Case Study
Arthur Cunhs
PSY-830 Principles of Organizational Psychology
Dr. Dave Hale
October 14, 2013
Case Study If you were Morris, and if Taylor had been a conscientious employee in all other areas, would you still have fired Taylor for committing theft? Why or why not? If I were Morris I would fire Taylor regardless if he might have been a conscientious employee within the organization. Even though Taylor had the proper knowledge, skills, and abilities that are associated for Wilton Petroleum Jelly he had a negative employee personality for the company. The fact that Taylor displayed unethical behavior by stealing gas and a ten dollar hammer he should be terminated. As in most companies there …show more content…
In addition, the fact that Taylor was a good employee for the company did not justify the reason that he committed a crime. Fortunately, Taylor should be glad that he got terminated from the company instead of facing fine or possible jail time. Also, the ten dollar hammer that was stolen validated the grounds for termination within the organization. Taylor tried to take the a hammer that was worth 10 dollars so he should be charge for the hammer along with the fees of the amount of gas that he stole from the company. There is no reason for Taylor to continue to work for the organization since he is clearly taking advantage of the company for his own personal gain. Employee theft is a problem in which a business can lose thousands of dollars per year. According to the authors Thomas, Kimberly, Jones, et al (2001) there was a relationship associated with employee theft and turnover rates in the restaurant industry. In some cases employees that were likely to steal, would to steal if they were leaving in two weeks than leave within a year of an organization. Equally important, in a company one of roles of an organizational psychologist is to try to understand employee behaviors. The knowledge of employee behaviors may eliminate employees from stealing …show more content…
The effects of Taylor’s dismissals will cause employees to think twice about stealing from the organization. Taylor could be used as an example as to what happens when an employee steals from Wilton Petroleum Jelly. In a sense Morris tried his best to prevent stealing from occurring within the business by reporting the actions that happened. The actions of Morris can create a more ethical business because employees will feel as if their being monitored. Morris was determined to try every way possible to reduce unethical behaviors. There are some companies in which a personality test is given in regards to organizational theft. Unfortunately, there are some employees that have to follow the actions of others within a positive or negative manner. The dismissal of the Taylor would most likely be stated to new hires that they could get caught not matter how hard they try to conceal unethical behavior. According to the authors Victor, Trevino, Shapiro, et al (1993) the reporting of a theft by a peer that may have been associated with organizational responsibility, the interest of group associates, and perceptions of justice. Actual reporting of negative behaviors was more likely to occur when peers with retribution of justice. In conclusion, the example of the employee getting terminated from the company may cause prevention. The employees may feel as if they would get caught since they do not
Arthur Cunhs
PSY-830 Principles of Organizational Psychology
Dr. Dave Hale
October 14, 2013
Case Study If you were Morris, and if Taylor had been a conscientious employee in all other areas, would you still have fired Taylor for committing theft? Why or why not? If I were Morris I would fire Taylor regardless if he might have been a conscientious employee within the organization. Even though Taylor had the proper knowledge, skills, and abilities that are associated for Wilton Petroleum Jelly he had a negative employee personality for the company. The fact that Taylor displayed unethical behavior by stealing gas and a ten dollar hammer he should be terminated. As in most companies there …show more content…
In addition, the fact that Taylor was a good employee for the company did not justify the reason that he committed a crime. Fortunately, Taylor should be glad that he got terminated from the company instead of facing fine or possible jail time. Also, the ten dollar hammer that was stolen validated the grounds for termination within the organization. Taylor tried to take the a hammer that was worth 10 dollars so he should be charge for the hammer along with the fees of the amount of gas that he stole from the company. There is no reason for Taylor to continue to work for the organization since he is clearly taking advantage of the company for his own personal gain. Employee theft is a problem in which a business can lose thousands of dollars per year. According to the authors Thomas, Kimberly, Jones, et al (2001) there was a relationship associated with employee theft and turnover rates in the restaurant industry. In some cases employees that were likely to steal, would to steal if they were leaving in two weeks than leave within a year of an organization. Equally important, in a company one of roles of an organizational psychologist is to try to understand employee behaviors. The knowledge of employee behaviors may eliminate employees from stealing …show more content…
The effects of Taylor’s dismissals will cause employees to think twice about stealing from the organization. Taylor could be used as an example as to what happens when an employee steals from Wilton Petroleum Jelly. In a sense Morris tried his best to prevent stealing from occurring within the business by reporting the actions that happened. The actions of Morris can create a more ethical business because employees will feel as if their being monitored. Morris was determined to try every way possible to reduce unethical behaviors. There are some companies in which a personality test is given in regards to organizational theft. Unfortunately, there are some employees that have to follow the actions of others within a positive or negative manner. The dismissal of the Taylor would most likely be stated to new hires that they could get caught not matter how hard they try to conceal unethical behavior. According to the authors Victor, Trevino, Shapiro, et al (1993) the reporting of a theft by a peer that may have been associated with organizational responsibility, the interest of group associates, and perceptions of justice. Actual reporting of negative behaviors was more likely to occur when peers with retribution of justice. In conclusion, the example of the employee getting terminated from the company may cause prevention. The employees may feel as if they would get caught since they do not