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Don't. And they can do. Yes.

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Good afternoon, everybody. Nice that you are here. My name is Tibor's VHF Tres.

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I am from the Military Academy at the ETH in Surrey, Switzerland. We have today 5 different presentations.

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At first I like to read the Akron H of Country on behalf of everyone in Getty, I pay respect to the spirit of the country here in Narm where we are meeting.

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I can elect the past and present Kubernetes Boom, Derby Boom as the Syrian people, the culture knowledge holders.

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Who maintain and promote the NAME Aboriginal law. Customs and Custinianship responsibilities for country and the people that country continues sustain generation of the generation into the future for all of us.

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I recognise the important contribution. First Nations. Thinkers have made to sell Sorosi, including challenges to our dominant ways of thinking.

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We thank all first nations that delegates in the room today for their contributions to knowledge in the discipline. Thank you very much.

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Today, so I like to go maybe to the program. With different presentations, we have at first Brett West with his presentation and as we are 5% displeased by this 50 min if possible off the 50 min I will show you a 5 min and then I will show you 1 min and then it should be your presentation ended.

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We have also one person leader who is an online presenter with Juania. She wrote me now that she has some problems to connect with Zoom I will try to solve it during your presentations but it should not affect your presentation here.

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Okay, the floor is your space.

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Okay, thank you. Basically I'm going to talk to you today about data that's from a interview data from

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Interview data from a program you'll see called Story Right. And it's a sort of transition program really helping veterans and those looking to transition from the military to civilian life and in attaining employment, assistance that program provides for attaining employment and with the theme of the session, I'll talk about that.

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What we learn from that and its lessons for retention. The interview date is actually collected by a mature age undergraduate student Heather.

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And the program is an initiative of Sharon, I'm co-authors on this piece who has a PhD in journalism from my old school prior to the most recent restructure of my institution and is previously a journalist and is a major in media liaison in the Australian Army.

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Okay.

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So I'm gonna frame this in relation to as civilianization, the extent to which We orientate the Defence workforce, you know, for future civilian life after military service.

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And the frame I'm going to say is that despite a lot of rhetoric about total workforces.

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Despite certainly in the Australian case, but I think you'll find in Western military is, you know, more broadly, you know, a lot of outsourcing, new roles for industry.

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And certainly in Australia there's been a lot of outsourcing of roles and to the extent to which some people who move out of uniform.

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Into industry and to do the same job. At a higher wage and that's something that seemed to be promote military industry relations to fight this despite a you know unprecedented use utilization of reservists.

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Including you know high levels of deployment post 2,001 to iraq and afghanistan Western militaries, you know, for your average soldier, you know, provides very little civilianization.

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In a way that would aid their military to civilian transition employment in this and the social problems we see that military to civilian transition employment and the social problems we see that come from transition is evidence of this.

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Now of course, all civil military relations theory is about this issue of what is the right balance you know what's the you know dangers what's the you know dangers what's the benefits for capability for democracy you know all the relations between the military, for democracy, all the relations between the military, for democracy, all the relations between the military industry and civil

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society, for democracy, you know, all the relations between the military industry and civil society. But I would argue, you know, in this, given this context of, you know, deference to, to total workforce.

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An embracing of industry, what's driving this reluctance to provide aid. Future transition is more pragmatic assumptions and beliefs about what affects retention and somewhat recruitment.

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That we don't want to civilianize provide you know these avenues that will aid in transition because this will worsen retention.

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Okay, and Australia and I think I'll you know post-COVID other Western militaries are really at a crisis of retention.

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So these issues are quite

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Immediately relevant. So the question I'll, I'm kind of asking is could this kind of civilianization upstream solutions to transition in relation to future civilian employment actually be done in a way that aids recruitment and retention and particularly retention.

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Okay, now you know again if we go back to you know classic civil military relations theory you know the emphasis here is on, indirectly this, you know, civilianization can alter, you know, civil military relations in a way which would eventually aid capability by addressing the civil military gap for example.

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But my question is more like can it directly improve things more in a more immediate way? Okay, so this is the the case study I'm looking at the data of people who participated in this program called Story Right, which is a kind of peer-led program.

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So it's led by veterans. Started by Sharon as I mentioned that assists military veterans in their transition from military civilian life by providing the tools to train their military skills and experiences into a language So you see Sharon's journalism background here and communication background, a language that can be understood by civilian employers.

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Now, so this has a kind of pragmatic focus or relation to employment. But you sit in on these workshops and you soon see it spills over into narrative therapy, right?

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Because to do this Yeah, he's a fundamental guy of challenge to to the people's military identity or talk about their habitus and so forth.

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Right? So here's an example. Here's a quote from one of the participants that gives you a sense of that.

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This person says Now my job as a tent commander, there's nothing really else that you can do in the civilian sector unless you work for a dictator or you are like private security or something like that.

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You know, talking about this struggle they have in terms of, well, what's What's the relevance of what I've done in the military to this, you know, civilian civilian world.

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And this comes through a crux, when they start looking for jobs, when they find difficulty in finding employment.

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Or they get into the workforce as you'll see and don't find it meaningful. Okay, they're, they're in the wrong sorts of job civilian jobs.

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So story right in a way, you know, I argue as a strategic research site because these interviews with participants, they talk about they talk about their experiences story, right?

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And the benefit it provided to them, they reflect on their military service. They talk about how you know they balance their military and civilian identities.

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They talk about the adequacy of the Australian Defence Force. Transition services which are provided with. They talk about the culture of ex-service veteran organizations and their various schemes and support.

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Services, the difficulty in attaining employment, tight end. You know, experience within employment and broader transition issues.

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There's 4 themes here that come from the the data. Okay. And I won't, I'll just.

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Talk about them in relation to various Quotes, okay. So the first one is that this high level of reflexivity that That military personnel that who we interviewed, which were at various stages of their transition, you know, that there's a critical awareness that the military, they've experienced a disenchanting sort of

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institutionalization. So this isn't just something you know that's they've experienced and they're not aware of and other research I've done in the military.

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They're critically aware of this and I won't go into how that challenges a lot of you know sociological theory but it does.

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So they, they So without, you know, they're not getting this civilianization, but they're getting disenchantment which is pushing their exit.

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So there's already those forces that's pushing them to leave the military. So people might talk about, you know, that are a creative kid growing up and then the military is stopped this is institutionalized them or they talk about in the second quote here you know that you know they saw the military as this great adventure and

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it's you know their job's pretty mundane. And hear the final quotes about the, you know, inadequacy of transition services, they say, and all I remember doing is signing a load of documents and walking out the door and that was pretty much it.

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There was no support or anything like that. Okay, and that's their perception of their experience. What we also find is that there's a kind of embodiment of military identity, you know, to use board jerk, it's not, well, it's actually not ball jers too.

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But of habits most. Properly associated with Borgia of habitus, right? That there's this institutional military habitat.

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There's not any evidence how they hold themselves or project themselves and that's certainly the case but it also is you know it's more embodied in terms of worldview and and this relates to a difficulty in communicating or thinking about the relevance of their service.

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And this is what's kind of as dress by story right. You know this person says we then had to sit there and brainstorm By the time you look at it, I saw that we did project management, asset management, fleet management.

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We've done all performance appraisals, work health and safety. So they often come to this realization.

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That what that they are extremely skilled you know in these kind of generic skills that translate to civilian employment.

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They also become aware of the ways that the military hasn't. Prepared them very well in terms of habitus.

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So, so Pill talk, you know, they realize that they, you know, they only spoke military or they were kind of aggressive or direct in the way they spoke and that wouldn't really work with a lot of civilian employers.

