Försvarsmakten har sedan år 2000 varit en organisation under konstant förändring. Till förmån för krigsförbanden har depåorganisationen reducerats personellt under denna förändring. Officerare i depåorganisationen har trots detta fortsättningsvis viktiga uppgifter att lösa för att Försvarsmaktens verksamhet skall fungera. Hur upplever officerarna vid Livgardets depåförband sin situation? Syftet med studien är att öka förståelsen för hur officerare i depåförbanden upplever och hanterar sin situation. Undersökningen har genomförts som en fallstudie med metoden grounded theory och datainsamling via observationer samt 8 stycken djupintervjuer.  Slutsats: Officerarna i Livgardets depåförband upplever en orimlig arbetsbörda. Officerarna saknar verktyg för att förändra denna situation och hanterar den genom att lösa uppgifter som de upplever bidrar till att uppfylla grundläggande mänskliga behov för att känna tillräcklighet. Om denna situation inte förändras riskerar dessa officerare att drabbas av utmattning.

The issue of underrepresentation of women in male-dominated or so called non-traditional occupations is common in both military organisations and society in general. An example of this is the low number of female pilots in the Swedish Armed Forces. Previous studies have shown that the issue of underrepresentation of women, amongst other things, lies within women’s willingness to apply. Similar studies focusing on recruitment material suggest that military organisations employ different forms of masculinity in their recruiting strategies. However, what previous studies have not explored is the connection between masculine recruitment material and the will to apply. The purpose of this thesis is therefore to study this connection through a discourse analysis of the Swedish Armed Forces’ recruitment material for pilots from a gender perspective. The analysis reveals that the material implicitly conveys a masculine discourse with focus on challenges, missions and progress, almost exclusively within a flying context. This discourse in relation to feminine traits and values may therefore be a reason why many women do not apply to become pilots.

Strategic communication is an important function for the Swedish Armed Forces to gain strategic effect and to achieve their goals. Well functional and proactive information is also addressed by the military as a means for protection against psychological warfare. This is pointed out as a serious threat against the Swedish defence will in times of peace and crises. In a democracy like Sweden it is however depending on medial power factors whether the communication will be effective or not. It is therefore useful to investigate how the Armed Forces strategic messages are presented when published in media. This essay will use media theories to investigate the outcome of the reporting of a specific case. The case is the decision that allows the Swedish Armed Forces to resume national service regarding refresher training of military units. This is an important tool for the Swedish Armed Forces, to be able to train in complete units, and also a chance to send strategic messages to its own population as well as neighbouring countries that the Swedish Armed Forces are increasing their ambitions. The investigation shows that the strategic messages were spread nationally both in press and on television. However, it could not be seen to have the impact enough to get people’s attention, in comparison to other news regarding the national defence. The reporting, in some cases, showed traces of what theories describe as undesirable “framing”, however the investigation cannot indicate any aggressive information campaign against the Armed Forces.

This study has investigated factors that contribute to the rise of accidents in the Swedish Armed Forces. Through investigation of six accident reports human factors have been identified, classi-fied and compiled. The aim has been to seek answers to the question: Which human factors cause accidents in the Swedish Armed Forces' activities at sea? In the context of a case study the content of six accident reports, which were linked to the Swedish Armed Forces, was analysed. Documentary research was used to collect data. The analysis of collected accident reports was carried out with content analysis. A total of 134 human factors were identified in this study, compiled from 31 unique human factors. The results drawn from studying the survey concluded that human factors which appear most frequently in the accident reports are routine deviation, judgment, knowledge, sudden event development and communica-tion/information. The results also show that of all the 31 units of human factors identified, no single factor is represented in all accident reports. However, the human factors routine deviation, judgment, communication/information, education, job description and safeguard were repre-sented in five of six reports.

Women constitute a minority in most military organizations, and previous research indicates that women face several barriers that affect both their careers and well-being in the organization. In the Swedish Armed Forces women were admitted to all services and branches with the same rights as men in 1989, but despite that there are now only 7 % female officers, and 17 % women in total in the organization. This study aims to examine the reasons for the minority of women at the higher positions and whether this can be understood from the factors identified by previous research, which also constitute the theoretical framework used in this study. The study is conducted on the basis of interviews with 12 female soldiers and officers in the Swedish Armed Forces, where women's thoughts and experiences about their careers and situation in the organization were sought. The results of the study show that there are factors influenced by both the organization and by the individual themselves that affect women's careers. The factors according to the respondents that have the most impact are negative attitudes and treatment from men, the organization's culture and jargon, as well as difficulties in combining a family life with work in the defense sector, and lack of support and role models.

