Justice Admin CJ 255 Prompts Discussion Chapter

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Younger works tend to not have organizational loyalty but expect immediate recognition and input, while middle-aged workers that make up the bulk of employees in many settings are themselves often frustrated by a lack of advancement, and are independent minded yet not as expectant of immediate recognition as younger workers (McNulty, 2006). Older works, meanwhile, tend to be very loyal to organizations and feel that all employees should "pay their dues" before there is any reason to really listen to their ideas or advance them in their positions (McNulty, 2006; Wall Street Journal, 2012). Using individual methods of communication and recognition can go a long way towards making a harmonious multigenerational workforce (McNulty, 2006; Wall Street Journal, 2012).

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The Wall Street Journal is a well-known business newspaper, and its website addresses many issues of relevance to the management of criminal justice and management generally. This particular article addresses the increasing conflicts ad complexities of a multigenerational workforce, briefly describing different sets of workers and then describing recommendations for addressing these issues at length.

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Mentoring, management training programs, different working options and accommodations for different learning styles are all recommended as ways to both make the workplace and each individual worker more productive and conflict-free, and also avoiding any ethical or legal problems that might arise as the result of real or perceived mistreatment based on an employee's age.

Harvard Business School's website also provides a great deal of information on management topics, and addresses the multigenerational workforce issue with much the same perspective and many of the same recommendations as are made in the online Wall Street Journal article. This article is broken down more completely by age segment, however, with descriptions of each of three broad segments of workers (younger than 34, 34 -55, and older than 55) given and recommendations for keeping them engaged and working smoothly offered. This method of approach offers very useful and direct practical advice in the issue of working specifically with a multigenerational workforce, and also gives some insight into working with general diversity......

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