This thesis is management strategy on symbolic side and reality of organizational culture. The interest in symbolism and symbol is interesting in the fields of organizational culture. In traditional organizational theory, a group was considered a machine, a structure rationally formed to achieve more effective results. From this perspective, all the occurrences in the group were understandable. However, new ways of approaching and studying group structures appeared in criticism of these traditional views. These criticisms resulted from the recognition that because bureaucratic organizations are institutionally formulated according to hierarchical structures, there are many cases where alternative plans and information fail to reach upper management swiftly and precisely. The symbol does not refer to an objective quality but to a transcendental and subjective one, which may produce a variety of meanings, depending on the recognition of the subject who interprets. Symbols include behavior, language, and various abstract figures that may act as incentives to motivate various attitudes or behaviors. The different types of symbols can be classified into a language form (language, phrase, sign); a behavioral form (gestures, formality); an imagination form(legends, myth. dream, music, art); a conception form (ideology, belief); a personality form (heroes, saints, villains, enemies); an event-oriented form(history, events, dramatic and accidental incidents); and a system-oriented form (politics, economics, social and cultural systems). This thesis, based on the above theory, is composed of organization as culture and symbolic system, symbolic side of organizational culture, organizational symbol and reality of organizational symbol analysis.