The battle at Klågerup: Culture of history and the use of history in conjunction with Sweden’s last peasant uprising. During the early 1800’s the southern part of Sweden and its people was subjected to change in terms of agricultural management, also known as the great agricultural reform. This was only one of several aspects which affected the peasants towards a time of lesser status and rights. Eventually an unforeseen to some degree forced enlistment of 15. 000 peasants in southern Sweden became a decisive moment in Sweden’s history. In which the commoners revolted against the Swedish state at varying locations. However, one area in particular was affected by the peasants’ accumulated discontent. Namely a small village called Klågerup, which resulted in the Swedish government quelling the uprising in what can only be referred to as a blood bath. Approximately 23 peasants were killed in 1811 while the Swedish cavalry suffered no casualties according to records. The aim of this essay examines how people have used the memory of the Klågerup riots, in conjunction with two historical perspectives, which are culture of history and the use of history. The examination is done through the lens of a qualitative hermeneutic text analysis. The interest of examining the Klågerup riots in conjunction with the specific above-mentioned perspectives is based on an inspiration of Anders Dybelius’s thesis called “A sustainable memory? The use of history in relation to Georg Carl von Döbeln 1848 – 2009”. The material used in this examination includes newspapers, a play, a novel, scientifically researched historical literature, one historical monument and one building of historical value. All of the used material for analysis is referred to as artefacts. The analysis through the help of Klas-Göran Karlssons and Ulf Zanders typology in regard to use of history, and Dybelius’s perspective of local-ideology show interesting results. The result indicates that multiple purposes for the use of history is applicable on a majority of the used artefacts. Furthermore, regarding the culture of history based on Dybelius’s rendering of Jörn Rüsens tripartite thematization in terms of culture of history, resulted in three artefacts being categorized into each of the three themes. In total nine artefacts were analyzed regarding both the use of history and culture of history. A didactic reflection upon the use of history, culture of history and history awareness is presented in the end of this paper regarding how one might implement the three into the classroom and role of teaching

Thesis (MA)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: With the shift to an all-volunteer force and the end of the Cold War, armed forces across the globe are finding it increasingly difficult to attract, recruit and retain the right quantity and quality of recruits in the ranks. Similarly, the South African National Defence Force (SANDF) has expressed difficulties with recruitment but more so with the ability to attract ‘high calibre’ recruits in order to staff a defence force that is disciplined and technologically advanced. Although this is a consequence of various economic, social and political factors, one of the greatest challenges facing recruiters is the changing work values and preferences of the new millennial generation. As the title of this thesis postulates, evidence from the West suggests a ‘clash’ in values between millennials, who are individualistic, protected, ambitious and self-centred, and the military, which requires conformity, obedience and structure. While there is a vast amount of literature regarding the all-volunteer force and youth values of military service in the West, there is no study of this kind in South Africa. In this study, I aim to fill this void by exploring young South Africans’ perceptions and experiences of military service. As there is no existing literature on the propensity to enlist in South Africa, focus groups and interviews were conducted with high school learners, Military Skills Development System (MSDS) members who have completed one year of military service and recruitment officers who come into contact with school-leavers from across South Africa. These discussions were framed around two broad questions, namely what are the work values of young South Africans and what factors attract young people to or deter them from the military job. The conclusion is reached that the SANDF is not an employer of choice because of various institutional and societal factors. The military job is largely unappealing to young South Africans, who are risk-averse, individualistic and wish to be in close proximity to their families. The culture of the military is also unattractive to the majority who are not receptive to authoritarian regimes that expect unquestioning obedience and discipline and emphasise hegemonic masculine ideals. Besides this, two societal forces have a significant impact on the ability of the ability of the SANDF to attract recruits. The decline in the prestige of the military job and the presence of an ever-growing civilmilitary