The variety of such deviant practices found at the workplace illustrates the reason as to why there is no recognized and unanimously acknowledged definition of workplace crime. The situation obtaining is that although a consensus exists in respect of undesirable work place behaviour like theft, the lack of such unanimity in respect of boundaries between other work-related deviance and allowable behaviour which varies from workplace to workplace is conspicuous by its absence.
The prevalence and nature of workplace misconduct renders it a well nigh impossible task to elucidate as to why some employees engage in crime and deviance and others do not. Nevertheless there are some important facts that serve to clarify the issue. Very few employees who steal at work consider themselves to be thieves, further they illogically justify their actions on the thinking that they are not stealing from anyone, moreover since the work group to which they belong "restricts and limits theft by defining what can be taken and from whom"2 they tend to associate a certain legitimacy with their stealing.
In addition to an employee's perception that his deeds are not dishonest or that it constitutes a well-deserved perquisite, absence of faithfulness and dedication to the company and job frustration or apprehensions over job security, are significant reasons that tend to induce employees to commit this type of crime3.
No organisation irrespective of whether it is large or small, or whether it belongs to the private or the public sector; can expect to avoid problems that relate to drug and alcohol abuse amongst employees at some time or the other. The loss to industry due to this is colossal and the annual cost to industry due to drug misuse has been estimated at 800 million and that due to the misuse of alcohol at 3.3 billion.
The problems caused by drug and alcohol misuse are far reaching and not only affect the health, safety and welfare of staff but also business continuity and financial stability. It is to be recognized that all managers have a duty of care towards their employees and the fact to be kept uppermost in mind is that drug and alcohol misuse can not only destroy the individual concerned, but can also have an extremely detrimental effect on the wider workforce, clients, customers and the organisation's performance as a whole. This makes it imperative for organisations to become aware of the potential problem and to achieve sufficient proficiency to state confidently that they have the requisite background knowledge and that the requisite policies have been implemented in order to deal with it. The reason for this is that drug and alcohol abusers will resort to theft in the workplace to sustain their addiction.
It goes without saying that dissatisfied workers are more likely to engage in deviant activities than their satisfied counterparts. This calls for reducing such dissatisfaction and this is evidently very important.
In some cases this dissatisfaction may originate due to strained interpersonal relations at the workplace and such events do not in general lend themselves to easy resolution, which is to the satisfaction of all concerned. Nevertheless, there are four areas such as the existence bad working conditions, the lack of a comprehensive recruitment and training program in the company, the payment of inadequate wages and a reward system that is clearly insufficient and a standard of supervision by