It seems that no matter how many times you remind employees to stop personal use of the Internet, they keep on surfing. Today's expert has solutions.
Internet usage at work is tough one, says Laura E. Innes, a partner at the law firm of Simpson, Garrity & Innes in South San Francisco. But there are practical steps that employers can take.Internet Use PolicyFirst of all, you definitely want a policy on this topic, but you also want to be very open with your employees about Internet usage. Let them know that you are monitoring it. Remind them that employees' Internet histories are periodically reviewed to ensure that your policies are followed and that people aren't using the Internet inappropriately during working time.
No Deleting Internet HistoryThis is important, says Innes: Have a rule that employees are not to delete their Internet history. Remember, employees are smart, and they figure all this stuff out. So if you tell them that they can't use the Internet for personal Web browsing and that you're going to look at their history, they'll delete their history so it won't be there.
So you have to say, "You're not allowed to delete your history." Make that a violation of the policy.
What About Key-Loggers?If you are going to use a key-logger program that monitors computer keystrokes, the situation is the same. Make sure people know that you monitor, and then make sure you actually do monitor.
Many of her clients have implemented a random system, Innes says. For example, "Two percent of our employees' Internet usage will be randomly reviewed every week," and do it.
If you find that someone is on a non-work-related Internet site, tell them: "We noticed that you were on eBay Tuesday afternoon, and there's no reason for you to do that in connection with your business for XYZ company. That's a violation of our policy. This is an oral warning. If you violate the policy again, additional discipline—including termination—could follow."
What to Do with Personal InformationWith any kind of monitoring, you're going to get personal information. Don't go into it any more than is absolutely necessary to confirm that the employee was doing something inappropriate.
So, for example, if an employee on a delivery route diverged from the route without permission, and went 6 blocks away and was parked in front of some building for 2 hours, all you really care about is that she was off the route for 2 hours. You don't care whether she was parked in front of a Planned Parenthood facility, a counselor's office, or was shopping.
Similarly, when you see e-mails that clearly are not business e-mails, look at them enough to identify that it's not business e-mail, and then stop reading. You don't want to get into all of the details about hip replacement surgery.
No Personal E-MailOften employers say, "Do not use your e-mail account for personal business," or "We monitor e-mail and review employee usage records." By doing this, they hope to remove the expectation of privacy.
It is helpful to have such policies, but be sure to enforce your rules, says Innes. If you are tacitly allowing employees to use their business address for personal correspondence, you may not have diminished their expectation of privacy.
One approach is to say, "If you want to use our computers for personal e-mail, do so during restroom or meal breaks, and use a private e-mail account such as Hotmail or AOL."
Malware and Viruses
Finally, notes Innes, one additional reason to halt Internet browsing: Visits to certain sites can put malware—destructive programs like viruses, worms, and Trojan horses—on your system.
Innes's anecdotal experience suggests that half of her clients' difficult computer system problems come from employees using the Internet for personal use and downloading some sort of malware or virus.
In the next issue of the Advisor: Policy considerations for Internet usage and some good news—your Internet policies are already written!Since When Is Your Office Surf City? Part 2BLR offered tips for controlling surfing on company time; today we've got a list of key issues to consider when you write your Internet policy.
Here are particular topics to consider for your policy on Internet usage:
-- Security. Are all files downloaded from the Internet scanned for viruses? Are hard drives routinely scanned for viruses? Is virus software routinely updated?
-- Software. Can employees install downloaded "freeware" or other programs from the Internet onto their office computers?
-- Privacy. Do you inform employees that their use of the Internet may be monitored? Do you state that employees' computers are subject to inspection to determine whether there is a virus present, whether there is pornographic material present, or whether there is personal software present?
-- Games. Does your policy prohibit installing games on your computers?
-- Solicitation. Does your company policy regarding solicitation apply to the Internet? Do you prohibit the sale of personal items through advertising that is placed during working hours on the Internet? Do you prohibit the use of e-mail over the Internet to solicit during working hours?
-- Harassment. Does your policy explicitly forbid the use of the Internet to harass employees, vendors, customers, and others? Is there a method for tracing the origination of an abusive message over the Internet?
-- Abuses. Does your policy define what you consider to be abuses of the Internet, such as sending advertising, viewing pornographic material, or downloading movies or music?
-- Blogs. Does your policy address the creation of personal blogs at work or using company facilities?
