This dissertation studies military’s withdrawal from politics. It examines military reform in Indonesia which aiming at withdrawing the Indonesian armed forces, currently known as Tentara Nasional Indonesia or TNI, from politics following the fall of Suharto in 1998. It seeks to explain the driving force of the progress of military reform in Indonesia and asks the question of: why has the reform been progressing differently from one agenda to another? It focuses on three agendas of reform, which are: the establishment of normative democratic control over TNI, the disbandment of TNI’s business activities, and the reorganization of TNI’s territorial command structure. It argues that variation in the progress of reform in those three agendas is closely related to military interests. The relatively successful establishment of normative democratic control over the armed forces has been mostly driven by the primacy of national interests within the brass, while the struggling disbandment of military’s business activities is rooted at factional/personal interests within TNI, and the complete failure in the abandonment of territorial command structure is related to strong organizational interests of TNI. This dissertation adopts a within-case comparison to answer the puzzle and focusing on Indonesia which represents the transplacement model of democratization in the third wave of democratization. Since transplacement involves coalition between reformers within the old and the new elites, it allows a process of negotiation in the transition. Hence, it creates a variation of the progress of the reform. Since this dissertation focuses on a single case studies, with three sub-cases, this dissertation is lacking of the power to generalization. However, it allows an in-depth analysis of the case using a process-tracing method. To conduct a proper process-tracing, this dissertation engages in various types of sources such as official documents, meetings’ notes, transcripts of in-depth interviews, personal communications, reports from non-governmental organizations (NGOs), and secondary sources from newspapers’ reports. This dissertation concludes that the progress of the reform, in the case of Indonesia, varies according to the interests of the armed forces, and interaction between those interests and other variables such as the interests of civilian groups. It suggests that the organizational interests of the armed forces are the most influential variable to define the progress. Strong organizational interests would lead to a stall in the reform. The case of territorial command structure as well as, to a lesser degree, the second phase of the normative democratic control over the armed forces suggests this claim. In the absence of organizational interests, the existence of strong factional/personal interests would lead to problems in the advancement of the reform. The case of disbandment of military informal business activities supports this claim. Finally, the progress of the reform would be relatively smooth in the absence of those two interests and in the guidance of national interests.

Studien syftar till att kartlägga vilken påverkan ett chefsbyte har på medarbetarna avseende motivation och ledarskap på Luftstridsskolan i Uppsala. Undersökningen avser perioden mars till maj 2021. Kartläggningens första del genomfördes med ambitionen att få en faktabaserad bakgrund över hur länge chefer sitter i sina befattningar. Studiens andra del fortsatte att med kvalitativa metoder inspirerade av grundad teori samt genom en intervjustudie undersöka medarbetares upplevelser av chefsbyten. Syftet var att försöka identifiera vilken påverkan de får på chefernas förutsättningar till ett utvecklande ledarskap men även påverkan på medarbetarnas motivation. Fokus under studien har legat på människan och dess upplevelser. Strävan var också att belysa effekter av chefsbyten ur ett organisatoriskt perspektiv.  Påvisat resultat i studien efter analys pekar på att upplevelserna är överraskande lika oberoende av anställningskategori. Respondenterna gav uttryck för överraskande insikter och förståelse för chefernas situation och utmaningar. Studiens resultat visar även att det finns blandade upplevelser hos alla anställningskategorier av chefsbyten. Det finns styrande och bärande teman som bygger upp om ett chefsbyte upplevs som positivt eller negativt. Teman som identifierades var ledarskap, information och förutsättningar. Slutsatserna av studien är att ett chefsbyte påverkar motivationen hos medarbetarna och chefers förutsättningar att tillämpa ett utvecklande ledarskap. Att skapa rätt förutsättningar för byte av chef framstår som helt centralt med grund i framtagna teman. Studien visar också på generellt lika upplevelser inom anställningskategorierna samt betonar vikten av uppfyllnad av framtagna teman för att minska påverkan på motivation och förutsättningar. Den största påverkan på medarbetarnas motivation sker i steget trygghet, med osäkerhet och oro som konsekvenser. / The study aims to map the impact of a change of management on employees regarding motivation and leadership at the Air Combat School in Uppsala. The survey covers the period March to May 2021.The first part of the survey was carried out with the ambition of gaining a fact-based background on how long managers sit in their positions. The second part of the study continued to use qualitative methods inspired by grounded theory and through an interview study to examine employees' experiences of managerial changes. The purpose was to try to identify the impact they have on the managers 'conditions for developing leadership but also the impact on the employees' motivation. The focus during the study has been on man and his experiences. The aim was also to shed light on the effects of changes of management from an organizational perspective. Demonstrated results in the study after analysis indicate that the experiences are surprisingly equally independent of employment category. The respondents expressed surprising insights and understanding of the managers' situation and challenges. The results of the study also show that there are mixed experiences in all employment categories of managerial changes. There are governing and supporting themes that build up if a change of manager is perceived as positive or negative. Themes identified were leadership, information and conditions. The conclusions of the study are that a change of manager affects the motivation of employees and managers' ability to apply developing leadership. Creating the right conditions for a change of manager appears to be absolutely central, based on developed themes. The study also shows generally similar experiences within the employment categories and emphasizes the importance of fulfilling developed themes in order to reduce the impact on motivation and conditions. The greatest impact on employees' motivation takes place in the step of security, with uncertainty and anxiety as consequences.