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  • 151.
    Hyllengren, Peder
    et al.
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Larsson, Gerry
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Militära ledares anpassningsförmåga vid oväntade och påfrestande händelser2009Report (Other academic)
  • 152.
    Hyllengren, Peder
    et al.
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Larsson, Gerry
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Fors, Maria
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Sjöberg, Misa
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Eid, Jarle
    Department of Psychosocial Science, University of Bergen, Bergen, Norway.
    Kjellevold Olsen, Olav
    Department of Leadership Development, Royal Norwegian Naval Academy, Bergen, Norway.
    Trust at first sight: Swift trust in leaders in temporary military groups2011In: Team Performance Management, ISSN 1352-7592, E-ISSN 1758-6860, Vol. 17, no 7/8, p. 354-368Article in journal (Refereed)
    Abstract [en]

    Purpose – The study seeks to illuminate factors that benefit, or do not benefit, the development of swift trust towards leaders in temporary military groups.

    Design/methodology/approach – The study group comprised 50 Norwegian cadets, 34 Norwegian military officers, 317 Swedish cadets, and 190 Swedish military officers. Data were gathered using a questionnaire which included two open-ended questions on aspects which contribute to swift trust (and lack thereof) towards leaders, as well as Likert-scale questions on temporary group characteristics, and a personality inventory.

    Findings – A qualitative clustering analysis of the open-ended responses yielded a hierarchical model of aspects which contribute to swift trust (or the lack thereof) with the following two superior categories: individual-related characteristics such as emotional stability and relationship-related characteristics such as encourage involvement and creativity. The latter superior category covaried most strongly with ratings of the groups' performance.

    Research limitations/implications – The results need to be substantiated by further research in other professional groups and cultures.

    Practical implications – The findings can help leaders of temporary groups become more conscious of how they may affect the group members' development of swift trust.

    Originality/value – The hierarchical and detailed model of aspects which contribute to swift trust in leaders of temporary groups is new.

  • 153.
    Hyllengren, Peder
    et al.
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Nilsson, Sofia
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Ohlsson, Alicia
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Kallenberg, Kjell
    Örebro universitetssjukhus.
    Waaler, Gudmund
    Sjøkrigsskolen, Norge.
    Larsson, Gerry
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Contextual factors affecting moral stress: a study of military and police officers2016In: International journal of public leadership, ISSN 2056-4929, Vol. 12, no 4, p. 275-288Article in journal (Refereed)
    Abstract [en]

    Purpose

    The purpose of this paper is to identify and gain a deeper understanding of environmental, organizational, and group conditions, and leadership-related issues in particular, in severely stressful situations involving a moral stressor faced by military and police officers.

    Design/methodology/approach

    A combined deductive and inductive approach was used, and in total 23 military and police officers, all having experience of morally difficult decisions during severely stressful conditions, were interviewed.

    Findings

    A hierarchical conceptual framework of contextual characteristics was developed. The environmental, organizational, leadership-related, and group aspects identified in this study on morally stressful situations resemble findings from general research on work and stress. However, a stronger emphasis was put on leaders’ handling of values and his or her ability to confront senior management when needed.

    Practical implications

    The results suggest that well-documented methods aimed at the prevention of, and recovery from, work-related stress, also can be used in the case of extreme situations involving moral stressors.

    Originality/value

    The interplay between leadership and extreme situations involving moral stressors is, to the best of the knowledge, understudied.

