Be honest. Have you ever stolen from work? It took a little 'of "change" here and there? Time made up the card? Padded an expense? Ran personal commissions during working hours? From Xerox copies, while behind their backs? What about those in more envelopes, staples and paper clips, took home for children? If so, you're not alone. The U.S. Chamber of Commerce estimates, nearly 75% of employees stealing their jobs, and most do so repeatedly. I was one ofthem.
Last year was Janice Remote worn 45 years, the treasurer of their church suburban Detroit. Over several years, stole more than $ 700,000. He had no history of other addictions. He was married and had five children. Worn remotely said that his embezzlement began when she and her husband has fallen three months behind on mortgage payments. "I remember the first time I wrote a check to myself, not that there are proper," he said. "My hands were shaking so hard that he was almost able to manageScripture. I heard all the other options are exhausted. I do not know when the misappropriation of easing the need to preserve the lightness, but it was not long before the hole was so big I could not make it better deal. "She was sentenced to 10 years in prison.
Because of the loss prevention experts worry about?
Most Wal-Mart have in recent leak that showed only a trend of reduction in loss prevention budgets and are less listened to little and shopliftingshoplifting and theft more than professional employees.
In 2005 I published my second book, "biting the hand that feeds: employee theft epidemic ... New perspectives, new solutions" (Infinity Publishing). I also organized and presented the first international conference on theft and disorder dependence of Detroit. For nearly a decade, I have advised clients addicted to shoplifting. While "'shoplifting addiction has gradually found wider acceptance and understanding, recently the FBIcalled employee theft "the fastest growing crime in America." Increasingly, I have dealt with the chronic struggle with theft by employees and employers have nothing, to understand and reduce this phenomenon has interviewed.
The American Society of employers reported that 20% of every dollar an American company that deserves to be employee theft, lost - $ 53.6 billion € a year. 55% of offenders are in the highest position and the average length of time it has taken 18Months. The U.S. Chamber of Commerce estimates a third of all failures are the direct result of employee theft. And the Boston Globe published an article in September 2005, indicating U.S. businesses lose $ 759 billion a year, "theft-time" in the employees to falsify time cards, taking long pauses, lingering on the Internet or by phone, please personal commissions during 'working hours and also for new jobs, while their views on current offers.
Our work is hard and we work in ahealthy environment and transparent. I have been a chemical dependency counselor at a clinic for seven years and was its director for two people. Even in the world "Touchy" of our profession, the workplace can feel like an aquarium toxic. We all are working with injuries and emotional problems. Let our family dramas, failures and problems of authority in the workplace. Theft employee can be a cry for help, a cry for attention, a sign that something deeper wrong. But we rarely see,much less to find out what it is.
Many workers have set loss prevention to stop the "professional shoplifter" and may be a tendency to simplify, because people steal or commit theft by employees. Many could not care less because people steal. Too often we assume people steal to support a dependence below and will stop if the "get sober." This is not always true. For many, the theft or the drug. Many remain in denial or too embarrassed to ask for help. ManyI keep thinking of stealing only from a moral, legal and financial. "Just keep working the steps" is what many have felt and experienced. Specialized treatment may be necessary, but there are few books, some self-help groups, and few therapists who specialize in treating behavioral theft, including theft of employees.
And 'difficult, because many complex factors and motivations that people steal from work, guess what? Job security continues to decline, while the pressure to work harder, faster, with lessTo increase the compensation. We have created a climate of resentment, distrust, betrayal, even harassment. Polls show the main concern of most employees is the lack of appreciation and recognition. "You owe me," is, as many believe. Sometimes, as with Janet worn at a distance, external events or problems are the catalyst. Theft employee begins usually a bit 'at a time. Most do not even think of that theft. The next thing you know, a star employee is discharged in handcuffs.
A larger socialQuestion?
Millions of workers with problems of theft of employee representatives to go unnoticed or untreated, which could otherwise be helped. If a customer loses his job because of a theft in the workplace, treatment is usually to a screeching halt. The shame and the decision to deal with people is unimaginable. People with criminal records, especially crimes of theft will face great obstacles in finding decent work. Those who have no jobs, no hope, followed by addiction, crime and self-harm often.