gap indicate that youth are neither informed about the military nor see the military as a high status job in society. Consequently, the inability of the SANDF to meet recruitment targets can be detrimental to the ability of the SANDF to fulfil its mandate. / AFRIKAANSE OPSOMMING: Sedert die verskuiwing na weermagte wat geheel en al uit vrywilligers bestaan en die einde van die Koue Oorlog vind gewapende magte wêreldwyd dit steeds moeiliker om voldoende rekrute van die regte kwaliteit te lok, te werf en te behou. Ook die Suid-Afrikaanse Nasionale Weermag (SANW) ervaar probleme met werwing, maar veral met die vermoë om ‘hoëkaliber’-rekrute te lok na ’n weermag wat gedissiplineer en tegnologies gevorderd is. Hoewel dit die gevolg van verskeie ekonomiese, sosiale en politieke faktore is, is een van die grootste uitdagings vir werwingspersoneel die veranderende werkwaardes en werkvoorkeure van die nuwe milenniumgenerasie. Soos die titel dit stel, dui getuienis uit die Weste op ’n ‘waardekonflik’ tussen hierdie generasie, wat individualisties, beskut, ambisieus en selfgesentreerd is, en die militêr, wat konformiteit, gehoorsaamheid en struktuur vereis. Hoewel daar ’n magdom literatuur oor vrywilligersmagte en jeugwaardes van militêre diens in die Weste bestaan, is geen studie van hierdie aard nog in SuidAfrika onderneem nie. Met hierdie studie wil ek hierdie leemte vul deur jong Suid-Afrikaners se persepsies en ervarings van militêre diens te verken. Aangesien daar geen literatuur bestaan oor geneigdheid om by die weermag in Suid-Afrka aan te sluit nie, is fokusgroepe gehou en onderhoude gevoer met hoërskoolleerders, MSDS-lede wat hul eerste diensjaar voltooi het en werwingsoffisiere wat met landwyd met skoolverlaters in aanraking kom. Hierdie gesprekke is afgegrens deur twee breë vrae, naamlik wat die werkwaardes van jong Suid-Afrikaners is en watter faktore jong mense na of van die militêre werk lok of afstoot. Die gevolgtrekking is dat die SANW om verskeie institusionele en maatskaplike redes nie ’n voorkeurwerkgewer is nie. Jong Suid-Afrikaners, wat risikoweersinnig en individualisties is en naby hulle familie wil bly, vind ʼn militêre loopbaan breedweg onaantreklik. Die militêre kultuur spreek ook nie die meerderheid aan nie, wat nie ontvanklik is vir outoritêre regimes wat onverbiddelike gehoorsaamheid en dissipline eis en hegemoniese manlike ideale beklemtoon nie. Hierbenewens is daar twee samelewingsfaktore wat ʼn beduidende impak het op die SANW se vermoë om rekrute te werf. Die kwynende prestige van ʼn militêre loopbaan en die teenwoordigheid van ʼn steeds groeiende kloof tussen siviel en militêr dui daarop dat jongmense nóg oor die militêr ingelig is nóg dit as ’n werk met status in die samelewing beskou. Gevolglik kan die SANW se onvermoë om werwingsteikens te behaal sy vermoë om sy mandaat uit te voer nadelig beïnvloed.

Thesis (MBA (Business Management))--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: This report investigates and evaluates the attrition rate and retention strategy employed by the South African Navy. The report also identifies gaps and makes recommendations for improvements, namely to decelerate the attrition rate and maintain a sustainable human resource component readily available to fulfil the South African Navy’s core business. It evaluates retention policies and the associated reasons for the rate of attrition. It also evaluates the success of the strategy employed by the South African Navy to attain and retain the required skills in order to contribute to the South African Navy’s sustained capability to serve South Africa. The literature review discusses the theoretical basis of the retention strategies and factors influencing the attrition rate of the South African Navy, the Department of Defence, the United States Navy, the Swiss Army and the Asian region. This has been done in order to establish a trend and find working solutions that will provide the underpinning for the recommendations proposed to decelerate the attrition rate in the South African Navy. The methodology for this study entails the use of qualitative methods – a questionnaire in this case – to collect data to obtain information on the reasons for the attrition rate. The information will also be used to reflect on the experience of the identified set of personnel who has exited the South African Navy between 1 January 2007 and 30 June 2008. The exited personnel members of the South African Navy, who form the basis of the sample for the study, had to complete a structured questionnaire. The data collection method also helped to identify specific social behaviour patterns or attitudes among staff members. This information is useful to provide insight into the main reasons for the attrition rate experienced by the South African Navy. The findings indicate that the majority of members who resigned from the South African Navy did so for higher salaries. This further indicates that the South African Navy’s salaries are not sufficiently competitive to retain members because private-sector salaries are much higher. An overwhelming number