Merparten av kadetterna på den 217:de kursen på Militärhögskolan Karlberg står inför en kommande anställning i Försvarsmakten. Kadetternas anställningsprocess har kantats av obeständiga beslut från Försvarsmakten och fattade beslut som påverkat dem i deras blivande profession som officerare i Försvarsmakten. Utifrån detta hur ser kadetternas vilja till att ta anställning i Försvarsmakten ut? Syftet med arbetet ligger i att utifrån Maslows behovsteori undersöka om det går att finna tendenser kring huruvida kadetterna känner behovstillfredsställelse utifrån de fem steg som utgör Maslows behovsteori och om deras vilja till att ta anställning i Försvarsmakten går att sammankopplas till denna. Arbetet undersöker även om det går att utmärka specifika faktorer som påverkar kadetterna i en högre grad till att inte vilja ta anställning i Försvarsmakten efter examen. Syftet  och frågeställningarna besvaras genom analys av en genomförd enkätundersökning bland kadetterna. Enkäten bygger på Maslows behovsteori och är utformad efter kadetternas kommande profession som officerare i den svenska Försvarsmakten. Resultaten visar bland annat att bland de kadetter som besvarade enkäten är viljan till att ta anställning i Försvarsmakten mycket hög. Faktorer som påverkar kadetterna till att inte vilja ta anställning är oron för att de inte får anställning på den ort som de önskar eller oron de känner för att professionen inte är kompatibel med familj. / The cadets at the 217:th company at the Military Academy Karlberg is facing a future of employment in the Swedish Armed Forces. The cadets recruitment process has been lined with alternating decision by the Swedish Armed Forces and decisions that will affect the cadets in their future profession as officers in the Armed Forces have been taken since they first started at Karlberg. Based on this, do the cadets want to take employement in the Swedish Armed Forces after graduation? The purpose of the study has the intention to use Maslow's need-theory in order to examine the feasibility of finding trends for whether the cadets feel satisfaction from the five steps that constitute Maslow's theory and if their willingness to accept employment in the Swedish Armed Forces can connect to it. The thesis also measure whether its possible to distinguish certain factors that affect the cadets to a greater extent for not wanting to take up employment in the Swedish Armed Forces after graduation. The purpose and the questions is answered by a survey that the cadets have answered. The survey is based on Maslow's theory and is designed for the cadets future profession as becoming officers in the Swedish Armed Forces. The results show that among the cadets who responded to the survey the willingness to accept employment in the Armed Forces is very high. Factors affecting the cadets to not wanting to take up employment is primarily fear of not beeing employed in the place they desire or the anxiety they may feel regarding family issues.

Försvarsmakten har under 00-talet succesivt reducerats mot bakgrund av att hotet mot Sverige har bedömts som lågt. De försvarsbeslut som har legat till grund för utformningen av försvaret under 00- och 10-talet har visat sig vara underfinansierade. Detta har inneburit en vikande trend avseende försvarsförmåga. I samband med ett försämrat omvärldsläge under 10-talet har nya politiska krav på̊ ökad försvarsförmåga åter hamnat i fokus. Studien fokuserar på̊ utformningen av, och processen bakom försvarsbeslutet 2015, vars avsikt var att möta den försämrade omvärldsutvecklingen. Resultatet visar på̊ ännu ett underfinansierat försvarsbeslut, där de dominerande drivkrafterna har varit andra än att säkerställa en tillräcklig försvarsförmåga för att kunna möta det försämrade omvärldsläget. Istället har ekonomi utgjort den dimensionerande faktorn när försvarsbeslutet skulle realiseras.

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The debate on gender equality and diversity has shaped our time. More and more companies and organizations are looking into how to raise their workforce diversity. To recruit a more diverse workforce you could either raise the public opinion or get more effective in your recruitment. The Swedish armed forces are today an organization where women are highly underrepresented, only 18 percent of the personnel is female. By using a theory on diversity management, to look into if the Swedish armed forces way to handle diversity appeal to what the theory that’s used are saying. The study concludes that the Swedish armed forces partly handle the diversity focus at women in same way the theory claims to do. But one level of the theory is not proceeded. And on that part the Swedish armed forces can be better. The study concludes that there is a difference between the armed forces and the recruiting center inobjectives in diversity, this is what can make the Swedish armed forces goal hard to reach.

The Swedish Army has seen many changes over the last thirty years and the role of the officer has had to adapt accordingly. Previously, officers at the Skaraborg Regiment began their careers as instructors of conscripted soldiers. As they progressed, they would typically become staff officers. In their formative years, their duties were centred on life in both the field and in the barracks with day-to-day contact with soldiers and other officers. At this level, an officer’s role would be to prepare and train conscripted soldiers for “the demands of war” based on the military logic. If this stage in the officer’s career went well, they would then progress towards administration and management. Taking the place of the barracks and the field, the workplace became headquarters and offices. There would be less contact with conscripted soldiers but instead there would be more interaction with fellow staff officers and civil servants - along with a greater emphasis on the understanding of law, regulations and rules. This part of the officer’s career was based on the civil service logic.    Today, the officer is a manager and employer of both professional soldiers and other officers. It is necessary for them to assume these roles early on in their career. This means that during their formative years they must be ready for changes between training for combat and working in an office; between leading units and following regulations. The officer of today is forced to live in two institutional logics that are totally disparate. Successful platoon and company commanders of today’s army must be fluid between the military logic and the civil service logic: as seamlessly as swapping weapons for pens.    In their daily lives, the military logic and the civil service logic are coupled. The platoon and company commanders of today live in the two institutional logics on a day-to-day basis. But there are conflicts of interest between the two that need to be addressed. The platoon and company commanders of today haven’t the time to work as much in the military logic as they have been able to in the past because the civil service logic takes up much of their time. It’s a little like the police often complaining that they are unable to get out on the beat as they are too busy filling out paperwork.   In order to meet a changed threat to national security, the Swedish Armed Forces wishes to increase the numbers of army brigades and recreate an army division. In order to staff this larger organisation, with its larger need of officers at brigade and division level, the requirement of the Swedish Armed Forces is to accelerate officers’ careers in order to meet demand. This is all well and good, but the challenge for platoon and company commanders still remains that it is essential that they gain enough experience and knowledge in order to become good enough leaders. Their skills must be good enough to lead and train platoons and companies thoroughly, whilst at the same time prepare themselves for battalion, brigade and divisional levels.   The purpose of this study is to increase the understanding of platoon and company how the clash of logics impacts the platoon and company commanders at the Skaraborg Regiment. The study is concluded by suggestions to the Swedish Armed Forces and to the Skaraborg Regiment to meet the growing challenges of the platoon and company commanders.