The Defense Logistics Agency (DLA)

The Defense Logistics Agency (DLA) is the largest agency within the Department of Defense's (DoD) with more than 26,000 civilian and military personnel throughout the world (Defense Logistics Agency). DLA, Provides support as well as technical and logistic services to the Army, Air Force, Navy, Marine Corps and several federal agencies. A large number of DLA’s employees are culturally, racially, and ethnically diversified. However, inequities at the DoD with regard to race and ethnicity still occur, to some degree. DLA enables its workforce to capitalize on their skills and experience by leveraging their diverse backgrounds and abilities to effectively support the warfighters and the Department of Defense.
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Baby boomers know that they need to be flexible, adaptable to new environment and work as a team. Millennials are eager to learn and develop, and are flexible to change, therefore it is every one’s responsibility in the organization to work with millennials to teach them these essentials. The young generation entering the DLA’s workforce are talented individuals, they bring with them perception of what office life should be and what relations between what employers and employees should be like. Management needs to transition this behavior in a positive way and learn the values and culture of the new generation and beneficially blend it into the work environment. Leadership at the DLA can let the millennials know that their experience will be valued, that they will get credit and respect for their accomplishments. DLA’s leadership need to provide the new generation entering the work force adequate training and show them places where they can excel and be a star. The millennial employees need to feel welcomed and assured that they will receive equality and recognition at the workplace. DLA’s leadership must clarify the DLA’s mission and emphasize the importance it places on team aspects, personal growth opportunities, and technical/technology training opportunities that the DoD has to offer. The job of DLA’s managers is to provide the millennial employee the proper training and resources they need to do their job. Once a millennial employee see that management invested in their personal growth they will be more likely to develop a stronger relationship not just with the DLA but with the people in it. Management must provide a stress free environment and create an environment where millennial employees feel supported and valued by the leadership, this will lead to increased productivity and valuable relationships (Fromm, 2015). The