Por que ser chefe? Os desafios nos provimentos de cargos de liderança na Procuradoria-Geral da Fazenda Nacional

Resumo

Purpose – Given the profound transformation of institutional elements that have historically exerted a positive influence on leadership appointments within PGFN, the ultimate aim of this study was to investigate the primary motivations currently driving members of the organization to assume leadership roles, with particular emphasis on the intrinsic factors underpinning such professional choices. As an intermediate objective, it sought to examine the extrinsic factors that may potentially contribute to the decision to take on managerial positions within PGFN, with special attention to the mode of appointment (selection through internal competition), optimization of base remuneration, as well as the advancements in telecommuting and its management-related challenges. Methodology – The research employed a qualitative approach, and the methodological framework was based on Content Analysis. The corpus, in addition to documents and regulations, comprised interviews conducted with twelve Attorneys for the National Treasury. This sample included professionals who currently hold or have previously held managerial positions, as well as those who have never sought such positions. This diverse composition was sought deliberately. Given the possible lack of publications specifically focused on motivation for leadership in the public service, the analysis followed an inductive approach. Findings – The research findings indicate that there has indeed been a decline in the extrinsic elements that previously had aspirational impacts on the professional development of Attorneys for the National Treasury, and these elements no longer influence decision-making. Assuming the confirmation that there are no hygienic or extrinsic factors (Herzberg) motivating members of the PGFN to exercise leadership in the institution, it was observed that intrinsic factors are the only ones driving someone to engage in management, and indeed, they are related to the dimensions addressed in McClelland's Three Needs Theory (affiliation, achievement, and power desires). Research limitations – The main limitation relates to the sample space of the research, which was confined to the PGFN, its regulations, its procedures, and its members. Practical implications – As contributions of the research, it is possible to highlight that there is indeed a certain aversion to leadership positions in the PGFN, which can be articulated with phenomena such as quiet ambition, quiet quitting, and the great resignation that have been gaining momentum in companies in the global north. This represents an approach, defined by the fact that the situations are linked by resignations or professional absences.

Ficha do documento

Tipo

Dissertação

Ano

2024

Instituição

Fundação Getulio Vargas

Fonte

Repositório da FGV

Idioma

Português

Acesso

Acesso aberto

Identificador

oai:repositorio.fgv.br:10438/35488

Temas

Gestão PúblicaAdministração Pública

Palavras-chave

Motivação para liderança no serviço públicoCrise aspiracionalRenúncias profissionaisAbsenteísmo profissionalMotivation for leadership in the public serviceAspirational crisisProfessional resignationsProfessional absenteeismAdministração públicaLiderançaServiço público - BrasilBrasil. Procuradoria-Geral da Fazenda Nacional