also indicated that the morale in the South African Navy is not good. This shows that members’ morale, which is a priority area in most organisations, is not at a desired level. This certainly contributes to the rate of attrition in the South African Navy. The majority of members feel that they did not receive appropriate support to enable them to do their work in the South African Navy. This indicates that no individual support or support mechanisms are present in the South African Navy. This contributes to the individual not performing at levels that would benefit the South African Navy. The lack of support leads to unhappy employees, and this adds to the reasons why members choose to resign from the South African Navy. The majority of members feel the Divisional System does not work the way it is supposed to work. The relationship between the divisional officer or line manager and the member is important for the South African Navy because this relationship forms the backbone of an efficient and effective South African Navy. It would appear that this area requires urgent attention to ensure the South African Navy maintains its operational capability. Recommendations for improvements include a change in leadership culture. The South African Navy must note that retention strategies that focus on financial incentives for the target groups, although an effective short-term solution, must consider the following in order to help reduce the attrition rate: • A change in the leadership culture. • The establishment of an Employee Morale and Well-being Division. The study highlights the challenges posed by the retention strategies and provides detailed research on the reasons for the attrition rate. The South African Navy’s leadership will find it difficult to compete with the private sector. However, the research findings have led to the following recommendations to retain staff in the South African Navy: the improvement of the leadership culture, greater care, and well-being programmes that focus on the commitment of members of the South African Navy. / AFRIKAANSE OPSOMMING: Hierdie verslag ondersoek en evalueer die natuurlike afnamekoers en retensiestrategie wat die Suid-Afrikaanse Vloot volg. Die verslag doen ook aanbevelings ten opsigte van verbeterings, naamlik om die natuurlike afnamekoers te verlangsaam en ’n volhoubare menslike hulpbronkomponent in stand te hou wat geredelik beskikbaar is om in die behoeftes die Suid-Afrikaanse Vloot se kernbesigheid te voorsien. Die verslag evalueer retensiebeleid en die verwante redes vir die natuurlike afnamekoers. Dit evalueer ook die sukses van die strategie wat die Suid-Afrikaanse Vloot volg om die nodige vaardighede te vind en te behou om te kan bydra tot die Vloot se volgehoue vermoë om Suid-Afrika te dien. Die literatuuroorsig bespreek die teoretiese grondslag van die retensiestrategieë en faktore wat die natuurlike afnamekoers in die volgende beïnvloed: die Suid-Afrikaanse Vloot, die VSA se vloot, die Switserse weermag en die Asiatiese streek. Dit word gedoen om ’n tendens te bepaal en werkbare oplossings te vind wat die onderbou van die aanbevelings kan vorm wat gedoen word om die natuurlike afnamekoers in die Suid-Afrikaanse Vloot te verlangsaam. Die metodologie vir hierdie studie behels die gebruik van kwalitatiewe metodes – ’n vraelys in hierdie geval – om data in te samel en om inligting te bekom oor die redes vir die natuurlike afnamekoers. Die inligting word ook gebruik om te besin oor die ervaring van ’n geïdentifiseerde groep personeellede wat tussen 1 Januarie 2007 en 30 Junie 2008 die Suid-Afrikaanse Vloot verlaat het. Die personeellede wat die Suid-Afrikaanse Vloot verlaat het, vorm die grondslag van die steekproef vir hierdie studie. Hulle moes almal ’n gestruktureerde vraelys invul. Die data-insamelingsmetode het ook gehelp om spesifieke sosiale gedragspatrone of houdings by personeellede te identifiseer. Hierdie inligting is ook gebruik om insig te verkry in die vernaamste redes vir die natuurlike afnamekoers wat deur die Suid-Afrikaanse Vloot ervaar word. Die bevindinge toon aan dat die meerderheid lede wat uit die Suid-Afrikaanse Vloot bedank het dit vir hoër salarisse gedoen het. Dit toon ook aan dat die Suid-Afrikaanse Vloot se salarisse nie mededingend genoeg is om lede te behou nie omdat salarisse in die private sektor heelwat hoër is. ’n Oorweldigende aantal mense het ook aangedui dat die moraal in die Suid-Afrikaanse Vloot nie na wense is nie. Dit toon dat lede se moraal, wat in die meeste organisasies 'n prioriteit is, nie op ’n verlangde vlak is nie. Dit dra gewis by tot die natuurlike afnamekoers in die Suid-Afrikaanse Vloot. Die meerderheid lede voel dat hulle nie toepaslike ondersteuning ontvang sodat hulle hul werk in die Suid-Afrikaanse Vloot behoorlik kan doen nie. Dit dui daarop dat geen individuele ondersteuning of ondersteuningsmeganismes in die Suid-Afrikaanse Vloot teenwoordig is nie. Dit dra daartoe by dat individue nie presteer op vlakke wat die Suid-Afrikaanse Vloot tot voordeel strek nie. Die gebrek aan ondersteuning lei tot ongelukkige werknemers, en