The Problem Of Employee Theft In Hotels: Types, Reasons And Solutions

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The Problem Of Employee Theft In Hotels: Types, Reasons And Solutions

Introduction

The problem of employee theft will discuss here. This assignment will explore employee theft based on the hospitality industry. It is the thieving of time, money and goods by the people who work for the organisation such as employees. This assignment will explore the difficult of employee theft through diverse departments, the incentive overdue employee theft in hotels and kinds of employee theft. This assignment will also explore the way to stop employee theft adopt by international hotels and recommendations to manage employee theft effectively. The hospitality industries are by environment occupied with possible prospects for steals to take from guest and house comparable (Brock Baskin, McKee, & Buckley, 2017). The difficulties of employee stealing in the hotel sector are a venerable difficult. The hotel companies have lost billions of dollars every time due to worker stealing (Kennedy, Shedding light on employee theft’s dark figure: A typology of employee theft nonreporting rationalizations, 2016). The hotel companies have considered employee theft significantly. By the worker stealing, employer’s assets are use or misuse without permission.

The problem of Employee Theft in the Hotel Industry

In the hotel sectors, worker stealing is considered a serious problem. It is the stealing of time, money and goods by the people who are work for the organisation. The employee theft can be considered as the usage, stealing or misappropriation of the possessions of the owners’ lack of permission (Chen & King, 2018). The term assets of the employers are significant due to it indicates employee theft which is associated more than just cash. In the hotel industry, there are much more important things than cash and that the employees can steal from the organisation (Wells, 2017). In the hotel sector, the difficulties of the worker are considered as the age-old problem. The hotels’ companies have faced to misplace billions of dollars every year due to worker stealing. The stealing in hotel companies can take many procedures and uniqueness stealing to credit card deception of guest and merchandise assets (Goh, Muskat, & Tan, 2017). In the hotel sector, no organisations hire an employee thinking that the employee is someday going to steal. Trust is the foundation of all effective associations. As the business frontrunner, the hotel companies can invest in the trust and people to ensure a worthy job and the preponderance of workforces can feel assured to foremost business in their influences and occupied for good of the organisation (Tuna, Ghazzawi, Yesiltas, Tuna, & Arslan, 2016). In recent days, worker stealing is on the increase and it turns the range from theft workplace provisions and stuffing time to obligating deception. Sometimes, employee stealing can happen out of prospect which is one of the major faults for business organisations to create placing one individual in responsibility of the funding.

The problem of Employee Theft across Different Departments

Employee stealing is one of the most expensive liabilities which have faced by the organisation. Asset embezzlement is the comprehensive term which defines a vast amount of worker deception arrangements. Theft of the assets of the organisation by an employee is the problem across different departments (Peters & Maniam, 2016). In the different departments, employees steal invention from a corporation whichever by actually attractive and it delivering it in particular other method. One of the major experiments of investing, perceiving and stopping employee deception is the fact which needs different methods for discovery. In the hospitality industry, the organisation has faced payment fraud due to making false customer interpretations to produce untruthful disbursements (Goh & Kong, 2016). Payments fraud includes self-authorising expenses, altering payee particulars on payables and checks and combining with others to procedure false entitlements for payments and benefits (Mars, 2019). The hospitality industry has faced the problem of health insurance fraud. In the hotels, employees are colluding and comprise with health care providers to deceive insurance section by succumbing inflated or false receipts. The hotel companies have faced vendor fraud by the vendor management department. Vendor deception can be dedicated by the workforces performing in conspiracy with the vendor. The vendor management department of the organisation has faced these types of fraud (Johnson, 2017). The accounting department of the hospitality industry has faced employee theft. The employees in the hospitality industry who manipulates accounts departments of the organisation to conspiracy stealing or uses the interpretations of the organisation receivable and payable to steal obligates account deception. Workers associate these categories of deception are usually in the position that has admission to the interpretations of the organisation with misunderstanding.

he motivation behind Employee Theft in Hotels

The motivation overdue worker stealing encompasses a mixture of worker and employer reasons. In the hospitality industry, employer-led reasons are problems such as administration philosophy, HR strategies, poor alignment packages etc. Employee-led explanations originate from derives from workforces such as unethical values, monetary difficulties and thrill-seeking performance. The employer-led motive is uncertain strategies about worker stealing. It is significant due to workforces are uncertain about the constitute stealing in the workroom. Additionally, employees can be committing theft unknowingly. In the hotel sector, worker stealing is the most common and there are insufficient strategies and exercise of the workforces cause worker stealing (Kennedy, 2016). In the hotel sector, around are almost 25% of the hospitality scholars and 33% of the hospitality personnel explored that they would receipts enclosures and unwanted food home-based from their organisation throughout occupation. The most important inspiration for worker stealing in the hotel sectors comes from deprived communication from administration and the worker may consider as stealing and they do not deliberate that they have done everything erroneous when they associate in the employee theft (Chen & King, 2018). On the other hand, organisational culture gives high value to the proper motivation, individual contribution and fair behaviour to all the employees which are the key progress in progressing elsewhere pessimistic and undesirable method that the management must be there to continuously and continually protector and look out over the movements of their workforces (Goh & Kong, 2016). Additionally, the unprincipled performance of other employee and colleagues can inspire worker stealing in hotel companies.

Types of Employee Theft in Hotels

In the hospitality industry, worker stealing can be considered as the unlawful control, enchanting and transmission of cash or possessions of the official work administration that committed by an worker throughout work-related movement. There are many kinds of operative stealing in hotel organisations such as inventory, elimination of cash, improper use of employee discounts, equipment, unauthorised coupons, allowed usage of amenities, deceitful repayments etc (Goh, Muskat, & Tan, 2017). Employee stealing has a pattern of to be tangible.

