The following dissertation focuses on the analysis of how organizational members orientate their identities in the face of managerial actions taken in order to reinforce certain employee behavioral profile. As a way of accessing this matter, it is developed not only a concept of identity that is able to capture all the forces that influences the employee behavior, but also a discussion of the challenges facing a typical employee in constructing his own identity within an organizational environment. The research is based on a case study of Opportrans S.A, the company currently in charge of subway operations in the Rio de Janeiro City, which, since 1998, has undergone various managerial change actions that are closely related, beyond other aspects, to the desire of obtaining a certain kind of employee. The results show the efficacy of the actions taken to reinforce the desired employee behavior as well as the high commitment of a certain group of workers who do not match the company`s preferred prototype. In addition, it is shown that this mismatch, which is closely related to the concept of resistance to change, improves the company diversity of identities and can help the organization in its challenge of fulfilling its change aims.