Page 68 - Jackson Journal
P. 68

                 If you’re not able to grasp the concept of selfless service than you’re probably in the wrong business. Research has found that entitlement is associated with undesirable workplace outcomes such as unethical behavior, corruption, conflict with supervisors, perceived compensation inequities, low levels of job satisfaction, and high levels
of turnover. Entitled employees have also been described by phycologist as being resistant to feedback, inclined to overestimate their talents and accomplishments, and likely to blame others for mistakes. Other research has found that employees who have been with the agency for a long period of time are actually more likely to feel entitled. Moreover, entitled employees are more likely to
be frustrated than those who do not feel a sense of entitlement.
for strong leaders, managers and supervisors in assisting the agency in overcoming this barrier and thus increasing productivity.
• Employees with personal agendas and needs for promotion, power, or recognition that do not align with agency goals.
• Employees with volatile personalities.
• Employees who are incompetent or perceive their co-workers, leaders, managers or supervisors to be incompetent.
• Employees with inflexible and inconsistent attitudes.
• Employees with a history of underperformance.
Agencies with low levels of entitled employees tend to embrace and achieve their vison, mission, values and goals at a much faster pace resulting in leaders that are free to perform other tasks rather than worrying about just simply “dealing with each other.”
Polarization of the Joint Environment (Military-Civilian)
“People fail to get along because they fear each other; they fear each other because they don’t know each other; they don’t know each other because they have not communicated with each other.”
Martin Luther King Jr.
The perception that we are just simply “dealing with each other” instead of working “alongside
each other” sends a chilling effect throughout the agency that polarizes your organization. The “us versus them” mentality only creates a divide and separates the workforce hindering its ability to accomplish common goals. How is it that we can tolerate each other within our own groups but find it difficult to accept others from an outside group? Why is there tension between groups that can share and understand common goals, values and beliefs but are separated and polarized by title (Military- Civilian)? Why can we not demonstrate and show each other “grace” in an environment where we consistently share the same pledge and vison – train and develop Soldiers in order to build readiness
at scale for our Army and provide a community where our Soldiers, Army Civilians, and Families have every opportunity to excel? Fear! We fear each other when no fear should exist! Remove our sense of entitlements, status, position, rank, and power
 The days of working for the Federal Government where you have unlimited resources and staffing are over! That ship sailed over a decade ago! We
are doing less with less. Get over your sense of entitlements and focus on working “alongside
each other” instead of finding excuses not to. I
can, not I can’t! Recreate your processes of how
you accomplish your roles and responsibilities under the current austere lack of government resources and staffing. Fact, no one can give you more when the entire agency is operating with
less! Understand the decisions that are made from your leaders, managers and supervisors in this “new “environment and stop creating barriers that hinder the ability to work “alongside each other.” Employees that view life as a gift and consciously have an attitude of gratitude experience many gains in the workplace. Gratitude improves emotional and physical health, and also is shown to strengthen professional relationships in the workplace. Below are some common behaviors from employees who are caught in the “trap” of perceived entitlements. Recognizing these behaviors are paramount
68 Jackson Journal

   66   67   68   69   70