  • 154.
    Hyllengren, Peder
    et al.
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Wallenius, Claes
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Sjöberg, Misa
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Larsson, Gerry
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    The new role of commander: Technical woking report2011Report (Other academic)
  • 155.
    Johansson, Eva
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum. Karlstad universitet.
    UNknown soldier – A portrait of the Swedish peacekeeper at the threshold of the 21st century2001Doctoral thesis, comprehensive summary (Other academic)
  • 156.
    Jonsson, Emma
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Kvinnor i den stegvisa selekteringsprocessen till grundläggande militär utbildning 20132013Report (Other academic)
  • 157.
    Jonsson, Emma
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Outcomes of soldier recruitment to the Swedish Armed Forces 2012: The second year with an all-volunteer force2013Conference paper (Refereed)
  • 158.
    Jonsson, Emma
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Recruitment after the introduction of an all-volunteer force in Sweden – So far, so good2012Conference paper (Refereed)
  • 159.
    Jonsson, Emma
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Recruitment of persons born abroad to the Swedish Armed Forces2013Conference paper (Refereed)
  • 160.
    Jonsson, Emma
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Recruitment of women and persons born abroad to the Swedish all-volunteer force2014In: XVIII ISA World Congress of Sociology - 13-19 July 2014: Facing an Unequal World: Challenges for Global Sociology: Book of Abstracts, International Sociological Association , 2014, p. 456-Conference paper (Refereed)
    Abstract [en]

    This presentation examines the recruitment base to the Swedish all-volunteer force; the applicants for basic military training. So far the recruitment to the all-volunteer force has been satisfactory in respect of qualitative terms; both regarding psychological and physiological capabilities. The capabilities of those selected for basic military training have been as good as or better in comparison to previous years with conscription. Despite good quality among the recruitment base there have been vacancies, and the future need of personnel will increase. To increase the recruitment base and the diversity among the personnel, the Swedish Armed Forces are working to promote and increase the proportion of women and employees with different ethnic background. Although the all-volunteer force provides a more heterogenic recruitment base in some aspects than the conscript based force, the all-volunteer force in Sweden mainly attracts young men that are born in Sweden. The proportion of women has significantly increased from conscription. However there are no well-known changes in the amount of persons born abroad. Studies have revealed that the proportion of applicants for the basic military training born in another country than Sweden decline in each step of the selection process. This presentation will focus on the recruitment of women and persons born abroad in the selection process to the Swedish Armed Forces.

  • 161.
    Jonsson, Emma
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Rekryteringsunderlaget 2013: Det tredje året med ett frivilligbaserat försvar2013Report (Other academic)
    Abstract [en]

    The aim of the present study was to describe and analyze the recruitment base (applicants) for the Swedish all-volunteer force. Year 2013 was the third year with volunteer basic military training. Applicants of the basic military training were studied quantitatively and qualitatively throughout the selection process, from the recruitment test to selection for basic military training.

    The number of positions to fill was higher in 2013 compared to previous years with volunteer recruitment, and also so was the number of applicants; 21 869 applications implied 4.7 applications per position. The 2013 basic military training attracted many first time applicants (92 %). The overall number and percentage of female applicants increased. Compared to 2011 the number of female applicants doubled. However, the percentage of women declined throughout the stepwise selection procedure, and at the selection for basic military training the percentage was lower compared to 2012. Like 2011 and 2012, the all-volunteer force in Sweden mainly attracted young men that were born in Sweden.

    The quality of the 2013 applicants was good. However, the results in psychological and physiological capabilities of the tested and the selected individuals were not as good as in 2011 and 2012. Despite this qualitative setback, the report indicates a positive self-selection process of voluntary candidates regarding psychological capabilities.

  • 162.
    Jonsson, Emma
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Rekryteringsunderlaget 2014: Från ansökningsomgångar till flexibel antagning2015Report (Other academic)
    Abstract [sv]

    Syftet med denna studie var att beskriva och analysera utvecklingen av det frivilliga försvarets rekryteringsunderlag, kvatitativt och kvalitativt.Rekryteringsunderlaget följs under antagningsprocessen, det vill säga från rekryttest, via antagningsprövning till det att individer blir antagningsbara för grundläggande militär utbildning (GMU). Det är ännu för tidigt att uttala sig om effekter på rekryteringsunderlagets kvaliteter och bortfall under antagningsprocessen av den flexibla antagningen som infördes under våren 2014. Generellt har antalet sökande 2014 och deras värden på antagningsprövningens tester varit av god kvalitet. Rekryteringsunderlaget 2014 var väldigt likt rekryteringsunderlagen 2011-2013. Statistiskt signifikanta skillnader erhölls i jämförelse med tidigare år men det rörde sig om små skillnader av liten verklig betydelse. Frivillighet har hittills inte medfört försämrad kvalitet i rekryteringsunderlaget så som befarat, utan snarare en ökad kvalitet som med tiden tycks plana ut och stabiliseras. 

