The workplace deviance has been defined in a number of ways. Robinson and Bennett (1995) defined it as a voluntary and intentional behavior that infringes and goes against the norms and behavior standards of the organization. They also significantly threaten the reputation and well being of both the organization and its employees (Robinson Bennett, 1995). Robinson and Bennett (1995) further went ahead to divide the deviant behavior into two clear-cut categories. In one case scenario, the deviance can be targeted at the organization which was called the organizational deviance. In the other instance the deviance is targeted at the member of the organization which was called interpersonal deviance. The example of organization deviance includes. workplace theft, damage to the property of the organization, habitual late arrival at work, disengagement and disinterest in work-related activities. The behavioral misconduct towards the colleagues, supervisors, subordinates, inmates (in case of police) come under the category of interpersonal deviance. The deviant behavior at a workplace is unethical, unwelcome and uncalled for. It leads to disparaging and adverse impact both on the employee and the organization’s long-term reputation and well being. The deviant behavior in the police officers in the professional industry as a whole is perhaps more detrimental. The ethics in the police or the non-deviant behavior accounts for a reputable police department and a very safe community. According to Gilmartin (2009), one of the greatest obstacle facing the law enforcement administrators is to be able to create and maintain a value-based agency where the cadre of officers follow an ethical code of conduct with a commitment to preserve and sustain the peace and value of the society on the whole.