World Wide Web provides access to a multitude of information. We must be cautious as to the information we obtain via the internet. The following links have been selected with due diligence. If a problem arises, please email us via the Contact link on the left.
The following links are in the public domain and are provided for your information and ease of access. These links, websites, and their corresponding information are not created, altered, owned, managed, or maintained by Bonner Solutions & Services, APC. The brief site descriptions below are provided by Bonner Solutions & Services, APC. Many of the following sites are directly credited to the American Psychological Association (APA) and the United States Government.
Click on one of these links or peruse all of the following topics:
Downsizing and Company Closures
Downsizing and Company Closures affect many people. Obviously, those who lose their jobs are directly and profoundly affected. In addition, many others will be indirectly but strongly affected. Friends, neighbors, ancillary businesses, schools, children, and families will feel the effects.
A few of the common reactions to intensely stressful events such as downsizing and company closures include the following: disbelief, fear, devastation, loss of hope, anger, resentment, and feelings of betrayal.
There are many actions that people may make following stressful and tragic events such as these. Some of the more beneficial actions include the following:
- Do not rush to make changes. Take a little time to absorb the situation.
- Consider all possible options. Many times, a forced change must occur before some people will pursue their dreams.
- Take extra precautions regarding health, including nutrition and exercise.
- Use stress relievers such as exercise, reading, spending time with family, or going to church.
- Allow children to talk and ask questions. Provide simple and basic information in a straightforward manner.
- Consider the situation as a challenge and an opportunity. Take full advantage of the possibilities.
- Channel the frustrations, disappointments, and energies toward making life better.
- Do Not Give Up!!!
- Seek professional help if needed.
The following links address the issues of Downsizing and Company Closures both directly and indirectly. They provide basic information relating to children and adults. The topics include Stress, Post Traumatic Stress Disorder, Depression, and Coping. Note: Each link will open in a new window.
Some important topics to consider regarding Career Changes are listed here:
Please visit the Career Solutions link for brief discussions of Career Exploration and Executive Coaching.
- Income Requirements and Preferences
- Location of Jobs
- Culture and Quality of Life
- Projections of Need (i.e. will there be too few with these skills in your area or will there be too many with these skills?)
- Educational Requirements
- Knowledge, Skills, and Abilities Requirements
- What is your dream??
The following links are beneficial when further researching career information.
- www.bls.gov/oco/home.htm. The Occupational Outlook Handbook from the Bureau of Labor Statistics of the U.S. Department of Labor.
- www.bls.gov/oco/oco2003.htm Tomorrow's Jobs. The Occupational Outlook Handbook from the Bureau of Labor Statistics of the U.S. Department of Labor.
The Personalities, The Opportunities, and The Circumstances
The shrinkage statistics are staggering: Employees are the culprits almost 50% of the time! Shoplifting is a distant second at slightly over 30% of the total. In addition to these profound percentages, the rates for employee theft have been on a steady increase for several years. (National Retail Security Survey conducted by the University of Florida)
Employee theft involves much more than just stealing cash. Many thefts are directly related to time and productivity. Employees can easily steal or abuse many of the following:
- Personal use of copiers and fax machines.
- Personal use of email or cell phones.
- Playing computer games or internet surfing.
- Taking merchandise or supplies.
- Using proprietary information.
- Sharing company secrets or customer lists.
The personalities are an integral component in employee theft. Some people have a personality type in which they seek opportunities to `get the best of' others. These individuals may not have a conscience or they may choose to do wrong on a consistent basis. The only way to prevent these individuals from stealing is to never hire them! There are psychological employment tests which can help identify these individuals before they are hired. Please click on Career Solutions for a brief overview of possibilities.
Many other people would not be classified as a `thief by nature'. These individuals are more prone to steal as the result of circumstances and opportunities. Today's generation of employees appear to be able to rationalize stealing more easily than past generations. They may have the mentality of "I am justified because ...
- The bosses are really rich people. They make too much money and we do all of the work.
- They will never miss it.
- I have a right to it for all of the work that I do. They owe me!
- I deserve it! And, you have to take what you get in this life.
- If they are too stupid to catch me, then they deserve to lose.
- It's not really stealing. I worked really hard this morning so I deserve to get my hair done at lunch.
Company owners or managers may think that having a written policy and reviewing it on a regular basis is unnecessary: `Everyone knows that stealing is wrong.' This thought pattern provides the perfect opportunity and is not wise.
Additional opportunities include not having a loss prevention plan, lax implementation of a plan, and allowing one individual continuous access to money, accounts, or information without routine supervision. Specific opportunities that commonly occur involve refunds, voids, cash transactions, overages, expired stock, sale items, and damaged merchandise.
Also, small businesses often avoid prosecuting employees, especially if they have a long tenure with the company. Being caught without consequences establishes a bad precedent.
The circumstances and the situations which lead to employee theft are varied. The circumstances are most typically centered around personal concerns outside of work. Common examples include financial setbacks, health problems, and education for children. These individuals may not be inherently untrustworthy, but the circumstances become overwhelming and the options appear nonexistent.
Preventing Employee Theft
Trust is the key! Some level of trust must exist for stealing to occur. Be caring but cautious!
- Do not hire the applicant who embodies the personality to steal. Tools to identify these individuals include background checks, reference checks, and psychological employment tests.
- Prevent the easy opportunities. Have and use a written loss prevention plan. Have multiple checks and balances. Encourage good behaviors. Provide employees with opportunities to benefit from cost-saving ideas including identifying possible weaknesses in the loss prevention program.
- Know your employees. Treat them with dignity and respect. Make certain that direct supervisors know them personally. Regularly take time to stop and consider each employee as an individual with important wishes and dreams. Consider assisting them in finding help if their circumstances become overwhelming and options seem unavailable. Display the positive side of humanity.
The U.S. Government provides an enormous amount of information for businesses of all sizes. The home website for the Small Business Administration is an exceptional gateway for access to information. These beneficial links provide additional resource information regarding the issue of employee theft:
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