Welcome to Sam Obukelihor's Blog

 Undesputedly, most causes of stealing by employees are employer driven. That being the case, to stop employee stealing, the employer has a major role to play. There are several ways of stopping employee stealing. They may include the following:- - deterrent punishments. - rewarding diligence. - employer empathy. - employer must correct herself. - restitution. - zero tolerance for stealing. - clean the slate. Once the employer takes care of her promotion of stealing by employees, stealing will be a thing of the past. In the next three or four weeks, we shall share three or four practical experiences.

 "The wise who refuse to rule should prepare to suffer the rule of idiots" - Socrates

 Sociologically, there is nothing called Stealing but Innovation. The main causes of employees stealing are Employers driven by their actions. They are:- - lack of care for employees. - low wages. - late payment of salaries. - "large" life style of employees. - lack of reward for diligence. - Foundational error. - law of harvest

 "One of the penalties for refusing to participate in politics is that you end up being governed by your inferious" - Plato

 A classical definition of STEALING is taking what is not yours without permission. Generally, it is a fact that stealing is not genetic. Sociologically, stealing is acquired through the process of socialization. In my country, what is called stealing is class based. If you are an elite, stealing (looting) is called corruption and if ever convicted, you receive token punishment. On the other hand when you are a Lower class abused person driven by hunger and attempts to take anything especially to eat, you are severely punished for stealing. Applied to the work place senior managers only misapply funds while junior staff steal with attendant altimate punishment. What are the main causes of stealing by employees? Join us next week.

 "A Government that cannot or does not protect the humblest citizen in his right to Life, Liberty and all the pursuit of happiness should be reformed or overthrown without delay" - Frederick Douglass Oct. 1883.

 I joined this company that has just completed a restructuring with a new Performance Management System (PMS). Management engaged a management consultant to train managers on the new PMS. In the location I hosted, the consultant instead of explaining the new system to our managers, he misguidedly started to criticize the Appraisal Instrument. When I called the attention of the Training Manager to the wrong, she did not understand. It was the Head, Human Resources that corrected the consultant.

 "Love begins with love, friendship, however warm cannot change to love" - Jean de la Bruyere.

 While most companies lay emphasis on educational qualification and experience, I worked for this particular company that had a completely different policy. In this particular company, we recruited for Attitude and Trained for Skills. It was during my first selection interview that I asked the question - "What is the difference between a half full cup and a half empty cup" My object of asking the question was to find out the business orientation of recruits. Recruits who saw a half full cup had positive and business orientation while those who saw a half empty cup had negative and non-business orientation.