Liderança na Marinha do Brasil: desafio cultural geracional diante das Megatendências de 2030

Abstract

The Fourth Industrial Revolution caused by the technological connection will impact societies, the economy and politics in a way never imagining, which is why the Brazilian Navy needs the utmost attention. Even because it needs to develop its material, financial and human resources in order to fulfill its constitutional mission of preparing and employing naval power for the defense of the homeland and the achievement of its vision of the future: to be a modern, prepared and motivated force with a high degree of technological independence. In this context, the Navy has prioritized the training of its personnel in order to improve the technical skills of its workforce. Implemented the People Management Program based on Management by Skills, a part of Knowledge Management, to meet the Submarine Development Program. In the meantime, the Institution faces a cultural challenge to be worked on about the relationship between leadership and ethics, which is why it needs to cultivate new emotional skills, which are of fundamental importance to the leader of the future. The aim of this study is to identify the main sociocultural characteristics of the Generations that make up the Brazilian Navy workforce, whose representatives are capable of enhancing the social interactions of cooperation, competition and conflict in the organizational environment. Secondly, to propose the improvement of Leadership Management within the Brazilian Navy based on a formal model of skills development of its leaders and followers. During the study, it was found that many practical actions have already been taken, but it was identified that the Navy does not yet have a formal model for developing, monitoring and evaluating the ideal level of leadership management itself. This concerns the organizational element of an individual nature, from the leader who is the manager of others, regarding the positions and functions that are occupied during the Career, to the so-called corporate manager, related to the assumption of the position of Navy Commander. For this reason, this research proposes to the Institution the adoption of the Leadership Pipeline Model, in order to guarantee the permanent development of the skills, time management and values of our leaders. Thus, it is believed that MB will be able to guarantee an adequate level of influence among its leaders and followers, which is the true essence of all leadership.