  • 163.
    Jonsson, Emma
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Rekryteringsunderlaget 2015: sista året med GMU2016Report (Other academic)
  • 164.
    Jonsson, Emma
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Rekryteringsunderlaget 2016: Första året med sökande till en sammanhållen militär grundutbildning2017Report (Other academic)
  • 165.
    Jonsson, Emma
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Rekryteringsunderlaget 2017: Sista året med helt frivilligbaserad rekrytering till den militära grundutbildningen2017Report (Other academic)
  • 166.
    Jonsson, Emma
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    The anchoring of the Swedish Armed Forces within society2013Conference paper (Refereed)
  • 167.
    Jonsson, Emma
    et al.
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Bjelanovic, Vera
    Swedish Defence Recruitment Agency.
    Lantz, Johan
    Human Resources Center, Swedish Armed Forces.
    Lindgren, Rose-Marie
    Swedish Defence Recruitment Agency.
    Lindqvist, Anne
    Swedish Armed Forces.
    Törner, Britta
    Swedish Defence Recruitment Agency.
    Attrition during basic military training in the Swedish Armed Forces2018Conference paper (Other academic)
    Abstract [en]

    Attrition from basic military training is a serious and costly problem for Armed Forces. When the Swedish Armed Forces transformed from a conscript-based force to an all-volunteer force in 2010 the knowledge about reasons for attrition decreased, due to changed procedures. Today a recruit can leave basic military training within 24 hours and without further explanations. The project “Systematic follow-up of the psychological selection”, aims at developing the admission tests, the basic military training and the work environment at the military units in order to reduce attrition. The project is a collaboration between the Swedish Armed Forces including the Internal Occupational Health Care Center and Human Resources, the Swedish Defence Recruitment Agency and the Swedish Defence University.

    Data is collected from the admission tests, questionnaires (first week/baseline, and last week of training) and interviews with recruits who drop out. The project aims to predict attrition caused by other factors than injuries and to predict further engagement/employment in the Swedish Armed Forces.

    Partly due to difficulties to employ sufficient numbers to the Swedish Armed Forces, the Swedish Government have decided to reestablish the conscription in 2018. The conscription will be gender neutral and work as a complement to the volunteer recruitment. We believe that the methods of this project and the knowledge gained are as reliable for a conscript-based training as for a volunteer training.

  • 168.
    Jonsson, Emma
    et al.
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Bjelanovic, Vera
    Swedish Defence Recruitment Agency, Sweden.
    Lantz, Johan
    Human Resources Center, Swedish Armed Forces, Sweden.
    Lindgren, Rose-Marie
    Swedish Defence Recruitment Agency, Sweden.
    Lindqvist, Anne
    Swedish Armed Forces, Sweden.
    Törner, Britta
    Swedish Defence Recruitment Agency, Sweden.
    Systematic follow-up of the psychological selection to the Swedish Armed Forces2017Conference paper (Other academic)
    Abstract [en]

    The transition from a conscript-based force to an all-volunteer force in Sweden 2010 implied changes for selection and training as well as for the procedure for attrition from the basic military training. Today a recruit can leave basic military training within 24 hours and without further explanations. As a consequence, the changed procedure when a recruit leaves training has caused a lack of information of reasons for attrition and lack of feedback to the Swedish Defence Recruitment Agency who is responsible for the assessments and selection of recruits. The first step to re-establish a systematic follow-up of the psychological selection and to validate the selection procedure has started. The aim of this project is to gain knowledge of reasons for attrition from basic military training in order to predict attrition and to predict successful 76 recruitment (defined as signing a contract with the Swedish Armed Forces). Results from 2015 (478 questionnaires and 36 interviews) indicate that it is not only the selection that contributes to successful recruitment, but also the training period and the leadership of the officers. Further, the results have facilitated the development of questionnaires, interview guides, instructions and methods for future studies. The project is a collaboration between the Swedish Armed Forces including the Internal Occupational Health Care Center and Human Resources, the Swedish Defence Recruitment Agency and the Swedish Defence University.