dit is een van die redes waarom lede uit die Suid-Afrikaanse Vloot bedank. Die meerderheid lede voel dat die Afdelingstelsel nie werk soos dit veronderstel is om te doen nie. Die verhouding tussen die Afdelingsoffisier of lynbestuurder en die lid is belangrik vir die Suid-Afrikaanse Vloot omdat hierdie verhouding die ruggraat van ’n doeltreffende en doelmatige Suid-Afrikaanse Vloot vorm. Dringende aandag moet hieraan geskenk word om te verseker dat die Suid-Afrikaanse Vloot sy bedryfsbevoegdheid behou. Aanbevelings vir verbeterings sluit ’n verandering in die leierskapkultuur in. Die Suid-Afrikaanse Vloot moet daarop let dat retensiestrategieë wat op finansiële aansporings vir teikengroepe gegrond is bloot ’n doeltreffende korttermynoplossing bied. Hulle moet egter ook die volgende in ag neem om die natuurlike afnamekoers te help verminder: • ’n Verandering in die leierskapkultuur. • Die vestiging van ’n afdeling vir werknemer-moraal en -welsyn. Die studie verken ook die uitdagings wat die retensiestrategieë bied en vors die redes vir die natuurlike afnamekoers deeglik na. Die Suid-Afrikaanse Vloot se leierskap sal dit moeilik vind om in die private sektor mee te ding. Die navorsingsbevindinge lei egter tot die volgende aanbevelings om personeel in die Suid-Afrikaanse Vloot te behou: die verbetering van die leierskapkultuur, groter sorg, en welstandprogramme wat op die toewyding van lede van die Suid-Afrikaanse Vloot gerig is.

This study sought to examine those factors that make voluntary enlistment feasible among most advanced industrial countries nowadays. Also aims to find out actors that lead Taiwan to follow the global trend to change from conscription to voluntary enlistment, the intention behind such a policy, challenges or problems has occurred or might emerge in the future, and how to deal with them. In order to answer the questions, this study used literature analysis and comparative method to collect related materials to analyze global trend and development of military service, make comparison of different types of military service systems and study policies of Taiwanese military service and reform in detail. Analysis of this study shows that on the way of changing from conscription to voluntary enlistment, Taiwan faces several limitations such as low recruitment rates of professional soldiers, poor military discipline, a lack of public interests, rigid legal regulations, threats to national security, insufficient supporting programs, uneven distribution of military spending and workloads. This study comes up with some policy suggestions such as the government should raise social status of the military and public trust in the military,prolong service length of four-months military training, improve supporting programs and welfare of voluntary enlistment, improve balanced allocation of national defense spending on military personnel and weapons, adjust patterns of military training to improve specialization in the military, and evenly distribute the number of soldiers supply (according to college calendar) to smoothly realize military service reform in Taiwan.

This dissertation investigates how personal military service, which during the immensely popular Crimean War of 1854-6 was regarded as the business only of an abstract and lowly soldier-class, had by the eve of the Great War taken on the aspect of a clear and universal citizenly duty in London press discourse. It utilises text-searchable digitised newspaper archives to exhaustively review the whole body of relevant press debate in thirteen key London periodicals, identifying key shifts and trends in press conceptions of civilian military obligation over the six decades between the outbreak of the Crimean War in 1854 and the eve of the Great War in 1914. The analytical narrative that emerges highlights the importance of key events, including the Crimean War, Indian Mutiny, wars of Prussian expansionism, and Boer War, in promoting and shaping the coherent conception of citizenly duty towards military service that would go on to underpin not only the mass enlistments of 1914 but also the acceptance of conscription in 1916. It suggests also the important role of broader cultural and political trends – in particular, the advent of militarist Imperialism, the growing legitimacy of the state, the shift towards a more collectivist ‘social democratic’ liberalism, and the emergence of ‘contractual’ theories of citizenship – in facilitating a reconciliation between the military imperative towards mass civilian military participation and existing liberal values and ideologies. This dissertation reveals that the societal consensus on the duty to enlist in 1914 was by no means a foregone cultural conclusion, nor indeed the relic of an earlier heroic age, but rather the dynamic product of evolution and contestation over six decades. The present study not only provides vital context to our understanding of the ‘rush to the colours’ of 1914, but also represents the first historical investigation of an important and much-neglected aspect of the relationship between war and society.

