as as mutual aid, being in such a way internally (employee) how much external (supplying). The flexible communication, between subordinate and managers, in case that the company will be very closed will be given in a period of long stated period, however being a little more flexible, she will be given in the short or average stated period.

Kelly Organization

As the company will be dealing with professional talentos, the same one will have that to be prepared in relation to the management of people, therefore each talent understands a different diversity and different values, the form as the organization to deal with these talentos will be the result of the development and the generation of the competitive advantage for the organization, leading in consideration that the necessary company to manage at the same time the recent talentos and the talentos oldest of the company. The Smiths and Kelly (1997), explanam on the subject, affirming that the organizations need to balance the expectations of the force of more experienced work and to create incentives for the new employees, and if this will not be managed of efficient form, the new employees will feel, and with reason, that will be in disadvantage when competing with its older colleagues. when attracting the best ones, the company will be dealing with people of all the forms, sizes, colors and ages. diversity must be understood and received if the organizations they wait to attract the best ones, the QE (emotional and social intelligence) will be so excellent, if not more excellent, that the QI in if treating to the best talentos. However, to only catch the intellectual capital does not add value to the organization: it is necessary to develop and to hold back the professional.

For this, the companies must create pleasant environments of work, incentives to the employees and promote a management participativa. The development of the intellectual capital possesss more importance in the processes to manage this asset, therefore with human development that if arrives at the value added for the company. Regarding the new management of people some authors explain, for example as the citation: When developing the best professionals, the organization of the necessary future to make use of a strategical function of human resources.