-- VOIP. Does your policy address the use of Voice-Over-Internet-Protocol (VOIP) services? (VOIP services convert a voice into a digital signal that travels over the Internet.)
-- Monitoring. Do you tell employees that you can monitor the sites visited and the amount of time spent on the Internet?
-- Confidentiality. Do you require that documents sent via the Internet be encrypted?
Thanks to BLR
=======================================================
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Monday, November 24, 2008
Sunday, August 10, 2008
The Art of Giving
'Rivers do not drink their own water , nor do trees eat their own fruit , nor do rain clouds eat the grains reared by them. The wealth of the noble is used solely for the benefit of others?Even after accepting that giving is good and that one must learn to give, several questions need to be answered.
The first question is when should one give? Yudhishtir asks a beggar seeking alms to come the next day. On this , Bhim rejoices , that Yudhishtir his brother , has conquered death! For he is sure that he will be around tomorrow to give. Yudhisthir gets the message. One does not know really whether one will be theretomorrow to give! The time to give therefore is NOW.
The Second question is 'how much to give? One recalls the famous incident from history. Rana Pratap was reeling after defeat from the Moghals. He had lost his army , he had lost his wealth , and most important he had lost hope , his will to fight. At that time in his darkest hour, his erstwhile minister Bhamasha came seeking him and placed his entire fortune at the disposal of Rana Pratap. With this, Rana Pratap raised an army and lived to fight another day.
The answer to this question how much to give is' Give as much as you can ! The Third question is 'what to give'? It is not only money that can be given. It could be a flower or even a smile.It is not how much one gives but how one gives that really matters. When you give a smile to a stranger that may be the only good thing received by him in days and weeks! 'You can give anything but
you must give with your heart' ! One also needs answer Fourth question 'whom to give'? Many times we avoid giving by finding fault with the person who is seeking. However, being judgmental and rejecting a person on the presumption that he may not be the most deserving is not justified.
'
Give without being judgmental' ! Next we have to answer the Fifth question 'How to give' ?Coming to the manner of giving , one has to ensure that the receiver does not feel humiliated , nor the giver feels proud by giving. 'Let not your left hand know what your right hand gives? Charity without publicity and fanfare , is the highest form of charity. While giving let not the recipient feel small or humiliated. After all what we give never really belonged to us. We come to this world with nothing and will go with nothing. The thing gifted was only with us for a temporary period. Why then take pride in giving away something which really did not belong to us? Give with grace and with a feeling of gratitude.
'Give quietly' !
What should one feel after giving ? We all know the story of Eklavya. When Dronacharya asked him for his right thumb as 'Guru Dakshina'. He unhesitatingly cut off the thumb and gave it to Dronacharya. There is a little known sequel to this story. Eklavya was asked whether he ever regretted the act of giving away his thumb when he was dying. His reply was 'Yes! I regretted this only once in my life. It was when Pandavas were coming in to kill Dronacharya who was broken hearted on the false news of death of his son
Ashwathama and had stopped fighting. It was then that I regretted the loss of my thumb. If the thumb was there , no one could have dared hurt my Guru? The message to us is clear.Give and never regret giving !And the Seventh and the last question is ' How much should we provide for our heirs? Ask yourself , 'Are we taking away from them the 'gift of work?- a source of happiness!' The answer is given by
Warren Buffett, the investment Guru: 'Leave Your Kids Enough To Do Anything , But Not Enough To Do Nothing ! I would conclude by saying: let us learn the Art of Giving , and quoting Sant Kabir: 'When the wealth in the house increases , When water fills a boat , Throw them out with both hands'
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The first question is when should one give? Yudhishtir asks a beggar seeking alms to come the next day. On this , Bhim rejoices , that Yudhishtir his brother , has conquered death! For he is sure that he will be around tomorrow to give. Yudhisthir gets the message. One does not know really whether one will be theretomorrow to give! The time to give therefore is NOW.
The Second question is 'how much to give? One recalls the famous incident from history. Rana Pratap was reeling after defeat from the Moghals. He had lost his army , he had lost his wealth , and most important he had lost hope , his will to fight. At that time in his darkest hour, his erstwhile minister Bhamasha came seeking him and placed his entire fortune at the disposal of Rana Pratap. With this, Rana Pratap raised an army and lived to fight another day.
