Organizational culture is crucial in maintaining the effectiveness of an organization. Globalization, under ubiquitous appearance, influences the behavioral managerial and valuable substrate of existing organizations. Taken extended sense, organizational culture is a collective mental programming that distinguishes the members of an organization to another. In this context, globalization can be focused on identifying those scheduling algorithms that avoid as many „bugs“ or to identify the components of an organizational culture in which to develop a syntropy framework, components considered stabilizing but which can slow or prevent the continuous and sustainable development.