Stealing in the Workplace: Why That Happens

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There are lots of people who think that money is the core cause of stealing. Money is one excuse for stealing; however, it is not the only explanation. Why do people steal? What do they feel when stealing? There are issues such as moralities, a false allegation of being victimized, sentiments people feel, and no fear of actions that have effects on people stealing. Through discovering the many reasons why issues of stealing happen in the workplace, do we continuously think completely about the penalties that may follow entirely the way through?

Moralities are a person’s values of behavior or beliefs about what are and not appropriate for them to do. All people have different standards. To determine what constitutes moral character, you must understand the meaning of ethics, which involves moral principles or values (Ferguson). It is important to show these throughout life and to notice when your values change. Practices are morally defined by employers. It makes good sense to make sure that all employees and employers are generally fulfilled with their work and workplace situations. It is essential for an employer to carry out moral performance and what it means to have morals in their workplace.

Some accustomed morals that most employers will want to carry out include the following: you don’t use false accusations, you don’t steal, you don’t cheat, and you don’t misrepresent information, etc. A company can state its morals policies and can hold employees to certain behaviors. As in any standard fortification situation, employers can both compensate good behavior or reprimand bad behavior. Some employers commonly do both. Morals are inner abilities and varying on how someone feels, can make it tougher to cope with According to Bradley University’s “Ethics Case Studies for Registrars,” one of the main causes for employees’ unethical conduct is indifference or low morale (Ferguson).

Perhaps some people contemplate being fraudulent is completely adequate to someone else. However, people could work together if they do their work and represent the morals of the employer. Of course, there are some deceitful behaviors that fall over into being dishonest, but no one is perfect and sometimes people make bad decisions. An employer considers that stealing is against their policy wrong and violates most morals policies. Employers know how they want moralities handled for issues they are having. There has been the use of an honest test that may confirm some issues employers can ask employees to take tests for stealing. That test may determine issues of behaviors employers don’t want to be related in their workplace. This may give employers the impression of whether an employee is a good applicant for their business.

Generally, an employer must have a sound, work-related reason to require a current employee to submit to testing (Guerin). Before hiring someone, employers can train a person on ethics. Employers also assume the practice of these standards by all their employees. Employees may feel complex towards being annoyed and permitted to steal from work due to an apparent feeling of being victimized. Someone who feels mistreated is not always true. The nature of employers and employee’s relationships can sometimes be underestimated according to different views about one another. People can also misjudge others without knowing all the evidence. Sometimes employees are prospective to see these behaviors getting worse when people break their trust. An untrustworthy employee keeps you in doubt while a trustworthy employee makes you feel secure (Ferguson).

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Workers who feel disengaged to find their own way of being appreciated may feel the need to compensate themselves. More than half the American workforce feels disengaged from their jobs, meaning most workers are not productive and perform their tasks with minimal care (Gaille). This includes having the need to steal from their employer in order to show self-appreciation. Sometimes they even lack in their work routine.

Some people are unafraid of getting caught for stealing, the reason is that they don’t think they will get caught. The minute an employer determines the truth of theft, they should without delay, address the problem to help prevent any other similar occurrences in the future. The courses of action that employers may consider are termination. Termination from employment is the elimination of employment against the will of someone on a job.

Termination also happens when employees are let go due to issues, such as being dishonest, misrepresenting information, or stealing in the workplace. Dismissal can be due to issues with the employee’s performance, but it also may be due to factors outside the employee’s control, such as downsizing, company restructuring, or the elimination of a position (Doyle).

The first step employers may take is beginning to build their case is from having documentation. It’s important for employers to document everything they collect and when they collect it. It’s significant to contemplate just how profound this employee’s untruthfulness might be measured. Not all theft is as logical as stealing. Considering whether any of the employee’s other behavior has been doubtful, such as having access to important information or equipment within the company. If employers are certain in their case and the level of theft, there are reasons for further action. It is wise to file a report. Filing a report at a police department have units that focus on issues such as these. Officers might offer available advice about how to continue.

Depending on the severity of the theft, it might be a good idea to have a police officer present for the complication of words when talking to the employer about the action that has taken place. Employee theft may range from a minor incident to a major catastrophe. The impact on the employer’s practice could depend upon the extent and involvements of the theft. Managing investigation correctly and all conditions of recovery are subject to the person who committed the theft, can decide the outcome. Stealing in the workplace is issue that employers continue to face today. Termination from a job for stealing something is what people many people think.

There are several reasons why people steal things. Sometimes we don’t understand why people do things. Increasing low morale, false accusation of being victimized, little to no consequences for actions, and not knowing seeing the outcome are effects on people stealing. After exploring diverse causes, a matter of stealing happens in the workplace and is better understood. It is vital to understand why stealing in the workplace is forbidden.

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