The answer to this question how much to give is' Give as much as you can ! The Third question is 'what to give'? It is not only money that can be given. It could be a flower or even a smile.It is not how much one gives but how one gives that really matters. When you give a smile to a stranger that may be the only good thing received by him in days and weeks! 'You can give anything but
you must give with your heart' ! One also needs answer Fourth question 'whom to give'? Many times we avoid giving by finding fault with the person who is seeking. However, being judgmental and rejecting a person on the presumption that he may not be the most deserving is not justified.
'
Give without being judgmental' ! Next we have to answer the Fifth question 'How to give' ?Coming to the manner of giving , one has to ensure that the receiver does not feel humiliated , nor the giver feels proud by giving. 'Let not your left hand know what your right hand gives? Charity without publicity and fanfare , is the highest form of charity. While giving let not the recipient feel small or humiliated. After all what we give never really belonged to us. We come to this world with nothing and will go with nothing. The thing gifted was only with us for a temporary period. Why then take pride in giving away something which really did not belong to us? Give with grace and with a feeling of gratitude.
'Give quietly' !
What should one feel after giving ? We all know the story of Eklavya. When Dronacharya asked him for his right thumb as 'Guru Dakshina'. He unhesitatingly cut off the thumb and gave it to Dronacharya. There is a little known sequel to this story. Eklavya was asked whether he ever regretted the act of giving away his thumb when he was dying. His reply was 'Yes! I regretted this only once in my life. It was when Pandavas were coming in to kill Dronacharya who was broken hearted on the false news of death of his son
Ashwathama and had stopped fighting. It was then that I regretted the loss of my thumb. If the thumb was there , no one could have dared hurt my Guru? The message to us is clear.Give and never regret giving !And the Seventh and the last question is ' How much should we provide for our heirs? Ask yourself , 'Are we taking away from them the 'gift of work?- a source of happiness!' The answer is given by
Warren Buffett, the investment Guru: 'Leave Your Kids Enough To Do Anything , But Not Enough To Do Nothing ! I would conclude by saying: let us learn the Art of Giving , and quoting Sant Kabir: 'When the wealth in the house increases , When water fills a boat , Throw them out with both hands'
Start teaching others what you know,
you may end up learning more
An Attitude Of Gratitude
Be thankful that you don't already have everything you desire.If you did, what would there be to look forward to?
Be thankful when you don't know something,for it gives you the opportunity to learn.Be thankful for the difficult times.
During those times you grow.Be thankful for your limitations,because they give you opportunities for improvement.Be thankful for each new challenge,
because it will build your strength and character.Be thankful for your mistakes.They will teach you valuable lessons.
Be thankful when you're tired and weary,because it means you've made a difference.It's easy to be thankful for the good things.A life of rich fulfillment comes to those who
are also thankful for the setbacks.Gratitude can turn a negative into a positive.Find a way to be thankful for your troubles,and they can become your blessings.
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Be thankful when you don't know something,for it gives you the opportunity to learn.Be thankful for the difficult times.
During those times you grow.Be thankful for your limitations,because they give you opportunities for improvement.Be thankful for each new challenge,
because it will build your strength and character.Be thankful for your mistakes.They will teach you valuable lessons.
Be thankful when you're tired and weary,because it means you've made a difference.It's easy to be thankful for the good things.A life of rich fulfillment comes to those who
are also thankful for the setbacks.Gratitude can turn a negative into a positive.Find a way to be thankful for your troubles,and they can become your blessings.
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Saturday, August 9, 2008
LIFE
"For a long time it had seemed to me that life was about to begin -real life. But there was always some obstacle in the way, something to be gotten through first, some unfinished business, time still to be served, a debt to be paid. Then life would begin. At last it dawned on me that these obstacles were my life."
This perspective has helped me to see that there is no way to happiness. Happiness is the way, so, treasure every moment that you have.
And treasure it more because you shared it with someone special, special enough to spend your time... and remember that time waits for no one.
So stop waiting until you finish school,
until you go back to school,
until you lose ten pounds,
until you gain ten pounds,
until you have kids,
until your kids leave the house,
until you start work,
until you retire,
until you get married,
until you get divorced,
until Friday night,
until Sunday morning,
until you get a new car or home,
until your car or home is paid off,
until spring, until summer, until fall,
until winter,
until you are off welfare,
until the first or fifteenth,
until your song comes on,
until you've had a drink,
until you've sobered up,
until you die,
until you are born again to decide that there is no better time than right now to be happy... Happiness is a journey, not a destination.
