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An essay about ethical behaviour in the workplace
Ethics in the workplace study
An essay about ethical behaviour in the workplace
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Steeling even the word sounds hideous, you think even feel hard, and cold sharp when the word crosses your lips. This is exactly how I felt that afternoon while doing payroll one of my duties as office manager for a plumbing company. We were a small company so when realizing another employee was stealing from the business it was more like realizing a friend was the thief. After going over each employee's time cards I realized that one employee had several more hours than any of the other employees. Which through up a red flag considering every employee road and worked with another employee. As soon as I realized this discrepancy I went to the log book to double check and yes, I was right this employee had road and worked the last two weeks. I pulled the other employees time card for comparison and to my disappointment, there was a substantial discrepancy in their hours. So now what to do about the theft. …show more content…
I gathered both employee's time cards and copied them to side by side for the last month. This made it clearer for my boss to see the difference in hours along with giving him the proof to show the employee being accused. I then phoned the owner and proceeded to give him the bad news. It felt like a knife in the gut to tell him a co-worker a friend was stealing from the company from him. The fact was I had no choice stealing is unacceptable in any form. I could not be well with myself if I did not report it. I also do not feel comfortable working with someone who steals I would not ever be able to trust them and I choose not to surround myself people that I cannot trust. Although it still felt terrible to be the one who had to accuse a co-worker knowing that it could very likely cost him his job and
I believe that asset misappropriation by accounts payable fraud is occurring at Wayland Manufacturing Company due to a lack of proper internal controls. Making the company’s Chief Accountant responsible for additional day-to-day functions provides him with opportunity to commit by creating fictitious vendors with his information and then creating fictitious invoices. Newbaker can then conceal his fraud by approving the invoices for payment. Employees working at an organization for more than five years are more likely to commit fraud. Therefore, Newbaker’s six-year history with the company has made him trustworthy and very knowledgeable, which could indicate involvement in asset misappropriation. The high employee turnover could represent a past fraudster leaving before getting caught or employees refusing to continue with the asset misappropriation. In addition, the varying monthly accounts payable transactions ranging from the lowest being April 2014 and
When workers work overtime, they display a high degree of commitment to the task at hand and are thus usually compensated for the extra hours they put in. However, this is only possible when there is mutual respect between the employees and employers. An employer who is negligent of the effort a worker puts in his/her work creates job dissatisfaction and distance in the workplace. Beth Shulman in her work The Betrayal of Work, introduces the pharmacy technical assistant, Judy Smithfield. Her job requires accuracy and scrutiny, which is often very time consuming. Without sufficient help, she finds herself working six days a week. Logically, considering the difficulty of her task, reasonable compensation, respect and appreciation should follow. However, her customers are ignorant and can be angry and impatient despite the effort she makes. How can one be satisfied working in such conditions? Commitment means nothing to her employers. Thus she is not a source of profit for the upper classes; her duties are simply essential but don’t deserve monetary merit in their
In the article “He Works, She Works, But What Different Impressions They Make” by Gwyn Kirk and margo Okazawa-Rey some main points are made. The fire main point made by Gwyn and Margo are that there are double standards at work. They begin the article talking about how “annoying the double standards are and how alone they can make you feel”. They say that supervisors and coworkers still judge females by old stereotypes. The authors claim that these stereotypes include saying women are, emotional, disorganized, and inefficient.
Imagine having to clock out mid-shift to prevent getting paid overtime, but not leaving for another hour or two. Having to punch out for a break but work through it, or having a paid vacation taken away as if it never existed? Situations relative to these are reality and are classified as wage theft, defined by the wage theft website as “a variety of infractions that occur when workers do not receive their legally or contractually promised wages” (Wage Theft). The public is generally uneducated about the concept of wage theft and the effects it has on our society, let alone what can be done about it. The Wage Theft Prevention Act, an act established in 2011 by the state of New York, provides laws protecting working citizens, and is an act that should be effective nationwide.
What is unconscious bias? When asked this question, many people are hesitant to respond or they may not know the answer. But, it is quite simple. Unconscious bias can be defined as biases that we have but are not fully aware of. It becomes just “something we do,” essentially, it has been normalized and it is something rooted in our brains. Many times unconscious bias can also be referred to as implicit bias. There are many ways to define what this simple phrase means but, the best definition comes from the Kirwan Institute. The Kirwan Institute describes implicit/unconscious bias as “the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner” (). Essentially, we may not know that we are being biased towards a certain person or group of people in our everyday lives. Many times this kind of behavior can find its way into the workplace and we being to make unconscious judgements about the employees that we work with on a day to day basis. With that being said, all members of society should work to defeat unconscious bias and I believe that starting with the workplace will help to make it a habit in our lives.
