Under senaste decenniet har Försvarsmakten omstrukturerats och allt färre ungdomar genomför värnplikt. Samtidigt har Sveriges internationella åtaganden ökat vilket fått konsekvenser för rekryteringsbasen och möjligheten till personalförsörjning av förband för internationella insatser. Enligt Målbild 2010 skall 30 % av en ålderskull värnpliktiga rekryteras för att klara av personalförsörjningen. Studien har genomförts som en kvantitativmetod. Arbetssättet har varit deduktivt där motivationsteorier har använts. Utifrån Herzbergs och McClellands motivationsteorier har ett analysverktyg skapats.  I studien deltar 752 värnpliktiga. Inhämtningen av empiri har skett genom gruppenkäter. Dagens värnpliktiga uppdelas i tre tydliga grupperingar varvid cirka 20 % är villiga, 40 % osäkra och 40 % ovilliga till att genomföra internationell tjänst efter genomförd grundutbildning. För att öka ett intresse för internationell tjänst är att de värnpliktiga trivs under grundutbildningen och att de får en bra information/ utbildning i ämnet. De främsta faktorerna som nämns som motiv för att genomföra internationell tjänst är i samtliga grupper ”altruistiska”, ”utmaning/ prestationer”, ”meriter” och ”lön”. Lönen får en tydligare roll som motivationsfaktor för den osäkra och den ovilliga gruppen. Undersökningen visar att det är lättare att rekrytera personal till uppdrag med mindre risker såsom humanitära insatser. Dessutom föredrar de värnpliktiga att uppdraget påbörjas snarast efter utryckning, med mer flexibel tjänstgöringstid. Stor del vill tjänstgöra under sommarhalvåret. En studie bör genomföras för att utröna möjligheten att hur bibehålla den villiga gruppens intresse och hur få den osäkra gruppen att ta ställning för internationell tjänst. / During the last decade the Swedish Armed Forces has been reorganised and fewer young people fulfil military service. At the same time, international commitments for Sweden have increased and which have had repercussions on the recruitment system and the possibility of supplying personnel to the units for international missions. According to Vision 2010, 30 % of a year’s conscripts will be recruited so as to manage the supply of personnel. The investigation has been carried out using a quantitative method. The methodology has been deductive wherever motivation theory has been used. Based on Herzberg’s and McClelland’s motivation theories, a tool for analysis has been created. The investigation comprises 752 conscripts. The procurement of empiri has taken place by using group questionnaires. Today’s conscripts are divided into three separate groups where approx. 20% are willing, 40% uncertain and 40% unwilling to do international duty after completion of basic training. In order to increase the interest for international duty it should be ensured that conscripts enjoy their basic training and that they receive sound information/education in the subject. The main factors named by all three groups, as reasons for doing international duty are ”altruistic”, ”challenge/ performance”, ”merit” and ”salary”. “Salary” takes on a more obvious role as a motivation factor for the uncertain and unwilling groups. The investigation shows that it is easier to recruit personnel for missions involving smaller risks such as humanitarian ones. Furthermore, conscripts prefer the mission to commence as soon as possible after demobilisation and with more flexible times of duty. A majority would like to do duty during the period of April-September. An investigation ought to be carried out to establish the possibility of how to retain the interest of the willing group and how to make the uncertain group form an opinion about international duty. / Avdelning: ALB - Slutet Mag 3 C-upps.Hylla: Upps. ChP 99-01

Many historians have conducted oral history interviews with Vietnam War veterans in an attempt to offer a more personal perspective to the study of the Vietnam War; however, most historians do not consciously differentiate between drafted and volunteer veterans. Identifying whether a veteran was drafted into service or volunteered is critical because the extent to which this service was voluntary or coerced may affect the way a veteran remembers his military service. By conducting oral histories, one can consciously delineate service members who volunteered as opposed to those who were drafted to determine if the veterans‟ experiences change based on the nature of their entry into the military. Additionally, examining the implementation of a national draft and its effects on service members‟ experiences will offer a better understanding of American military history. While much of the attention of scholars has been on drafted soldiers in Vietnam, little research has been conducted on the experience of the volunteer soldier. This study relies on oral history interviews conducted with volunteer and drafted service members of the Vietnam War to determine if there were differences between draftees and volunteers based on their entrance into the military. The research and oral history interviews with the two veteran groups establishes that the dissent detailed by draft protesters was not always the case and service members, volunteers and draftees alike, more often than not accepted their military service. The interviewed veterans‟ responses suggest that resistance to military service during the Vietnam War may not have been as great as one might think given the attention that has been placed on the anti-draft movement.