This dissertation examines how organizations establish their identities and how they reinforce employees´ identification with them. To this purpose, the following topics are examined: The concepts of organizational identity and employees´ identification; the connection of these with the multiple forces that influence employees´ behavior within the company (individual identity); and the challenges of efficiently implementing an employee identification that will provide an effective tool to manage the relationship between the company and its employees. This research is based on a case study of a company that sells consulting and outsourcing services. Sixteen interviews were conducted - eight for each of these business areas. The analysis focuses on the ways this organization establishes its identity and facilitates employees´ identification in those two work areas. The results show the efficacy of the organization´s actions since its employees appear to be proud, optimistic, secure, and confident in their careers with the company. Furthermore, they indicate a strong commitment and identification with the organization´s values, principles, beliefs, philosophies and objectives. This positive outlook is, in great part, due to the organization´s transparency regarding the management of employees´ careers. In addition, it shows that managing these expectations is very important since it makes possible a better alignment of the company´s existing psychological contracts, thus leading to the organization´s success in the sector where it competes.