  • 169.
    Jonsson, Emma
    et al.
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Bjelanovic, Vera
    HR-Centrum, Försvarsmakten, Sverige.
    Lantz, Johan
    HR-Centrum, Försvarsmakten, Sverige.
    Lindgren, Rose-Marie
    Rekryteringsmyndigheten, Sverige.
    Svensén, Sofia
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Törner, Britta
    Rekryteringsmyndigheten, Sverige.
    Wolgers, Gerhard
    HR-Centrum, Försvarsmakten, Sverige.
    Lindqvist, Anne
    Personalavdelningen, Ledningsstaben, Försvarsmakten, Sverige.
    Metodförsök med systematisk urvalsuppföljning: Delrapport: Resultat och erfarenheter från 20162018Report (Other academic)
    Abstract [sv]

    Syftet med metodförsöket med systematisk urvalsuppföljning är att fördjupa förståelsen för avgångs- och framgångsorsaker under militär grundutbildning vid Försvarsmakten, samt att kunna använda resultaten som underlag för anpassning av krav, tester, urvalskriterier och utbildning.

    I projektet samarbetar Försvarsmakten, Rekryteringsmyndigheten och Försvarshögskolan för att identifiera faktorer som predicerar avgångar från den militära grundutbildningen vid Försvarsmakten och samtidigt identifiera framgångsfaktorer för kostnadseffektivt och träffsäkert urval vid Rekryteringsmyndigheten.

    Denna delrapport presenterar erfarenheter, resultat och åtgärdsförslag från det andra försöket med systematisk urvalsuppföljning avseende militärpsykologiskt urval som genomfördes med rekryter som ryckte in under 2016.

  • 170.
    Jonsson, Emma
    et al.
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Carlstedt, Berit
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Rekryteringsunderlaget 2012: Det andra året med frivilligbaserat försvar2012Report (Other academic)
  • 171.
    Jonsson, Emma
    et al.
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Carlstedt, Berit
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Johansson, Eva
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Outcomes of soldier recruitment to the Swedish Armed Forces after the end of conscription.2011In: Paper presented at the Inter-University Seminar on Armed Forces and Society, 2011Conference paper (Refereed)
  • 172.
    Jonsson, Emma
    et al.
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Lantz, Johan
    Human Resources Center, Swedish Armed Forces, Sweden.
    Bjelanovic, Vera
    Swedish Defence Recruitment Agency, Sweden.
    Törner, Britta
    Swedish Defence Recruitment Agency, Sweden.
    Metodförsök med systematisk urvalsuppföljning: Delrapport: Erfarenheter och resultat från 20152016Report (Other academic)
  • 173.
    Jonsson, Emma
    et al.
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Lindqvist, Anne
    FM PERS S.
    Bjelanovic, Vera
    HRC.
    Lantz, Johan
    FM HRC.
    Lindgren, Rose-Marie
    TRM.
    Törner, Britt
    TRM.
    Trying out a systematic follow-up of the selection to the Swedish Armed Forces2015Conference paper (Refereed)
    Abstract [en]

    Attrition is a serious and costly problem for many Armed Forces. The attrition rate in the Swedish Armed Forces basic military training 2014 was 16 percent. The main reasons given for dropping out were health/ injury related but also reasons related to changed career ambitions, such as starting another line of work or studies. The aim of our project that we will present is to gain a deeper understanding about the recruits who choose to leave compared to those who remain during basic military training. Another goal is to plan a long-term systematic follow-up with the possibility to develop requirements, assessments, selection criteria and training by evaluating the predictive power of the selection. The project includes a psychological follow-up of the drop outs, and will later also include physiological and medical follow-ups. The project is a collaboration between the Swedish Armed Forces including the Internal Occupational Health Care Center and Human Resources, the Swedish Defence Recruitment Agency and the Swedish Defence University. In the presentation the project will be illustrated from different perspectives. Aim, practical implementation and results of the qualitative and quantitative data collections will also be presented.