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Again, I think I could talk about this theme in relation to challenging various sociological theories. But you know, the, but it's also the program addresses what kind of work, not just getting work, but what kind of work is meaningful to them.

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Yeah, with they'll be satisfied with. And one of the things here is that that comes through in multiple of the interviews is that working for a for-profit, working for a industry that doesn't have a broad goal is extremely problematic for them after they've worked for the military and they've seen themselves in contributing in more altruistic

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ways, something beyond themselves. So they took about, you know, working for organisers that didn't believe in values.

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You know, as much about making money, you know, chasing the customer and you know in contrast to the army that you You know, you invest yourself in the job, it's the total institution type thing.

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And the person says it made them very very sick in terms of their mental health. And the fodder one which links to the others which probably the most significant in some ways we find that people retain through doing story right through realizing you know that they do the military did provide them with skills they attain a renewed pride in their

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service.

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That so story right, aided well-being, help people get employment again, you know, most, you know, scholars who research well-being know that, you know, full-time employment, secure full-time employment, kind of the silver bullets to a lot of social problems.

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But it just doesn't do that. It also, of spells also re establishes a belief in the relevance of their service.

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And they'd get this, when they're down on their service freeze, or you know.

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Have a pride in it and a renewed patriotism even. So previously this quote here, I thought the whole thing had been a bit of a pointless exercise, but doing the program really showed me that actually there was some value in a lot of the stuff I had been doing.

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Even stuff that I thought was extremely mundane actually had a lot of value. I could not do.

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And could have a lot of value in the civilian world. I mean, there's probably, you know, other better quotes illustrate that point but Okay, so this is the last slide, right?

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What do we learn? Okay, what is this this data tell us about retention about and the role of civilianization.

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In the military in relation to retention. Okay, so transition difficulties emerge you know often emerge from a lack of civilianization, or it's a large part of it.

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But it also comes from transition services not addressing military habitus and this myth that you know the the military warrior you know is exceptional.

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So a lot of believe that they'll automatically get a job because they work so hard and they're physically fit and so forth.

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And often, you know, I find that they they sell themselves in these ways which, you know, are like a red flag to civilian employers which says you're not going to be a good fit for our organisation.

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But addressing habitus could actually enhance retention. Through them being aware of Getting a new understanding of how they're there they have a habitat that is connected to the military so that's on the one hand right because they don't appreciate the difficulties that they will face.

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And transition services don't really fully acknowledge it. In a holistic way like story right does is they don't want to bust this exceptionalism myth right that comes through the you know the myth that you know informed the recruitment you know, advertisements of stuff these people bought into.

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But on the other hand, highlighting the generic relevance of their military skills and services. Doesn't necessarily harm retain the retention rate.

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Through this cultural recognition that it enhances their beliefs that the civilian well recognizes their military service which creates a increased pride in their service for them which is likely to help retention because it counters those disenchanting forces.

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And this is the final point, you know, goes beyond sort of what I said this talk would be about in terms of only direct What is the directive effect of this sort of thing?

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But you know in in you know, if we're entering a new era of great power competition. What prior to World War I was called the Great Game.

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It's important too that we address This retention issue. Thinking about transition services. As it broadly Informs, I won't even say civil military, I'll say civil industry and military relations.

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And I think in this holistic way, which is significant potentially for the challenges we could be facing in the near future.

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Thank you. Thank you.

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Thank you very much Brett. Very interesting presentation and I would say we will ask the question after all presentations that we have done in the end discussion.

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And now the next present is MONEY LAR Pizza. Yes. Good afternoon everyone.

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I'm very happy to be here today and to be able to talk to you about my current project that I'm working on which is Work Life Balance in the Swiss Armed Forces.

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This project is actually part of a bigger international research project where we are working with a bigger international research project where we are working with 5 other international research project where we are working with 5 other countries project where we are working with 5 other countries and we try to answer the question which factors and we try to answer the question which factors influence the work life balance and turnover intentions of non commissions officers and

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commissioned officers. In this presentation today I will answer the question which factors influence the work life balance and turnover intentions of non commissions officers and commissioned officers.

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Now in this presentation today I will be only presenting the country specific results of Switzerland and I will be looking at a rather specific question that is do work life conflicts have a mediating effect between the relationship of working hours and work life balance for the Swiss NCOs and CEOs.

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Before we go into further detail, I would just quickly like to note that a unique feature of these with armed forces is that we are based on a militia system which for us entails that approximately 98% of our military personnel is actually conscripted and comes from the militia forces.

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Now we also have a smaller part of Swiss professional militaries. And these make up for 1.5% of the whole armed forces.

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And this presentation is going to be about this smaller group today. What's the scope of these with NCOs and CEOs?

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So this with professional militaries is, is to mainly teach the militia troops. There are basic and advanced military training.

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Another unique characteristic of this group is that in their contract there is no predefined amount of working hours.

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So they have no minimum or maximum defined working hours. What they have is they are supposed to work according to the needs of the militia troops.

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And as we can see on this graphic here, a majority of 60% actually works between 50 and 59 HA week, which is quite a lot.

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Now because we know from different theories that working hours have a negative impact on the work life balance, we have decided to look more into this relationship.

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And what we do is we assume that this relationship is not a direct one, but that it is mediated through work life conflicts.

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And How that happens, I will get to that very in a short moment. First of all, our target population, as I said, went 1,879.

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Active CEOs and NCOs who completed their training. What we did not include into our target population were people that were deployed abroad or in nearly retirement.

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We have gathered responses from 1,518 NCOs and CEOs which corresponds to a participation rate of 80% which I have to say we are quite happy with.

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And on this slide you can have a look at the cumulative participants per day so we can see that we have used 2 personalized reminders that have positively that had a positive impact on our participation rate.

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Now, as to the theory, we have defined work life balance as I quote, the degree to which an individual can simultaneously balance the emotional, behavioral and time demands of both paid work, family, and personal duties.

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Now as Darrendor of states and as all we all know, people in society take on different roles and these rules come with different expectations.

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And what happens is that there are specific roles that do not really match or go well with each other, which are the rules of a employee, especially if that employee works for a greedy institution like the Armed Forces.

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And add the role of a parent or a family member. And what happens then, this is said by Kahn at all is that there comes a work family conflict which is defined as I quote a form of intro conflict in which the role pressures from the work and the family domains are mutually incompatible.

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Can it all go further and define 2 different types of work family conflicts? One is time based work family conflict and one is strain based work family conflicts.

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And what happens here is that for the time-based work family conflict, there are time pressures that are associated with membership in one role that may make it difficult to fulfill the expectations in another role.

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And our assumption here is that if you work, if the Swiss and CEOs work over time and have long working hours, they will have less time to spend with their families.

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And so they will have an imbalance between their work and their family. Because we assume that family plays a very important role in the work life balance.

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We assume that as soon as there is this imbalance between work and family, we have also a negative impact on the work life balance.

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The same goes for strain based work. Family conflicts just happens when the working hours are rather high and so you get a lot of stress and strain that comes from the work that you take home and that takes up time that you could spend with your family.

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So again, you have less time with your family and you have this unbalanced between work and family, which then impacts your work life balance.

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And lastly, we look at what Segal says and she said, I quote, at certain stages the family is relatively greedy for both women and men.

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And this is the case with children who are very young or need fairly constant supervision. So what we assume is that the relationship between working hours and work life balance is worse for people who have children under the age of 18 than it is for people who do not have children under the age of 18.

