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Problem Statement: Having good relations between a leader and his or her colleagues are important in order to achieve results in any organization. Purpose of Study: To investigate the leadership style developmental leadership (DL) and any relationship with the factor results of leadership in DL. A second purpose was to investigate the relation between the factor results of leadership and the five personality factors in the personality test NEO PI-R. Methods 16 respondents working in a municipality in Norway filled out the personality test NEO PI-R. In addition the developmental leadership questionnaire (DLQ) was used in order to collect data on the respondents’ leadership. The respondents were also requested to send the DLQ to 6-10 supervisors/colleagues and subordinates in order to get objective feedback on their leadership behavior. The respondents were divided into a high and a low results group dependent upon their scores on the factor result of leadership in DL. Findings and Results No significant differences were found in the high results group between the respondents’ own score and their colleagues’ score on the different aspects of DL. Significant differences were, however, found in the low results group between the respondents’ and the colleagues’ score on the different aspects of DL. No significant differences existed between the two groups regarding the score on the five personality factors. Conclusions and Recommendations: A relationship seemed to exist between the leadership style DL and the factor results of leadership but not with any of the five personality factors.

Background The Norwegian Armed Forces is a part of the public management sector in Norway. As an organization and a community institution the Norwegian Armed Forces is responsible for governing large financial, material and human resources. Purpose of Study: To discuss efficiency promoting and efficiency restraining factors in the Norwegian Armed Forces. Sources of Evidence: We have chosen to discuss various efficiency promoting and restraining factors related to four parts of the Norwegian Armed Forces tasks, structure and resource assets. These four parts are the new model of governance, the budgeting and accounting process, the procurement policies, and the salary and career policy. Main Argument: By rationalizing these four parts the Norwegian Armed Forces follow the developments that are taking place within other public sectors in Norway. With the introduction of the model of governance an important step is taken in the direction of adaption to the market, although this market may be seen as a quasi-market. Conclusions The model of governance is efficiency promoting, but has a long way to go before it functions optimally. More efficiency promoting measures have been implemented in terms of the budget and accounting process. This has led to an increased insight into the ongoing processes and an increased degree of control. The implementation of a new procurement system is the most efficiency promoting factor in order to improve all aspects of the Norwegian Armed Forces procurements. However, the salary and career policy is perceived as too complicated and poorly communicated.

Problem Statement: Being self-aware about your preferred leadership behavior is important for a military officer. Equally important is getting feedback that indicates how others perceive your leadership behavior. Purpose of Study: To investigate the degree of self-awareness regarding military cadets’ leadership behaviour and how this was correlated with others perceptions of the same leadership behavior. Method: This study was an explorative and descriptive study. 26 cadets at the Norwegian Military Academy filled out the Developmental Leadership Questionnaire (DLQ) measuring their degree of developmental leadership, as well as their degree of transactional leadership and non-leadership. The cadets also had to send the same DLQ to 6-10 commanders, colleagues and subordinates in order to get feedback from them on their leadership behavior. Findings and Results: It was found that the cadets scored themselves lower on both developmental leadership and on the positive parts of transactional leadership and higher on both the negative parts of transactional leadership and on non-leadership as compared to their respondents. Conclusions and Recommendations: In the scores the cadets gave themselves they scored quite high on developmental leadership and on the positive sides of transactional leadership, and quite low on the negative sides of transactional leadership and on non-leadership; one may conclude that they have a high degree of self-awareness. This also indicates that they are developmental leaders although they may not see this as clearly as their respondents do.

Purpose of study: This paper examines the reactions exhibited by a Norwegian officer after having participated in a military operation abroad. Problem statement: The officer was clearly affected by both parallel and analog stressors both before and during his tour abroad. Sources of Evidence: When the officer returned home he revealed an over-determined reaction while being a passenger in a car. The officer clearly lacked an ability to process the accumulated stress that had been built up during many years, both in civilian life and as a result of taking part in several military operations abroad. His over-determined reaction may have been caused by a lack of mental preparation before and during his last mission as well as a lack of coping skills. Main Argument: This may have allowed the residual from different previous experiences and experiences from his latest mission to build up until his reaction became over-determined. Another possible explanation is that the officer did not have time to try to cope with the things that happened during his mission abroad. Conclusion: Although not much happened to the officer during his last mission abroad, he had a lot of fantasies and strong feelings attached to the mission after returning home. After a few weeks at home these fantasies and feelings slowly disappeared and the officer returned to a normal life.

Problem Statement: Leading in the military is a challenging task. Purpose of Study: This paper examines possible correlations between creativity and the factor inspiration and motivation in the leadership style Developmental Leadership (DL). Hypothesis 1 stated that respondents who score high on the factor inspiration and motivation in DL were expected to have moderate to high scores on social boldness, perfectionism, abstractedness, dominance, and openness to change, and low scores on sensitivity and warmth. Hypothesis 2 stated that respondents who score high on the factor inspiration and motivation in DL were expected to have moderate to high scores on the primary factors openness to change, reasoning, rule-consciousness, social boldness, and abstractedness, and low scores on sensitivity and warmth. Methods A personality test known as 16PF was used in order to measure the personality traits of 16 cadets at the Norwegian Military Academy. Furthermore, the developmental leadership questionnaire (DLQ) was used in order to investigate the frequency of the DL style among the cadets. Findings and Results Our results showed that our two hypotheses did not receive any or very little support. One possible explanation for the lack of confirmation of our hypotheses could possibly be that the two used tools, i.e. the DLQ and 16PF concentrate on different things. Conclusions and Recommendations Some of the results are quite surprising. This may be explained by the sample size, so therefore it is important to conduct studies of larger groups in order to get more conclusive answers.

Background The public sector in Norway has undergone a number of renewals and restructuring processes during the last few years. This development is referred to as New Public Management, and has resulted in more competition, the need for adaptions to the market, and several new organizational forms. Purpose of Study: To discuss effective use of resources in the public management sector in Norway. Sources of Evidence: One key aspect in the public sector is that in addition to emphasizing good service, the public sector also has an additional responsibility to provide an additional service or an extended product to its customers. A problem in this context may be to measure the effectiveness of this due to vague and unclear goals. Another important aspect when it comes to efficient use of resources in the public sector is that it may be difficult to observe or verify what the quality of a product or service really is. It could therefore be problematic to draw conclusions about what effective use of resources really is. Main Argument: Regardless of how one chooses to define efficient use of resources in the public sector, it will be up to the politicians to decide whether the services provided by the public sector have a high enough value in relation to the actual use of resources. Conclusions We conclude that there exist several major challenges regarding how to measure the creation of value in the public sector within the domain of New Public Management.