  • 174.
    Jonsson, Emma
    et al.
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Svensén, Sofia
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Recruitment and Selection to the Swedish Armed Forces: from an All-Volunteer Recruitment to a Re-established Conscription2018Conference paper (Other academic)
  • 175.
    Jonsson, Emma
    et al.
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Österberg, Johan
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Bortfall i rekryteringsprocessen: Orsaker till att inte antagningspröva2014Report (Other academic)
  • 176.
    Jonsson, Emma
    et al.
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Österberg, Johan
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Effective Recruitment of Military Women: Developing New Methods2017In: Res Militaris, E-ISSN 2265-6294, no 4, p. 1-16Article in journal (Refereed)
    Abstract [en]

    Sweden is one of the most gender equal countries in the world, but this is not reflected in the representation of women in the Swedish Armed Forces. Women have increased in both numbers and proportion since the transformation to an all-volunteer force in 2010, but the gender distribution is still skewed and women tend to drop out of the selection process for basic military training to a greater extent than men. The 2014 White Paper emphasizes that the Swedish Armed Forces should actively work to increase the proportion of women at all levels in order to achieve a more even gender distribution. This article describes a project that aims to increase the proportion of women who start basic military training in the Swedish Armed Forces. The project aims to identify successful methods and activities that motivate women and optimize their chances of passing the admission test, and basic military training. Women who passed the first step in the selection process for basic military training were contacted by the project. Women who were contacted and participated in activities were positive, stayed longer in the selection process, and looked forward to beginning basic military training.

  • 177.
    Jonsson, Emma
    et al.
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Österberg, Johan
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Försvarsmaktens attraktivitet bland unga i Sverige: Ett samarbetsprojekt inom European Defence Agency2018Report (Other academic)
  • 178.
    Jonsson, Emma
    et al.
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Österberg, Johan
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Potential för att antas till Officersprogrammet bland sökande till grundläggande militär utbildning2014Report (Other academic)
  • 179.
    Jonsson, Emma
    et al.
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Österberg, Johan
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Brandow, Carina
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Effective recruitment of women: Developing a new method2015In: ERGOMAS: Program and abstracts / [ed] M. Nuciari (Chair), 2015Conference paper (Refereed)
  • 180.
    Jonsson, Yvonne
    et al.
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Alvinius, Aida
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Maktförskjutning och maktåtertagande i assymetriska relationer: en kvalitativ studie om tjänstemän i beredskap på landstingsnivå2018Report (Other academic)
    Abstract [sv]

    Syftet med denna studie är att få en djupare förståelse för de utmaningar som olika organisationer ställs inför när de ska samverka inom krisberedskapsfältet. Mer specifikt är ambitionen att studera hur tjänstemän i beredskap (TiB) från olika landsting i Sverige upplever samverkan med externa aktörer. Tjänsteman i beredskap är en relativt ny funktion i samhället vars roll är central vid krishanteringens inledandefas.

    Totalt genomfördes tretton intervjuer under våren 2018 med tjänstemän i beredskap från sex olika landsting. Samverkansaktörerna som tjänstemän i beredskap möter i samverkan kommer från andra myndigheter, lokala såväl som regionala. Exempel på sådana är länsstyrelser, Myndigheten för samhällsskydd och beredskap (MSB), Socialstyrelsen, Försvarsmakten, polisen och räddningstjänsten. Samverkan mellan aktörerna sker i övningssituationer såväl som i skarpt läge.

    Analysen av intervjudata visar att landstingets mest centrala roll i samverkan handlar om maktförskjutning å ena sidan och maktåtertagande å andra sidan. Maktförskjutning innebär att den ena samverkansparten ignoreras, förringas eller stöter på ett antal olika utmaningar i samband med samverkan. Makten tycks förskjutas från en aktör till en annan vilket kan upplevas som frustrerande. Att inte få tillräckligt med inflytande är ett centralt tema i intervjuanalyserna. Maktåtertagande belyser strategier som informanter använder sig av för att “utjämna” den upplevda asymmetrin i samverkan. Strategierna kan exempelvis handla om att bygga ut personliga nätverk, att kommunicera effektivt, att förstå olika organisatoriska skillnader samt att kompetensutvecklas inom samverkansområdet.

