Many employees steal from their employers and tend to give reasons, but this is unethical. Stealing from an employer would include taking away his assets and finances or providing false information about how much he worked to deceive an employer. This is unethical and is also against the law according to which the offender can be sued. This is unethical and can end up hurting the company. Whether money or time is stolen, it is wrong and will ultimately affect an organization's finances. Most employees who steal from their employers try to justify their actions. First, they argue that their wages are too low and therefore try to compensate for this. Others steal little and have the feeling of not having stolen, especially for those who are not faithful over time. However, to judge whether it is ethical or not, the big question would be whether stealing is right or not. The answer to this question is stealing, and that's wrong. It doesn't matter what you stole and how small or large it is; stealing is wrong. An example of a situation where employees take advantage of their employers and steal are those companies that supply sachets of sugar and coffee to their employers for the 10pm drink. Some employees take them home; this is very immoral in every way. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original EssayWhen an employee reports others stealing to the employer, they are said to be informants. These are good employees who won't watch their coworkers continue to steal from their employees. One of the risks is that they will be seen as traitors and therefore alienated. Second, the chain of command is broken. There are companies where the chain of power must be followed scrupulously, and therefore, by informing the manager as an employee, the direct superior may not take kindly to it, causing further problems. Finally, he may feel like a whistleblower again and cause the thief to be reported or fired; this can lead to feelings of guilt. Organizations need to know how to address such unethical issues from their employees, competitors or even stakeholders. Organizations must design and have a clear ethics policy that describes what employees are expected to do and what they should not do. The plan should have specific aspects, not just general ones. The procedures should also include sanctions that employees should expect for their unethical behavior. For large organizations, the employer should hire a human resources consultant to handle ethical issues regarding employees. However, employers should not be too strict as if they were in prison. Unethical behavior should first be handled through verbal warnings and then, if it continues, then a fine, suspension or dismissal may be applied. References Hair, Jr, J. F., Bush, R. F., & Busch, P. (1976). Employee theft: Views from two sides. Business Horizons, 19(6), 25-29.Lussier, R.N., & Hendon, J.R. (2019). Fundamentals of human resource management: functions, applications and skill development. SAGE Publications, Incorporated. Peltier-Rivest, D. (2018). The fight against fraud: do reporting mechanisms work?. Journal of Financial Crime, 25(3), 784-794.