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Distance education has influenced the organization of education at the level of systems and schools, the change in the specificity of teachers’ activities, the change in pupils’ learning, and, undoubtedly, the attainment of learning outcomes. The aim of this study is to determine what factors have affected pupils’ learning outcomes in the course of distance learning during the COVID-19 pandemic, from the perspective of pupils, pupils’ parents, and teachers. A quantitative study was conducted in order to reveal the impact of distance learning. The positive and negative aspects of distance education became clear. As regards the negative consequences of distance teaching/learning, the results of the study showed that in the teachers’ opinion, the pupils’ learning outcomes generally deteriorated. The positive factors of distance learning influencing the learning process and thus learning outcomes were a comfortable environment, the possibility to use a variety of learning aids available at home, and the possibility to view the lesson records at a time convenient for pupils.

The research analysis shows that children in mainstream schools suffered from psychological deterioration (aggressive behaviour, depressive moods, despair about academic underachievement, etc.) when governments implemented measures to manage the COVID-19 pandemic, and children’s education took place remotely for a significant period. This was caused by the lack of social contact, which in turn contributed to the lack of knowledge in individual subjects, a deterioration in physical condition (spinal problems, visual impairment, insufficient muscle development), and the development of specific illnesses related to low physical activity. The research aims to identify the factors of distance learning that may affect student learning achievements. The research methods included an analysis of the scientific literature, and document and content analysis. A summary of the research findings found that the COVID-19 school quarantine had adverse effects on the students’ knowledge, social skills, socialisation, and psychological and physical health. It also caused macro- and micro-economic problems. In summary, the research demonstrated that distance education resulted in a decline in the students’ achievements and knowledge, miscommunication with their peers and conflict situations. Because of that, there are health-related concerns and additional financial challenges for parents and educational institutions organising distance education. Households also experienced additional expenditure on the infrastructure necessary for distance learning and tutoring services.

Over the last decades, there is a growing trend to pay more attention to emotional intelligence in project management. The growing need to partner with large numbers of people across organizational and national boundaries requires the ability to build and manage relationships. Projects are recognized as a means not only to achieve strategic goals, but also to create value for stakeholders. The participation of stakeholders is considered an important key factor in value creation.

This study analyzed the widespread distance teaching/learning impact in the context of the COVID-19 pandemic and assessed distance teaching/learning’s effects on students’ intelligence. The distance teaching/learning impact results were evaluated based on the extensive sample tests conducted by applying the Wechsler Abbreviated Scale of Intelligence (WASI) methodology. The tests conducted in January–September 2022 were compared with those conducted in the same age groups in 2017, 2018, 2019, and 2021. The research data were processed in the following three stages: Stage I. Overview of the general situation of the research data concerning the variables. The descriptive statistics method was applied when calculating the percentages representing the students’ verbal, non-verbal, and general IQ. Stage II. Estimation of the statistically significant differences between the independent variables. Stage III. Review of the research data. The descriptive statistics method was applied, and the WASI methodology was used to assess the effects of distance teaching/learning on the IQ of 1–12-grade students in the 2017–2019 and 2021–2022 periods. The test sample size was over 2000 respondents who engaged in the study questionnaires and surveys. The effects of distance teaching/learning were assessed in many relevant aspects to identify which factors considerably impacted students’ intelligence during distance teaching/learning. Also, a more extensive analysis of these factors was performed to reveal which of them, during the period of distance teaching/learning, (1) greatly influenced students’ verbal IQ, (2) significantly impacted students’ non-verbal IQ, and (3) had a substantial impact on students’ general IQ. The results of the 2021 tests, conducted after the announcement of the official end of distance teaching/learning due to the pandemic, showed that distance teaching/learning affected students’ IQ positively. Such results can be associated with an increased number of self-study independent tasks, which in turn influenced the growth of creativity. The IQ tests of students born in 2009 revealed that the total IQ of test participants gradually decreased in 2018, 2019, 2021, and 2022 respectively. These results might have been influenced by the then-prevalent education system, favoring educational programs that do not promote IQ development. It is believed that the parents of children born in Lithuania in 2009 were provided more favorable conditions for raising children than the EU standards. Notably, the IQ of students of aged 6–15 tended to grow from 2017 to 2021, but in 2022, a dramatic drop was observed. The restricted socialization and deficiency of live communication could pose one of the primary reasons for the drop in their IQ. The analysis also showed that distance teaching/learning negatively affected all student groups by age. Age groups differed to a positive and negative extent; e.g., during the research, the most considerable negative effect in the student group aged 6–10 years and the uniqueness of students born in 2009, i.e., the overall highest average IQ of students born that year (134 in 2018), were noticed. However, during the five years afterward, students’ IQs decreased (119 in 2022). The analysis of the socio-economic environment allowed for determining a positive trend that could have been influenced by the most favorable program for families established by the government at that time. Furthermore, the study concluded that distance learning had an apparent adverse effect on the IQ of individuals in the 6–19 age group.

