Om motivationen att fullfölja

Sammanfattning: In 2010 the Swedish armed forces ended 100-years of conscription and introduced fully employed professional soldiers in their battalions with the purpose to be more usable and have higher readiness. Almost ten years later the turnover has been more than threefold to what was expected when the change was introduced. This study looks into the motivational factors of Swedish professional soldiers. The object for this small-scale case study was the contracted soldiers at the 71st battalion in Southern Scania Regiment. The purpose was to identify what factors the soldiers themselves valued and thought motivated them, and what factors effected their decision to complete their contract of eight years. Two theories focused on work motivation, Hertzberg Two-Factor theory and Nohria Employee Motivation helped categories and explain the soldier’s answers. The factors that, when they work, gave the most motivation were meaningful tasks within the core duties of the combat units, comradery, variation of tasks, possibility of personal growth and service abroad. Factors that could lead to dissatisfaction, if they do not work, were reasonable increases in wage throughout the years of contract and understanding and support for the soldier's strenuous work and needs from other employees.