employee theft and fraud. Fraud and theft have a lot in common. Both are criminal acts, and both
When you ask most people what it means to steal from their company, you 're likely to get answers about making copies at the office, taking home pens or other office supplies, or maybe even padding your expense report. Generally, people are not likely to mention a type of theft that has become more widespread in this age of the Internet and social media, time theft. Younger workers may not even recognize this as theft; they’ve grown up with constant access to the web and view it as normal, if not even an entitlement. But surfing the web on company time is indeed theft, as is anything else that takes an employee 's time or attention away from the work they are being paid to do. With the internet on almost everyone’s phone it is also hard to
For many decades, women have faced inequalities in the workforce. At one point, they were not allowed to work at all. Although women's rights have improved and are now able to work alongside men, they are still treated unfairly. According to the 2012 U.S. Census, women’s earnings were “76.5 percent of men’s” (1). In 2012, men, on average, earned $47,398 and women earned only $35,791. This is when comparing employees where both gender spend the same amount of time working. Not only do women encounter unfairness in work pay, they also face a “glass ceiling” on a promotional basis. This glass ceiling is a “promotion barrier that prevents woman’s upward ability” (2). For example, if a woman is able to enter a job traditionally for men, she will still not receive the same pay or experience the same increase in occupational ability. Gender typing plays a huge role in the workplace. It is the idea that women tend to hold jobs that are low paid with low status. Women are not highly considered in leadership positions because of social construction of gender. Society has given women the role of “caretakers” and sensitive individuals. Therefore, women are not depicted as authoritative figures, which is apparent with the absence of women in leadership roles in companies. Furthermore, sex segregation leads to occupations with either the emphasis of women in a certain job or men in a certain job. In 2009, occupations with the highest proportion of women included “secretary, child care worker, hair dresser, cashier, bookkeeper, etc.” (3). Male workers typically held job positions as construction workers, truck drivers, taxi drivers, etc. (3). Sex segregation represents inequality because the gender composition for these jobs depends on what ...
I believe that they might not believe that they’re doing anything wrong when it comes to payroll fraud because they will believe that upper management doesn’t look at what they’re doing because they trust them. Also, the will believe that since they have been doing payroll fraud for so long that no one would notice if they haven’t caught them yet, so they will continue to do it. Pocketing/spending money for personal use is another expense fraud employees’ commit because they have easy access to the money and spend how much they want. I feel that in this case an individual will do it a couple of times to see if they get caught, if not, the get swipe happy and buy what they want. They don’t feel as if this as bad as other organizational fraud because it’s only small amounts at a time not realizing after a while it adds up
In an effort to discuss meaningfully, the root or underlining reason for employee heft must be understood. Why do employees choose to steal from their employers; what is the motivation behind the act of stealing? There are many reasons why employee theft occurs. The simplest and most probable motive is opportunity. This perspective can be described as the “just because I could” way of thinking. Employees, or anybody for that matter, do not always necessarily have a valid or concrete reason to steal. The mere fact that employees sees the opportunity to steal and to do so with minimal chances of being caught is enough to entice them into the committing the act.
Gender is a concept that describes the differences between men and women as a result of the socio-cultural construction of society (Mohd Anuar, 2014). Injustice and discrimination often occur against women and minority groups in obtaining the right to get the opportunities provided by the government in improving living standards. This also will cause negative emotional impact on female employees if left behind. As a result, the woman worker would suffer low motivation to work, reducing productivity and job performance. The authority of a woman is also likely to be threatened if things like this happen in their organization. Work culture that discriminates against women workers is also often affects employees who have been working. Therefore there will be
Gender Inequality at a Workplace Historically, males and females normally assume different kinds of jobs with varying wages in the workplace. These apparent disparities are widely recognized and experienced across the globe, and the most general justification for these differences is that they are the direct outcomes of discrimination or traditional gender beliefs—that women are the caregivers and men are the earners. However, at the turn of the new century, women have revolutionized their roles in the labor market. Specifically in industrialized societies, the social and economic position of women has shifted. Despite the improving participation of women in the labor force and their ameliorating proficiency and qualifications, the labor force is still not so favorable to women.
When people saw a thief in the shopping mall to steal products from the shelves, based on morality, those people who saw would report to the shop manager. However if the situation happened in organizations, the reaction may not the same. On the first sight on the situation, it seems employees should blow the whistle to top managers or public for what they seen they thought there was wrong doing. However, for the second thought, if the organization caught by wrongdoing, it may wine up and let workers lose their jobs. Furthermore, if the manager is expert in manage the company and is a major character in company development, once the company lose this employee, it will be a great loss to company.
For many years discernible bias has been very common in our society. Bias, an unreasonable feeling or opinion that is pro convinced, can not be controlled; nevertheless, it can be altered throughout someone's life. Because people are not required to obtain permission from one another to have a specific opinion about their personal beliefs, bias is apart of human nature. It is an ordinary characteristic that many people struggle with when communicating with others or making decisions. An individual’s bias towards a specific group or trait is generally cause by something they experienced, learned, or inherent. Although bias is based on someone's personal beliefs and opinions, it can cause a disruption in a workplace. If an organization is diverse, with employees of different religions and cultures, ones bias can affect the flow of business.
Gender bias has a long history and continues to occur in the workplace today. Research indicates that women remain significantly disadvantaged and mistreated compared to men in the workforce. How do the disparities of hiring, promotion, and salaries affect women in the workplace?