To investigate how nursing experts and experts from other health professions understand the concept of rationing/missed/unfinished nursing care and how this is compared at a cross-cultural level.The mixed methods descriptive study.The semi-structured questionnaires were sent to the sample of 45 scholars and practitioners from 26 countries. Data were collected from November 2017-February 2018.Assigning average cultural values to participants from each country revealed three cultural groups: high individualism-high masculinity, high individualism-low masculinity and low individualism-medium masculinity. Content analysis of the findings revealed three main themes, which were identified across cultural clusters: (a) projecting blame for the phenomenon: Blaming the nurse versus blaming the system; (b) intentionality versus unintentionality; and (c) focus on nurses in comparison to focus on patients.Consistent differences in the understanding of missed nursing care can be understood in line with the nation's standing on two main cultural values: individualism and masculinity.The findings call for scholars' caution in interpreting missed nursing care from different cultures, or in comparing levels and types of missed nursing tasks across nations. The findings further indicated that mimicking interventions to limit missed nursing care from one cultural context to the other might be ineffective. Interventions to mitigate the phenomenon should be implemented thoughtfully, considering the cultural aspects.目的: 调查护理专家和其他医疗卫生专家如何理解定量护理、过失护理和未完成护理的概念以及跨文化层面是如何比较这些概念的。 设计: 混合方法描述性研究。 方法: 这些半结构化的问卷被发送给了实验对象--来自26个国家的45位学者和医生。搜集了从2017年十一月至2018年二月的数据。 结果: 将平均文化价值观分配给各个国家的参与者,从而得到了三个文化群体:高个人主义-高男子气概、高个人主义-低男子气概以及低个人主义-高男子气概。调查结果的内容分析揭示了三个跨文化群体认同的主题:(a)将这一现象归咎于谁:责备护士还是责备系统;(b)故意还是无意;以及(c)关注护理人员还是关注病人。 结论: 对过失护理理解的一致差异可以理解为与国家长期的两种主要文化价值观有关:个人主义和男子气概。 影响: 研究结果呼吁学者们谨慎解释不同文化背景下的过失护理或者是比较各国过失护理任务的程度和类型。研究结果进一步表明一个文化环境模仿另一个文化环境限制过失护理的干预措施可能是无效的。考虑到文化差异,应当谨慎采取干预措施来缓和这种现象。.

The capability to rapidly and successfully move into new business models is an important source of sustainable competitive advantage and a key leverage to improve the sustainability performance place-based innovations of organizations. However, the performed research suggests that many business model innovations fail. Despite the importance of the topic, the reasons for failure are relatively unexplored, and there is no comprehensive review of the successful sustainable business model innovation framework. This paper provides a review of drivers and barriers for sustainable business innovations in the context of ecosystem and its services.

Patient safety, as a contemporary health care concern, must remain a priority for nurse educators. This on-line consultation, carried out within the RANCARE COST Action project, determined to establish how patient safety teaching is incorporated into pre-registration education of nurses across 27 countries. How nursing is regulated within countries was examined, along with national guidelines related to nurse education. HEIs were asked to provide details of pre-registration nurse training and how patient safety is taught within programmes. The results confirm that the topic of patient safety is generally not explicitly taught, rather it remains a hidden element within the curriculum, taught across many subjects. Variation in how nursing is regulated exists across the countries also, with the professionalization of nursing remaining a challenge in some states. No guidelines exist at EU level which address how patient safety should be taught to nursing students, and as yet regulatory bodies have not put forward criteria on the subject. As a result individual HEIs determine how patient safety should be taught. The WHO guidelines for teaching patient safety are currently underutilized in nurse education, but could offer a structure and standard which would address the deficits identified in this work.

