When considering the costs and benefits of addressing employee theft, which area is NOT relevant?

In the context of evaluating employee theft, the relevant areas typically focus on how theft impacts the organization internally and externally. While psychological implications, social dynamics, and financial impacts all directly relate to the effects of employee theft—such as employee morale, team cohesion, and direct financial losses—market competitiveness does not share the same direct relevance.

Market competitiveness generally refers to how a business is positioned within its industry compared to its competitors, which primarily concerns pricing, product quality, and customer service. Although employee theft could indirectly influence aspects of market competitiveness by affecting the overall efficiency and profitability of the company, it is not a primary concern when specifically weighing the costs and benefits of addressing employee theft. The associated impacts, such as loss of workforce trust or increased security costs, are more immediate and directly connected to the internal dynamics of the organization rather than its external competitive stance. Thus, focusing on psychological implications, social dynamics, and financial impacts provides a clearer framework for understanding and addressing the phenomenon of employee theft.