Skip to main content

EMOLOYEE STEALING 3

 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.


Comments

  1. Steve Oboh8 November 2021 at 12:34

    Your are very right in your views on Employee stealing. Employers, especially small and medium scale businesses, desire so much to eliminate employee stealing but are usually are reluctant to take necessary actions to do so, especially compensation. They think employees don't see cash flow and expenses - what's coming in and what's going out. In summary, if you don't give, they will take.

    ReplyDelete
  2. Sam Obukelihor8 November 2021 at 12:42

    Many thanks for your views. Infact when stealing has been allowed to fester by the employer, the only corrective measures is to clean the slate. What you sow, you must surely reap. Employers take note.

    ReplyDelete

Post a Comment

Popular posts from this blog

HR MISTAKES BY YOURS TRULY 8

 I have a first degree in Sociology and Anthropology from the best university then in that discipline in Nigeria, the University of Benin, Benin City. During my undergraduate days, I decided not to earn naira on graduation, so when my course mates were rushing to major in Organizational Behaviour, I opted for Medical Sociology. I equally decided to go on to obtain a Masters Degree in Epidemiology so as to ensure that I work with either WHO or UNICEF where I would be paid in dollars. However, my university of choice was then being shut every other three months. This was against another decision of yours truly that I shall not spend more than 12 months for the masters program. At this point, I changed my mind to study Industrial Relations and Personnel Management at the best University then in that discipline in Nigeria, the University of Lagos, Akoka, Lagos. This major shift brought yours truly into a profession that it's major tenants contradict my major attitudes to life. Some of ...
3 comments
Read more

THE LAW OF REST 1

There are two Economics laws that best  explain, the law of Rest. These laws are: The law of Diminishing Returns and The Law of Marginal Utility. The Law of Rest states that when you work and rest and work again, you produce more than when you work continuously without rest. The application of this Law of Rest has been manifest in the practice of Bush Fallowing and/ or Shifting Cultivation in Agriculture. Applied to fair labour practice, it results in the principle of annual vacation for employees. Employees are meant to stop work and rest for 30 minutes after 4 hours of work. This accounts for why employees who work 8 hours a day,, are given 1 hour break in between the 8 hours. Applied to yearly work, every employee is entitled to a number of weeks vacation every year without negotiation. In fact in my clime, the law says, an employee shall not accumulate more than two years vacation. Any employee in any organisation where the CEO goes on vacation annually, and does not go on vaca...
3 comments
Read more

WHAT IS YOUR SALARY EXPECTATION? 2

 The above question is irrelevant for people who join organisations by Nepotism because interviews are merely to fulfill all righteousness. For others who join organisations by merit, it is a most important question because it is a question you already knew would be asked. Failing this all important question shows lack of proper preparation for the interview. I dealt with this question in two forms:- Firstly, From the Consultant's perspective. Secondly, From the direct employer's perspective. Based on my knowledge of salaries paid in various sectors of the Nigerian economy, when a consultant asked, to answer I only demand to know the sector her client was operating. As regards the direct employer, it was even easier to answer. I always found out what were the going rates in that industry. Three examples to clarify the points above. These examples will cover two from Structured Organisations and one from Unstructured Organisation, the ones I generally call "Mosafejo Compani...
2 comments
Read more