Klaipėdos universitetas

In scientific sources that deal with the activities of headmasters in educational institutions, the headmaster is considered to be one of the most important people in an educational institution, with the greatest authority, and on whom the success and smooth functioning of the institution depends. Every education system and educational institution needs a sufficient number of teachers to ensure that the demand for educational services is met. In face of the declining number of teachers, both in Lithuania and in Europe, strategic documents set targets to ensure a sufficient number of teachers by the end of the decade. The article analyses actions by headmasters of general education institutions directed at attracting new teachers, and the reasons for choosing a general education institution as a workplace for new teachers. It presents a study which found that headmasters attract new teachers by creating an organisational culture, and retain them by providing the support they need. Heads of educational establishments believe that attracting new teachers is not dependent on managerial decisions, and that better financial opportunities for the establishment would attract new teachers.

The article discusses the concept of work motivation by identification it’s level for getting more clear view about the possibilities to improve business performance. The article presents the sociological research methodology focused on longitudinal monitoring of work motivation level by three specific indicators performed in the Institute of the Social Technologies at Samara State University (Russian Federation), which is common to the harmonized EU Program of Business and Consumer Surveys of European Commission for monitoring the socio-labour issues. The level of work motivation has been determined on a base of the authors’ monitoring descriptive and inferential statistic data. The measurement of commitment, involvement and inclusion has been applied to focus groups at industrial and non-industrial organizations during the period 2005–2014. The highlighted results have been identified by longitudinal monitoring and displayed for identification the levels of work motivation at industrial and non-industrial organizations. Finally, the comprehensive analysis has been applied for generalization of main theoretical and empirical explanations and induction of conclusions.

The article and the research presented here relies on the fact that the Law of Voluntary Activity, adopted in Lithuania, has been prepared during the European year of volunteering, so a presumption may be held, that the text of the Lithuanian Law of Voluntary Activity has been influenced significantly by the intensive political and valuable discourse of EU of volunteering promotion, which could been observed in Lithuania as well as in the whole EU in 2011. So the fallowing questions, which describe the scientific problem of the article, may be raised: how much the regulations of the volunteering promotion discourse of EU reflect in the text of the Law, which must create definitional-regulating conditions for the volunteering practice in the country by its content and functions? How did the valuable position of EU, which could been observed in the public space of EU in 2011, influence the definitions of volunteering and the regulating attitudes towards it in the text of the Lithuanian Law of Voluntary Activity? How does Lithuania contribute to the official position of EU towards understanding of volunteering?

Personality profiling nowadays is a common organisational practice aiming to identify a set of traits of an individual, which distinguish him/her among other people. Based on the assumption that personality factors constitute a fundamental indicator of development potential of a particular person, it is possible to depict his/her functioning style in a job position and hence predict professional suitability in performing a given professional role. The research project was conducted by the means of the 2010 Polish adaptation of the NEO-FFI Personality Inventory. The analysis pointed out the differentiating effect of a professional group under the influence of the results obtained in Neuroticism, Extraversion, Openness to experience, and Conscientiousness. The major differences between the groups of managers and specialists occurred in Neuroticism, the lesser ones in Extraversion and Conscientiousness and the least in Openness to Experience. However, the analysis did not reveal any interaction effects between professional group and gender. However, it showed a concurrent influence of age and professional group on the level of Extraversion and Conscientiousness.