Inserção profissional e estratégias de mobilidade entre um grupo de guardas da Universidade Eduardo Mondlane

Abstract

The present work, which has the theme “Professional Insertion and Mobility Strategies among a Guards Group at Eduardo Mondlane University ”. The study aimed, in general terms, to analyze the professional insertion and mobility strategies of guards with medium or higher training within the Protection and Security Corps at EMU. In particular, it intends to: Describe the historical-professional profile of the informants; Identify the motivations that lead this group of individuals to compete or I will occupy the security vacancy and; Describe the strategies used to promote or change categories within the DPS. To carry out this research, ethnography was used, ignited on a sample of male and female individuals, affected in the various Organic Units of UEM, Ka Pfumo District, Maputo City. While conducting fieldwork, 10 interviews were conducted with key informants, where 8 are male and 2 are female. The study found that the majority of our interviewees are individuals belonging to workers' class families, but also that this group is part of a class of families with a low educational level and academic background. However, when analyzing the role of the school in the professional life of these individuals, we realize that it constitutes a space for continuity (reproduction) of the family and their respective social, economic and cultural practices, where the Habitus of the dominant class is imposed. With regard to motivations for individuals to occupy a vacancy, the study found the existence of two main reasons: The first is linked to the issue of “professional inheritance”. Individuals are strongly influenced by one of the family members to occupy the guard position. The second reason is linked to the lack of job opportunities in other areas and they see the role of guard as a gateway to achieve the desired profession. In general, the study found that training is the strategy most used by guards for career change and professional mobility in EMU, due to the lack of confirmation and approval of the appropriation of salary by the National Directorate of Public Accounting for promotion ( career change). (TRADUÇÃO NOSSA)