Military Service Tribunals were established following the passing of the first Military Service Act, 1916, to consider applications for exemption from men deemed thereby to have enlisted. Given that conscription itself was an entirely novel mechanism to early twentieth century Britons, there existed no criteria or known models against which the function of these bodies might have been measured or standardized. Gifted a marked degree of independence by Government, even to the point of determining the nature and quality of evidence they should consider in adjudicating cases, they represented a uniquely autonomous stage in the processes that took men from civilian to military life. Being comprised entirely of civilians, drawn from the communities upon which this new coercion fell, the Tribunals were also the visible, accessible face of Government policy. Their sittings became in effect the sole ‘official’ forums in which the human cost of industrial-scale warfare might be rehearsed without circumspection. Though charged with keeping the national interests of the country foremost in mind, many tribunalists appreciated, or discovered, that local issues and concerns represented no less fundamental a part of those interests than did the maintenance of the New Armies. This thesis, utilizing a rare, near-complete body of Appeals Tribunal records, examines the minutiae of the exemption process. It considers to what extent the contradictions inherent in a ‘system’ staffed by volunteers, implementing legislation that aimed towards an as-yet undefined manpower policy were, or could be, resolved. It also tests largely negative assumptions regarding the attitudes, motives and preconceptions of tribunalists in discharging their role. Finally, it assesses the validity of two prevalent, though conflicting, judgements upon the Tribunals collectively: that either they were too receptive to localist pressures in exempting far more men than had been anticipated by the architects of conscription, or, that in demonstrating an unswervingly middle-class empathy with militarist values, they fell far short of the judicial impartiality required of them by legislation

Using a wealth of secondary and primary sources; such as town records, diaries, tax valuations, and genealogical data, this project will attempt to shed light on the reaction of Dedham, Massachusetts, and its middle class, to military service during the American Revolution. Although extremely responsive during the opening months of the war, Dedham's middle class became reluctant to contribute its fathers and sons to the military cause when the war moved outside of their periphery, and for good reason, they needed them back home. This study determined that the lack of zeal on the part of the town's middle class was part and parcel of historical, economical, and political factors that combined to keep the fathers and sons of Dedham from serving in the war. Although declining to serve in the Continental Army, Dedham was able to continue its support for the war effort by hiring others to do the fighting for them. / Department of History

Thesis (M.S. in Management)--Naval Postgraduate School, 2008. / Title from title page of PDF document (viewed on: Dec 18, 2009). Includes bibliographical references.

This thesis consists of an introductory part and two self-contained chapters related to the supply of volunteers to the Swedish Armed Forces. Chapter [I] represents the first effort to explore the relationship between civilian labour market conditions and the supply of labour to the military in the all-volunteer environment that Sweden entered after the abolishment of the peacetime draft in 2010. The effect of civilian unemployment on the rate of applications from individuals aged 18 to 25 to initiate basic military training is investigated using panel data on Swedish counties for the years 2011 through 2015. A linear fixed-effects model is estimated to investigate the relationship, while controlling for a range of socio-demographic covariates and unobserved heterogeneity on the regional level, as well as aggregate trends on the national level. The results indicate a positive and statistically significant relationship between the unemployment rate and the application rate. The results are robust to non-linear form specifications, as well as allowing the civilian unemployment rate to be endogenous. As such, the results suggest that the civilian labour market environment in Sweden can give rise to non-trivial fluctuations in the supply of applications to initiate basic military training within the Swedish Armed Forces. Chapter [II] studies how local labour market conditions influence the quality composition of those who volunteer for military service in Sweden. A fixed-effects regression model is estimated on a panel data set containing IQ scores for those who applied for military basic training across Swedish municipalities during the period 2010 to 2016. The main finding is that low civilian employment rates at the local level tend to increase the mean IQ score of those who volunteer for military service, whereas the opposite is true if employment rates in the civilian labour market move in a more favourable direction. As such, the results suggest that the negative impact of a strong civilian economy on recruitment volumes is reinforced by a deterioration in recruit quality.

