SAMPLE OF CMY2602 ASSIGNMENT

CMY2602
Assignment 1

Name:
Student number :
Module code:

Unique number:

Open Rubric
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Table of Contents
Question 1 ......................................................................................................................................... 2
Introduction....................................................................................................................................... 2
Definition of the key concept: Employee theft ................................................................................... 2
Motives for employee theft ................................................................................................................ 2
Conclusion ........................................................................................................................................ 4
Question 2 ........................................................................................................................................ 4
Introduction....................................................................................................................................... 4
The social crime prevention model .................................................................................................... 4
The community-based crime prevention model .................................................................................. 5
The psychological prevention model.................................................................................................. 5
Conclusion ........................................................................................................................................ 5
References......................................................................................................................................... 6

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Question 1

Introduction
With employee theft accounting for 42.7% of inventory shrinkage and 75% of employee’s
having stolen at least once from their employer (SheerID, 2016) it is clear that employee theft
is a prevalent crime that numerous employers endure. Questions as to why these inflated
statistics exist then arise. The key concept of employee theft will be defined, motives behind
employee theft will be explored and discussed with relevant examples and a conclusion will
be drawn subsequently. Please avoid citing the same
source many times. At least use
three or More sources.
Definition of the key concept: Employee theft

Employee theft can be defined as "the unauthorized taking, control, or transfer of money and/or
property or time theft of the formal work organization that is perpetrated by an employee
during the course of occupational activity" (Langner, 2010:5). There are three elements that
are pertinent regarding employee theft. Unlawfulness is the first as employees do not obtain
permission before taking money or property (Herbig, Hesselink, Barkhuizen, da Costa, Janse
van Vuuren & Victor-Zietsman, 2011:17). The second element is that the theft be an actual
deed, that is, the taking and use of, as one’s own, of a moveable corporeal item (Herbig et al,
2011:17). Lastly, the intention of the theft is to permanently deprive the employer of their
property (Herbig et al, 2011:17). the study guide is meant to serve as a basis
upon which you build your work. please consult
other sources. study guide should at least be
Motives for employee theft cited once, and not more than that.
The first motive identified by Herbig et al (2011:27) is financial burden outside the working
environment. This is in line with the motives of personal financial difficulty and economic
pressure (Herbig et al, 2011:28). These motives all speak of the employee facing some financial
difficulty in their personal life such as debt. This difficulty may motivate them to steal from
work to alleviate some of the financial strain they are under.

A second motive proposed by Herbig et al (2011:27-28) is opportunity. For example,

employees who are under little supervision have greater opportunity to steal than those who

Please use recent sources.

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are well-supervised. Some employees may have access to things such as petty cash or stationery
stocks and misuse this as an opportunity to steal.

Following opportunity is the remoteness of getting caught (Herbig et al, 2011:28). If there is
an opportunity and employees feel that there is a slim chance they will be caught they may be
tempted to steal. For example it may be very difficult for a company to track the usage of
paper for printing and employees may be tempted to steal a few reams as they know it would
be difficult to catch them.

If an employee is dissatisfied with their broader working environment for example if they feel
they receive inadequate remuneration or are treated unfairly they may become involved in
theft to compensate (Herbig et al, 2011:27-28). Revenge may also serve as a motive for
employee theft in the case where an employee feels they have been wronged by the company
and want to get back at the employer for the mistreatment (Herbig et al, 2011:27).

When tolerated, theft by employees may become the norm as new employees may be
encouraged to steal because everyone else does it without facing consequences (Herbig et al,
2011:28). When there is awareness of other employees, even those in higher posts, stealing
employees may become involved in theft too (Herbig et al, 2011:28). These two motives may
be heightened if they are in conjunction with the belief by employees that they will not be
punished even if they are caught stealing. This can be seen as a motive for theft on its own
(Herbig et al, 2011:28).

Employees may steal goods that are easy to resell such as electronics for the purpose of self-
enrichment (Herbig et al, 2011:28). They may also steal goods with the motive of assisting
others such as clothing and shoes for friends or family who can’t afford it (Herbig et al,
2011:28).

Younger employees who are less experienced and work part-time seem more likely to
commit theft. It may be due to the demographic of age or that these employees are less
committed to their job or organisation (Herbig et al, 2011:28). Emotional instability may be a
motive for theft by employees who are dishonest in nature (Herbig et al, 2011:29).

