Last year, a member of our management team was laid off. It was established that he had stolen money from the company over several years, to the tune of approximately $80,000. He was the leader of our business development team and purchased personal items and deducted them from business expenses. Essentially, he hid the personal expenses in his large business expense reports. Groups provide the protection of anonymity, so that a person who would normally be afraid of being arrested for theft can rely on the fact that other members of the group have had the same opportunity or reason to steal (Robbins and Judge, 2009). This particular employee was able to hide most of his transactions because the other members of the group also had significant business expenses. How could this have been avoided? It is important to establish a “zero tolerance” program regarding employee theft. Make sure it is understood during orientation that the company will take legal action against employees caught stealing (Walsh, 2000). Additionally, a team built on an alliance requires more than just a loose, vague commitment to the relationship; on the contrary, entering into an alliance relationship requires a firm and active commitment (Fischer, 2012), thus providing the group with a mutual relationship.