Traditionally, most companiessimply fire employees who steal. While this is an option, not on the following questions: Why are so many people steal, and there are other ways to prevent and deal with theft? The cost of losing an employee who can not be replaced easily, lose the opportunity to rehabilitate him and his help in strengthening the prevention of losses and the disclosure of the issue to a future employer: Other factors to consider. Most companies have a certain sensitivity to the employeesDrugs, alcohol and gambling. One can not work, they are, they do a poor job, and harass an employee, "to steal, and so", but why steal a sacred cow, when the extent that they come anyway? "Thou shalt not steal" is deeply rooted.
We need progressive education, prevention and treatment of theft employee. Encourage better management and strategies for motivating employees. I recommend that companies regularly, to facilitate meetings, ideally by a neutral outside consultants to air complaintsan apology and to express appreciation and gratitude "to keep the tank clean." I suggest, confidential consultation open to anyone who might have a problem thefts are offered. Most employers I have spoken less cared to find out who is to steal no more.
I talked to a couple of years with both the Human Resources Director and the head of loss prevention for a national restaurant chain. They told me that his company deals with "the totality of circumstances" when an employeehave discovered that stealing from the company. They were ahead of the pack I know many people addicted to stealing more. Often these employees' internal probation "has been asked and advice. It is this approach effective counseling or fiction? The long-term consequences are not yet in, but at least it's a sign of progressive-thinking mind. The company seemed happy to be one of the lowest turnover rate in the industry praise.
A recent client of mine was aAssistant Manager for a furniture store for the national home. And 'married with two young daughters twins earned an MBA and lives in a suburb pleasant. He had a long history of theft, theft of employees, and came to me after seeing he was arrested for breaking into cars, people. If ever a person who asks for help, it was. I suspect that was mainly stolen in response to her was abused as a child, and later, after an injury in the early twenties by an armed robbery.Its borders and security has been violated and that he was reliving the experience from the point of view the author from the violation of the boundaries of others. His was stolen, basically a cry for help.
During our work together, even at home (Cleptomaniacs And shoplifters anonymous) meetings. I gradually involved in the treatment and how his wife had become parents as partners, has continued to rise. He reported feeling exploited by his boss at work andEmployees who abuse the emotions provoked and taken away as a way to lash out. His wife and his former therapist asked him to leave his job immediately. He was afraid of being fired or going to be worse, prosecuted. I shared their concerns, but concerns my client had no money and no structure for the time, they have - which can be a problem, too.
Instead, I have a contract with him to begin to practice my assertiveness at work (at home) and, simultaneously, to finally take action on its own ground andGarden business, which had pushed to the backburner. It is worth noting that in six months he had his job and did more landscaping than they could handle. His self-esteem and confidence blossomed. His relationship with his wife improved. His journey to wellness goes, but has advanced with the right treatment and support.
Another client was Director of Accounting at a retreat center. He had stolen $ 50,000.00 from its previous work in the same position, but hadis able to pay in secret overlooked in the period prior to departure without. Recently subtracted $ 40,000.00 from their current job, he noticed that they get out of control and sought help. Her husband was aware of two burglaries and admitted that he gave her the first time, entrusting them with their money. This time, on the verge of divorce, they knew they needed a different approach. Through our work together, we discovered that they spent almost all the money they have stolen things for her husband. Theirdid not feel worthy of his love, and he feared that he would never leave his mother when he was three years. Although important questions remain, she secretly paid back the money alone this time and learned on the job without compensation or the value of marriage.
I spoke with employee theft in 2006 at the annual conference of Michigan Managers' and also on theft addictions and illnesses in San Fernando Valley, California, the staff of Employee Assistancemonthly meetings and in 2007 at the annual conference of the CPA Kentucky. To realize more and more people from different sectors, we need to think outside the box of the theft,.
I hope I have helped shed light on this problem of employee theft actions. It takes more than meets the eye. This is a new frontier of theory and therapy. We must be willing to study our dishonesty, and these problems are with our customers. My hope is that we are together on the cutting edgeto help healthy individuals, families, business organizations and companies.