Purpose – purpose of this paper is to analyse the external business factors influencing the OLED technology’s market. Design/methodology/approach – in order to implement the main aims of the research, analysis of the managerial approach to the synthesised product in the KTU, Faculty of Chemical Technology and it’s influenced by the market was carried out in addition to that the analysis of the external business factors that affect the product with respect to the market were also done. The external factors which will be reflected upon are the Economic, Legal, Social and Political factors. Findings – Economically the global OLED lighting market is reaching a $8 billion by the year 2020 in the mean while the price of the materials are supposed to drop drastically too which shows that the chance of the OLED lighting system to replace the CFL and LED technologies is quite high in turn encouraging our current research to achieve these goals. Although legally the eco design and product safety factors are yet to be carried out, it will be happening soon. This is not stopping the current number of patents in this field reaching a 1707 in number as of present although increasing daily. As far as patency is concerned it would be quite easy for our lab material products to be patent at the EU patency departments. While looking at the environmental and technical aspects of the OLED lighting technology currently it’s showing superior characteristic in relation to its competing technology. Finally socially this product show quite low health risk while this disruptive technology can offer new jobs and portray the dynamic capabilities of a company. The OLED lights in the near future is going to be cheaper than currently so will surly become a common commodity in the lives of common people. Research limitations/implications – the research was carried out in accordance with the current research in the KTU, Faculty of Chemical Technology the product of the research obtained currently from the synthesis and construction of OLED materials and devices. The currently obtained product is in direct relation with the OLED lighting market. Although in the future alternative products capable to target other OLED markets also can be made but study for the alternative fields have not been conducted. Practical implications – this research represents the possibility of the OLED lighting market to be successful and target potential customers. Also this research shows that the current research will be cheaper and affordable by common public. Originality/value – this research is a fusion of both technology and management. Only while understanding the technology a management overview of it can be drawn clearly. Realizing firstly the external factors affecting OLED lighting business, further research can be carried out with respect to the target stake holders and also the research facility can decide the kind of research they wish to carry out in accordance with the market. Research type – research paper.

Straipsnyje aptariamas skirtingo amžiaus darbuotojų požiūris į darbą, jų vertybės, darbo etika, tinkami komunikacijos ar mokymo būdai ir pan. Analizuojant jaunesniosios ir vyresniosios kartų skirtumus išryškinama amžiaus įvairovės valdymo darbinėje aplinkoje svarba. Gebėjimas sukurti aplinką, kurioje būtų išnaudojamos įvairaus amžiaus darbuotojų turimos stiprybės, yra laikomas organizacijos konkurenciniu pranašumu, todėl straipsnyje teoriniu lygmeniu analizuojamos ne tik įvairovės valdymo ypatybės, tačiau taip pat pateikiami keli mokslinėje literatūroje aprašomi gerosios praktikos pavyzdžiai. Straipsnyje panaudoti literatūros šaltinių bei statistinių duomenų analizės ir vertinimo metodai leido nustatyti, jog tokie aspektai, kaip efektyvios komunikacijos užtikrinimas, tinkamų darbo sąlygų sukūrimas, sveikatingumo programų skatinimas, yra itin svarbūs, siekiant užtikrinti įvairaus amžiaus darbuotojų produktyvumą. Worldwide demographic changes affect the various parts of workforce. Today’s labor force consists of four main age groups which are working side by side. Each generation is characterized by its own features, which are affected by economic, political or cultural changes. These differences are described by authors such as: S. A. Murphy (2007), B. P. Haynes (2011), J. Notter (2002) and others. According to them, people born in 1946 and before are named as the Veterans. They distinguish for their organizational loyalty, hard working, strong work ethic, discipline. Baby boomer is generation born between 1946 and 1964. This generation tends to have strong team orientation, good communication skills so prefers a consensual leadership style. The third generation named Generation X born between 1965 and 1980. Generation X values flexibility and tends to avoid corporate politics. The youngest working age group is Generation Y. Workers of this generation prefer self-leadership; they love challenges and want to work with creative people. So we can see that these four generations have different values, attitude, work ethic, career goals and so on. Human life expectancy is continuously raising so difference between working age groups become more visible. Faced with these new challenges human resource managers need to pay more attention to age diversity management. Age diversity management is an important part of the human resources management so it should be associated with organization’s... [to full text]