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These are D hypothesis that I have just stated. So once again, we assume that the weekly working hours exert a negative effect on your work left balanced through.

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Time based work family conflict strain based work family conflict and then we assume that there is a moderation or interaction effect with parents of children under the age of 18.

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Now, to test this, we used a linear regression model for which we did for iterations.

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We have started with just a basic relationship between weekly working hours and work life balance. And then we have introduced of course age and rank as control mechanisms.

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Then what we do is we introduce strain based work family conflicts and time-based work family conflict as mediation variables.

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And lastly, we introduce deviable parents of children under the age of 18. Now to the most interesting part, I hope, are results.

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So we can see that there is actually a negative relationship between working hours and work life balance. And what we can also see is that when in our model we introduce the 2 mediating variables, so time-based and stream-based work family conflicts.

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There is a significant reduction in the relationship between working hours and work-life balance. And so this means that our mediating variables take up a very big part in this relationship.

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And what I will also like to point out if you look at our standardized coefficients. You can see that especially the strain-based work, family conflicts have a big influence on the work life balance and family conflicts have a big influence on the work life balance. And actually these 2 have the biggest effect of all variables in the model.

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Explained variance. This one goes from 0 point 1 to 0 point 5 as soon as we introduce our 2 mediation variables, which for us means that time-based and strain-based work family conflicts can explain up to 50% of the variance.

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And this again points out that for us The family part is actually quite important. In the definition of the work life balance for our Swiss military professionals.

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For a hypothesis too, I would like to show you this graph that I think explains it really well.

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You can see 2 regression lines. The red one shows the regression line for. People without children under the age of 18 and the blue one for people with children under the age of 18 and as you can see there is no significant difference between these 2, which is a quite interesting result that we were not expecting.

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And so what we can say here is that our third hypothesis needs to be rejected and we cannot see a more negative effect on work life balance for people who have young children.

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Now we have 3 hypotheses as to why this could be. The first one being in our sample we had only males.

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This is because we had less than 30 women in the sample so we had to take them out for anonymity reasons.

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Sadly and The hypothesis would be that there is a rather traditional ideology of family model.

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And so we have the male that is a red winner and the female who works at home and take care of the kids.

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And so the one in the military does not have to worry as much because he knows that he has a big support at home with the children.

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The second hypothesis would be that or it has to be found in the way that the Swiss armed forces work.

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We do not have a conscription for the a broad mission so they all work on a voluntary basis.

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And because Switzerland is a rather small country, we do have deployments inland but you can get home in the span of let's say 3 h.

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So it's either they can go home at night or worst case scenario they can get home on the weekends.

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And our last hypothesis to explain this is that the span for children between 0 and 18 years old is too big.

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And so we could reduce yet to children between 0 and 5 years because one can assume that then looking after the kids is more intense.

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So, and a summary with our model we have found out that there is a negative relationship between weekly working hours and work left balance for Swiss NCOs and CEOs and this relationship is mainly mediated through strain-based work family conflict and time-based work family conflict.

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And we could not find any differences between people with and no kids under the age of 18. Now, what are the implications?

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Well, first of all, we can see that family really plays a very important role in the judge. Well, first of all, we can see that family really plays a very important role in the judgment of the work life balanced force with And so one should firstly think that we have to implement strategies for a reduction of the working hours.

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I would also like to note that these people work between 10 to 12 HA day in times of peace.

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So what would happen if something else, if the situation were to change in Switzerland? And then we do have actually a very good support for military personnel, but it is rather less unused.

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So we should work on strategies to encourage the military personnel to use this support. And then lastly, because family plays a very important role, we should implement strategies for family support.

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But I would like to leave you with a question. The armed forces are a greedy institution as we know and I would like to ask you is this possible to implement these strategies that I have just suggested for equity institution like the armed forces.

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Thank you very much.

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Thank you very much. Emmanuela. So you gave yourself a question at the beginning maybe you can also answer at the end the question at the beginning maybe you can also answer at the end the question maybe you can also answer at the end the question if known wealthy from the end the question if it's known wealthy from the end the question

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if known wealthy from the plane of Bill Answeries. So we Yeah, going to the next presentation, perfect.

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It's always serious.

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Good afternoon to everyone. Welcome to my presentation about unit creation in the Swiss armed forces. So to make this point clear.

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We are talking now not about the professional soldiers but about the conscript so the big part of Swiss armed forces the conscript soldiers in the military.

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And the presentation will be about cohesion and a special way of how armed forces may improve cohesion.

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And you can as you can see by the title and the picture it's concerns food-related aspects and commonality.

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And my presentation will be based on an empirical analysis of quantitative questionnaire. With the recruits This is also part of a larger project which I conduct about nutrition in the Swiss Armed Forces, which also relates food related aspects to motivation in morale in the armed forces.

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And as you see in this presentation with the connection between nutrition and cohesion and camera injury in the armed forces.

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The central question of this presentation is what is the relationship between food and primary group cohesion in military units.

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So we just talk about primary group cohesion.

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I know I assume that you are quite familiar with the concept of cohesion. I don't want to be familiar with the concept of cohesion. I don't want to expand on this too much.

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I just want to explain you the major points that are important for me. So cohesion in military units is basically the level of unity among the group members.

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So how well they stick together, how well they cooperate in the armed forces. What is important to me is that it is not to be understood as a trait of a group.

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But it is a process going on. So there are contact relations between the soldiers. And this is what is cohesion, this process of interacting the soldiers.

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It may be a strong interactions and in a good way interacting which means good cohesion or a poor interactions in a bad way, this is low cohesion.

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And this also this means that it can change over time so the cohesion may be bigger in the beginning of the week or at the end of the week.

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So this may vary steadily over time. And then of course different causes of cohesion depending on the type of the group.

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So a school class may have a different source of cohesion than a sports club or professional soldiers may have different cohesion than conscript soldiers.

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So this is also important to note. In the literature we find 2 different kinds of cohesion.

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There is the first one is task cohesion which means the cooperation to join together a special goal.

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So this is really professional cooperation and we have social cohesion which is also called effective cohesion.

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It is basically the emotional bonds between the soldiers. Personal appreciation basically if you like someone or you dislike someone.

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In the literature we find different preconditions and causes of cohesion. One precondition of Koes is that the members feel part of the same group.

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So it doesn't make a lot of sense to analyze. The cohesion in between the passengers of a drum here outside because life is very unlikely that they feel part of the same group and they don't even have the same goal probably.

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So it is really a precondition that the members feel part of the same group and wants to reach together at a common goal.

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Then other important is professional training, especially for soldiers. There are scholars who say that this major point of cohesion.

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Because it is part of your job to behave in a cohesive way. So if you are not cohesive as a soldier and not professional.

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So this is basically an important thing. And of course trusting each other is essential and also shared. Perception of reality so if someone perceived the problem that week and your partner perceives the problem as smaller like that, it will be difficult to cooperate in a proper way.

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This holds true as well for similarity in values and norms. So this is also favorable if you share similar values and norms.

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There are studies showing that also physical proximity in improves very much cohesion, especially so in military units.

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And my point will be that food related aspects are beneficial for majority or all of these points who are related to good cooperation and cohesion in military units.

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So food-related aspects may be a mediator of all these aspects to later on have a good cohesion.

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So this is really my point that I will show you at the end. And why this is important, why I come to food, there is really a profound sociological thinking behind this.

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So we have a lot of sociological proofs, sociological theories analyzing the role of foods and we have Gioxima for instance that describes the socializing power of food very well.

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So we our norms and eating behaviors are closely related to the group we belong to. And meals bring people together.

