Last year we fired a member of our executive management team. He was found to have been stealing money from the company over several years in the amount of approximately $80,000. He was the leader of our business development team and would purchase personal items and write them off as business expenses. Essentially what he did was hide personal expenses in his large business expense reports. Groups provide a shield of anonymity so that someone who might normally be afraid of being caught for stealing can rely on the fact that other members of the group have had the same opportunity or reason to steal (Robbins & Judge, 2009). This particular employee managed to hide most of his transactions as other members of the group also had large business expenses. How could all this have been prevented? It is important to establish a “zero tolerance” program regarding employee theft. Make sure it is clear during orientation that the company will take legal action against employees caught stealing (Walsh, 2000). Furthermore, a team built on a pact requires more than just vague, vague commitment to the relationship; on the contrary, entering into an alliance relationship requires constant and active commitment (Fischer, 2012), thus providing the group with mutual