So, Work like you don't need money. Love like you've never been hurt and Dance Like no one's watching.
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This perspective has helped me to see that there is no way to happiness. Happiness is the way, so, treasure every moment that you have.
And treasure it more because you shared it with someone special, special enough to spend your time... and remember that time waits for no one.
So stop waiting until you finish school,
until you go back to school,
until you lose ten pounds,
until you gain ten pounds,
until you have kids,
until your kids leave the house,
until you start work,
until you retire,
until you get married,
until you get divorced,
until Friday night,
until Sunday morning,
until you get a new car or home,
until your car or home is paid off,
until spring, until summer, until fall,
until winter,
until you are off welfare,
until the first or fifteenth,
until your song comes on,
until you've had a drink,
until you've sobered up,
until you die,
until you are born again to decide that there is no better time than right now to be happy... Happiness is a journey, not a destination.
So, Work like you don't need money. Love like you've never been hurt and Dance Like no one's watching.
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YESTERDAY, TODAY, TOMORROWThere
are two days in every week about which we should not worry.Two days which should be kept free from fear and apprehension.One of these days is yesterday with its mistakes and cares,Its faults and blunders, Its aches and pains.Yesterday has passed forever beyond our control.All the money in the world cannot bring back yesterday.We cannot undo a single act we performed.We cannot erase a single word we said. Yesterday is gone.The other day we should not worry about is tomorrow.With its possible adversities, Its burdens, Its large promise and poor performance.Tomorrow is also beyond our immediate control.Tomorrow's Sun will rise, either in splendor or behind a mask of clouds, but it will rise.Until it does, we have no stake in tomorrow, for it is yet unborn.This just leaves only one day . . . Today.Any person can fight the battles of just one day.It is only when you and I add the burdens of those two awful eternity's -yesterday and tomorrow that we break down.It is not the experience of today that drives people mad.It is the remorse or bitterness for something which happened yesterday and the dread of what tomorrow may bring.Let us therefore live but one day at a time.
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Start teaching others what you know,
you may end up learning more
Wednesday, July 9, 2008
What Separates Critics from Creators?
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Somewhere we’ve cottoned onto the notion that to critique people’s best ideas leads to progress, excellence, and advantage. Have you found that to be true?While the intention initially may have been to assist others and reach higher performances, reality has degraded critique into a one-upmanship match. When critics put down, stomp out or ridicule others’ ideas as a way to showcase or support their own, talent suffers and profitability goes down. Does it happen where you work?Increasingly, people tell us that it’s people in power, with advanced degrees and tenured in esteemed positions who tend to take more potshots. I’m not sure if that is so, because I have not seen the research. I do know a few things about critique after years of studying it’s effects in workplaces though.People who jump on other’s offerings have yet to discover how criticism works against the human brain’s ability to create.
Marked distinctions separate critics from creators: 1. Tone for a critic adds cortisol at work, while serotonin accompanies creators. 2. Laughter for the critic takes down others … for creators is self-deprecating 3. Curiosity that’s lost to the critic remains alive to the creator. 4. Questions from critics diminish others yet engage and extend ideas for creators.5. Negativity that’s central to critics is fled by creators. 6. Words that whack for the critic tend to win for the creator.7. Monologues for the critic become learning exchanges for the creator.8. Intelligence is often fixed in the critic’s mind while growing in the creator’s.9. Neuron pathways lead to blame for the critic and to reflection for the creator.10. Problems abound for the critic while innovative solutions come from creators.Simply put … creators tend to move beyond criticism with terms such as: Could you elaborate a bit more to help me understand?Added to your ideas … I wonder if…? In addition to that concept … have you thought of…? Are there more critics or creators where you work? If your firm treats employees well, and finds success in the marketplace … the answer is obvious. If not … it takes an innovative leader to discuss the ten indicators above and carry on a discussion to collaborate doable steps for creativity at work.
you may end up learning more
Somewhere we’ve cottoned onto the notion that to critique people’s best ideas leads to progress, excellence, and advantage. Have you found that to be true?While the intention initially may have been to assist others and reach higher performances, reality has degraded critique into a one-upmanship match. When critics put down, stomp out or ridicule others’ ideas as a way to showcase or support their own, talent suffers and profitability goes down. Does it happen where you work?Increasingly, people tell us that it’s people in power, with advanced degrees and tenured in esteemed positions who tend to take more potshots. I’m not sure if that is so, because I have not seen the research. I do know a few things about critique after years of studying it’s effects in workplaces though.People who jump on other’s offerings have yet to discover how criticism works against the human brain’s ability to create.
