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Publication
Desafios Geracionais na Liderança das Forças Armadas, em Particular na Marinha Portuguesa
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Abstract(s)
Num momento em que a crescente diversidade geracional impõe novas exigências aos modelos tradicionais de gestão de pessoas a presente dissertação analisa os desafios da liderança interjecional no contexto da Marinha Portuguesa. As rápidas transformações sociais, culturais e tecnológicas intensificaram as diferenças entre gerações, com reflexo nos valores, nas expetativas e nos estilos de trabalho.
A investigação teve como objetivos: identificar as principais diferenças geracionais ao nível das perceções, valores e atitudes; analisar o impacto dessas diferenças na liderança de equipas; compreender a perceção dos militares quanto ao apoio prestado pela cultura organizacional da Marinha; e propor recomendações praticas para uma liderança mais eficaz e adaptada ao contexto intergeracional.
A metodologia adotada baseou-se na realização de 20 entrevistas semiestruturadas a militares de diferentes gerações, com posterior analise qualitativa dos dados através do software MAXQDA Analytics Pro. A codificação temática permitiu identificar padrões significativos e divergências relevantes.
Os resultados mostram que, embora existam diferenças geracionais, estas não são deterministas. Destacam-se fatores como a aceitação diferenciada de críticas, a perceção desigual de apoio institucional e a coexistência de estilos de liderança tradicional e transformacional na mesma organização. A geração Y evidencia-se como ponte entre gerações, facilitando a mediação e a adaptação. Por outro lado, observa-se que contextos exigentes podem levar líderes mais jovens a adotar posturas mais autoritárias, revelando uma flexibilidade adaptativa nos estilos de liderança.
Conclui-se que a geração a que um individuo pertence influencia as suas atitudes e praticas, mas não as determina. A liderança, sendo uma relação interpessoal, e moldada por múltiplos fatores, entre os quais o geracional e apenas um. A capacidade de adaptação e a valorização da diversidade geracional revelam-se, assim, fundamentais para promover equipas mais coesas e eficazes no contexto da Marinha Portuguesa.
At a time when growing generational diversity is placing new demands on traditional models of people management, this dissertation analyzes the challenges of intergenerational leadership in the context of the Portuguese Navy. Rapid social, cultural and technological transformations have intensified the differences between generations, with an impact on values, expectations and working styles. The objectives of this research were: to identify the main generational differences in terms of perceptions, values and attitudes; to analyse the impact of these differences on team leadership; to understand the perception of military personnel regarding the support provided by the Navy's organizational culture; and to propose practical recommendations for more effective leadership adapted to the intergenerational context. The methodology adopted was based on conducting 20 semi-structured interviews with military personnel from different generations, with subsequent qualitative analysis of the data using MAXQDA Analytics Pro software. Thematic coding made it possible to identify significant patterns and relevant divergences. The results show that although there are generational differences, these are not deterministic. Factors such as the differentiated acceptance of criticism, the unequal perception of institutional support and the coexistence of traditional and transformational leadership styles in the same organization stand out. Generation Y stands out as a bridge between generations, facilitating mediation and adaptation. On the other hand, demanding contexts can lead younger leaders to adopt more authoritarian stances, revealing an adaptive flexibility in leadership styles. The conclusion is that the generation to which an individual belongs influences their attitudes and practices, but does not determine them. Leadership, being an interpersonal relationship, is shaped by multiple factors, of which the generational is just one. The ability to adapt and the appreciation of generational diversity are therefore fundamental to promoting more cohesive and effective teams in the context of the Portuguese Navy.
At a time when growing generational diversity is placing new demands on traditional models of people management, this dissertation analyzes the challenges of intergenerational leadership in the context of the Portuguese Navy. Rapid social, cultural and technological transformations have intensified the differences between generations, with an impact on values, expectations and working styles. The objectives of this research were: to identify the main generational differences in terms of perceptions, values and attitudes; to analyse the impact of these differences on team leadership; to understand the perception of military personnel regarding the support provided by the Navy's organizational culture; and to propose practical recommendations for more effective leadership adapted to the intergenerational context. The methodology adopted was based on conducting 20 semi-structured interviews with military personnel from different generations, with subsequent qualitative analysis of the data using MAXQDA Analytics Pro software. Thematic coding made it possible to identify significant patterns and relevant divergences. The results show that although there are generational differences, these are not deterministic. Factors such as the differentiated acceptance of criticism, the unequal perception of institutional support and the coexistence of traditional and transformational leadership styles in the same organization stand out. Generation Y stands out as a bridge between generations, facilitating mediation and adaptation. On the other hand, demanding contexts can lead younger leaders to adopt more authoritarian stances, revealing an adaptive flexibility in leadership styles. The conclusion is that the generation to which an individual belongs influences their attitudes and practices, but does not determine them. Leadership, being an interpersonal relationship, is shaped by multiple factors, of which the generational is just one. The ability to adapt and the appreciation of generational diversity are therefore fundamental to promoting more cohesive and effective teams in the context of the Portuguese Navy.
Description
Keywords
Desafios Geracionais Forcas Armadas Gerações Liderança intergeracional Marinha Portuguesa Armed Forces Intergenerational leadership Generational Challenges Generations Portuguese Navy