1. 4. ABSTRACT Diploma Thesis Mladá - Between the Destrution of Village and the Emergence of Military Training Ground (1904-1906) discusses the turbulent lives of the parish community on Benátky-Region, which, in 1904, was in the very center of planned artillery firing ranges and military training ground of the Austro-Hungarian army. As the only one of the affected villages, Mladá was doomed, people were forced to move, and the local buildings were used to house troops, and, subsequently, they were used as artillery targets. Sacrificing Mladá village in fact brought economic prosperity to the surrounding municipalities. The Transport infrastructure had improved, local trade got new impulses, agriculture production found a new outlet in the army etc. Finally, the dissolution of Mladá village led to the emergence of a new micro-regional center, when a small village of Milovice became a town that still commemorates this historical event village through the name of one of its urban parts - Mladá.

Bibliography: leaves iii-viii (2nd seq.) / xx, 341, vii leaves ; 30 cm. / Title page, contents and abstract only. The complete thesis in print form is available from the University Library. / Thesis (Ph.D.)--University of Adelaide, Dept. of History, 1994?

Syftet med uppsatsen är att utifrån Ledarskapsmodellens definitioner undersöka om de organisatoriska förhållandena påverkar plutonchefers möjlighet att utöva ett Utvecklande ledarskap. Undersökningen genomfördes som en kvalitativ studie genom intervjuer med plutonchefer vid Ledningsregementet i Enköping. Resultaten visar att omgivningen påverkar ledarskapet men i både positiv och negativ riktning samtidigt. En omständighet som i ett avseende är en begränsning är i ett annat avseende en möjlighet. Det är upp till ledaren att identifiera dessa möjligheter och utnyttja dem. Flera av de viktigaste slutsatserna återfanns utanför undersökningens syfte och är bland annat att den största påverkan plutonchefen har på sitt ledarskap återfinns i tidsbristen att närvara hos sina underställda. Den påverkan grundar sig i hög arbetsbelastning och indirekta konsekvenser av den generella personalbristen i organisationen. / The purpose of this study is to investigate, based on the Leadership Model definitions, whether the organizational conditions affect pluton managers' ability to execute a Developing Leadership. The survey was conducted as a qualitative study through interviews with platoon commanders at the Command and Control Regiment in Enköping. The results show that the environment affects leadership in both positive and negative directions at the same time. A circumstance that in one respect is a restriction is in another possibility. It is up to the leader to identify these opportunities and make use of them. Several of the key conclusions were found outside the purpose of the survey, and among other things, the biggest impact the pluton manager has on his leadership is found in the shortage of time to attend his subordinates. This impact is based on excessive workload and indirect consequences of the general staff shortage in the organization.

This study examines the social and economic characteristics of the men who joined the Confederate Fourteenth Texas Infantry Regiment during the Civil War and provides a narrative history of the regiment's wartime service. The men of the Fourteenth Infantry enlisted in 1862 and helped to turn back the Federal Red River Campaign in April 1864. In creating a portrait of these men, the author used traditional historical sources (letters, diaries, medical records, secondary narratives) as well as statistical data from the 1860 United States census, military service records, and state tax rolls. The thesis places the heretofore unknown story of the Fourteenth Texas Infantry within the overall body of Civil War historiography.

In late 1861, the Confederate Texas government commissioned Joseph W. Speight to raise an infantry battalion. Speight's Battalion became the Fifteenth Texas Infantry in April 1862, and saw almost no action for the next year as it marched throughout Texas, Arkansas, and the Indian Territory. In May 1863 the regiment was ordered to Louisiana and for the next seven months took an active role against Federal troops in the bayou country. From March to May 1864 the unit helped turn away the Union Red River Campaign. The regiment remained in the trans-Mississippi region until it disbanded in May 1865. The final chapter quantifies age, family status, wealthholdings, and casualties among the regiment's members.