Marked distinctions separate critics from creators: 1. Tone for a critic adds cortisol at work, while serotonin accompanies creators. 2. Laughter for the critic takes down others … for creators is self-deprecating 3. Curiosity that’s lost to the critic remains alive to the creator. 4. Questions from critics diminish others yet engage and extend ideas for creators.5. Negativity that’s central to critics is fled by creators. 6. Words that whack for the critic tend to win for the creator.7. Monologues for the critic become learning exchanges for the creator.8. Intelligence is often fixed in the critic’s mind while growing in the creator’s.9. Neuron pathways lead to blame for the critic and to reflection for the creator.10. Problems abound for the critic while innovative solutions come from creators.Simply put … creators tend to move beyond criticism with terms such as: Could you elaborate a bit more to help me understand?Added to your ideas … I wonder if…? In addition to that concept … have you thought of…? Are there more critics or creators where you work? If your firm treats employees well, and finds success in the marketplace … the answer is obvious. If not … it takes an innovative leader to discuss the ten indicators above and carry on a discussion to collaborate doable steps for creativity at work.
Friday, July 4, 2008
A New Pair of Shoes
Do the New
An old pair of shoes
Do you have a really comfortable pair of shoes? They may be slippers or tennis shoes. It doesn't matter what kind of shoes, just so comfortable that you can slip into them like an old habit. These are the kind of shoes that you can't wait to get into after a hard day of work. Like Mr. Rogers slipping on his blue pair of Keds. Won't you be my neighbor?
I have a pair of shoes like that. They are so comfortable that I could probably fall asleep in them. And that may be the problem.
A new pair of shoes
Do you remember when you were a kid and got the new pair of tennis shoes? I bet you felt like you could run faster and jump higher when you put them on. We recently bought my son a new pair of Batman tennis shoes. He took off! I didn't even have to wind him up.
How do you feel when you are dressed to the hilt and you are wearing a brand new pair of quality dress shoes? You are invincible aren't you?
Comfortable habits like comfortable shoes are nice to have, but I want to encourage you to try on a new pair of shoes every once in a while. Trying something new, like a new pair of shoes, may be uncomfortable at first, but it will make you feel like you can run faster, jump higher and be just plain invincible.
If this new thing stretches your comfort zone and your imagination, do it. If this new thing is a little uncomfortable, do it. If this new thing ir very uncomfortable, do it NOW!
No one ever grew by staying put and staying comfortable. Go get a new pair of shoes today.
Steve Brummet is a communication expert, writer and speaker.
An old pair of shoes
Do you have a really comfortable pair of shoes? They may be slippers or tennis shoes. It doesn't matter what kind of shoes, just so comfortable that you can slip into them like an old habit. These are the kind of shoes that you can't wait to get into after a hard day of work. Like Mr. Rogers slipping on his blue pair of Keds. Won't you be my neighbor?
I have a pair of shoes like that. They are so comfortable that I could probably fall asleep in them. And that may be the problem.
A new pair of shoes
Do you remember when you were a kid and got the new pair of tennis shoes? I bet you felt like you could run faster and jump higher when you put them on. We recently bought my son a new pair of Batman tennis shoes. He took off! I didn't even have to wind him up.
How do you feel when you are dressed to the hilt and you are wearing a brand new pair of quality dress shoes? You are invincible aren't you?
Comfortable habits like comfortable shoes are nice to have, but I want to encourage you to try on a new pair of shoes every once in a while. Trying something new, like a new pair of shoes, may be uncomfortable at first, but it will make you feel like you can run faster, jump higher and be just plain invincible.
If this new thing stretches your comfort zone and your imagination, do it. If this new thing is a little uncomfortable, do it. If this new thing ir very uncomfortable, do it NOW!
No one ever grew by staying put and staying comfortable. Go get a new pair of shoes today.
Steve Brummet is a communication expert, writer and speaker.