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You sit together and to sit together you need to interrupt your activity you have to find yourself together and maybe you have to be compromiseful if the type of food, the time of when you eat.

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So people who sit together have done a lot of compromises to be together so they are likely to more likely to interact with each other in a positive way.

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And so this makes affiliation visible. So eating together is really a visible part of social cohesion.

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This may also display a hierarchy or different communities that you belong to. So it is really something commensal who eats with whom is not a coincidence.

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It is really something, a social process that is behind that. And it is also a degree of dependency among the commenters.

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And commentality is always inclusive. Respectively exclusive so if you are joining the meal or not in some cases makes a big difference or has a meaning by its own.

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Just to make this more clear by a picture, a community, a proper way of community thinking in culture is this Christian community.

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So this is also a strong cultural link that that we find in the culture in Western culture at least.

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Exciting. So let's turn to the results to the empirical analysis. Just to make it clear, it's conscripts in the street's armed forces during basic military training, 18 weeks.

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And they have conducted 2 times the interview. The questionnaire at the beginning and at the end this is quite important because cohesion may have different reasons different causes in different dimensions at the end and at the start of the military service.

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So the big question is are foods-related aspects and commonality really related to social cohesion and task cohesion, what is the relationship and they measure social cohesion by 4 items so it is really the personal appreciation, a few close bonds, personal relationships through other comrades or not.

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And also for items for task cohesion that it is how well do you perceive the cooperation, do you motivate each other and so on?

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So this is important that you see that that I do not measure cohesion. By itself. So I measure the perceived cohesion.

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This is a bit a challenge, a difference. It is not cohesion per se, it is it is the perceived cohesion.

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This is just to keep in mind after when you when you come to the results. So let's start analyzing the relationship at the beginning between commensality and task cohesion what we feel and what we see is that the atmosphere seems to be important so if you feel conviviality if you feel a good atmosphere during the

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meals it is related to a positive perception of task cohesion. As well, it is true for if you share a lot of food with the commemorates or you're going to have a drink during the breaks.

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This is also quite positive when it comes to assess task cohesion. And interestingly, there is a small part of recruits who do smoke more often than in private life.

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This is not especially food-related, but I have also included this in the analysis and those who are start smoking more in the armed forces perceive as a lower task cohesion.

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So the interesting point is now what happens if we control for social cohesion. So still at the beginning of military cohesion we include social cohesion.

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And we see that some elements do not are not significant anymore. So especially the point of sharing meals and drinks to together are not related to task equation anymore.

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So this means that there are mediated by social cohesion. We will come. To that point in a minute.

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But what still remains important is really the feeling of communality at the meals. So this is especially important, but does this mean that even soldiers who feel low social cohesion When they, as long as they feel a conviviality at the meals, they can improve the perceived task cohesion.

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So this is especially true at the beginning of military service. This is I think quite interesting result. Also the part of smoking remains.

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In part remains significant. So let's check if this is really a mediated effect and it is because all these aspects we saw before are directly and strongly linked to a social cohesion.

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So especially the atmosphere at the mood during the meals. Also sharing foods and strings together is is really strongly linked to social cohesion and interestingly also some private eating habits like someone who does a lot of social eating in private life so if you go out and meet people and eat together with them they feel a higher social cohesion at the

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beginning of the military service. Let's change now to the end of record school and there we see the pretty same pattern.

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This is also the mood during the meals. The amount of time you spend sharing food and drinks together.

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Also the social eater. And then at the end we see also some other private eating habits that seems important.

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So those soldiers who do not eat pork meat in private life feel as I'm sorry here you see it a lower social cohesion as well as flexitarians so those who do not often eat meat so those who try to eat less meat feel also less integrated in military service.

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And we can maybe discuss it in the discussion what are the reasons I don't have empirical results showing what may be the reasons we can just guess what's the reason.

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So basically when I come to the discussion what we can clearly see is that it's food-related aspects are strongly related to integration into service.

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Especially so media through the mediation of social cohesion but not only so we have also some aspects that relate food commonality and task cohesion so how well is the really the cooperation between the soldiers?

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Especially so important is the mood during the meals and sharing food and strings together.

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So let's come to the conclusion. What's important here is that these food-related aspects are quite informal.

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These are informal activities during the military service. What makes them less visible? So we have not that much of awareness, especially so in the leaders.

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The leaders, they don't have this in the program. They don't have this in the in the daily activities.

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It's just 1 point. To eat. But to eat does not mean that it's just to have an energy that energy can have this nutritional value of to meet of the meals, but there is really much more going on during these informal activities.

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They are related to social integration but also to a task cohesion. So what is important, what my claim is that military leaders should pay more attention, be really aware of what's happening during the meals.

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It's not just nutritional value, also because this is happening. Every day, 3 times, 4 times a day.

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So if there is something going wrong, this has the potential to worst the situation. But if these things are going well, this is also the potential potentially very beneficial.

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So be really aware that this is something that happens a lot in the day and you can adjust in my part from my point of view a lot of things if it comes to cohesion in armed forces.

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Thank you very much for the tension. I'm looking forward to the discussion.

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Thank you very much. Stefano. You are really On time you have 8 s more than you reach the 50 min so it's it's really a pleasure to have so this disciplined presenters and now we hope of course you will also be the presenter who sticks to the time and The floor is yours.

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please.

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Thank you. T board. I am, much pleased to come back to my research committee that I first.

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Joined when joining the International Sociological Association. And I hope there is a there is a reason for that in the sense used in Europe.

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I'm from Romania and Perhaps some of the most interesting things in the Middle East and military terms is happening now in Eastern Europe not because of just Ukraine proximity but that's not because of the former Central and Eastern Europe transformation.

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And the champions of these transformations are first, it's Poland. Which is undergoing a serious melatarity form.

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And, Romania's also, this, this model, not that fast, not that fast, not that many resources as Poland.

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But quite close to Poland. And so Poland is in the north, remains in the southeast, next to the Ukrainian border next to the, let's say the conflict zone and the military in general it's it's quite important.

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What is the challenge? The challenge it's, that, if you want to make a reform of the military.

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And increase the number of soldiers to resources the money and so on you'll need in the appropriate strategies to do it.

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And the challenge is that he cannot even recruit as many soldiers as you want. Or you cannot have the retention that you need.

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Because they after 3 or 5 years they service they would rather go for I know a civilian job in a bank or whatever.

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Not in the military. And therefore, there is a there is a reform of the military service. Which is somehow getting into conflict with the what we call the professionalization.

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We were very happy in 2,008, 2,009, 2,007, Poland and Romania that we ended the conscription.

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Everybody was happy. So no more. Military that it's you know mandatory Everyone could do if they want to.

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So we downloaded, we downsized the military from 350,000 in the case of Holland, 280,000 in the case of Romania to something like a 100 2,000 150,000 to Poland and 70,000 100,000 for Romania.

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Now pull on this raging again to a goal of 350. And minutes looking for 150 to something you know close to 200 in the next 5 years We do have the resources.

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The budgetary resources the civilian participation so to speak a political participation support from the larger society yet we still have this challenge who is going to answer to the call for the new military I mean in the in the you know the civilian young people in general because the culture is no longer supporting the political culture is no longer supporting the idea of

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a large military and a mandatory service. So it's a more liberal culture among the young people. And a rather traditional call institutional call and need from from the from the military in general.

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And we do have to invent or reinvent those strategies to bring as many as many young people as you can.

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So let's start my presentation. So it was a a normal or a traditional you know military service that with roots in the nineteenth century with the military to it was a way of making yourself a citizen and making yourself a polish in the case of Poland that was you know, recreated in 1,918.

