Free Essays on Theft Study

Research Design For the purpose of explaining why individuals participate in employee theft crimes, the researcher conducted a cross-sectional study over a period of four months. To select the target population the researcher requested a list of adult offenders convicted of larceny crimes in the Waterford County Courts as the target population. These offenders were sentenced to the Waterford County Office of Probation. Chief Probation Officer Joseph Wells provided the researcher with a list of 4,000 adult offenders convicted of misdemeanor larceny crimes within the past four years in Waterford County. They were sentenced to a period of supervised probation. For the purpose of this research study, employee theft, also known as internal theft is defined as, the unauthorized taking of money, merchandise or services from one’s employer. The term employee includes those working part-time, full-time and regular employees and managerial staff. As previously mentioned in the theoretical model, the researcher presented four independent variables that seek to explain why individuals are involved in employee theft crimes. Variable one, known as the lack of conventional values, summarized in the Social Bond theory by Travis Hirschi. Conventional values are recognized as the normal or acceptable behaviors recognized by law-abiding citizens. The absence or lack of these values makes and individual susceptible to committing criminal acts. Variable two is known as the negative influence of peers and summarized in principle three of Edwin Sutherland’s Differential Association theory. For this research study, the negative influence of peer s is recognized as pressure or compelling factors from one’s peers including co-workers to participate in employee theft crimes despite the possibility of apprehension and punishment. The lack of management supervision, variable three, is recognized as the absence of adequate internal controls in the form ... Free Essays on Theft Study Free Essays on Theft Study Research Design For the purpose of explaining why individuals participate in employee theft crimes, the researcher conducted a cross-sectional study over a period of four months. To select the target population the researcher requested a list of adult offenders convicted of larceny crimes in the Waterford County Courts as the target population. These offenders were sentenced to the Waterford County Office of Probation. Chief Probation Officer Joseph Wells provided the researcher with a list of 4,000 adult offenders convicted of misdemeanor larceny crimes within the past four years in Waterford County. They were sentenced to a period of supervised probation. For the purpose of this research study, employee theft, also known as internal theft is defined as, the unauthorized taking of money, merchandise or services from one’s employer. The term employee includes those working part-time, full-time and regular employees and managerial staff. As previously mentioned in the theoretical model, the researcher presented four independent variables that seek to explain why individuals are involved in employee theft crimes. Variable one, known as the lack of conventional values, summarized in the Social Bond theory by Travis Hirschi. Conventional values are recognized as the normal or acceptable behaviors recognized by law-abiding citizens. The absence or lack of these values makes and individual susceptible to committing criminal acts. Variable two is known as the negative influence of peers and summarized in principle three of Edwin Sutherland’s Differential Association theory. For this research study, the negative influence of peer s is recognized as pressure or compelling factors from one’s peers including co-workers to participate in employee theft crimes despite the possibility of apprehension and punishment. The lack of management supervision, variable three, is recognized as the absence of adequate internal controls in the form ...

Four Ways New Graduates Can Get a Jump on the Job Market

Four Ways New Graduates Can Get a Jump on the Job Market While there are plenty of reasons for soon-to-be college grads to start the job application process early, perhaps none speak more clearly than this eye-opening statistic from management consulting firm Accenture: a mere 42 percent of new grads find jobs within the first six months of graduating. However, there are some simple steps you can take now to avoid winding up in that unemployed 58 percent. Use these tips and tricks before you graduate to get an inside edge on your job hunt. 1. Use Your ResourcesCollege career offices are full of services for graduating seniors. Whether you’re trying to identify a suitable field or looking for help with your application, career services offices offer valuable assistance.Schedule an appointment with a career counselor to learn more about what they can do for you. Many career services offers also sponsor job fairs, practice interview sessions, and other events to help grads connect with and impress potential employers.2. Refine Your Res umeWriting a resume that gets noticed is not a one-day process. Rather than waiting until the last minute and then rushing through the process, take time to consider your comprehensive academic, extracurricular and professional background.Begin by making a list of the activities you’ve participated in during your collegiate years, identifying specific skills and traits you acquired and used during this time. For example, while participating in a collegiate sport is one thing, captaining a team toward a division championship is something else. Be as detailed as possible, and focus on measurable results.Keep in mind that in today’s digital age, using the same resume for every job is unlikely to make the best impression. Every resume you submit should be customized to fit each unique job.3. Get ConnectedThe 21st century offers many new ways for employers and potential employees to meet. Creating a LinkedIn profile will help hiring agents find you, and also gives you the o pportunity to show yourself off as a tech-savvy job hunter.Online networking is also important. Fellow alumni, for example, can be identified and sorted on LinkedIn via everything from location to industry. Reaching out shows initiative while also helping to build your network of connections.But online networking hasn’t completely replaced face-to-face communications. Whether you volunteer in an area of interest or arrange for a coffee date with a family friend who works in your target industry, in-person inroads are also important.4. Police Your ProfileDoes your Facebook profile hold up to the professionalism test? If your Facebook feed is full of spring break pictures and snarky memes, it’s time for a reboot. Make sure your privacy settings are protected and/or remove any inappropriate photos and comments.Also, take a minute to Google yourself. If incriminating search results appear, you have some damage control to do to ensure that your online reputation is stellar. Just how frequently do employers look into candidates on the internet? A whopping 80 percent of employers use Google searches to vet candidates, according a Huffington Post article.There’s no reason to wait to have your diploma in hand before beginning your job search. In fact, the most successful job seekers adopt â€Å"take charge,† proactive attitudes. While graduation may seem like it’s eons away, it will be here before you know it. Wouldn’t it be nice to have a job offer firmly in hand when you toss your cap up into the air at graduation?