Personal differences and preference can definitely impact organizational ethics, meaning a set of values that define the organization and how those working within that organization view or perceive those values to be as well, whether that be in a positive or negative way. In the case with Valerie, her personal differences included her personality, attitudinal, and emotional attributes (Hellriegel, D., & Slocum,Jr., J. W. (2010), p.70) that influenced her preferences when it came time for her to make an ethical decision in regards to her boss’s unethical behavior, because she responded in a way that was in the best interest for her. Naturally, her personality will not allow her to agree with her boss’s behavior, but because she did not go with her gut instinct to rectify the situation based off her emotions, she developed a negative attitude toward her boss and job. Although Valerie’s personal differences are more ethical than her boss, she still impacted the overall organizational ethics in a negative way by withholding pertinent information from the rest of her colleagues. I say she contributed to the organizational ethics in a negative way because her department was already being run by someone who “was a constant example of how not to be ethical in handling business and employees. Instead of being a leader who would help activate ethics mindfulness in others, he was the polar opposite.” (Hellriegel, D., & Slocum, Jr., J. W. (2010), p.563) Therefore, she was not contributing to the morale or values of the organization because she did not speak up to stop the unethical behavior. However, if found out, the impact of Valerie’s preference to benefit herself could result in her company going out of business, because no partnering company will work with a company who