In the hotel industry, worker stealing can be intentional and unintentional. Some employees are intentional abusers. These types of employees actively want a way to manipulate the system in their favour (Goh, Muskat, & Tan, 2017). The intentional employee theft can occur due to taking longer or more frequent breaks than allowed, come in late and leave early, work on personal activities during business hours and purposefully record inaccurate timesheet etc. On the other hand, in the hotel industry, there are some disengaged employees with poor attitudes can have unintentional employee theft which is impacted on productivity (Mars, 2019). The disengaged employee may be dealing with the personal problem and they can be suffering from conflicts in the workplace.

On the other hand, there are mainly two kinds of stealing in the hospitality sector such as tangible and intangible. The tangible employee theft is everything which can be taken from the hotel companies by employees such as raw materials, cash, office supplies, office furniture, laptops and other machines etc (Goh, Muskat, & Tan, 2017). The intangible theft can occur due to incapability or unwilling to do their jobs due to idleness or inactively making personal things.

Best Practice to Prevent Employee Theft of International Hotels

Hotels are by nature filled with possible prospects for steals to bargain from house and companies. Employee theft is increasing but that does not mean that the organisations are completely helpless against it. The international hotels have adopted some strategy to avoid worker stealing in the organisation. Answerability is the important to avoid employee stealing (Goh, Muskat, & Tan, 2017). The organisation need to clearly defined accountability structure for managers and employees on every shift. The international hotels have maintained high-standards to enables good employees to excel and be recognised for their accomplishments (Kennedy, 2016). The international hotels have support to prevent employee theft in the business with high-accountability, reduce employee turnover and high employee satisfaction etc. Additionally, communication is an important way to prevent employee theft in international hotels (Johnson, 2017). Communicate with employees about the economy and how it will affect the organisation can prevent employee theft. The worldwide hotels can avoid worker stealing by being honest and open but discourage them from panicking. Moreover, education of employees can reduce employee theft in international hotels (Kennedy, 2016). Education of employees about what is considered fraud and the significances connected with it and accentuate that the organisation has no tolerance policy. The international hotels can try to maintain a positive work environment during tough times. The organisation should encourage open communication, listen to the ideas of employees and recognise employee achievement (Mars, 2019). On the other hand, structure and accountability enable supervisors to excel in a well-managed operation. The international hotels reward employees to prevent employee theft. Successful owners are proud to write detailed letters of recommendations for their prize employees as they move on to greater opportunities. Employee broadcast is one of the important ways to avoid steals from rapacious on the guest to ensure that they are not employed to exertion at a hotel in the major habitation (Johnson, 2017). The organisations have checked the criminal background of every employee and then the organisations have removed the possible forthcoming concerns with an employee who has established criminal performance in the previous.

Recommendations for Manage Employee Theft Effectively

This section will provide recommendations to manage employee theft efficiently by the hotel industry. The recommendations are given below.

The hotel companies should increase company oversight by upper management and owners.
The organisation should preserve an optimistic work environment during tough times. The organisation should inspire vulnerable communication and listen to the opinions of the employees and should recognise the achievements in the hotels (Goh & Kong, 2016).
In the hotel industry, the organisation should make employees feel valued. This strategy will feel the employees that the organisations care about them by offering them adequate pay (Johnson, 2017).
The organisation should focus on the reconcile bank statement to manage employee theft effectively. By reconcile bank statements immediately and do not keep large stores of cash on-site the organisation can manage employee theft (Mars, 2019).
The organisation should encourage employees to use their vacation time in the hospitality industry. If someone will steal, then it may become more evident once they are away for a few days.
The organisation should focus on internal policy to manage employee theft. The organisation should ensure to deposit at the end of each occupational. So there is not a momentous quantity of money on hand to attract steals (Peters & Maniam, 2016).
The organisation should adopt employee screening to accomplish worker theft in the hotel industry. The organisation should take the hiring procedure seriously because employees are the most valuable asset of the hotel companies (Johnson, 2017). The organisation should check the background of the employee including criminal and the organisation should able to eradicate the possible for upcoming problems.

Conclusion

The difficulties of worker stealing in hotels has explored in this report. The report has explored the problem of worker stealing in the hotel industry, the problem of worker stealing in the diverse departments, inspiration for worker stealing and the types of worker stealing in hotels. In the hotel, employee theft has utilised when employees steal ingredients, cash, and suppliers at the time of working on the job (Tuna, Ghazzawi, Yesiltas, Tuna, & Arslan, 2016). It is an insidious crime because the employers are paying benefits and wage to the thief on top of paying for the cost of their dishonesty.

References

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Chen, C. T., & King, B. (2018). Shaping the organizational citizenship behavior or workplace deviance: Key determining factors in the hospitality workforce. Journal of Hospitality and Tourism Management, 1-8.
Goh, E., & Kong, S. (2016). Theft in the hotel workplace: Exploring frontline employees’ perceptions towards hotel employee theft. Tourism and Hospitality Research, 1-14.
Goh, E., Muskat, B., & Tan, A. H. (2017). The nexus between sustainable practices in hotels and future Gen Y hospitality students’ career path decisions. Journal of Teaching in Travel & Tourism, 237-253.
Johnson, C. E. (2017). Meeting the ethical challenges of leadership: Casting light or shadow. London: Sage Publications.
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Tuna, M., Ghazzawi, I., Yesiltas, M., Tuna, A. A., & Arslan, S. (2016). The effects of the perceived external prestige of the organization on employee deviant workplace behavior: The mediating role of job satisfaction. International Journal of Contemporary Hospitality Management, 366-396.
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