Straipsnyje nagrinėjamas pokyčių poreikis turizmo sektoriuje. Tyrimo problema keliama dėl nepakankamo atvykstamojo turizmo sektoriaus stiprinimo ir vystymo, šio sektoriaus konkurencingumo stiprinimo. Apibrėžtas straipsnio tyrimo tikslas – atsižvelgiant į konkurencingumą, išanalizuoti Europos turizmo verslo tendencijas teoriniu aspektu. Tyrimo tikslui įgyvendinti numatyta išanalizuoti pagrindines pasaulio ir Europos turizmo verslo tendencijas, nustatyti Lietuvos atvykstamojo turizmo sektoriaus konkurencingumo prielaidas ir išskirti galimas Lietuvos atvykstamojo turizmo plėtros tendencijas. Lietuvos atvykstamasis turizmas apartas tarptautinės ekonomikos, socialinės integracijos ir globalizacijos procesų kontekste. Tyrimo rezultatai parodė, kad Lietuvos turizmo sektorius nėra pasirengęs esminėms permainoms. Akivaizdu, kad pasaulio turizmo plėtros tendencijų kontekste Lietuva turi atnaujinti šalies turizmo strategiją, išskirti prioritetines plėtros kryptis, skiriant svarbiausią dėmesį atvykstamajam turizmui. Visiems kardinaliems pokyčiams įgyvendinti būtina dalį šalies investicijų srautų skirti turizmo sektoriui. Žinoma, investicijų portfelis turizmo sektoriuje turi būti optimalus, investicijos turi būti paskirstytos racionaliai tarp šalies turizmo sektorių. Taip pat pastebima, kad Lietuva negali ignoruoti naujų turizmo tendencijų žinomų, kaip ekoturizmas arba subalansuotas turizmas. The paper covers main trends analysis of tourism business development in the global and Europe as well. Some aspects of Lithuanian tourism are briefly analysed. Under international economics and social integration processes and globalization processes Lithuanian tourism business is discussed considering mostly inbounding tourism. The results of the researches are indicating that Lithuanian tourism sector isn’t ready to essential changes. It is obvious that in the contest of worldwide tourism development tendencies Lithuania has to renew country’s tourism strategy, to single out prioritized directions of development by paying primary attention to inbound tourism. All cardinal changes require the part of country’s investment flow to be directed to expectedly beneficial tourism sector. Investment portfolio to tourism sector has to be optimal: investments have to be distributed rationally between country’s tourism sectors. Lithuania can’t ignore new trends of tourism that was acknowledged in Europe during recent decades, such as Ecotourism and Sustainable tourism.

Straipsnyje akcentuojama projektų vadybos brandos svarba, siekiant užtikrinti įgyvendinamų projektų kokybę. Straipsnyje aptartos projektinės organizacijos koncepcijos, pateikta projektų kokybės bei projektų vadybos brandumo modelių teorinė analizė. Taip pat konstatuojant, kad universitetas laikytinas projektine organizacija, vertinama vadybos branda, grindžiant empirinio tyrimo rezultatais. Empirinis tyrimas parodė, kad svarbiausia veiksnių grupė, apibūdinanti projektų vadybos brandumo lygį organizacijoje, yra įgyvendinamų projektų aktualumas organizacijos strategijos ir vartotojų poreikių atžvilgiu., The article emphasizes the importance of project management maturity for the efforts to ensure the quality of implemented projects. The authors analyse different concepts of project organization, provide theoretical analysis of project quality and project management maturity models and state that university can be regarded as a project organization. Based on empirical research results, the assessment of project management maturity of Kaunas University of Technology is provided. The empirical research showed that the most important group of factors, which characterize the level of project management maturity within an organization, is the importance of the implemented projects from the perspective of organizational strategy and needs of its clients.

Straipsnyje siekiama pademonstruoti ugdomąjį konsultavimą kaip vieną iš organizacijos įrankių, siekiant sėkmingos darbuotojo karjeros. Šiuolaikinė karjeros organizavimo organizacijoje koncepcija yra pagrįsta interesų koordinavimu. Siekdami savo asmeninių karjeros tikslų, darbuotojai įgyja naujas kompetencijas, gebėjimus ir patirtį. Visas šias įgytas žinias darbuotojai realizuoja organizacijoje siekiant organizacijos tikslų. Darbuotojas yra vienas iš esminių veiksnių organizacijos veikloje, todėl siekdamos sėkmės organizacijos taip pat turėtų būti suinteresuotos sėkminga savo darbuotojų karjera, kuri gali būti apibūdinta objektyviu ir subjektyviu požiūriu. Siekiant sėkmingos karjeros yra labai svarbu identifikuoti ir tinkamai suprasti asmeninius karjeros tikslus, metodus ir priemones jiems pasiekti, numatyti ir atpažinti karjeros problemas. Ugdomasis konsultavimas gali būti viena iš priemonių ugdant organizacijos darbuotojus. Moksliškai analizuojant ugdomąjį konsultavimą ir karjeros valdymą, straipsnyje tiriama teorinė ugdomojo konsultavimo koncepcija, nustačius potencialias galimybes siekti darbuotojo karjeros ir organizacijos sėkmės. Straipsnyje taip pat pateikiami empirinio tyrimo rezultatai, rodantys, kaip plačiai ugdomasis konsultavimas taikomas Lietuvos verslo įmonėse. Atlikus karjeros sėkmės ir ugdomojo konsultavimo mokslinę analizę, buvo sukurta teorinė struktūra ugdomajam konsultavimui integruoti į darbuotojo karjeros vystymą. The article aims to illustrate coaching as one of the tools of organization in striving for success of employee’s career. The concept of modern career organizing in the organization is based on coordination of interests. In striving for their personal career objectives the employees acquire new competency, skills and experience. All these acquirements are being realized by employees on organizations in striving for organizational objectives. The employee is one of the key factors of organization activity, therefore organizations in striving for success have also to be interested in success of employee’s career that could be described in objective and subjective point of view. In striving for career success it’s very important to identify and to perceive properly the personal objectives of career, the methods and the means to reach them, to foresee and to recognize the career problems. Coaching could be used as one of the means for development of organization’s employees. By scientific research on coaching and career management analysis, the paper examines theoretical coaching concept in terms of established potential opportunities to reach employees career and organization success. The article also introduces the results of empirical research showing the spread of coaching application in the business enterprises of Lithuania.

