| One of the most visible statutory organizations in society is police organization, specifics of activity of which requires for a unique system of personnel education (directions, methods of education, special legal regulation and exceptional personal characteristics, motivations of the person who decided to become an officer). The reform of Lithuanian police underway, negative responses of police institutions leaders about knowledge and skills of the students having practice in police institutions raise issues of review – constant update of police personnel education system. Development of the existing system of police personnel education requires for constant identification of existing problems, search for their solutions. The paper discusses determined current problematic issues of police officers’ education, presents the possibilities of their solutions. The goal of the paper is to examine a prevailing system of police officers’ education in Lithuania; to identify problematic areas and reveal officers’ attitude towards personnel education in their organization. |
| The paper deals with the sexual harassment as the unpleasant factor of present employment. Based on theoretical and empirical analysis, synthesis, meta-analysis, comparison, induction and deduction, the objective of the research is to explore quantitatively the incidence of sexual harassment among the female employees working in the public sector organizations of Pakistan, focusing on the education and health sectors. Sampling was used to collect the data from 200 contract and regular female employees from the education and health sectors of Pakistan. The results supported the hypothesis that there are significant sexual harassment incidences in the public sector organizations of Pakistan. Only 20 percent respondents were of the view that they had faced sexual harassment some time in their professional career. |
| Nowadays the special role in the process of building organizations’ competitiveness is played by employees. Therefore the wise, trust-based management of employees, with the respect for their dignity, has a major impact on the success of organizations. However, in the knowledge-based economy traditional methods of human resources management have stopped working, so the necessity to develop new methods of employee management has appeared: methods that meet the requirements of modern organizations and are accepted by both managers and subordinates. Therefore it was concluded that the issue of a dignity management as a new approach to HRM characterized by its high motivational potential is worth the scientific effort. The main objective of the paper is deepening and systematizing the knowledge related to the concept of dignity management in organizations. In the theoretical part of the paper, the issue of values which as the basis of dignity management is discussed – different definitions of this notion are quoted, and the most important characteristics of values justifying their importance to individuals, organizations and entire societies are identified. Further part of the paper focuses on the concept of dignity management. Particularly, terms dignity and dignity values are explained, as well as human needs that are expected to be satisfied at work and motives driving people at work are identified. Phenomena of dignity consonance and dissonance as well as consequences they have for individuals and organizations are also analyzed. Then attention is paid to discussing symbolic rewards and punishments as a basic tools of dignity management as well as conditions of their application. The results of the survey devoted to the dignity management in organizations are also presented. Thanks to this study it was possible, among others, to determine the importance of dignity in the workplace, to specify how often situations of dignity violation occur in organizations as well as to identify consequences of violating employees’ dignity. The final part of the paper includes findings resulting from the research and theoretical consideration. |
| The paper discusses the tourism development conditions in the municipalities of the Eastern Aukštaitija region, in Lithuania and Latgale region, in Latvia. The aim of the research is to explore tourism development conditions in the municipalities of the Eastern Aukštaitija region, in Lithuania and Latgale region, in Latvia. The scientific problem – the tourism development trends – more have not been studied in local, municipality level in Lithuania and Latvia and tourism in districts developed without a clear and long-term development strategy and consistent implementation of the program. The paper applies the analysis of scientific literature, quantitative research – a survey and questionnaire data generalization. The conclusions of article are: factors which influence tourism in the Lithuanian and Latvian regions most are the image of tourism destination/awareness, quality of tourism services, management of tourism destination, variety of tourism services and tourism infrastructure. Tourism specialists identified management of tourism destination, image of tourism destination/awareness, quality of tourism services in Lithuania region. Tourism development in the both regions is threatened by such factors as unplanned change of state economic development priorities, population migration to other countries and others, tourism development in the region can benefit from EU funds, the growing demand for active recreation and health tourism products in the hospitality industry, etc. Tourism development at the municipalities of both regions in Lithuania and Latvia is influenced by such factors, as the development of the tourism planning and management system, adequate competence of human resources, cooperation between public and private sectors, planning and organization, legal tourism base, tourism projects development and implementation, tourism development strategy and research in the tourism development area. |
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“We are committed to creating economic value, but we are not indifferent to how we do it. ...
