According to Cooper (2012), organizational culture is the informal set of rituals, myths, values, and norms that exists alongside the formal structure of an organization. Therefore, an organization's culture can influence the creation of ethical and potentially unethical policies and practices due to the personal values ​​and morals of the individuals who make up the organization. For example, organizations that set deadlines for enrollment purposes may allow a two- or three-day grace period after the deadline due to cultural norms or values; which in turn can become an ethical policy and/or practice within the organization. On the other hand, there are other informal structures that could lead to potentially unethical policies and/or practices, such as ritual or the myth of being a spy. However, when working together for the common good of the society or business, you must be able to step up and declare when there is a problem within you, as well as be able and willing to correct it. In addition to influencing ethical and unethical policies and practices, an organization's culture might also influence its decision-making capabilities such as