    Resultat diskuteras teoretiskt i termer av asymmetrisk samverkan samt ur ett genusperspektiv. Rapporten avslutas med förslag på framtida forskning. Avslutningsvis diskuteras praktiska implikationer som kan tänkas utgöra utbildnings- och diskussionsunderlag i frågor om krisberedskap och samverkan mellan olika organisationer.

  • 181.
    Kallenberg, Kjell
    et al.
    Örebro universitetssjukhus, Sverige.
    Larsson, Gerry
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Nilsson, Sofia
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Hyllengren, Peder
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Moralisk stress och ledarskap2016Book (Refereed)
    Abstract [sv]

    I alla tider har människor plågats av svåra moraliska val, ibland till synes omöjliga. Men det är först på senare år som man har börjat uppmärksamma moralisk stress. Den kan uppkomma i arbetslivet. Den påverkar och påverkas av ledarskap.

    Ledarskap utövas i ett socialt och kulturellt sammanhang med mer eller mindre tydliga normer och värderingar. Men hur ser de ut och i vilken utsträckning delar vi dem? Och vad gör vi när våra egna och den omgivande organisationens värderingar inte stämmer överens?

    Boken belyser olika aspekter av ledarskap, organisationers värderingar och den enskildes val och beslut.

    Framställningen bygger delvis på författarnas egen forskning men behandlar även utförligt hur man förebygger, hanterar och bemästrar moralisk stress på såväl individ- som organisationsnivå.

  • 182.
    Krekula, Clary
    et al.
    Karlstad University, Sweden.
    Engström, Lars-Gunnar
    Karlstad University, Sweden.
    Alvinius, Aida
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Sweden: an extended working life policy that overlooks gender considerations2017In: Gender, Ageing and Extended Working Life: Cross National Perspectives / [ed] Leime, A; Street, D; Vickerstaff, S.; Krekula, C and Loretto W, Bristol: Policy Press, 2017, p. 157-174Chapter in book (Refereed)
  • 183.
    Kylin, Camilla
    et al.
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Hede, Susanne
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Friman, Yvonne
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Enander, Ann
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Att vara till stöd: skilda perspektiv på risk och kommunikation vid internationell militär tjänstgöring2013Report (Other academic)
  • 184.
    Larsson, Gerry
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Att leda förändringsarbete2012In: Kvalitetsarbete för bättre och säkrare vård / [ed] Nordström, G. Wilde Larsson, B., Lund: Studentlitteratur, 2012, p. 111-135Chapter in book (Refereed)
  • 185.
    Larsson, Gerry
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Att leda förändringsarbete2017In: Kvalitetsarbete för bättre och säkrare vård / [ed] A-M Boström G. Nordström & B. Wilde Larsson, Lund: Studentlitteratur AB, 2017, 2, p. 127-148Chapter in book (Refereed)
  • 186.
    Larsson, Gerry
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Att leda i förändring2011In: Arménytt, ISSN 0004-2404, no 3, p. 47-49Article in journal (Other academic)
  • 187.
    Larsson, Gerry
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Four studies on leadership and stress2012Conference paper (Refereed)
  • 188.
    Larsson, Gerry
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Frontiers of leadership research of the Swedish National Defence College2012Conference paper (Refereed)
  • 189.
    Larsson, Gerry
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Frågeformulär Ledarskap i indirekt form: Version hög chef2011Report (Other academic)
  • 190.
    Larsson, Gerry
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Indirekt ledarskap: Hur gör man?2007Report (Other academic)
  • 191.
    Larsson, Gerry
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Indirekt ledarskap under extremt påfrestande förhållanden2007Report (Other academic)
  • 192.
    Larsson, Gerry
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Leader development in natural context2012In: The Oxford handbook of military psychology / [ed] Lawrence, J. H., Matthews, M., New York: Oxford University Press, 2012, p. 187-196Chapter in book (Refereed)
  • 193.
    Larsson, Gerry
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Ledarskap under akut stress: nya ledarskapsmodeller1999In: Konferensen Vinnande ledarskap: den 9-10 februari 1999 på Svenska mässan congress i Göteborg : dokumentation, Göteborg: Institutet för kvalitetsutveckling (SIQ) , 1999, p. 184-187Conference paper (Other academic)
  • 194.
    Larsson, Gerry
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Ledarskap under påfrestande förhållanden: förberedelser inför examensansökan på forskarnivån2016Report (Other academic)
  • 195.
    Larsson, Gerry
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Ledarskap under stress2010 (ed. 1)Book (Refereed)
  • 196.
    Larsson, Gerry
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Ledarskap vid kriser: Inverkan av stress och emotioner2013In: Pacem : militært tidsskrift for etisk og teologisk refleksjon, ISSN 1500-2322, E-ISSN 1503-2116, Vol. 16, no 1, p. 27-39Article in journal (Refereed)
  • 197.
    Larsson, Gerry
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Ledarskapets betydelse för lärande vid After Action Reviews (AAR)2015Report (Other academic)
    Abstract [sv]