Sedan början av 2000-talet har Försvarsmakten genomfört en mängd förändringar med sin organisation och personal. Nedskärningarna av förband tillsammans med ett ökat fokus på internationella insatser i början av 00-talet har under slutet av 10-talet förändrats till en tillväxt av förband samt en återgång till ett nationellt fokus. Yrkesofficerarnas profession har förändrats genom införandet av ett tvåbefälssystem under slutet av 00-talet från ett enbefälssystem, likväl som att värnplikten lades vilande 2010 och anställda soldater introducerades i organisationen. Sedan 2018 är värnplikten återinförd med utbildning av soldater och gruppbefäl, 9 respektive 11 månader. Från och med sommaren 2021 återinförs 15 månaders värnpliktiga, som övertar befattningar i krigsorganisationen som tidigare bemannats av yrkesofficerare. Studien utforskar vad detta införande innebär för yrkesofficersprofessionen, vilka konsekvenser som uppstår likväl som hur införandet bör implementeras. Genom intervjuer av åtta respondenter från Trängregementet i Skövde utforskas införandet ur yrkesofficerarnas perspektiv. Studien tar hjälp av Bolman och Deal’s fyra perspektiv på organisation och ledarskap samt Runsten och Werr’s modell för kunskapsintegration för att förstå och tolka organisationsförändringen. Införandet av 15 månaders värnpliktiga omfattar yrkesofficerarnas förväntningar på förändringen, som baseras från tidigare erfarenheter men innehåller även farhågor och positiva förväntningar. Erfarenheten att utbilda dessa värnpliktiga saknas idag på grundutbildningskompanierna, denna kunskap återfinns hos äldre yrkesofficerare i högre nivåer - varvid ett utbyte av gamla erfarenheter i dagens kontext är en framgångsfaktor. Införandet påverkar även utbildning och övningar för förbanden, då värnplikten sker under en längre tid samt att de värnpliktiga ställer ett ökat ansvarstagande hos plutonchefer. Professionen för främst specialistofficerare förändras, genom att värnpliktiga innehar samma grad som specialistofficerare likväl som att expertisen för specialistofficerare kommer ta längre tid att uppnå. En maktförskjutning sker från yrkesofficerare till värnpliktiga, vilket främst påverkar unga specialistofficerare. Studien rekommenderar Försvarsmakten att överse nuvarande styrdokument och uppdatera dessa, samt vidare utveckla yrkesofficersprofessionen. Studien rekommenderar Försvarsmakten att med nuvarande indelning i trebefälssystemet att sergeantsgraden är lämplig för de värnpliktiga och att en förstegsutbildning är bäst lämpad för att utbilda och öva sig till ställföreträdande plutonchef. Om Försvarsmakten inför värnpliktiga plutonchefer i framtiden bör detta föregås av en analys utifrån den militära professionen och trebefälssystemet. / Since the early 2000’s the Swedish Armed Forces has conducted several changes concerning its organization and personnel. The downsizings of units as well as an increased focus on international operations in the early 2000’s have changed to a growth of units and a return to a national focus. The professions of professional officers have changed with the transformation from a single-command system to a two-officer system in the late 00s, as well as the pause of national conscript service in 2010 and introduction of professional soldiers within the organization. The national conscript service was reintroduced in 2018, for soldiers and squad leaders between 9 and 11 months. During the summer of 2021, 15 months conscript service will be reintroduced. These new conscripts will take over the positions previously manned by professional officers in the wartime organization. The study explores the reintroduction’s affects for professional officers, what consequences that occur as well as how the reintroduction should be implemented. Through interviews with eight respondents from the Logistics regiment in Skövde the reintroduction is explored through the professional officers’ view. The study seeks guidance from Bolman and Deal’s four perspectives on organization and leadership and also Runsten and Werr’s model for integration of knowledge, to be able to understand and interpret the organizational change. The reintroduction of 15 months conscripts includes professional officers’ expectations of the change, which is based from earlier experiences but also includes concerns and hopes. There is a lack of experience to train this new category of conscripts today at company level, the ability to do so is found in older officers in higher echelons – therefore an exchange of old experiences in the context of today is a criterion for success. The reintroduction also affects the training and the field exercises, because the conscript service is prolonged and the conscripts require an increased responsibility from the platoon leader. The profession for non-commissioned officers (NCO) changes - through the use of the same rank by conscripts and NCO’s. It will also take longer time for NCO’s to achieve expertise within their profession. A shift of power occurs from professional officers to conscripts, which mostly affects junior NCO’s. The study recommends the Swedish Armed Forces to overlook its current steering documents and to update these, and also to further develop its military profession for all officers. The study recommends the Armed Forces that with the current officer system, the rank of sergeant is well suited for these conscripts and the conscripts service should be based upon a pre-training concept to be able to succeed as deputy platoon leader. If the Armed Forces introduce conscripts as platoon leaders in the future, an analysis should be conducted prior to the change, concerning the military profession and the three-officer system.

I focus on Company A of the Nineteenth Texas Infantry, C.S.A., and its unique status among other Confederate military units. The raising of the company within the narrative of the regiment, its battles and campaigns, and the post-war experience of its men are the primary focal points of the thesis. In the first chapter, a systematic analysis of various aspects of the recruit’s background is given, highlighting the wealth of Company A’s officers and men. The following two chapters focus on the campaigns and battles experienced by the company and the praise bestowed on the men by brigade and divisional staff. The final chapter includes a postwar analysis of the survivors from Company A, concentrating on their locations, professions, and contributions to society, which again illustrate the achievements accomplished by the veterans of this unique Confederate unit. As a company largely drawn from Jefferson, Texas, a growing inland port community, Company A of the Nineteenth Texas Infantry differed from other companies in the regiment, and from most units raised across the Confederacy. Their unusual backgrounds, together with their experiences during and after the war, provide interesting perspectives on persistent questions concerning the motives and achievements of Texas Confederates.

No description available.

