A importância da liderança na Marinha do Brasil na motivação e retenção dos oficiais da geração Y

Abstract

The beginning of the twenty-first century shows us a world with significant transformations and new trends. The fast development of science, producing complex equipment and technological advances, such as the Internet tool that allows quick and instant access to information, requires a continuous need for adaptation by institutions. The current situation indicates that the situational approach is appropriate to the leader, insofar as the leader must have a basic requirement: that capacity to identify the situational variables, thus being better prepared for the challenges. In addition, these challenges make the role of leaders in any organization increasingly important for motivation and retention of staff. The current scenario shows us, therefore, that intellectual capital is the main asset of an institution such as Brazilian Navy (BN), since the loss of personnel can represent years of wasted investment, as well as an interruption in the healthy development of the organization. In the Brazilian Navy, as in any large organization, we observe a ultigenerational environment, where the so-called Generation Y represents an important part of the workforce. BN values meritocracy and subordination of individuals’ wills to the need of the institution and such assumptions conflict with some characteristics of the said generation. However, a survey carried out with Generation Y Officers, from the EN, showed that, although they have traces of their generation, they also gave characteristics present by the individuals of Generation X, indicating that BN Organizational Culture was well transmitted and assimilated by these Officers, whether through training courses, career courses or day-to-day in their Military Organizations. In this way, the importance of the leaders’ role at all levels are highlighted, as they will be responsible to transmit the BN values in a coherent way, transforming them into individual and group habits’, in order to motivate and retain the young Generation Y. For this objective to be achieved, leaders must identify the motivating factors of each individual and provide a conducive environment to the subordinate’s development, valuing work and thus contributing to job satisfaction. The Brazilian Navy must, then, develop leadership capacity in its military, as this will not only enable the institution to survive to the current challenges, but will also be able to retain or minimize the losses of Generation Y personnel, keeping them constantly motivated. The methodology used in the resent study was the bibliographical research and, to enrich the conclusions, a field research was carried out. In this way, it was possible to achieve the proposed objective, which was the identification and analysis of the main aspects of leadership and management, as well the motivating factors for the retention of the Generation Y Officers from EN.