    Rapporten utgör dokumentationen av ett uppdrag från Myndigheten för samhällsskydd och beredskap (MSB) till Försvarshögskolan. Syftet med uppdraget är att ge en kortfattad kunskapssammanställning över utvecklande ledarskap och koppling till lärande/lärande organisation inom ramen för MSB utvecklingsarbete avseende After Action Review (AAR). Uppdraget innefattar också att ge en rekommendation om verktyg/metoder för att mäta aktuellt ledarskap eller att relatera detta till en idealbild.

    Tre övergripande slutsatser föreslås. För det första, kvaliteten på det allmänna ledarskapet i en organisation kommer att ha en betydande inverkan på AAR verksamhet och ledarskap under AAR sessioner. Den andra övergripande slutsatsen avser betydelsen av högre chefers indirekta ledarskap. Det finns ett stort symbolvärde i att organisationsledningen aktivt stödjer AAR och tillskapar nödvändiga resurser.

    Den tredje och avslutande slutsatsen gäller metoder för att mäta ledarskap. Mot bakgrund av rådande brist på vetenskapligt framtagna instrument med AAR inriktning föreslås bruk av väl beprövade instrument som mäter allmänt ledarskap och att dessa kompletteras med utprovning av AAR specifika tilläggsfrågor.

  • 198.
    Larsson, Gerry
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Människors samspel i grupp och ledarskap2014In: Gemensamma grunder för samverkan och ledning vid samhällsstörningar, Karlstad: Myndigheten för samhällsskydd och beredskap (MSB) , 2014, p. 47-53Chapter in book (Refereed)
    Abstract [sv]

    Framgångsrikt samarbete bygger på kunskap, förtroende och ömsesidig respekt.

    Aktörer som känner till varandras organisationskulturer, har förtroende för varandra och visar varandra respekt samarbetar bättre. Sådana goda samarbeten och relationer växer ofta fram över tid, men ibland kräver hanteringen av samhällsstörningar mer tillfälliga och spontana samarbeten.

    Det är viktigt att

    • uppmuntra människor att komma med synpunkter utifrån sin kunskap och erfarenheter

    • arbeta för att stärka gruppens sammanhållning

    • vara vaksam på tankemässig likriktning.

    Arbete över aktörsgränserna bygger på social och kulturell kompetens

    Känsla för socialt samspel är en fördel när det gäller att arbeta över aktörsgränserna. När flera aktörer ska samarbeta behöver du bland annat ha kulturell kompetens.

    Kulturell kompetens är att

    • vara medveten om den egna organisationens syn på världen

    • vara medveten om den egna organisationens attityder till andra aktörer

    • ha kunskap om hur andra aktörer arbetar och ser på världen

    • kunna anpassa kommunikationen med andra aktörer, utifrån deras organisationskultur.

  • 199.
    Larsson, Gerry
    Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Preliminary test of pcyhometric properties of the revised Developmental Leadership Questionnaire (DLQ)2018Report (Other academic)
  • 200.
    Larsson, Gerry
    Swedish National Defence College, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum.
    Snabb mätning av individuell stressreaktionsstyrka: Utveckling av den Emotionella stressreaktionsenkäten (ESE)1986Report (Other academic)
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