Tiltai

The work examines modern strategies and management approaches aimed at increasing the level of motivation and establishing

The professional development of health-care workers is a key prerequisite for professional success, and its effectiveness contributes to the quality of health-care services at any level of health-care institution. Health-care professionals face constant changes, as a challenge to adapt to the competitive environment around them. This makes it important to ensure that health-care workers have effective training to meet their professional development needs. Thus, the aim of this study is to analyse the theoretical assumptions of professional development, and to reveal the attitudes of health-care professionals towards the needs and specifics of professional development. The study has indicated that the professional development for health-care workers is result-oriented, yet of insufficient quality, with organisational, financial and other problems. It has been found that the planning and implementation of professional development for health-care professionals is subject to specific requirements. The combination of these requirements and the way they are evolving imply that the needs and specifics of health-care professionals in the field of professional development need to be addressed beyond doubt.

This article presents an analysis of the nicknames of the residents of the eastern part of Šilalė district, mainly Kaltinėnai, Bijotai and Upyna country-side districts. The nicknames are being classified according to some motivational personal features. The motivation groups of the nicknames are reviewed and described in details; moreover, it is established which personal features are mostly paid attention to by people from the Šilalė district. Specific cases of the nicknames’ formal structure are noticed and being discussed as well. After reviewing statistics of the examined districts nicknames motivation, it is compared to other nickname motivation of the whole Lithuania or separate ethnographic regions.

Social phenomena, documented in newspapers’ articles, and the publications for public enlightenment were analysed by hermeneutic – interpretative, content analysis and grounded theory methods. The components of unstable human environment were found: envy, abrogative behaviour of people with highest position in life, a lack of social confirmation, negative influence of parents, and the cruelty. Reaction to unstable surroundings was the retirement from public and civic life, the usage of alcohol and drugs abuse accompanied by violent outbreaks, and emigration. Retirement from civic life is strengthened by self – criticism, self – isolation, big sensitiveness for critics, inactivity; usage of alcohol and drugs are tied with inner emptiness, social and psychological vulnerability; real emigration linked to belief in possibility to run away from unstable and cruel surroundings.

Studies based upon surveys in different countries demonstrate that work-life balance (WLB) is one of important factors of job satisfaction (JS). The present article tries to reveal WLB as a factor of JS in social care services in Lithuania. This sector is interesting due to the fact that personal social services as a separate area of welfare, as well as the profession of social work, was established in Lithuania only after 1990 and, therefore, is little researched. The research findings showed that, if to build upon the overall evaluation approach, WLB is an important factor of JS in social care services in Lithuania. In other words, employees satisfied with WLB in their organisation are more likely to be satisfied with job in general. On the other hand, if to use the components approach, whereby WLB consists of multiple aspects that define the balance and give specific meaning to it, not all WLB factors identified in the research have been found significant for both overall assessment of WLB and JS. Therefore, the overall assessment of WLB does not provide basis to formulate recommendations for improving social policy. This requires creating a framework of WLB that is as detailed and systematic as possible, while restricted list of factors may produce incomplete WLB “picture” within the organisation.