I am the BOSS
When I Take a long time to finish, I am slow,
When my boss takes a long time, he is thorough
When I don't do it, I am lazy,
When my boss does not do it, he is busy,
When I do something without being told, I am trying to be smart,
When my boss does the same, he takes the initiative,
When I please my boss, I am apple polishing,
When my boss pleases his boss, he is cooperating,
When I make a mistake, I' am an idiot.
When my boss makes a mistake, he's only human.
When I am out of the office, I am wondering around.
When my boss is out of the office, he's on business.
When I am on a day off sick, I am always sick.
When my boss is a day off sick, he must be very ill.
When I apply for leave, I must be going for an interview
When my boss applies for leave, it's because he's overworked
When I do good, my boss never remembers,
When I do wrong, he never forgets
When my boss takes a long time, he is thorough
When I don't do it, I am lazy,
When my boss does not do it, he is busy,
When I do something without being told, I am trying to be smart,
When my boss does the same, he takes the initiative,
When I please my boss, I am apple polishing,
When my boss pleases his boss, he is cooperating,
When I make a mistake, I' am an idiot.
When my boss makes a mistake, he's only human.
When I am out of the office, I am wondering around.
When my boss is out of the office, he's on business.
When I am on a day off sick, I am always sick.
When my boss is a day off sick, he must be very ill.
When I apply for leave, I must be going for an interview
When my boss applies for leave, it's because he's overworked
When I do good, my boss never remembers,
When I do wrong, he never forgets
Stealing Office Supplies
by Bob Calandra HRE Online June, 30, 2008
Most workers who help themselves to company supplies know they are doing wrong -- but they do it anyway. A lack of engagement and work/life balance may contribute to the reasons underlying the thefts.
Lock the supply-room door and hide the key. A new survey says that nearly 20 percent of American workers are pilfering company supplies.
The survey, conducted by Spherion, a Florida-based recruiting and staffing company, found that employees expropriate everything from pencils, pens and paper to BlackBerries and laptop computers.
Moreover, the study reported that only 22 percent of those who admitted filching office provisions felt guilt or remorse. Yet, three-quarters (74 percent) said they know that stealing from the company is wrong, a 5 percent increase from last year.
"Stealing office supplies is a great challenge because there is virtually no way to secure office supplies in an economic way," says Clinton Korver, co-author of Ethics For The Real World.
The most common supplies lifted by employees, according to the Spherion study, are pens, pencils and rulers (67 percent), paper and Post-Its (57 percent), and calculators, staplers and tape dispensers (11 percent).
While a tape dispenser here and a box of pens there may not seem like much, the number of employees swiping laptops, PDAs or cell phones has increased in the last year from 5 percent to 8 percent.
"I don't think people are malicious," says Aleicia Latimer, associate general counsel and human resources services manager for Florida-based AlphaStaff Group, Inc., a human resource outsourcing company.
Office supplies are "like a buffet," she says. "You take all you can because it is there for you."
Such theft is hardly a new phenomenon. Plundered supplies add up to billions of dollars a year in losses for small businesses, according to a 2006 Lawyers.com online survey performed by Harris Interactive.
So what can a human resource manager do to help curb office lifting? The short term answer is to step up security. Latimer suggests making people sign for each item they take or limit access to supplies by assigning a gatekeeper.
"People are less likely to take more than they need because they have to see someone face-to-face," she says.
It is also imperative that HR develop and enforce a policy for people caught poaching company stores.
"It gives people parameters," she says. "If someone does step over the line you can say, 'Here is the policy and you can't say you didn't know.' You can enforce your rules and regulations appropriately. But if you are going to discipline someone, you have to do it consistently."
Having a policy is important. But it won't solve office-supply theft alone. To significantly curb stealing, human resource leaders must delve deeper to understand why employees do it.
"I think the main reason people do this is because they feel that the company is doing well and making money and these are just supplies and do not cost a great deal to the bottom line," Latimer. "It is theft if you are not using it for work."
Certainly many employees don't equate personal use of office supplies with stealing. Others, however, know exactly what they are doing.
A 2006 Vault survey found that 60 percent of the employees who admitted stealing office supplies said they did so because they felt they were not fairly compensated for overtime.
A 2007 Harris Interactive survey for Deloitte & Touche found that "stress, long hours, and an inflexible schedule" contributed to employee bad behavior, including stealing office supplies.
