This paper proposes the discussion of the integration approach in studies about organizations culture, which seems like an instrument to homogenize and normalize, in which the values letter would be a tool to submit the actors to organizational ideals. It proposes the recognition of complexity and heterogeneity in the organizations world, using the integration, differentiation, and fragmentation perspectives, in a complementary way. How an alternative of values letter it works the idea of the intentions letter, that although containing organizations desirable beginnings should be confronted with actors' perceptions. That defines the inherent meanings of organizational universe, many times in an ambiguity position between consensus and dissension, about what it is desirable for those same actors and the organization. As an illustration, will be discussed a research accomplished in a Brazilian state company.