Investigating Theft in Retail Organizations Essay -- Stealing Thieves

Investigating Theft in Retail Organizations In an industry where a 1% change in gross margin can mean millions of dollars, retailers have begun focusing greater energy on mitigating losses caused by employee theft. Employee theft has become a problem of increasing significance for retail organizations over the past few decades. In 2004, the European Theft Barometer report showed an increasing prevalence of employee theft in retail organizations, up 1% from 2003 (Technology Tackles Employee Theft, 2005). It’s been estimated that â€Å"the outcome of employee deviance and delinquency accounted for between $6 and $200 billion of organizational loss annually† (Lau, Au, & Ho, 2003). Employee theft can be loosely defined as any behavior by an employee of an entity that is intended to produce detrimental financial outcomes for the employer. This includes pocketing cash, stealing inventory, using company resources for personal gain, and other deceptive tactics. Most modern day retailers are at some level of risk as moti vation and opportunity make theft an attractive choice for many employees. While large organizations have focused on this problem for several years, many small businesses have not devoted the time and resources to addressing this problem. Small businesses may be at particular risk due to a lack of high-tech internal controls that larger organizations may have. Additionally, small businesses often â€Å"frequently deal in cash – the easiest temptation of all to a dishonest worker† (Biddick, 2004). Consequently, small businesses must pay special attention to this problem in hopes of diminishing the risk (Biddick, 2004). Understanding the motivations of an employee that engages in theft can be an essential means to changing the circumstances and situations that might encourage these harmful activities. Employee motivations can be classified into three main categories: personal, organizational, and economic factors. Personal factors include such items a person’s individual viewpoint on and reactions to such items as job satisfaction, relationship with co-workers and employer, and one’s perceptions of the work environment (Lau, Au, & Ho, 2003). These are all factors that will differ based on the employee. Organizational factors refer to the controls placed in the work environment. These include the broad â€Å"Control Environment†, as referred to by the COSO fra... ...he situation. When investigating the theft, they should perform a cost-benefit analysis, and then use both physical and testimonial fact gathering to uncover the culprit. Works Cited: Bassett, J. W. (2003). Solving Employee Theft Cases. The Internal Auditor, 60(6), 23. Retrieved May 11, 2005, from ABI-Inform Online Biddick, K. (2004). Think big when protecting small business from employee theft. Nation’s Restaurant News, 38(36), 26. Retrieved May 10, 2005, from ABI-Inform Online Lau, V., Tung Au, W. & Ho J. M. (2003). A Qualitative and Quantitative Review of Antecedents of Counterproductive Behavior in Organizations. Journal of Business and Psychology, 18(1), 73-100. Retrieved May 15, 2005, from ABI-Inform Online Shoplifting, employee theft and check fraud top retailers’ concerns. (2005). NPN, National Petroleum News, 96(11), 12. Retrieved May 11, 2005, from ABI-Inform Online Technology Tackles Employee Theft. (2005). Retail World, 58(3), 41. Retrieved May 10, 2005, from ABI-Inform Online Tryon, G. & Kleiner, B. H. (1997). How to investigate alleged employee theft properly. Managerial Auditing Journal, 12(1), 19. Retrieved May 15, 2005, from ABI-Inform Online

Organizations and Behaviour Essay

Requirement 1: 1.1Compare and contrast different organisational structures and culture (P1.1) 1.2 Explain how the relationship between an organisation’s structure and culture can impact on the performance of the business (P1.2). 1.3 Discuss the factors which influence individual behaviour at work (P1.3) Requirement 2: 2.1Compare the effectiveness of different leadership styles in different organisations (P2.1). 2.2Explain how organisational theory underpins the practice of management (P2.2) 2.3Evaluate the different approaches to management used by different organisations (P2.3) Requirement 3: 3.1Discuss the impact that different leadership styles may have on motivation in organisations in periods of change (P3.1) 3.2Compare the application of different motivational theories within the workplace (P3.2)3.3Evaluate the usefulness of a motivation theory for managers (P3.3) Requirement 4: 4.1Explain the nature of groups and group behaviour within organisations (P4.1) 4.2Discuss factors that may promote or inhibit the development of effective teamwork in organisations (P4.2). 4.3Evaluate the impact of technology on team functioning within a given organisation (P4.3) Evaluate the factors that promote the development of effective teamwork of Zara and derive a valid and rational conclusion. (D1) Assume you are the Human Resource Manager of any business, how would you take the responsibility for managing and organising activities of your business in the context of the organisation behaviour? (D2) Points will be awarded to those who demonstrate convergent/lateral/creative thinking to give answer. (D3)

Laura J. Mcgough’S Gender, Sexuality, And Syphilis In Early

Laura J. McGough’s Gender, Sexuality, and Syphilis in Early Modern Venice opens immediately in the dawn of the 16th century, when France invaded Italy. This invasion brought diseases previously foreign to the area that immediately became linked to the French and the destruction of Italian institutions. McGough quickly defines the illness she will examine, which is not necessarily Syphilis as indicated in title. The disease is a more broadly encompassing ‘French disease’ and while frequently considered to be, it is too broad to claim that all cases were syphilis. This book endeavours to describe the social and cultural history of the French disease, and its’ endemic history. Inability to look at the entire situation means the French disease†¦show more content†¦The focus remained on metertice and their role, as unmarried women were most heavily stigmatized for their relationships. This brings McGough to her second study in Chapter 2, looking at how gender affected perception and response to the French disease. (For men, some considered the French disease as a symbol of sexual success, however for the most part society accused diseased men as being undisciplined, unable to resist the temptation of the female body. It was widely understood that women were the cause and carriers of the disease, and able to inflict it upon men. The diseased women were portrayed as promiscuous, and usually beautiful according to folk myths that the disease arrived in the form of a beautiful prostitute, who slept with hundreds of French soldiers. In Chapter 3 stigma is further imposed, as the French disease becomes seemingly more treatable. This thrust the burden of stigma upon ‘incurable’ patients and McGough looks at several case studies to prove this. Incurable women were assumed to be continuing in sexual relations, and not serious about reform. Men occasionally looked for witchcraft as being the cause of incurable disease, or were blamed for continued sexuality and lack of discipline. This lead to differences in aid displayed in Chapter 4. Women were institutionalized to protect virginity or encourage repentance, while men had much more opportunities for medical care. Women’s institutions such as the