Straipsnyje akcentuojama projektų vadybos brandos svarba, siekiant užtikrinti gyvendinamų projektų kokybę. Straipsnyje aptartos projektinės organizacijos koncepcijos, pateikta projektų kokybės bei projektų vadybos brandumo modelių teorinė analizė. Taip pat konstatuojant, kad universitetas laikytinas projektine organizacija, vertinama vadybos branda, grindžiant empirinio tyrimo rezultatais. Empirinis tyrimas parodė, kad svarbiausia veiksnių grupė , apibūdinanti projektų vadybos brandumo lygį organizacijoje, yra gyvendinamų projektų aktualumas organizacijos strategijos ir vartotojų poreikių atžvilgiu. The article emphasizes the importance of project management maturity for the efforts to ensure the quality of implemented projects. The authors analyse different concepts of project organization, provide theoretical analysis of project quality and project management maturity models and state that university can be regarded as a project organization. Based on empirical research results, the assessment of project management maturity of Kaunas University of Technology is provided. The empirical research showed that the most important group of factors, which characterize the level of project management maturity within an organization, is the importance of the implemented projects from the perspective of organizational strategy and needs of its clients.

Straipsnyje nagrinėjamos jaunimo integracijos į darbo rinką galimybės ir problemos. Pastebima, kad darbo rinkos ekonomikoje svarbus vaidmuo tenka jaunimui, kurie gali būti įvardijami, kaip ateities bendruomenės garantija. Jaunimo integracija į darbo rinką lemia šalies ūkio, ekonomikos augimą ir stabilumą. Pagrindinis straipsnio tikslas – atskleisti jaunimo integracijos į darbo rinką problemas ir pateikti karjeros valdymo ir planavimo galimybes integruojantis į darbo rinką. Tyrimo metodika apima karjeros valdymo analizės mokslinius tyrimus, esminių veiksnių renkantis darbą ir planuojant karjerą išskyrimą. Tyrimo metu esminis dėmesys skiriamas jaunimo problemoms integruojantis į darbo rinką identifikuoti. Taip pat supažindinama su empirinių tyrimų rezultatais, kur atskleidžiami jaunimo karjeros planavimo veiksniai bei pateikiamas jaunimo integracijos į darbo rinką modelis. Tyrimo metu nustatyta, kad siekiant plėtoti darbo jėgos pasiūlą ir jos atitikimą strateginėms šalies veiklos kryptims būtina užtikrinti glaudų ryšį tarp švietimo ir visos ekonomikos vystymosi. Pabrėžiama, kad jaunimo integracijos į darbo rinką sistema turi būti labai lanksti ir universali. Turi būti remiamas jaunimo profesinis mokymas. Tuo tikslu ypač svarbu plėtoti ir didinti jaunimo profesinį informavimą, orientavimą bei konsultavimą ir vykdyti apmokymą bei darbo motyvaciją. Straipsnyje pateikti tyrimo rezultatai yra susiję su jaunimo integracijos į darbo rinką probleminiais veiksniais, nustatant paklausą ir galimybes. The article discusses possibilities of youth integration into labor market and problems. It was noticed, that youth pays an important role in labor market economy, and it can be named as a warrant of future community. Youth integration into labor market conditions national economy, its growth and stability. The main purpose of the article is to reveal problems of youth integration into labor market, to present possibilities of career management and planning integrating into labor market. The research technique involves scientific study of career management analysis, segregation of essential factors when choosing work and planning career. The main attention is paid to identify youth problems during integration into labor market. The research presents the results of empiric study, which shows planning factors of youth career and presents a model of youth integration into labor market. During the research it was detected, that it is necessary to ensure close contact between education and development of the whole economy in order to develop labor force supply and its equivalent to strategic directions of country’ activity. It is stressed, that the system of youth integration into labor market must be flexible and universal. Vocational teaching must be supported. It is very important to develop and to increase professional youth briefing, orientation and consulting; provide training and work motivation. The study results presented in the article are related to problem factors defining supply and possibilities of youth integration into labor market.