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So it was a mass. Multitary conscription and the sort of political civilian indoctrination.

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Okay, that it's to fabricate to make responsible citizens to provide integration for social and ethnic minorities.

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And partially for the women. As I said in 1,990 we had a large military.

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And in 2,008 to 2,009 we end the conscription and we thought okay the problem is is gone there is no more problem everything is going to be okay until 2,014 and you know 2,022 that the challenger coming back to to the regions.

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So we have a sort of Conscription or retention crisis? Which is going to last for a while and we are looking for the proper solutions.

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Okay. This is the general model which is among the NATO countries. That we also share to a certain extent there is a study in the 2,003 20 trade by the Rand Corporation.

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It's explaining the United States case which is a specific case of recruiting and retention crisis. There is a declining trust in public institutions.

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We are not facing that. That decline yet. For instance, if you go to Poland, the Catholic Church and the military still behind the public trust.

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The same in the case of of Romania. Yeah. We are not having that small amount of people that are still meet enlisted in enlistment standards which it's a little bit higher.

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That means the people from a physical and mental point of view are fit for military service. Yeah? We also have an increase, an increase, an increase in the cost of recruitment and and retention.

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So to a certain extent we share the same situation. I was I was presenting this this example of the American example because it's somehow specific to many of the European allies as well.

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So this is this is how it's related to the NATO participation. We have this this conflict in Ukraine and much of the young people think well it's NATO which is providing us defense so we don't have to contribute ourselves.

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You know, we don't have to engage our local resources because they are doing already. So this is a this is a Yeah.

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A sort of a which is explaining a transfer of responsibilities from a national to the alliance.

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Allied responsibility. Okay, so We are trying to adapt this new strategy. This is the how the NATO is seeing the the required recruitment strategies in 2,007.

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That means basically, job-oriented. approaches that means to increase pay and benefits The quality of life within the barracks.

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Programs to support the family and the children and communities. And then adapting service requirement to a available recruits to give you an example in December.

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Okay.

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We have the Ministry of the Interior. We still have this this french in sparrow institution which is the chandar merry which is for you know local internal domestic protection and for the first time in the last 20 years.

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We had no enough.

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Investment for for these institutions which were usually you know very easily to be to fill their ranks. So they are not no longer interested as much as they used to be.

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So they lower the standards in order to accept more recruits, which is, you know, that means you need more time in order to make them fit the normal standards.

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Okay, so then we go for professional recruiters. We're creating those government agencies for advertising for you know making the public aware of the benefits and so on.

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Then we have the educational incentives, the Polish already used this one, which is inspired by the NATO country as well.

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So I give you a sort of tuition loan so you'll serve for 3 years or 5 years then you'll you can you can go to university and things like this.

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Then we have this flexibility of contracts. Taking into account as well. Because the budget is not so general in the last period of time the war is making economies a little bit strain.

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There is a problem now with the retirement. So if you don't have a good retirement plan For the young people they will no longer go for you know entering the service and so on.

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So the point is that in comparison with the Sc. Retention and recruitment and retention for the professional military is more complicated, more expensive.

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More elaborated but more efficient. In the same time. Yeah, so that means we do have, effectiveness improved, the professionalism increased and sort of readiness achieved indeed.

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Okay. This is what I mentioned to you who is going to defend us. This is a survey in the NATO countries.

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As you can see. If you ask for Lutherans, they think, 84% of them, they say, well, it's NATO, which is going to protect us.

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Right? So if you go to Poland. Which is a little bit so is 79.

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Okay.

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So these are the figures in the. After the crisis in 2,014 you can see this is this is Romania and Poland We had a 65 in 2,014.

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We are most rich, 78. 80,000 in the case of Romania in 2,022 active troops.

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Okay, and then for Poland they had 99,000 they are now approaching 122 last year.

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Oh, it's a increase which is If you look at the, if you look at the past Yeah, before so it's summer here.

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It should be. Professionalization. 5 because This is the network we have after the Cold War. Yeah.

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Is very high Okay.

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Oh, let's go ahead with this one. And that was Romania. This is Poland.

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Which is, which is going to Increase as well. Okay.

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This is defense pending. Which is reflecting this. Increase attention we we pay for for defense.

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Yeah, this is the case of Romania where we reached 2.2. Out of the, you know, the total, the GDP.

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Cross Domestic Product And, We expect. At the defense spending to raise again in the next period of time.

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No matter what to see. The result in the Ukrainian conflict. Yeah, because some other form of conflicts.

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Most probably will still occur in the area. Okay, this is Romania. This is Poland which is you know, I will not make the comparison with the the period before 1,990 but if you look it's it's increasing to the extent that the GDP of Poland is also very, let's

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say, a positive. Approach and increased after 2,000 to towns after 90 97 entering into Nita and 2,004 entering into the European Union.

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So Poland it's it's having a good economic result.

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Okay. So, this is what we are facing now. How to change Dear recruitment strategies. Poland, it used to have a, I would say not a nationalistic but sort of patriotic.

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Militaro service The Polish young people were were happy and honoured to serve in the military.

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It was a culture of serving the country if you serve the militar you are serving the country and families with 2 boys one of them is going to the church, the other one to the military, this is the additional church, it is the additional Polish, 19 twenties, 19 thirties.

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They are trying to reinvent this tradition to a certain extent. That the current political party which is the law on justice is having a traditional I will not say even pantyotic but a certain polishness tradition in recruiting and retention of the military.

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And they decided to also create what they call the land troops which is the reserved groups which are partial occasional training to supplement somehow the active military.

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I will show you the figures. We are following in Romania while following the same path not that intensity but we also created the reserve troops to supplement, to supplement the existing monitoring.

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Don't then we didn't create a pay and benefits, the quality of life.

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A professionalization of recruitment and many other things. Okay, let me for 2,023 the polish already have a program and the budget which is approved they would they are going to go to to spend 110 billion for the next 10 years.

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Which is quite something. We are a little bit more modest to something like a 15, 1 5 billion for the next 5 years.

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We don't have a plan for 10 years. The Polish are more you know, determined but we also think it's 5 years it's a good plan.

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Yeah, and Poland is going to four-person, we are going to 3%. Was probably by 2,025.

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Holland is looking for 2,000 50,000 troops. We are be happy. We will be happy with 120.

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That would be very good for us and so on. This this is territorial or reserve forces that I mentioned to you, 50,000. 20,000.

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Okay, so I will stop here for or And I'll be happy to take your questions at the end of the presentations.

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Thank you very much. Now we are coming to our presenter Rita from Lithuania who is online maybe you can Change here, Gabriel, please.

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So.

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Yeah, I'm not seeing any slides yet. Can you?

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I cannot upload. I can upload. Okay.

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Do you like to show your slides from your computer or should we? Show the slides. Okay, then we will show here and then you can say the next slide if you are or finish with the slide.

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No, no, no, but, yeah, I am showing them. Can you see my slides?

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Oh. Yes, perfect. Maybe you can.

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Yes, so it's made. Thank you very much.

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Yeah. Yeah. Yeah, thank you. So hello and today I will present him about the conscription in Romania and discuss some issues related to motivation atitudes and contribution into defense forces.

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As you know, that the topic of conscription has been a subject of various terrorist and debates through the history, the no terrorists related to conscription like civil duty, national security, social equality, critics, professional military.

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But in Luffina we had such citation that the modern army and national difference system constructed after restoration of countries independence.

