Deception exists in the media, at prestigious universities, and perhaps most commonly in the workplace. According to Dunleavy (2010), reasons for workplace deception include: competitiveness, conflict, or responding to a supervisor or coworker (p. 241). Dunleavy develops hypotheses, conducts experiments, and collects data to determine what behavior is considered acceptable and unacceptable as it applies to deception in the workplace. Ultimately, the motive for deception and the method by which one deceives, whether through withholding (omission) or distortion (commission), directly influence one's perception of colleagues' credibility, power, and trustworthiness (Dunleavy, p.241 ). about two different approaches to deception: withholding information versus distorting it, and how this may or may not change employees' perception of the deceiver (Dunleavy, p.239). Dunleavy defines deception as “the conscious attempt to create or perpetuate false impressions among other communicators” (Dunleavy, p.240). Three hypotheses are presented in the article...