O impacto da liderança na atração e retenção de jovens talentos da Geração Y nas organizações contemporâneas

Abstract

The twenty-first century has brought significant changes and new trends for which contemporary organizations need to adapt. Some of the leading institutions in the labor market value meritocracy and the subordination the individualwillto the institution's need. Theseemerging paradigms conflict with the characteristics of Y Generation. A new challenge for modern managers arises: to transmit theInstitutions’ values, in a coherent and continuous way, transforming them into individual and team habits, and employing a renewed discourse,convincing and able to retain this youth. Nowadays, there is a real concern in verifying if the companies’employees do their work yield, improving it continuously. For this, human resource managers must know what motivates each individual, and provide an adequate training to enable them to manage their subordinates, in a context of diversity, contributing to job satisfaction. In other to attract the best professionals,must convince them that the opportunities offered by the company converge with their aspirations, to retain them, it is necessary to value them. The development of leaders is not only connected to the survival of organizations,because they are their main asset, but also because of the aspect of generating talents developed by the institutionloyalty.