Klaipėdos universitetas

Professional activation is an important part of the economy, in particular local and regional authorities. Properly initiated entrepreneurship significantly affects, among other things, the direct development of the region, including local businesses and the investment opportunities of local government units. Improving competitiveness and the socio-economic image of the region can be seen by taking direct economic initiatives (also in cooperation with economic entities and/or scientific research units) and by implementation of innovation, the use of various forms of external financing, but primarily through new jobs and business activity. The aim of the study is an attempt to present the issue of professional activation of disabled people in the former Central Pomeranian province, in the county Słupsk. The study public opinion poll (own questionnaire study) was conducted at the turn of 2013–2014y. Survey was also conducted in Polish and English literature. In the years 2007–2015 local government organizations implemented 7 projects in the region of Słupsk and also activities are constantly supported by District Labour Office (PUP) activation, which provides services to 97 % of respondents.

To manage competitiveness, an objective assessment tool is required. An error in choosing a measurement method can lead to the adoption of erroneous management decisions. The purpose of the article is to assess the competitiveness of light industry enterprises in Ukraine, to identify factors ensuring their competitiveness, and to develop recommendations for determining the feasibility of investing in the procurement and implementation of modern innovative technologies. The article summarises the views of the scientific community on features of the development of industrial enterprises in current market conditions, and the need to attract modern innovative technologies as a component in increasing their competitiveness. In determining the level of competitiveness of enterprises, it has been suggested to take into account factors determining the level of information reliability and weapons. To evaluate the individual component competitiveness of the enterprise, it is proposed to calculate an integral assessment based on the use of taxonomic analysis. An analysis of the innovative activities of Ukrainian industrial enterprises has been carried out. A flow chart determining the feasibility of purchasing innovative specialised equipment has been developed; it will simultaneously maximise the likelihood of attracting investment capital, with the simultaneous establishment of business cooperation with state authorities and local government.

Vykstantys pokyčiai valstybėje neišvengiamai paveikia ir vadovavimą organizacijose. Straipsnyje aptariami organizacijoje taikomi vadovavimo stiliai. Remiantis mokslinės literatūros autoriais, pateikiamos vadovavimo stilių sampratos, apibūdinami charizmatinio, transakcinio, transformacinio ir tarnaujančiojo vadovo požymiai, juos priskiriant šiuolaikinėms vadovavimo teorijoms, sudaryta ir pateikta vadovavimo stilių krypties schema. Vertinant vadovavimo stilių bruožus, kai kurių teiginių pasirinkimui didelę reikšmę turėjo respondentų lyties požymis. Daroma išvada, kad, darbuotojų nuomone, priimtiniausias vadovavimo stilius organizacijoje yra transakcinio ir transformacinio vadovavimo stilių derinys, nevengiant taikyti ir charizmatinio stiliaus.

In the analysis of leadership styles and their coherence the subject of leading the organization have been, is and will be valid at all times. Although there are quite a lot of scientific articles and books on leadership styles, but works of foreign researchers are often quoted. Unfortunately, Lithuanian scientists do not pay enough attention to new (relatively as transformational and transactional leadership styles have been begun to be analyzed in the end of last century) leadership styles, whereas a combination of leadership styles is not paid attention at all, stating a priori that it is better to use a combination of various styles. It certainly does not form serious approach to the current leadership style problem. The scientific problem is the lack of perception, identification and finding out style combinations in the field of leadership styles. The purpose of this article is finding out leadership styles set in Klaipėda progymnasiums through the analysis of leadership styles. The object of research is the leadership styles in Klaipeda progymnasiums. The research methods are analysis, synthesis and comparison based on the insights in scientific literature, which have been done in order to justify the eligibility of leadership styles chosen by the managers. Employees carried out individual questionnaires, while managers have been interviewed. To analyze, process, digest and graphically depict questionnaire data derived from quantitative research SPSS 18 (Statistical Package for the Social Sciences) software and Microsoft Office Excel 2010 program have been used.

In this paper correlation of competitiveness and service quality are analyzed in theoretical and practical regard. It is emphasized that competitiveness might be evaluated according to different levels and formats. When preparing this paper scientific sources were analyzed and summarized, organizations were evaluated employing the methods of competitive profile analysis and surveying. Total of 316 Lithuanian insurance companies’ clients from various regions and towns of the country were surveyed. During the evaluation of the organizations direct and indirect factors influencing competitiveness were accentuated. Factors determining quality of service were also evaluated. Results of the research confirmed the hypothesis that competitiveness of service providing companies is mostly determined by the factor of service quality. Correlation between service quality and competitiveness of service providing companies was determined.

