This graduate thesis explores the influence of organizational culture, its individual factors, on the level of success of management efforts in managing the knowledge, experience and careers of employees. The knowledge gathering process itself consists of several smaller processes. In order for an organization to manage knowledge, it must be able to identify the people who possess that knowledge and to acquire them. Furthermore, it is necessary to distribute this knowledge and use it effectively in business. The organizational culture that dominates the company can greatly change the knowledge management itself. If it is formed in such a way as to support the processes that take place in connection with employees, it will be much easier for managers to manage them, and such a successful process will result in satisfaction, creativity, motivation and effort of the employees and, in the end, a positive business result. If the image of the organizational culture contradicts the previously mentioned, it can sabotage the efforts invested in business, in directing the available knowledge where it is necessary to direct it, and in the very acquisition of new necessary knowledge through new employees or by educating existing ones. It can also be stated that effective knowledge management can strengthen the culture of the organization. In conclusion, it can be said that if a business result driven by a strong organizational culture and an effective knowledge management process is achieved, such a situation will positively affect the organization's image on the market and its competitive advantage.