An employee’s attitude towards theft can also motivate them to steal. If they feel that theft is
exciting, common or acceptable behaviour they may steal. Others may steal because they
believe everyone else steals too or they may convince themselves that they aren’t really stealing
by taking some stationery home for their kids (Herbig et al, 2011:28). not academic writing, please
avoid whatsapp style in
academic work.
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A feeling of power may be experienced by employees in low-paying, low-status jobs when

they steal as it provides a sense of mastery that the job doesn’t, more so if the theft is unnoticed
(Herbig et al, 2011:28). Others may use theft as a safety valve to sometimes vent their feelings
of frustration towards the organization (Herbig et al, 2011:28).

Conclusion
From the above discussion it can be seen that there are various explanations for why employees
engage in theft at work. They range from personal qualities of the employees such as emotional
instability and attitude towards theft, to the culture of the workplace such other employees
stealing and the presence of opportunities for the employee to commit theft. Furthermore,
forces from the employee’s personal life may drive them towards theft such as the need to help
others in a less fortunate position or personal financial stresses. Knowledge of what motivates
an employee to steal may be a vital tool in assisting employers to combat theft in the workplace.

Ensure that you include page numbers in all

Question 2 your references.

Introduction
Crime prevention and control is an issue of concern in South Africa. In 2018 a total number
of 2.09 million crimes were recorded, with a 4.4% drop in the number of reported crimes
since 2017 (Businesstech, 2018). The control and prevention of crime can be achieved
through the application of various crime prevention models. These models are often based on
specific theories explaining why crime is committed (Herbig et al, 2011:4). They employ the
use of programmes with specific strategies and practices to prevent crime (Herbig et al,
2011:4).

The social crime prevention model, the community-based crime prevention model and the
psychological prevention model are three examples of crime prevention models and these
will be discussed below with relevant examples.

The social crime prevention model

This model is based on the idea that inadequacies in socioeconomic structures that are important
for socialisation such as families and schools can lead to the occurrence of crime (Herbig et al,
2011:6). The study guide was cited several
times, please avoid and consult other
sources.

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The programmes associated with this model are aimed at assisting vulnerable groups such as
youths, unemployed persons and the poor to decrease the possibility of them resorting to
crime or becoming victims thereof. Programmes further attempt to eliminate poor
socioeconomic conditions and social inequalities that may lead to crime (Herbig et al,
2011:6). Programmes characteristic of this model focus on things such as the provision of
better housing and jobs, education, family skills, health and substance abuse (Herbig et al,
2011:6-7). This model’s success is based on the application of longer-term programmes and it
can be useful for preventing all forms of crime (Herbig et al, 2011:7).

The community-based crime prevention model

This model assumes that crime can be prevented by potential offenders being informed of
the risks of being caught in specific neighbourhoods (Herbig et al, 2011:7). Examples of this
model include neighbourhood watches, community policing and emergency alar ms (Herbig
et al, 2011:7-8). These programmes are successful at preventing crimes such as robbery and car
theft (Herbig et al, 2011:8).

The psychological prevention model

This model highlights that inner psychological needs and disorders may be the cause of criminal
behaviour in some. Interpersonal problems and poor communication, especially within the
family are also focused on as they can lead to criminal behaviour (Herbig et al,
2011:8). Psychological treatments such as psychological tests, psychotherapy, crisis
intervention and behaviour modification therapy are used within this model (Herbig et al,
2011:8).

Conclusion
The models discussed above all focus on different ways of preventing crime. The social
model focuses on socioeconomic structures as sources of socialisation, the community-based
model on community members getting involved and the psychological model on needs and
disorders as a factor that may contribute to crime. They all employ unique methods to prevent
and control crime based on their underlying assumptions o f the causes of crime. Each model
is effective at controlling different types of crime.

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References

Bussinesstech. 2018. South Africa crime stats 2018: everything you need to know. Scribd.
Available at: https://businesstech.co.za/news/government/270689/south-africa-crime-stats-
2018-everything-you-need-to-know/ (Accessed on: 04/08/2019).

Herbig, F.J.W., Hesselink, A.E., Barkhuizen, M., da Costa, G.E., Janse van Vuure n, J.W.J.,
Victor-Zietsman, M. 2011. Principles of crime prevention, reduction and control: Only study
guide for CMY2602. Pretoria: University of South Africa.

Langner, D. 2010. Employee theft: Determinants of motive and proactive solutions.

Unpublished MHA Dissertation, University of Nevada, Las Vegas.

Boehmer, M. 2016. 25 jaw dropping stats about employee fraud. SheerID Inc. Available at:
https://www.sheerid.com/25-jaw-dropping-stats-about-employee-fraud/ (Accessed on:
07/08/2019).

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