The constant evolution of technology has significantly increased the potential for workplace deviance and the potential severity resulting from these malicious actions. There are several potential motivators for workplace deviance, such as an employee becoming disgruntled because of being fired, reprimanded, or otherwise dissatisfied with the company. Technology has made deviance significantly easier and harder to detect. A disgruntled employee aware of this may become tempted to act out against the company in destructive ways. For example, if an employee was fired and held a grudge against a company or is still employed but is looking for some quick cash. In that case, they could steal or make copies of sensitive data and sell it to other organizations for a potentially large amount. Another potential danger is that if the employee were to sell confidential information, it could end up in the hands of a cyber-criminal. The company is left vulnerable to cyber attacks if a cybercriminal is provided with this information. These potential dangers are amplified if an employee is fired, is not removed from the system, or can still access the building. An ex-employee could then return to their previous place of employment to steal resources and data. While workplace deviance is usually discovered eventually, if done virtually, it can take the organization a relatively long time to discover these acts and subsequently find the individual responsible. While workplace deviance will always be an occurrence, organizations can take steps to minimize the potential damage from these events. Some examples of actions that can be taken to prevent these events are to terminate an employee’s credentials immediately after they are fired, perform background checks before hiring an individual, and have an optimal work environment with management that treats employees fairly and with respect. Generally, if employees are treated fairly and valued, they are less likely to engage in workplace deviance.