Entitlement Quiz Answers

Below are the correct responses to the True/False Entitlement Quiz along with rationale for each answer.

1. The origin of employee entitlement is a faulty psychological contract between the organization and the employee.

This is True: Entitlement can be caused by an implicit understanding on the part of the employee in the interview stage about what they will contribute to the organization and what can be expected in return. This sets up the employee to expect everything alluded to and feel entitled to it.

2. Organizing predictable rewards to satisfy employees will reduce entitlement.

This is False: Setting up rewards that are predictable and not related to performance creates entitlement. Rewards that are linked clearly to results and given differentially reduce entitlement.

3. Challenging employees to take risks and do new things on an ongoing basis will help mitigate entitlement.

This is True: Entitlement can be the result of complacency. Requiring new learning and risk taking even without a role or job change will mitigate a sense of entitlement.

4. A manager who doesn't hold others accountable for meeting criteria creates a sense of entitlement where the employee feels they are so secure they do not have to earn their rewards.

This is True: Holding others accountable for performance despite the fact it might be a hard discussion helps the employee avoid developing a false sense of security and contribution.

5. Creating a more distinct hierarchy for roles will decrease entitlement and ensure more personal responsibility.

This is False: Flattening hierarchy makes everyone's role and performance more visible and doesn't allow anyone to hide in a bureaucracy, pass responsibilities or decisions up.

Click here
to return to the Entitlement Quiz.

Read More Articles >>