Posted by Editor on October 1, 2005 10:27 AM to Career News and Resources
Career News and Resources: Entitlement Perceptions Lead to Workplace Tensions
The work ethic of new entrants into the labor market is under assault. Members of this group, labeled the “Entitlement Generation” — those born between 1979 and 1994 — have been described as impatient, self-serving, disloyal, unable to delay gratification and, in short, feeling that they are entitled to everything without working for it.
Wayne A. Hochwarter, an associate professor of management in Florida State University’s College of Business, recently conducted a study to see if the perception of entitlement exists in organizations and, if it does, how it affects employees at work. His research, which examined the attitudes of nearly 600 employees across a wide range of occupations, indicates that perceptions of entitlement are alive and well in many companies. For example,
Hochwarter found that 55 percent of workers either agree or strongly agree with the statement “Many employees act as if they are more deserving than others at work without paying their dues.”
Some comments from survey respondents illustrated this opinion.
“I don’t know where these kids come off thinking they are entitled to things it took me 20 years to get,” a Chicago management consultant stated.
“College grads aren’t willing to do the grunt work necessary to learn the job, but they sure want the perks,” added a vice president of human resources in Memphis, Tenn.
When employees reported that others in their work group acted entitled, the following effects were observed:
* Job satisfaction was lower.
* Employees were not able to concentrate fully on their work.
* Workers were less passionate about their work.
* Employees were less likely to keep their word.
* Workers acted less empathetic toward others.
* Employees were less likely to offer social support to coworkers.
* Workers reported more tense relationships on the job.
* Employees were more prone to report more workplace depression.
Hochwarter’s findings also indicate differences across the age groups. For example, younger employees (those ages 30 and younger) reported more perceived entitlement than older workers (those ages 50 and older), and attitudes reflected these disparities. For example, younger employee reported 600 percent more job dissatisfaction than older employees and 50 percent more job tension when co-workers acted entitled.
“It is clear that perceived entitlement is a greater threat to younger employees than older ones,” Hochwarter said. “Typically, older employees are more secure and have gotten what they want out of their jobs. Since many younger employees have not, they are afraid that others are going to use manipulation to get what they want, rather than working for it.”
Further, Hochwarter notes that the Entitlement Generation brings a great deal of talent, energy and technical savvy to the workplace. However, he cautions that “managers who assume all employees have the same needs at work are going to have a difficult time.
“It is necessary to develop long-term career plans for all employees,” Hochwarter said. “However, it is increasingly important to do so with employees fresh out of school. These individuals will not put up with the ambiguity that saturates most work settings. If they don’t know where they can get, how to get there, and what it will get them, they are not going to ‘buy in’ to the objectives of the firm.”
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