Progressive businesses are gaining competitive advantage by responding to societal signals. ... We prosper by helping society to prosper.” Idar Kreutzer, CEO Storebrand, 2005 (IISD, 2007) The issue of social responsibility is now increasingly spoken in corporate practice but also in the theoretical view. In Slovakia, there are a small part of educational institutions which follow the principles of social responsibility. The aim of the theoretical study is to point out the importance of the social responsibility of educational institutions. Social responsibility must not only be part of educational institution internal documents in the form of long-term plans but should also be part of its real life. |
| The economy of the 21st century is characterized by dynamism, volatility as well as uncertainty and risk. The rapidly changing competitive environment in the local and global environment has resulted in the need for active, pro-creative and pro-innovative attitudes of business actors. Creative process rarely happens in isolation; this is usually the result of interactions between people in a particular community. However, some people are better able to combine elements from different areas of knowledge to create added value. To effectively generate creativity, communities should be geared towards increasing efficiency by effectively using the city’s intellectual capital. The aim of this paper are cognitive, theoretical-methodological considerations on the determinants of intellectual capital development and its influence on the creative sector in Szczecin, Poland. The methods of document analysis, analog and heuristic analysis, and interviews were used. The determinants of the development of the intellectual capital of Szczecin, obtained on the basis of surveys done, have made it possible to point to the influence of individual components that favor or inhibit the development of the presented sector as a key resource driving modern development. |
| The main aim of the article was to characterize and compare personal and public trust of students from Poland, Lithuania and Slovakia as a core component of social capital. Chosen issues considering social capital and trust as its constituent are presented in the theoretical part. The part has also become a foundation to the analysis of the survey outcomes conducted among students of Department of Economics and Management of University of Szczecin (n = 239), Faculty of Politics and Management Mykolo Romeris University in Vilnius (n = 113) as well as Faculty of Economics, Matej Bel University in Banska Bystrica (n = 153). Presented results, as a part of in-depth research study regarding social capital, led to arriving at a few valid conclusions. First and foremost students are quite careful as far as relations are concerned; on the other hand they claim that their closest surroundings are trustworthy. Therefore it seems reasonable to assume that closest bonds are strongly settled in their communities and cautiousness in dealing with other people primarily refers to strangers. What is more, students show a relatively greater lack of trust in people of other nations. In addition, among students there is a very low degree of trust in the state, regardless of its level. Worth mentioning is the fact that there are considerable differences in the students' trust in different occupational groups. |
| Recruiting contract workers into the organization can have implications for information technology managers and human resources, particularly in government agencies because contract employees’ perception of job satisfaction might differ from civilian employees. The article focuses on whether there is a difference in contract and civilian employee perceptions of overall workplace job satisfaction in a government information technology service center context. Empirical and theoretical research reveals that integrating these groups of workers as a team in the same organization cause implications because the differences between each of the two groups’ perceptions demonstrates a different kind of commitment to the organization, different workplace behaviors, and different sets of expectations. Thus, different employment classification types of the employees (i.e. contract and civilian) requires different human resource approaches that affects organizational citizenship behavior and task output. The aim of the paper is to carry out a detail analysis to determine whether the perceptions of job satisfaction, organizational citizenship behavior, and task interdependence differ in employees with different employment classification types (i.e. contract and civilian), which can lead to identification of determinants in other areas, and also to determine the directions for improving overall job satisfaction. Data from the 102 returned questionnaires were processed by statistical methods and analyzed. Independent samples t-tests were performed for the research hypotheses to identify whether the two groups of employee perceptions were perceived differently. The survey findings indicated there was no difference in contract and civilian employee job satisfaction. Nonetheless, results suggested a significant difference between the two groups’ perceptions of organizational citizenship behavior and task interdependence. Contract employee overall workplace job satisfaction-behavior, and work tasks are positively related to work environment. By focusing attention on formal and informal interventions, i.e. work delegation strategies and organizational events that include contract and civilian employees might increase overall work satisfaction of both groups. The study results may have practical value for managers and human resources who is interested in enhancing organizational effectiveness. |