Tradicinio valdymo organizacijos vis dažniau orientuojasi į projektinį valdymą. Mokslinėje literatūroje vis dažniau akcentuojamos į projektus orientuotų organizacijų valdymo problemos. Šiame straipsnyje teoriniu požiūriu analizuojama, kaip efektyviai siekti projektų kokybės per žmogiškąjį veiksnį, kuris yra laikomas viena iš svarbiausių projektų valdymo dimensijų. Problemos teorinis tyrimas grindžiamas į projektus orientuotos organizacijos koncepcijos, projektų kokybės reikalavimų ir EFQM Tobulumo modelio teorine analize. Atskleidus žmogiškojo veiksnio svarbą siekiant projekto kokybės, straipsnyje analizuojami veiksniai, apsprendžiantys sėkmingą projekto komandos darbą: asmeniniai ir išoriniai veiksniai, įtakojantys individo elgseną komandoje, efektyvios projekto komandos formavimo aspektai, projektų komandos veiklos efektyvumo vertinimo kintamieji. Problemos teorinė analizė leido numatyti tolimesnių empirinių tyrimų gaires. Straipsnio išvadose numatytos potencialios empirinio tyrimo kryptys individo, komandos ir organizacijos lygmenyse. Mokslinių straipsnių analizė parodė, kad pasirinkta problema yra plačiai nagrinėjama užsienio mokslininkų darbuose, tačiau gana menkai tiriama Lietuvoje. Šio straipsnio teorinės išvados sudarys prielaidas tolimesniems empiriniams tyrimams, kurie numatomi atlikti aukštojo mokslo įstaigose. Changes in modern environment foster organizations to switch from traditional functional management towards project based organizations. Authors of scientific literature analyse the issues of project based organizations’ management. This paper analyses theoretical aspect of effective project quality management threw human dimension, which is one of the most important project management dimensions. Theoretical research of the problem is based on analysis of project based organization conception, project quality requirements and EFQM Excellence model. The paper analyses the importance of human dimension and the factors that influence successful work of project team in the process of project quality management. The analysis of scientific literature showed, that the problem analysed in this paper is widely studied in foreign researches but it is scarcely analysed in Lithuania. Conclusions of this paper will serve as presumptions for further empirical research that will be performed in the institutions of high education.

[...] Mokslinės literatūros analizė parodė, kad darbuotojo požiūris į darbą bei interesų nustatymas ir analizė siekiant suformuoti karjerą, atitinkančią šiuolaikinės organizacijos ir darbuotojų lūkesčius, yra aktuali vadybos mokslo darbuotojo ir organizacijos interesų derinimo problema. Mokslinis naujumas - darbuotojų interesų tyrimas darbuotojų požiūrio į darbą kontekste. Tyrimo objektas – darbuotojų interesai, požiūris į darbą, karjerą. Tyrimo tikslas – įvertinti darbuotojų požiurio į darbą ir interesų sąveika bei jų įtaka karjerai. Tyrimo metodas – mokslinėje literatūroje paskelbtų koncepcijų ir išvadų sisteminė, loginė ir lyginamoji analizė, anketinė apklausa, išvadų formulavimas. Atlikta individo bendrųjų orientacijų teorinė analizė leido pagrįsti darbuotojų požiurio į darbą ir jų svarbiausių interesų sąsajų tyrimą. Tyrimas atliktas individo lygmeniu. Tyrimo modelyje išskirtos trys darbuotojų požiurio į darbą kryptys: gyvenu, kad dirbčiau; dirbu, kad galėčiau gyventi; darbas svarbus, tačiau neturi trukdyti asmeniniam gyvenimui. Tyrimu bus aiškinamasi, kokius interesus išskiria darbuotojai, kurių skirtingas požiuris į darbą. With a constantly changing environment and an increasing competition, organizations face new challenges. In order to meet customers' requirements and ensure the growth of activity and finance results, organizations are interested in quality improvement, in the increase of the quality of work as well as in the implementation of new technologies and modern working methods. The meeting of the above mentioned interests could be reached only by organizations having necessary competences, which are created by the workers of enterprises. The most important thing is that every employee should to the maximum open up his potential as well as effectively use personal and professional competences when striving to coordinate the objectives of an organization. At present, the importance of employee (as the most important factor of the activity of an organization) showed up in the development of management theory. Only properly motivated and able to meet his interests, an employee strives for better working results. Organizations face a number of problems connected with human resources management, they are as follows: how to attract necessary competitive employees and what measures should be taken in order to hold these employees; how to properly stimulate employees and what measures should be predicted for the meeting of employees' interests. The limited resources and possibilities of organizations handicap the situation. In order to obtain optimal results the coordination of interests should be striven for. One of the possible interests of coordination measures can be the modern career system allowing clearing up personnel's interests and integrating various possibilities, which coordinate interests. It is not so easy for organizations to evaluate employees' interests. Employees' interests are defined by a number of personal and demographical characteristics. Employees' interests constantly change subjected to the social economic changes occurring in the environment. Interests expressed by the employees are determined by common orientations of individual and attitude towards work. The article considers the actual problem of the management science - formation of modern career on the ground of interest coordination. The question of the employee's interests in modern career is analysed in the article written by Ciutiene, Sakalas and Neverauskas "Influence of personnel interests on formation of modern career" (2007). In this article interests are analysed in the aspect of the attitude towards work, i.e. it was solved how interests forming employee’s career vary subject to the employee's sacrifice in the name of his work. The carried out empirical research showed that employees, expressing different attitudes, motivate their main interests with different priorities. It only confirms that every employee is unique and an organization should create possibilities for the realization of individual interests. It should be noted that the differences of employees' interests determined during the investigation should not be considered as typical in the context of today's Lithuania subject to the indicated attitude towards work. The research should be carried out to a larger extent