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And according to our office that was period that that new ideas about army go they're going on and our national army was constructed as you can see at the end of modern society was constructed as you can see at the end of modern society and beginning of what they're going on and our national army was constructed as you can see at the end of modern society and beginning of post modern

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society jumped in the new flows, concerning, yeah. It, so,

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Yeah, so in our army, we had several stages of, construction of conscripts institution.

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And from the beginning, at in 2,000, 1999, one, the context was that independence of the country was just the context was that independence of the country was just that independence of the country was just restored and first, was that independence of the country was just restored to independence of the country was just restored

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and to first conscribed it and to first conscript it. And, first conscripted, the dependence of the country was just to restore it and to first conscript it, so just started service in the national army and the main aim was to defend country because the Russian army still was in the country.

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And only in 1993 the Russian army left the territory of. Levine, yeah, and only from that time a permanent initial, compulsory and military service.

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Was fully re-established. But, in the period from 90 93 to 2,004, Lavina was in preparing to join NATO and, we joined NATO in 2,004 and from this period again you attitude towards the conscription.

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And, er, from this period, again, you, er, attitude towards the conscription institution, er, So, from this period, we switch to collective defense as you can see and to be a concept of territorial defense was just abandon it and therefore er, they, er, moved or.

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experienced transition to professional ARM. Therefore, a compulsory institution was, suspended.

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And do. In (200) 910-1419 when the Russian annexation of Crimea and the ongoing conflict in Eastern Europe.

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Appeared So our state again realized that institution of conscript is necessary and where from it was re-introduced.

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That from this period, aims of conscription institution became a new like strengthening need to collective defense and deterrence.

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Then strengthening public and state preparedness to non-military treats and development of regional and international security.

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So in more detail it could be said that This period from 2,004. was the major challenges for the state.

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Undergo transformations because they needed to transform from this compulsory conscription or army constructed or mainly based on compulsory conscription to a professional army.

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But It was, a done and, it was based on mail, young mail or only and, it was based on mail, young mail, or only into that, related problems related in army, related with some demographic, or only, and that, related problems related to, some demographic, health, of

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young male and, and so on. So, currently, related with some demographic, health, of young color mail and then so on.

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So, currently, as I mentioned from, 2,015, a conscription institution, and so on.

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So, currently, as I mentioned from my 2,015, conscription institution, reintroduced and now we have a system that compulsory for the lens of compulsory military service in Levi is 9 months in this period conscript to receive basic military training and to acquire the

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necessary skills for national defense. After completing service, it conscripts eligible for reserve duty but also they, can express, wish to, to stay in the regular army as a professional sources.

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But still, a very many discussions about, What kind of, compulsory or not compulsory, only for man or also for women and so on.

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It should be a conscription institution. So in my presentation II would like to share some research results on interrelations among conscriptions on interrelations among conscriptions on interrelations among conscriptions, motivation, on interrelations among conscriptions, motivation, additives and contribution into defence forces and the main research

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questions and contribution into defense forces and the main research questions as as such. How motivation of conscripts interrelate.

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So data collected. Er, from 2,016 and we asked, conscripts, from 2,016 and we asked, conscripts, current comes, credits 2 times at the beginning of service and at the end of service.

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We used quantitative questionnaire survey and also a standard questionnaire in which we, in, in, in, to introduce some questions related to, that that I already mentioned previously.

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So, in 2,006 and 19, all, service they are conducted face to face.

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During COVID, we add it online. So, and each time we ask the around to 2,000 concerts.

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So, what, So, the constants, have various motivations to complete compulsory primary primary military service.

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And by conducting, conducting factor analysis we found that all this motivations usually fall into 4 main groups.

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Like search for advantage and patriotism. Than having decided to become professional soldiers from the beginning. Just before coming into compulsory service.

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And also, influence of personal social networks and, seek for social guarantees and a deeper analysis showed that first 2 groups are related to with a real intention to become professional soldiers.

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If the first group looks like not very much motivated to become professionals, but they come into compulsory, primary, military service or conscription, like for adventure, but later they usually decide that that is a big adventure for their life and they would like to continue as a professional soldiers.

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So those who are who in in a second group usually they are still After a conscription, period, we still are interested to stay in regular army but to last 3 groups are not interested to stay in regular army.

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But to last 3 groups, they are not interested to stay in this. They also asked about attitudes on future conscription and ask, then, boys, Matt or main, mail should be invited for the compulsory conscription.

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And, here you can see a results from, respondents mail and respondents female and we found that the highest percentage who, strongly agree and agree that this compulsory conscription should be organized immediately.

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After leaving school and then a rather big share of meals who are strongly agree with such a provision of a compulsory conscription.

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And, yeah, so we have, such trends and, trends change a bit during this, service, but, still, the main trains of attitudes of male and females are more or less the same.

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So, another question was whether female should be invited into compulsory conscription and we found that against it are males the highest percentage of males are against that woman or female would be in in this, a compulsory conscription.

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Meal by a female, you would be, in this, a compulsory conscription.

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Meal by a female, for this, participation in or in invitation of. A female into a compulsory conscription.

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Yeah, so, a rather different opinions from male and female concerning female in the conscription. So thinking about contribution to the Of course, for the future, we also asked the presumed that it attributes may be influenced by some obstacles to come to to Army to serve in an army and to do this on me and to do with my primary compulsory service

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therefore they ask what their primary compulsory service therefore they ask what their difficulties to come to this compulsory, and to do this primary compulsory, service.

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Therefore, we ask, a primary compulsory, service. Therefore, we ask, a primary compulsory, service.

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Therefore, we ask, what the difficulties to come to this compulsory const and again we conducted from the ancestors conducted factor analysis and we found 3 main groups like first was on solved problems with family like a child support and problems with employees and answers like bank loans.

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Er, taken and so on. In this group, people usually have such big obligations that for them even this 9 months of compulsory conscription makes a big obligations that for them even this 9 months of compulsory conscription makes a very difficult and serious problems.

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A similar group is a second like problems regarding professional career, business continue continuity. This person said that They have dreams about some kind of professional career.

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They have positions in Viscan here and this 9 months break this dreams break of his career and therefore because the employee will not see for example will not keep a job place for them and it should be a job place for them and it should be serious consequences.

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Set that, we are not interested in this compulsory, conscription. A third group was, about, about, meeting the requirements for the soldiers physical training and, bigities in the requirements for we solve just physical training and, bigities in the processing of documents.

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So in this, third group, person that, that we, interested in compulsory construction, but just a little bit difficult for them.

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Or they have some emotional, problems set to cope with that. So, also a, was that, idea about, a coming to a compulsor conscription or not.

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And to stay in regular army after conscription may be influenced by assessment of current conscription conditions and we asked how much we are how they assess the conscription service in general.

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Yeah, and here you can see, assessments at the beginning of service and at the end of service and I showed this red and blue lines how they change during periods of conscriptions.

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So you see that at the end usually there are less people who said that they assess conscription service better than expected or as good as expected.

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At that was in 2,01617 and 1920 but then COVID came and when. Ukraine Citation Emerch, a situation change rather radically and more people become more positive or they assess their services more positive.

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At the beginning and at the end of service service because probably it is because they understood how it is important to have this, a conscription institution and how it is in important to know how to defend the country, family and territory of this state.

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Yeah, so. Next to what was, asked that, do you intend to become military professional after a conscription grading and time to time or in with you.

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We found that, actually from other questions, from which sources the, young males and females receive information about.

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Conscription and they said that one of the main information source is personal the networks. So, they, share information about conscription institution and therefore, have some opinion about that.

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So, and therefore in our survey we ask conscripts what they say for their friends when they.