Vissa yrkesofficerare slutar alltför tidigt i Försvarsmakten. Andra börjar för sent. Yrkesofficeren är idag inte bunden av något tidskontrakt, vilket skapar oreda när den enskilda medarbetaren kan välja att sluta när som helst. Denna experimentella studie avhandlar vad som skulle förmå en yrkesofficer vid Livregementets husarer (K3) att skriva på ett kontrakt som binder individen till förbandet under sju års tid. Kontraktet som stipuleras innehåller bl a följande delar: det gäller för sju år, regementschefen har full handlingsfrihet med yrkesofficeren men man är fortfarande arbetstidsreglerad. Vissa förmåner tar man del av direkt, medan andra utfaller efter ett fullgjort kontrakt. Vår forskning utgår från ett hermeneutiskt paradigm med en experimentell ansats. Metoden som används för insamling av empiri är en fokusgrupp med respondenter ur K3. Referensramen utgörs av tre olika teorier: Etzionis styrformer för organisationer, Pinks X- och I-teori, samt Deci och Ryans självbestämmandeteori. Slutsatserna innehåller tre delar: Det behövs nya villkor samt förmåner för att yrkesofficeren ska vilja skriva på kontraktet.Yrkesofficer måste inte vara en tillsvidareanställning.Gemenskapen, kulturen och samhällsnyttan är det som attraherar till yrket, men det är de varierande arbetsuppgifterna och möjligheten att planera sitt liv som skapar fortsatt motivation. Studien avslutas med rekommendationer till både Försvarsmakten och till Livregementets husarer, eftersom det skiljer sig i hur komplexa rekommendationerna vore i införande. / Some officers quit their career within the Swedish Armed Forces too early. Others enter theirs too late. The Swedish officer is not bound by a contract, thus s/he can quit at any time they choose. This experimental study asks the question of what would induce an officer at the Life Regiment Hussars (K3) to sign a seven year long binding contract. The contract would span seven years, would grant the regimental commanding officer full freedom of action with the officer, who would still be subdued to regulations considering work hours. Some benefits would be provided throughout the contract time, while others would occur after fulfillment of the contract. Our research springs from a hermeneutic paradigm with an experimental approach. The method used to gather data is a focus group, with participants from Life Regiment Hussars (K3). Our frame of reference is based on three theories: the organizational powers by Etzioni, the X- and I-theories by Pink, and the Self-determination theory by Deci and Ryan. We have come to the following three conclusions: New terms and benefits are required to induce the officer to sign the contract.Being an officer does not require permanent employment, which it does today.The camaraderie, the culture and the higher purpose are what attracts people to become officers, but it is the variation of tasks and the possibility to organize one’s life which contribute to continued motivation. The study ends with recommendations divided between the Swedish Armed Forces and the Life Regiment Hussars, because they differ in how complex they would be to introduce.

Denna undersökning har studerat ett lätt infanteriförbands användning av kombinerad bekämpning som metod för verkan under en amfibieoperation samt vilka aspekter som påverkade möjligheten till kombinerad bekämpning p.g.a. operationens amfibiska karaktär. Fallet har utgjorts av Parachute Regiments två bataljoner som under Falklandskriget utkämpade tre slag vid Darwin – Goose Green, Mount Longdon och Wireless Ridge. Som analysverktyg har använts Robert Leonhards teori om den kombinerade bekämpningens tre principer. Indikatorer på principerna har varit syften med verkan hämtade ur teorin om de grundläggande förmågorna. Två av slagen befanns endast delvis kännetecknas av Leonhards två första principer, principerna om kompletterande system och dilemman. Den tredje principen om fördelaktig terräng uppfylldes inte. Det tredje slaget regementet utkämpade kännetecknades helt igenom av Leonhards två första principer medan den tredje delvis beaktades. Undersökningen konstaterar att kombinerad bekämpning som metod för verkan kan utvecklas av ett lätt infanteriförband under en amfibieoperation. Dock ledde ofördelaktig disponering av förbandet i de aktuella fallen till att kombinerad bekämpning tidvis omöjliggjordes. Leonhards tredje princip tenderade att förringas. De specifikt amfibiska aspekterna avseende möjligheten till kombinerad bekämpning utgjordes främst av tillgången till fartygsartilleri, kraven på helikoptertransporterbart fältartilleri samt bristen på lätta trossfordon. / This dissertation has investigated how a light infantry force has used combined arms during an amphibious operation, specific factors related to the operations character affecting the possibility to develop combined arms have also been highlighted. The case chosen for the study was Parachute Regiments actions during the three battles of Darwin – Goose Green, Mount Longdon and Wireless Ridge during the Falklands War. As a analytical tool Robert Leonhard’s theory about the three principles of combined arms was used together with indicators borrowed from the theory about the warfighting functions purposes of fires. Two of the battles were found to be only partially characterized by Leonhard’s first two principles, complementary systems and dilemmas. The third principle about favorable terrain was neglected. The third battle was throughout characterized by the first two principles and to a larger extent than the former by the third principle. The dissertation concludes that light infantry can use combined arms during amphibious operations. The battles studied were, however, often characterized by unfavorable disposition of the force which affected the possibilities to use combined arms. Leonhard´s third principle was usually neglected. The most important amphibious aspects affecting the possibilities to combined arms were found to be naval gunfire support, light field artillery and the scarcity of light all-terrain vehicles.