Organizacijoms reikalingi kompetentingi darbuotojai. Tačiau net ir aukštos kvalifikacijos darbuotojas gali neatskleisti viso savo potencialo konkrečioje veiklos srityje dėl nepakankamo suinteresuotumo. Tyrimo tikslas – įvertinti darbuotojų interesų įtaką šiuolaikinės karjeros formavimui. Atlikus tyrimą nustatyta, kad šiuolaikinės karjeros esminis požymis yra siekimas suderinti darbuotojo, organizacijos bei jos visų darbuotojų interesus. Šiuolaikinės karjeros teorija ypač akcentuoja būtinumą individo karjerą tirti per darbuotojo ir organizacijos interesų tarpusavio sąveikos derinimo mechanizmą. Analizuojant darbuotojų interesus lemiančius veiksnius, identifikuota labai didelė požiūrio „Gyvenu, kad dirbčiau“ sklaida skirtingose amžiaus grupėse. Tačiau visose tirtose amžiaus grupėse vyrauja panaši nuomonė į požiūrį „Dirbu, kad galėčiau gyventi“. Vis dėlto pusė apklausoje dalyvavusiųjų tvirtina, kad „Darbas gyvenime svarbu, tačiau tai neturi trukdyti mano asmeniniam gyvenimui“. Tyrime išsiskyrė moterys: išryškėjo, kad jos labiau nei vyrai yra suinteresuotos parodyti profesinius gebėjimus, jausti socialinį pripažinimą ir matyti savo indėlį siekiant organizacijos tikslų, į pirmą vietą iškelia galimybę dirbti lanksčiu darbo grafiku. Mokslinės literatūros analizė ir atlikti tyrimai parodė, kad darbuotojų ir organizacijos interesų derinimas bei darbuotojų interesų tenkinimas pasitelkus karjeros formavimo organizacijoje mechanizmą, yra aktuali vadybos problema ir teoriniu, ir praktiniu aspektu. An increase of employees role in organization is determined by the set of changes of activity environment. Restructuring of the country's economy, perfection of technology, development of information society, changes in structure of organizations, globalization and internationalization make organizations change the attitude to the personnel. An increasing role of employee inside organization changes a standing attitude to employee's training, motivation, demand satisfaction and forces to look for the new possibilities to satisfy personnel interests. Modern career formation could be considered as complex measures that ensure coordination of interests of personnel and organization. Career integrates a set of partial possibilities of personnel interests satisfaction (motivation system, innovative methods of work organization, planning of individual career for all employees in organization, etc.). Modern organizations supporting a model of modern career are being formed under the influence of up-to-date changes. Therefore in order to realize a modern career model effectively we primarily need to research the interests of organization's personnel. The performed research showed that employees highlight the social psychological interests more than material ones. The results of the research proved that the tendencies of personnel interests in Lithuanian organizations are close to those of western countries. Judging on results of the research, appropriate measures of interests satisfaction should be applied in the enterprises. It should be noted that personnel interests profile formed during the investigation can't be considered a typical interests profile of employees of Lithuania. This requires research of a wider extent