That same study reported that 91 percent of the respondents said people were more likely to act ethically if they had a healthy work/life balance.
"It is important that the company says 'thank you' to its employees," Latimer says. "If employees feel valued and that they are part of the team, then if (stealing) is hurting the company, it is hurting them.
"If they feel like a cog in a wheel, then sure, 'you don't care about me and I don't care about you.' Being part of the team makes a difference," she says.
The Deloitte & Touche survey also noted that employees look to set the tone in the offices. They expect managers and supervisors to "live the values they preach" and maintain a "culture of ethics" in the office.
"Managers and supervisors need to reinforce the corporate culture," Latimer says.
"If there is a behavior you don't want exhibited in your staff, it is a behavior that you should not exhibit," she says. "It is very important for management to live up to the values of the corporate culture."
Most workers who help themselves to company supplies know they are doing wrong -- but they do it anyway. A lack of engagement and work/life balance may contribute to the reasons underlying the thefts.
Lock the supply-room door and hide the key. A new survey says that nearly 20 percent of American workers are pilfering company supplies.
The survey, conducted by Spherion, a Florida-based recruiting and staffing company, found that employees expropriate everything from pencils, pens and paper to BlackBerries and laptop computers.
Moreover, the study reported that only 22 percent of those who admitted filching office provisions felt guilt or remorse. Yet, three-quarters (74 percent) said they know that stealing from the company is wrong, a 5 percent increase from last year.
"Stealing office supplies is a great challenge because there is virtually no way to secure office supplies in an economic way," says Clinton Korver, co-author of Ethics For The Real World.
The most common supplies lifted by employees, according to the Spherion study, are pens, pencils and rulers (67 percent), paper and Post-Its (57 percent), and calculators, staplers and tape dispensers (11 percent).
While a tape dispenser here and a box of pens there may not seem like much, the number of employees swiping laptops, PDAs or cell phones has increased in the last year from 5 percent to 8 percent.
"I don't think people are malicious," says Aleicia Latimer, associate general counsel and human resources services manager for Florida-based AlphaStaff Group, Inc., a human resource outsourcing company.
Office supplies are "like a buffet," she says. "You take all you can because it is there for you."
Such theft is hardly a new phenomenon. Plundered supplies add up to billions of dollars a year in losses for small businesses, according to a 2006 Lawyers.com online survey performed by Harris Interactive.
So what can a human resource manager do to help curb office lifting? The short term answer is to step up security. Latimer suggests making people sign for each item they take or limit access to supplies by assigning a gatekeeper.
"People are less likely to take more than they need because they have to see someone face-to-face," she says.
It is also imperative that HR develop and enforce a policy for people caught poaching company stores.
"It gives people parameters," she says. "If someone does step over the line you can say, 'Here is the policy and you can't say you didn't know.' You can enforce your rules and regulations appropriately. But if you are going to discipline someone, you have to do it consistently."
Having a policy is important. But it won't solve office-supply theft alone. To significantly curb stealing, human resource leaders must delve deeper to understand why employees do it.
"I think the main reason people do this is because they feel that the company is doing well and making money and these are just supplies and do not cost a great deal to the bottom line," Latimer. "It is theft if you are not using it for work."
Certainly many employees don't equate personal use of office supplies with stealing. Others, however, know exactly what they are doing.
A 2006 Vault survey found that 60 percent of the employees who admitted stealing office supplies said they did so because they felt they were not fairly compensated for overtime.
A 2007 Harris Interactive survey for Deloitte & Touche found that "stress, long hours, and an inflexible schedule" contributed to employee bad behavior, including stealing office supplies.
That same study reported that 91 percent of the respondents said people were more likely to act ethically if they had a healthy work/life balance.
"It is important that the company says 'thank you' to its employees," Latimer says. "If employees feel valued and that they are part of the team, then if (stealing) is hurting the company, it is hurting them.
"If they feel like a cog in a wheel, then sure, 'you don't care about me and I don't care about you.' Being part of the team makes a difference," she says.
The Deloitte & Touche survey also noted that employees look to set the tone in the offices. They expect managers and supervisors to "live the values they preach" and maintain a "culture of ethics" in the office.
"Managers and supervisors need to reinforce the corporate culture," Latimer says.
"If there is a behavior you don't want exhibited in your staff, it is a behavior that you should not exhibit," she says. "It is very important for management to live up to the values of the corporate culture."
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