As gerações Y e Z e suas âncoras de carreira : contribuição para a gestão estratégica de operações.

Abstract

Currently the job market faces an important change: young people with different profiles and characteristics of past times are starting their careers and entering in the professional life. The desires of generations Y and Z challenge the traditional structures of organizations and the current concept of career. Therefore, this study aimed to analyze and compare the perceptions of generations Y and Z on career and professional life. In terms of methodology, the study consisted of a quantitative survey, followed by a qualitative phase. In the quantitative stage was used a structured questionnaire, based on the Survey of Career Anchors Schein (1996). This model allows us to identify factors that professionals value most and which bases its decisions on career, from eight anchors: Lifestyle, Security / Stability, Autonomy / Independence, Pure Challenge, Entrepreneurial Creativity, Service and Dedication to a cause, Technical Function and General Management Competence. At this stage it was applied 326 questionnaires to undergraduate students of Business, Social Communications and Engineering from a community university of Vale do Rio Pardo (RS), which 193 belong to Generation Y and 133 belong to Generation Z. In the qualitative phase were interviewed four (05) managers and professionals of Human resources area from large companies in the Vale do Rio Pardo (RS), and an organizational consultant, in order to verify if in a daily basis is actually possible to see differences on the professional profile of individuals of different generations inside the organizations. The analysis of the questionnaires revealed two career anchors that grouped most of the responses in both generations. In the case of Generation Y, 24.9% of respondents have Lifestyle as the main anchor, while 20.3% have security and stability as the main anchor. In the case of Z generation, these two anchors concentrated 20.3% of respondents each. Individuals whose main anchor is Lifestyle value quality of life, seek to ensure a balance between professional and personal life, so that doesn’t affect the other negatively. In interviews with the experts it was possible to understand that for professionals from generation Y, some characteristics confer with the available literature, they are sighted, quick, have intimacy with technology, seek to create bounds with the company and seek rapid growth. Respondents say that it is too early to draw a professional profile generation Z, because it’s still entering in the labor market. However, it’s possible to note that they don’t see the world without technology, they have questions and seek for learning, they have difficulty creating bounds and difficulty receiving feedback. On the other hand, some characteristics are very similar for the both generations: both give great importance to the quality of life and integration between personal and professional life, combining the desire for growth with stability in organizations. This study brings a contribution to the theory a critique of the model of Schein (1996), which simplifies the evaluation of professionals. To draw a profile more consistent or close to real, it’s advisable to analyze and interpret the combination of the anchors and how they are set for each professional. This research also contributes to the study of generations in Brazil, providing a better understanding of how they relate to their career. As contributions to the organizations and the operations management, the study reveals the need for managers know the professionals, their desires and wills. Knowing the profile of the professional, who is in the organization, will help to align their career goals with the company ones.