Socialinės ir ekonominės aplinkos transformacijos, spartūs technologijų esminiai pokyčiai, restruktūrizacijos ir globalizacijos procesai šalies ekonomikoje ir organizacijose keičia požiūrį į darbuotojo vaidmenį įmonėje. Tyrimo tikslas – atlikti teorinę karjeros modelių analizę, juos įvertinti, susisteminti bei nustatyti jų praktinio taikymo ypatumus Lietuvos įmonėse. Iki susiformuojant šiuolaikinės karjeros modeliams, ilgą laiką vyravo konservatyviosios karjeros modelis. Pagrindinis šio modelio požymis – organizacijos interesų pirmumas prieš darbuotoją. Pagrindinis šiuolaikinės karjeros bruožas yra siekis suderinti darbuotojo ir organizacijos interesus. Šiuolaikinės karjeros modeliuose mažėja organizacijos vaidmuo planuojant karjerą. Vis didesnį vaidmenį karjeros formavime vaidina patys darbuotojai. Apdorojus apklausos anketas bei išanalizavus tyrimo rezultatus, galima teigti, kad tirtoje įmonėje nėra vieningo visų darbuotojų karjeros organizavimo ir planavimo modelio – vyrauja trumpalaikės karjeros modelis. Darbuotojų karjeros prioritetai yra darbo užmokestis, kvalifikacijos kėlimo galimybės, darbo turėjimo stabilumas. Visa tai sąlygoja šalies ekonominė ir socialinė padėtis. Pažymėtinas įmonės darbuotojų mobilumas, kuris irgi atsispindi įmonės karjeros modelyje. Tai leidžia teigti, kad minėtoje įmonėje karjeros klausimams skiriama ne mažiau dėmesio negu išsivysčiusių šalių įmonėse. Tačiau atliktas tyrimas nėra reprezentatyvus: parinkta įmonė ekonominiais ir finansiniais rodikliais lenkia vidutinį įmonių lygį, todėl atlikti tyrimai neatspindi bendros šalies situacijos. More and more attention is being paid to human resourses in the contemporary society. This is conditioned by a number of environmental changes. Lithuania is characterized by distinctive surroundings. Economy restructurization, technological improvements, information society developments, organization structure changes, globalization and internalization make organizations to otherwise view the problems of the human resources. Increasing role of personnel in the organization makeshifts in standard staff development, motivation, needs satisfaction, career possibilities. Career formation could be considered the processes which integrates organization demands, interests, aims and employees aspiration. For many years an organization has taken its responsibly to care about career planning, emphasizing its interests and demands. Under the influence of contemporary changes there are formed modern organizations which nurture a contemporary career model. Such model usually follows the example of American, Japanese or European models. Career models are based on the co-ordination of personnel and organization interests. The research has shown that the investigated enterprise strives for keeping to the principles of modern career education, however, one cannot maintain that all Lithuanian organizations focus their attention on career formation. It should be noted that the career model characteristic to Lithuanian organizations has not been distinguished so far.

Aplinkos poveikis personalo vadybai ir personalo ugdymui yra nagrinėtas daugelio autorių, pavyzdžiui, E. Gaugler (1977), R. H. Kilmann (1985), W. F. Cascio (1991), Schreydgg (1993), K. Macharzina (1992), DM. Rousseu (1995), A. Sakalas (1996), P. Drucker (1999), M. J. Ganon (1999) darbuose. Spartėjanti globalizacija, stiprėjanti konkurencija, informacinės visuomenės bei žinių ekonomikos kūrimasis, technologijų tobulėjimas, pasaulinės demografinės padėties kitimas sąlygoja naujų reikalavimų personalui organizacijoje formavimąsi. Darbuotojas tampa svarbiausiu veiksniu, lemiančiu organizacijos veiklos efektyvumą. Šiame straipsnyje nagrinėjami išoriniai veiksniai, darantys įtaką personalo pokyčiams organizacijoje, aprašomi iš to kylantys nauji reikalavimai darbuotojams ir pačiai organizacijai. Tyrimo objektas - organizacijos aplinka, personalas. Tyrimo tikslas - išnagrinėti aplinkos veiksnių įtaką organizacijos personalui. Tyrimo metodai: mokslinės literatūros analizė, lyginamoji analizė, grafinė analizė, apibendrinimo metodas ir išvadų formavimas. Accelerating globalization, intensifying competition, developments of the informative and knowledge society and technologies, the world demographic situation stipulate formation of new requirements for the personnel in an organization. Employees become the most important factor stipulating efficiency of the organization activities. In this article external factors influencing changes in the personnel of an organization, and new requirements for the personnel and the organization arising from this are described.