Workplace fraud comprises fraud by the individuals within the organization, typically described as occupational fraud, and fraud committed on behalf of one's employer, commonly referred to as corporate fraud. Although difficult to quantify, workplace fraud losses are estimated to be five percent of annual revenue for the average company by the Association of Certified Fraud Examiners (ACFE, 2014). The ramifications of workplace fraud are broad and substantial, with affected parties including, corporate entities, shareholders, prospective investors, business partners, and industries. There are various methods by which corporations, the government, and the general public attempt to mitigate workplace fraud. This research attempted to ascertain which mitigation methods provided the sought-after results of modifying corporate ethical behavior in a positive way, thus improving the performance of internal fraud prevention, detection, and investigation efforts. Included in this research was analysis of relevant regulatory measures implemented from the time of the American Great Depression onward. Also included was analysis of common internal institutive actions, such as codes of ethics, training, communication, whistleblower hotlines, and the tone demonstrated by organizational leaders. The research revealed the absence of a single solution in the effort to mitigate workplace fraud. Instead, the research supports a conclusion which finds many elements impacting corporate ethics, although some elements were determined to be decidedly more profound in their significance and influence than others. Keywords: Economic Crime Management, Paul Pantani, Corporate Ethics, Anti-Fraud, Occupational Fraud.
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