Abstract
Resumo O objetivo deste estudo foi o de analisar a construção da identidade profissional de mulheres pertencentes as gerações Baby Boomers, X e Y, que atuam como gerentes. Em termos metodológicos, este estudo adotou uma abordagem qualitativa-descritiva e entrevistou 32 mulheres que atuam como gerentes em diversificados setores da economia, localizados na cidade de Belo Horizonte. O grupo entrevistado foi constituído por 6 gestoras da geração Baby Boomers, 11 da geração X e 15 da geração Y. Os dados foram analisados considerando as seguintes categorias propostas por Hill (1993): “aprender o que significa ser gerente”, “desenvolver julgamentos interpessoais”, “adquirir autoconhecimento”, “lutar contra as tensões e emoções” e “gerenciar as transformações”. Como principal achado, observou-se que, embora as gerações em estudo apresentem características distintas, como modo de pensar, agir e ver o mundo, tais diferenças pouco interferem no processo de construção da identidade gerencial.
Highlights
Managerial functions have been studied for years in the field of administration and understanding them demands more than identifying attributions; it is essential to consider their contradictions, ambiguities, and constant changes
The research was analyzed based on the five dimensions proposed by Hill (1993) in her study with professionals in their first year working in a managerial function
The statement of baby boomer I30 indicates that the manager connects “being a manager” with a process, “a career built over the years.”
Summary
Managerial functions have been studied for years in the field of administration and understanding them demands more than identifying attributions; it is essential to consider their contradictions, ambiguities, and constant changes. The way people from different generations perceive reality is an issue studied to help explain the professional’s behaviors, as well as understanding their needs, expectations, and aspirations regarding the labor market and the behavioral changes that affect the individual’s functional and managerial structure within organizations (LANCASTER and STILLMAN, 2011). In this context, this article seeks to contribute to expand and advance the research on building professional identity of female managers, observing these professional’s behavior related to their generation. The following section presents the methodology, followed by the analysis of the findings based on the interviews and the final considerations and references
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