Den norske Forsvarssjefen har i tre tekster presentert den norske tilnærmingentil nettverksbasert forsvar (NbF). Tekstene beskriver de funksjonelleelementene, operasjonsmetoder, kommando- og arbeidsprosesser og detteoretiske grunnlaget for nettverksbasert forsvar.Oppgaven har hatt til hensikt å beskrive den underliggendeorganisasjonsstrukturen for det norske NbF konseptet og hvilke sentrale temasom gis for lederskapet i NbF. Rammeverket for organisasjonsstrukturanalysenhar tatt sitt utgangspunkt i Abrahamsson og Anderssens (2000) arbeid om åforstå og beskrive organisasjoner. Analysen har strukturert beskrivelser i NbFlitteraturen etter tre imperativ som begrenser organisasjonsstrukturen (størrelse,teknologi og omgivelser) og tre gjensidig avhengige beskrivende dimensjonerfor strukturen; grad av formalisering, sentralisering og spesialisering.Rammeverket for analyse av lederskap, var basert på Bruzelius and Skärvads(2000) lederskapsbeskrivelser.Resultatet av analysen viste at NbF konseptet ikke gir en entydig beskrivelse avorganisasjonsstrukturen. Strukturen gis ingen noen begrensninger og harkarakteristika som medfører flere organisasjonsstrukturer. Lederskapet i et NbFkonsept må primært bygge på tillit, men det gis ingen helhetlig beskrivelse avhvordan dette skal oppnås. Kravene til lederkompetanse og personligeegenskaper er komplekse og kan vanskelig oppnås av enkeltindivider. / The Commander in Chief of the Norwegian Armed Forces has in three textspresented the Norwegian approach to Network Centric Warfare (NbF). Thetexts describe the functional elements, modes of operation, command- andwork processes for the new organization. This thesis has analysed theNorwegian concept within the framework of classic organizational theory, inorder to find the underlying organizational structure and demands for militaryleaders. The theoretical framework used is Abrahamsson and Anderssen’s(2000) work on understanding and describing organizations. The analysis hasstructured findings in the NbF concept, with regard to 3 imperatives that limitsthe organizational structure and 3 reciprocally dependently categories thatdescribes the organizational structure with regard to degree of centralization,formalization and specialization. The theoretical framework used analysingleadership and competencies are based on the work of Bruzelius and Skärvad(2000). The results indicated that the NbF structure is ambiguous; trust isfundamental for the leadership philosophy and that there are unrealisticdemands for competencies. / Avdelning: ALB - Slutet Mag 3 C-upps.Hylla: Upps. ChP 01-03

Syftet med denna studie var att undersöka om kadetter på Officersprogrammets sista termin har en uppfattning av det egna ledarskapet som stämmer överens med vad som stipuleras i Försvarsmaktens ledarskapsmodell Utvecklande ledarskap samt vilka ledaregenskaper dessa kadetter anser är de viktigaste. Urvalet bestod av 10 slumpvis selekterade kadetter. Bland dessa kadetter var följande verksamhetsförlagda utbildningar representerade: Markstrid, Ledningssystem och Nautisk profil. En semistrukturerad intervju genomfördes med var och en av de deltagande kadetterna för att ta reda på de uppfattningar och åsikter som funnits nödvändiga för att efter analys av innehåll kunna svara på studiens frågeställningar. Efter genomförd analys av intervjuresultaten kunde en viss överensstämmelse identifieras mellan kadettens uppfattning av sitt ledarskap och vad modellen Utvecklande ledarskap stipulerar. Vidare visade resultaten att sådana ledaregenskaper som sorterar under modellens ”utvecklande” delar ansågs som mest önskvärda, till viss del, i kombination med vissa delar som är vanligt förekommande i konventionellt ledarskap. Studien fastslår alltså att deltagande sistaårskadetter kan ha kommit en ansenlig bit på vägen mot ett utvecklande ledarskap. / The aim of this study was to investigate if cadets, attending the Swedish armed forcesOfficers training programs last term had a view on the model Full range leadership thatcorrelates whit their own comprehension of their own leadership and which leader attributesthat is considered to be the most desirable. The sample consisted of 10 randomly selectedcadets. Within the randomization the educational specializations included in this study are:Ground warfare, Command and Control and Naval profile. A semi structured interview whereconducted in which the cadets opinions and comprehensions where mapped out. Theinterview results where then analyzed in order to obtain the relevant substance needed toanswer the questions asked in the study. The analysis showed that the interviewed cadets,attending the Swedish armed forces Officers training program has a fair amount of Full rangeleadership within their own leadership. Furthermore the analysis showed that the mostdesirable leadership attributes is to be found in the upper parts of the model Full rangeleadership.

The purpose of this thesis has been to illustrate the conditions for development of judgement-based professional skill, by means of institutionalised officer training. The study has been based on two questions: 1) What is, in the context of the exercise of the officer profession and the military school environment, the nature and epistemological foundations of the judicious action? 2) In what way can institutionalised officer training ensure the development of the judgment of future military leaders?This study is presented in the form of a scientific essay, departing from a personally experienced dilemma, which subsequently gets subjected to personal reflection as well as theoretical analysis, in which the author acts as both the subject and the object. The explo-ration has its starting point in the assumption that there is a decisive difference between knowing-that, knowing-how and knowing what, of which especially the latter requires judge-ment. Through a survey of the epistemological concepts of Aristotle and of Maria Hammarén applied to the professional skill of the officer and the military school environment, it is estab-lished that the judicious action is an indispensable part of the professional skill and that per-sonal judgement in its turn is a trained ability, first of all shown in action. A conclusion in this respect is that an officer needs the ability to make judicious decisions based on intuition as well as on analytical thinking, depending on the situation. The author puts Hammarén’s ideas of professional skill being developed through a combination of experience and reflection preferably organised in a reflecting practice, in the context of the military teacher.Another conclusion is that the judgement in (not least the military) professional skill in fact is the sound judgement, i.e. the ability to make and implement ethically well-founded decisions. This subject is further explored in relation partly to Hannah Arendt’s ideas of the role of sound judgement in a bureaucratic organisation, and partly to moral philosophical theories, put in the context of military professional skill and school environment. A conclu-sion is that the ethical education must aim at developing the willingness to do good, as well as the eye for judging what actions being morally right in a certain situation.The author also presents possible methods for establishing a reflective praxis within a military school environment.