Although the concept of organizational culture has many different definitions, the most general acceptance of culture is; common assumptions, beliefs, perceived norms, thinking and behavior patterns among employees. It is possible for a new employee to understand this culture easily, especially by following elements such as language patterns, communication style, symbols used in the organization, rituals of celebration and commemoration, and superior-subordinate relations. At this point, the difference between organizational climate and organizational culture comes to the fore. The main point of difference between these two concepts, which are often used interchangeably, is their scope. Climate is immediately noticed and a new employee's impressions of the organization are actually associated with the climate. However, culture is much deeper, narrower and shows itself over time. In our study, this differentiation between climate and culture has been mentioned. Organizational culture has gained more importance today than in the past in attracting and retaining talented employees. In this period, when we witness that social media are used intensively by both candidates and human resources professionals in the recruitment process, both parties want to have information about the culture. While the candidates make detailed inquiries to understand the cultures of the institutions they will apply; human resources professionals also question the past experiences of potential candidates and try to understand the cultures of the institutions they have worked for for a long time. Because there is one truth that they clearly know. Even if they have hired the most talented candidate, if they cannot adapt to their own corporate culture, they will soon intend to leave the job and past performance will not contribute to their current success. Therefore, understanding the culture, transforming the culture in line with the requirements of the age and constantly monitoring it is the responsibility of every level manager today. Drucker's statement that "culture eats strategy for breakfast" will maintain its validity in every period. No matter how strong the strategy is, if it is not suitable for the culture, it will not be accepted within the organization and will fail. The success of leaders is directly related to revealing the vision and mission clearly, designing the culture and creating the strategy in accordance with the culture. Due to these important factors, first of all, leaders and then all employees should have a good grasp of the concept of organizational culture and its effects. In this section, after explaining how to evaluate culture, organizational culture, organizational climate and organizational culture, the conclusion part is given.