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When they, move out of service. So question was formulated, would you advise your friend to do, conscription voluntary.

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So again we found that I actually, eventually, percentage who will advise friends to do conscription is decreasing.

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So again, it's, it is a result that is not satisfied for our Ministry of Defense and for conclusion I would say just summarize that, a current conscription.

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Conscript assess their experience with conscription rather positively, but a universal, compulsory transcription is supported for mail.

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Only mean by transcription for female is supported as voluntary only still as very differentiated according to gender. Conscripts tend to advise their friends to do conscription but over the years the share of such decreasing almost twice.

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Also part of conscripts already have plans to become military professional and conscription is way to test. Also part of conscripts already have plans to become military professional and conscription is way to test themselves about choice of possible future profession.

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And there is a yes, about fifths of fives intend to choose become military professionals. But still, we share a decreasing more than twice.

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And finally, I would say that those who motivate, who, who's motivation is to search for advantage after the conscription often change their mind and decide to try national army forces to become military professionals.

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What I wanted to present.

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Thank you very much Rita for your presentation.

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Okay.

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So.

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Thank you for all this excellent presentations. Now we have 20 min, 25 min for questions.

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Would I start? Yes, please. Yes, or I cannot ask you. The microphone Can't even say so.

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Thank you. My questions for Brad. Do you think that militaries are actually best placed? To do the civilianization that you speak to given that militaries traditionally are about de civilisation and you know the mortification herself and beating the civilian well maybe not literally maybe James's presentation could be the case.

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Drumming that civilian aspect out of people so in that case perhaps the reservists might be one of the good.

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Avenues for that's villainisation process.

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In in in in the project there's data that shows and I've also done a more formal evaluation of a related program to that called mind right and how meaningful it is that it comes from a peer.

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And that's someone more, it's a more of a veteran rather than reservist.

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Some of them might be reservists, right? But that it's coming from someone who has experienced who's been institutionalized who's had that habitus and they talk firsthand about their experience of transition.

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Is really crucial. And one of the things about transition is, you know, they're going to workshop after workshop after workshop and you know and it's just kind of going over their head.

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You know, there is when you say, well, is defence in charge? I mean, they outsource that typically to, to, groups that outside of the fence.

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But they don't challenge. And haven't done the research on it but I think they know that it wouldn't go down well if they were trying to be critical of of defense there.

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So, but then at the same time, you know, defence doesn't want to, you know, I mean, and you see it, you know, I mean, and you see, people in the military, they're in charge of it.

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And there the scapegoat. Or, yeah, or they're the go that's getting put up the dog that's getting separated from the pack, they've got very little interest.

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In that and There was

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In the productivity report of Department of Veterans Affairs part of that sort of the Royal Commission to veteran suicide that James was talking about in an earlier session today.

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There was a proposal that defense Fancially, defense and veteran affairs are joined. So defense had to be responsible for what they impose.

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Grying, take grow consideration of that. And there was an outrage at that proposal and you know quickly got jobs from the draft.

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Report you know and didn't appear in the final report so because you know they want to do what they do and they don't care what happens afterwards, so it's about capability.

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So I think there are advantages for defense being. In charge of that or someone who has defense experience what doesn't really tend to work and this and similar findings in relation to health care avoidance and things like that if it's, you know, a civilian.

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You know, they're unwilling to kind of open themselves up or take the process meaningfully.

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Yes, a question for for your colleague in. Yeah, a question for the colleague from Australia. Experiencing a change in a strategic environment.

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The culture of strategic culture is also changing quite rapidly. Is that affecting somehow the military culture you're talking about.

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Other people, the young people aware of new You know, The transformation in the military service that they may occur in the next period of time are they ready for this new strategic environment?

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I mean the the data I provided is maybe about 12 months old. Now and it had people who had done that program in the say the last 2 years before that.

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Depending with the where when things change. I don't think there is a great sense of change. Within at the at the unit level amongst recruits.

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There is. But there is a lot of only 2 weeks ago there was what released 2 weeks ago, Stephen.

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Steve will know better. But defense strategic review. Which was major review of the French services. A complete reorientation or not a significant reorientation but it's most around capability related to infrastructure.

421
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And things but so there is disruption going at the moment. But I don't think ideas of service and I don't think you know just discussions of Retrootment or attention, you know, arcade into Yeah, the threat of China in Taiwan potential conflict and things.

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I don't think that that links particularly made is more around all the

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There's been, you know, quite a bit of, mean the Royal Commission comes out of activism by veteran groups.

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And public concern. Around suicides or unemployment rates. You know, therapeutic discourses, you know, talking about the defense service and stuff like that.

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That's much more prominent than kind of a strategic environment.

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Okay. Offer questions? Yep. Please.

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My name is Gain Nogami. I want to ask, Stefano.

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And from your presentation I feel role of socialist imagination focusing on eating. Yeah. In my understanding, you are saying, eating and eating and eating under unit cohesion is we cards and you need to and eating and the Right?

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01:34:17.000 --> 01:34:36.000
Okay. But, when I see, or film or obvious that something like that at the eating in a combat team and in battlefield and makes a strong tie.

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01:34:36.000 --> 01:34:52.000
As a as a as a a strong team. I think that you had to your survey desert is eating in bags.

431
01:34:52.000 --> 01:35:09.000
I see. But II don't know, but whether it is possible not to conduct a survey in the battlefield, and not to conduct a survey in the battlefield, but we should focus on the.

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01:35:09.000 --> 01:35:31.000
Or with that meaning go with that. Eating in battlefield How do you think about? You're mentioning an excellent point again because of course these data comes from training in Switzerland.

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I just can answer you with historical data from the world wars. There are some historical research. About the role of food for the soldiers in the battlefield in the trenches.

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And they show how it is how it was important for them to share the foods they got from home. They are also, there were also the possibility to get parcels from home.

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01:36:00.000 --> 01:36:07.000
And this was really important that they had the possibility to share the food they got with the commemorates.

436
01:36:07.000 --> 01:36:15.000
It was really common sense that you expected that the daughter shared with you the food. Very scarce the food.

437
01:36:15.000 --> 01:36:31.000
So it was precious. But you didn't took that only for you even if you had a few not much food you gave it to the comrade and you showed them that your close to each other.

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01:36:31.000 --> 01:36:40.000
So I think even if I don't have the data. What I showed is also bedded for really combat situations.

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01:36:40.000 --> 01:36:51.000
Yes, Emanuela? Yeah. The

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01:36:51.000 --> 01:37:03.000
Yeah, I think the great one of the issues with I think the concept of the greedy institution as much as I really like it is it's kind of, it starts off as being critical.

441
01:37:03.000 --> 01:37:17.000
Nothing good about being greedy. Right. Where if you think but there are So it's tends to be negative from the start, but I think there probably is all sorts of advantages.

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01:37:17.000 --> 01:37:29.000
To, having a career which is Spain's is holistic and it spans, totalising but then that can be too much.

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But I wonder like in relation to data What's where one of the ways that the greedy institutions becomes problematic is the context like families if that's not supportive.

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01:37:41.000 --> 01:37:55.000
Of that so I wonder about what What changes there has been there in relation to the support or on the one hand, but on the other hand I think we've seen this differentiation.

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Process within the militaries. The why it's a great institution, they're actually also not providing or involved in providing education and other forms of support outside of the direct role.

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01:38:12.000 --> 01:38:14.000
And that's certainly the case in. Let's try and work I do in Darwin.