LOPES, Raimundo Hélio. Os batalhões provisórios: legitimação, mobilização e alistamento para uma guerra nacional (Ceará, 1932). 2009. 213 f. Dissertação (Mestrado em História) - Universidade Federal do Ceará, Departamento de História, Programa de Pós-Graduação em História Social, Fortaleza-CE, 2009. / Submitted by Raul Oliveira (raulcmo@hotmail.com) on 2012-06-28T14:54:51Z No. of bitstreams: 1 2009_Dis_RHLopes.pdf: 3141146 bytes, checksum: 39886e7bba2b49e2b8870e96784e8c67 (MD5) / Approved for entry into archive by Maria Josineide Góis(josineide@ufc.br) on 2012-07-05T13:41:30Z (GMT) No. of bitstreams: 1 2009_Dis_RHLopes.pdf: 3141146 bytes, checksum: 39886e7bba2b49e2b8870e96784e8c67 (MD5) / Made available in DSpace on 2012-07-05T13:41:30Z (GMT). No. of bitstreams: 1 2009_Dis_RHLopes.pdf: 3141146 bytes, checksum: 39886e7bba2b49e2b8870e96784e8c67 (MD5) Previous issue date: 2009 / This paper aims to examine the formation of the provisional battalions from Ceará for the War of 1932. This conflict, known as “Revolução Constitucionalista de 32” has been analyzed, for a long time, in a way focuses in the state of São Paulo, but recent research shows strong involvement of the whole nation in the form of relevant federal institutions, such as the states Federally appointed governors and the Armed Forces. Thus, the first chapter seeks to understand the construction of the government’s case for war, from various speeches and official pronouncements that circulated in the state, given new meanings in the context of war, such as the “Revolução de 30” and the policy to solve the problem of droughts. Also, this chapter looks into various actions against the “Governo Provisório” seeking to destabilize the federal force in Ceará. The second chapter examines the impact of the war in Ceará and the mobilization of the population around the legitimacy built by supporters of the Vargas regime in the state. The overall mobilization of the population is much greater than the number of enlisted men who were sent to the front lines, as can be seen through the various events that occurred during the war, organized by various entities and persons, in different ways. It also reviews the state infrastructure built for the establishment and training of provisional battalions of troops, in direct accordance with the federal policy to fight the insurgents, with the Army and Federally appointed governors. The final chapter aims to analyze the heterogeneity of the provisional battalions and how different subjects, with different social experiences, are among the provisional forces. I also try understand the various tensions that are associated with this process, through the various uses and political contradictions that have surrounded the enlisting. / Esta pesquisa pretende analisar a formação dos batalhões provisórios cearenses para a Guerra de 1932. Este conflito, mais conhecido como “Revolução Constitucionalista de 32” foi, por muito tempo, analisado privilegiando o estado de São Paulo, mas pesquisas recentes apontam para um forte envolvimento de toda a Nação a partir de relevantes instituições federais, como as Interventorias estaduais e as Forças Armadas. Dessa forma, o primeiro capítulo busca compreender a construção da legitimação para a guerra, a partir de vários discursos e pronunciamentos oficiais que circularam no estado, ressignificados no contexto da guerra, como a “Revolução de 30” e a política de combate à seca. Além disso, este capítulo averigua diversas ações contrárias ao Governo Provisório que procuravam desestabilizar a força federal no Ceará. O segundo capítulo analisa o impacto da guerra no Ceará e a mobilização da população em torno da legitimação construída pelos apoiadores do governo Vargas no estado. A mobilização da população é bem maior que o número de alistados que foram enviados ao front, como pode ser percebido através das várias manifestações que ocorreram durante a guerra, oriundas de diversas entidades e pessoas, e das mais variadas formas. Também é analisada a estrutura estatal construída para a formação e treinamento dos batalhões provisórios, em diálogo com a política federal de combate aos revoltosos, o Exército Nacional e a Interventoria local. O último capítulo tem como objetivo analisar a heterogeneidade dos batalhões provisórios e como diversos sujeitos, com experiências sociais distintas, se integraram nas forças provisórias. Também procuro perceber as diversas tensões que estão relacionadas com esse processo, através dos diversos usos políticos e das contradições que marcaram o alistamento.