In recent years, relationship-based theories and research have gained momentum resulting in emergence of numerous studies dealing with various aspects of leadership. Rapid changes in the business environment are associated with development of managerial competencies and improvements of leadership within organisations.The topic of the article owes its relevance to the fact that leadership development is seen as an increasingly important strategic imperative of an organisation; moreover, in order to survive and succeed in the present day’s turbulent and highly competitive environment organisations need to develop leadership at all levels of the organisational structure. The research findings indicate that long-term success of New Leadership development initiatives depends on managerial competencies, two-way interaction between leaders and other members of the organisation, reciprocity and feedback.

Nuolatiniai pokyčiai valstybėje neišvengiamai paveikia ir vadovavimą organizacijoms. Straipsnyje aptariami etiško vadovavimo stiliai organizacijoje. Remiantis mokslinės literatūros šaltiniais, pateikiamos ir apibūdinamos etiško vadovavimo sampratos. Nustatyta, kad didžiąją dalį darbuotojų labiau tenkina vadovo etiška elgsena, nei netenkina. Vertinant vadovavimo etiškumą, kai kuriems bruožams vertinti svarbus buvo respondentų lyties požymis. Daromos prielaidos, kad jaunesnio amžiaus moterys reikliau vertina vadovo etišką elgseną, tuo tarpu vyresni darbuotojai šiuo klausimu geranoriškesni. Taigi ne darbuotojų lytis ir amžius, o vadovo elgsenos etiškumas lemia vadovavimo etiškumo vertinimą.

The current tendencies in global society are clear: the internationalisation of studies in HEIs, the expansion of the labour market, foreign employees with a different cultural background in almost all organisations, etc. A successful professional life depends on the readiness of people to be open to global changes and innovation. Intercultural communication may lead to openness and a better preparation for a future career. This form of communication strengthens a positive attitude towards new trends in the labour market, global business, immigrants and foreigners. In addition, intercultural communication can be used to promote the local culture to others, and to become familiar with remote cultures. This article reveals the importance of intercultural communication for careers, and presents students’ perspectives. According to the results of the survey, intercultural communication is beneficial for personal development: it strengthens qualities such as self-esteem and confidence, and can form new abilities such as critical thinking, problem solving and teamwork. This type of communication provides students with more opportunities to study abroad, and ensures a competitive advantage in business. As students noted, intercultural communication should be practised constantly, and its beneficial aspects have a positive impact on the broader world-view, cultural awareness and career prospects.

Kiekvienoje sėkmingoje organizacijoje labai svarbus yra vadovo ir darbuotojų gebėjimas suprasti vienas kitą bei sėkmingai kartu dirbti komandoje. Šiuo metu vis dažniau akcentuojamas ir nagrinėjamas naujas įgalinimo terminas – tai vadovo veiksmai darbuotojo atžvilgiu, siekiant sėkmingai įgyvendinti organizacijos tikslus. Remiantis moksliniais šaltiniais, straipsnyje atskleidžiama vadovavimo samprata ir esmė, analizuojami teoriniai vadovavimo aspektai. Išanalizuota žmogiškųjų išteklių svarba organizacijoje ir apibūdinta žmogiškųjų išteklių įgalinimo koncepto erdvė bei tipologija. Atliktas vadovų vaidmens, įgalinant žmogiškuosius išteklius, organizacijoje tyrimas.

Organizacijos vykdomos veiklos sėkmė daugeliu atvejų priklauso nuo jos vadovo. Straipsnyje aptariami vadovavimo stiliai organizacijoje. Remiantis mokslinės literatūros analize, pateikiami vadovavimo stilių – transakcinio, transformacinio ir tarnaujančiojo – apibrėžimai, sudaryta vadovavimo stilių lentelė, kur pagal pasirinktus vertinimo kriterijus teoriškai paaiškinami jų skirtumai. Nustatyta, kad pasirinkti kriterijai yra tinkami vertinti vadovavimo stilius organizacijose. Organizacijose galimi skirtingų vadovavimo stilių deriniai. Palyginus vadovų ir jiems tiesiogiai pavaldžių darbuotojų išsakytus teiginius nustatyti tie patys vadovavimo stilių deriniai, skiriasi tik proporcijos.