447
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It's a greedy institution but then it's actually not providing for child childcare services, for example, which would actually dramatically change actually people's

448
01:38:32.000 --> 01:38:38.000
The ease in which they can serve and how they are in touch with the military and things like that.

449
01:38:38.000 --> 01:38:46.000
So just to make sure. You're asking what changes have been implemented to better support the family?

450
01:38:46.000 --> 01:39:08.000
Yeah from the fence From, so right now. OK, so I think first of all, I think Switzerland does have a really good family support inside of the military.

451
01:39:08.000 --> 01:39:17.000
How's it called? If you send your small kids to daycare, they pay a part of that.

452
01:39:17.000 --> 01:39:27.000
And so it is a very strong. Support mechanism in my opinion that would sort of improve this greediness of the institution.

453
01:39:27.000 --> 01:39:48.000
One thing that is also being discussed if is if it would be beneficial to actually implement child daycare. Close to a military facility that is being discussed and there are actually 2 opinions about that.

454
01:39:48.000 --> 01:39:55.000
But what we can see is that actually not a lot of people use this kind of support for the military families.

455
01:39:55.000 --> 01:40:10.000
And that's what I said that there is good support, but we need to sort of encourage people to use it because what we see a lot is that still there is still this idea of traditional models.

456
01:40:10.000 --> 01:40:24.000
So a lot of mothers, let's say after the second child, they stay at home and they take care of the the kid and so Still there it gets greedy from the family, right?

457
01:40:24.000 --> 01:40:33.000
And maybe just a quick note. II get your critique on the greediness of the institution.

458
01:40:33.000 --> 01:40:34.000
I agree with you and I do not think that it is all negative. I agree with you and I do not think that it is all negative of course.

459
01:40:34.000 --> 01:40:40.000
I agree with you and I do not think that it is all negative of course. I just think that when the greediness from the.

460
01:40:40.000 --> 01:40:49.000
I just think that when the greediness from the military meets the greediness of the family that it gets, it is a challenge in that sense for the work life balance.

461
01:40:49.000 --> 01:41:00.000
Or the orientations to defense had changed. So it's a simple military relation. You have a sense that so matter rather than just real support.

462
01:41:00.000 --> 01:41:06.000
Yes, there's a sense of the other than

463
01:41:06.000 --> 01:41:33.000
Okay, no, actually I have interviewed a few spouses and they are really are really proud of their spouses being in the military so I think in Switzerland it is a very I just serving the military is something that you are very proud of and that your family is also very proud of but they do recognize that your family is also very proud of, but they do recognize that it comes with a

464
01:41:33.000 --> 01:41:38.000
lot of challenges, but they do recognize that it comes with a lot of challenges. And this being, first of all, the hours that they have to work with a lot of challenges.

465
01:41:38.000 --> 01:41:45.000
And this being, first of all, the hours that they have to work that I stated is that on average they work So that of course is a challenge and then What they also face is that they do get deployed inside of the country quite often.

466
01:41:45.000 --> 01:41:59.000
So they should get deployed every 4 to 60 years but often it is every 2 years and then it's We give you 2 weeks notice and then you have to go there.

467
01:41:59.000 --> 01:42:10.000
And what do you do if you have a wife and 2 kids at home. Did I? Thank you very much for your question.

468
01:42:10.000 --> 01:42:35.000
Yes, please me. If the microphone. You might find that sometimes it's similar to Why men choose not to take extended leave because they're worried about how their employer is going to view them if they take the extended leaves or maybe some of those issues relate to what you talk about.

469
01:42:35.000 --> 01:42:46.000
But I wanted to ask the question on social cohesion. Have you had an opportunity to look at the ways in which other ways of forming social cohesion.

470
01:42:46.000 --> 01:43:04.000
Might impact other than food. For example, playing sport. Or other activities what are ways of producing social cohesion whether or not they're more relevant or important than food or something else is at play.

471
01:43:04.000 --> 01:43:13.000
Okay, this works. Thank you for the question. It is of course not my intention to say that free is the only one, the possibility to create creation.

472
01:43:13.000 --> 01:43:27.000
And a period of the quantitative analysis I just focused on food. So you have to, but I have interviewed a lot of soldiers and recruits in qualitative interviews.

473
01:43:27.000 --> 01:43:54.000
And they of course mention sport activities. Smoking or other things they do drinking drinking drinking is fully related but but they mention all of things like to together in the same room.

474
01:43:54.000 --> 01:44:05.000
The fully related aspects are the most global ones. Everyone has to eat. This makes it so powerful. So you can't have, 50 guys.

475
01:44:05.000 --> 01:44:26.000
Sleeping in the same room. Often there are 7, 10, please, but you can have everyone eating together and So of course, Spart and and everyone is in Park, but food may be special because everyone really has to eat something and these fashion officials for everyone.

476
01:44:26.000 --> 01:44:36.000
Good. Yep. Yes.

477
01:44:36.000 --> 01:44:45.000
I may have 5 min left so I will ask the online community if any question from your site. Yeah.

478
01:44:45.000 --> 01:44:59.000
Yeah. Very good evening. Very good evening. Yeah, I would like to make a as a small observation.

479
01:44:59.000 --> 01:45:10.000
So far as the conscription and support system is cancelled. You know, so far as the Indian Army is concerned.

480
01:45:10.000 --> 01:45:27.000
And the Army has launched in a very comprehensive Okay, Set the ball. And this again was launching in Indian Kashmir because of the 30 years conflict.

481
01:45:27.000 --> 01:45:37.000
They were along the military majors. It was fair to that there need to be a support system to the society.

482
01:45:37.000 --> 01:45:48.000
You know to mitigate their sufferings and in order to improve their into their quality of life.

483
01:45:48.000 --> 01:46:00.000
In this regard, the case, so far as this, so the border program of, Indian army is concerned.

484
01:46:00.000 --> 01:46:13.000
You know under this the various welcome meters have been launched in the in the in the union territory of particularly with reference to Keshe.

485
01:46:13.000 --> 01:46:24.000
And as a result, there has been a massive kind of I should say transformation. In terms of perception building of the army.

486
01:46:24.000 --> 01:46:38.000
They is by, Yeah, in touch with the Society at the Grassroom Close and As of now.

487
01:46:38.000 --> 01:46:55.000
Almost in every hamlet. Whether it is urban or with its country side. The schools are being run by the Indian Army and the stock which is being employed there.

488
01:46:55.000 --> 01:47:12.000
They are the local And there's 2 landers who are enrolled there. They are given huge concessions and as a result for the past 2 decades.

489
01:47:12.000 --> 01:47:28.000
We find a very significant kind of paradigm shift so far as the military. Military interventions are concerned It is very important whether it is west, whether it is east or any part of the country.

490
01:47:28.000 --> 01:47:46.000
Milky had to engage the society at the engage itself on the 2 promoted that on the one hand they can deal with externally with the international element that is there is him etc.

491
01:47:46.000 --> 01:47:48.000
But simultaneously they had to be they had to

492
01:47:48.000 --> 01:48:03.000
Sir, thank you for your remarks. But now if I'm looking on the watch, the offer session is standing in front of the door and we have a very strict time table.

493
01:48:03.000 --> 01:48:04.000
Nice. Thank you.

494
01:48:04.000 --> 01:48:13.000
But thank you very much for your remark and also I thank you all for your questions for your presentations.

495
01:48:13.000 --> 01:48:21.000
Thank you very much and I wish you a nice evening and maybe summer have time for a dinner together. Bye.

496
01:48:21.000 --> 01:48:23.000
Thank you very much.

497
01:48:23.000 --> 01:48:28.000
Thank you soon. Thank you.