Work is less about what they can contribute but more about what they can take. It can lead to workplace dysfunction and diminish their own job satisfaction. I’m not referring to employees who are legitimately dissatisfied with their employment conditions due to, say, being denied fair pay or flexible work practices. I’m talking about those who consistently believe they deserve special treatment and generous rewards. It’s an expectation that exists irrespective of their abilities or levels of performance. As a result of that discrepancy between the privileges they feel they’re owed and their inflated sense of self-worth, they don’t work as hard for their employer. They prefer instead to slack off. It’s a tendency which many scholars believe begins in childhood due to parents who overindulge their kids. This thereby leads them to expect the same kind of spoilt treatment throughout their adult lives. And yet despite how these employees feel, it’s obviously important for their manager to nonetheless find out how to keep them motivated. And, by virtue of that heightened motivation, to perform well. The research team from several American universities surveyed more than 240 individuals. They sampled managers as well as team members. Employee entitlement was measured by statements such as “I honestly feel I’m just more deserving than others.” The respondents had to rate the extent of their agreement. Employee engagement, meanwhile, was assessed with statements like “I really throw myself into my work.” The findings revealed ethical leadership is precisely what alleviates the negative effects of employee entitlement. That’s because rather than indulging employees or neglecting them, ethical leaders communicate very direct and clear expectations. They also hold employees accountable for their behaviors and are genuinely committed to doing the right thing. Additionally, these leaders are consistent in their standards. They’re also less likely to deviate in how they treat employees. This means, when confronted by an entitled team member, an ethical leader is significantly disinclined to accommodate their demands. He or she will instead point out, constructively and tactfully, exactly how their inflated sense of deservingness is somewhat distorted. They’d then go further to explain the specific, and objective, criteria the employee must meet to receive their desired rewards. This shift away from unrealistic expectations is successful because entitled employees feel more confident that ethical leaders will deliver on their promises. This occurs because they’re perceived to be fair and trustworthy. The researchers, however, exercise caution by warning no one single response is the perfect remedy. But there’s no denying ethical leadership is at least a critical step in the right direction.entitle v. 使享有权利；给…命名dysfunction n. 异常；功能不良diminish v. 减少；降低irrespective adv. 不考虑；不顾discrepancy n. 差异；不符inflated adj. 膨胀的；高涨的overindulge v. 过分纵容respondent n. 调查对象alleviate v. 减轻；缓和ethical adj. 道德的；伦理的accountable adj. 负有责任的deviate v. 偏离；违背accommodate v. 容纳；考虑到transparent adj. 透明的；显而易见的A、Those who can be counted on to fulfill commitments.B、Those who can do things beyond normal expectations.C、Those who exercise caution in making major decisions.D、Those who know how to satisfy their employees’ needs.

What kind of leaders are viewed as ethical by entitled employees?

According to a recent study, a small but growing proportion of the workforce is affected to some degree by a sense of entitlement. Work is less about what they can contribute but more about what they can take. It can lead to workplace dysfunction and diminish their own job satisfaction. I’m not referring to employees who are legitimately dissatisfied with their employment conditions due to, say, being denied fair pay or flexible work practices. I’m talking about those who consistently believe they deserve special treatment and generous rewards. It’s an expectation that exists irrespective of their abilities or levels of performance.

As a result of that discrepancy between the privileges they feel they’re owed and their inflated sense of self-worth, they don’t work as hard for their employer. They prefer instead to slack off. It’s a tendency which many scholars believe begins in childhood due to parents who overindulge their kids. This thereby leads them to expect the same kind of spoilt treatment throughout their adult lives. And yet despite how these employees feel, it’s obviously important for their manager to nonetheless find out how to keep them motivated. And, by virtue of that heightened motivation, to perform well.

The research team from several American universities surveyed more than 240 individuals. They sampled managers as well as team members. Employee entitlement was measured by statements such as “I honestly feel I’m just more deserving than others.” The respondents had to rate the extent of their agreement. Employee engagement, meanwhile, was assessed with statements like “I really throw myself into my work.” The findings revealed ethical leadership is precisely what alleviates the negative effects of employee entitlement. That’s because rather than indulging employees or neglecting them, ethical leaders communicate very direct and clear expectations. They also hold employees accountable for their behaviors and are genuinely committed to doing the right thing. Additionally, these leaders are consistent in their standards. They’re also less likely to deviate in how they treat employees.

This means, when confronted by an entitled team member, an ethical leader is significantly disinclined to accommodate their demands. He or she will instead point out, constructively and tactfully, exactly how their inflated sense of deservingness is somewhat distorted. They’d then go further to explain the specific, and objective, criteria the employee must meet to receive their desired rewards. This shift away from unrealistic expectations is successful because entitled employees feel more confident that ethical leaders will deliver on their promises. This occurs because they’re perceived to be fair and trustworthy. The researchers, however, exercise caution by warning no one single response is the perfect remedy. But there’s no denying ethical leadership is at least a critical step in the right direction.

entitle v. 使享有权利；给…命名

dysfunction n. 异常；功能不良

diminish v. 减少；降低

irrespective adv. 不考虑；不顾

discrepancy n. 差异；不符

inflated adj. 膨胀的；高涨的

overindulge v. 过分纵容

respondent n. 调查对象

alleviate v. 减轻；缓和

ethical adj. 道德的；伦理的

accountable adj. 负有责任的

deviate v. 偏离；违背

accommodate v. 容纳；考虑到

transparent adj. 透明的；显而易见的

• A、Those who can be counted on to fulfill commitments.
• B、Those who can do things beyond normal expectations.
• C、Those who exercise caution in making major decisions.
• D、Those who know how to satisfy their employees’ needs.