Motivação profissional militar e a grande evasão de jovens oficiais nos tempos atuais

Abstract

The management of people is a constant challenge for organizati ons, especially when involv- ing young people endowed with knowledge, that several studies call ta lents. Within that un- iverse are the officers who graduated in “Escola Naval” of bot h the Navy and Supply Offic- er’s Corps, whose dropout rates in the last five years showed s ignificant increases when com- pared to the average of the last ten years. The evasion of those officers represents the loss of a large investment at a time in which the Brazilian Navy, f ollowing the National Defense Strat- egy, expects changes that include increasement in jobs and, c onsequently, people with skills to conduct and execute of new projects. The challenges are ide ntifying motivational factors and hygiene reasons related to the trends that affect rates of evasion and those which can con- tribute to increased retention. The young officers are mostly inserted in the age group that include s the generation "Y", which held its own characteristics, being born and raised in the inf ormation era. They are the sons of a virtual world, full of changes, globalized, surrounded by hi gh-tech communication, where data travels with impressive speed, leading to informati on and knowledge to any part of the world in real time. Following the new concepts of people’s management, it has been ca rried out a field research, with the application of dropout questionnaires in the targeting group of l ieutenants who left the active Navy duty in the last five years. The main positi ve factors of attraction and reten- tion were identified, and negative factors of dissatisfacti on and avoidance, as well as the im- provements suggested. Based on the survey’s results we were abl e to relate the following: the behavior, problems and possible solutions presented in studies on the ge neration "Y", and the processes and methods advocated in the people’s management. Finally , possible actions were presented to be adopted by the Navy within the limitations imposed by l aws, culture and tradi- tion of the institution, the following proposals being: improving the efficiency of recruitment and selection process, not only in the draft itself, but throughout the period of training, the massive investment in the spread of theoretical and practical pr inciples of leadership at all levels of the institution, with the implementation of monitoring and tutoring the lieutenants, so close and so emphatically, and fixing the transmission of values, and strengthening the inter- nal communication between the institution and its officers.