Klaipėdos universitetas

There is the one of the biggest problem in the world- not sustainable development of countries, regions. The governments of different countries were trying to solve economical differences between some countries and regions only using economic measures in last century. It should be noted that economic development orientations and concepts cannot satisfy the humanity’s needs and they have only a limited application spectrum in environmental protection studies. The situation supposes the necessity to propose new approaches and to define the essence of economic theory, its potential role and tasks, in solving issues related to critical human existence and civilization survival in the future. Sustainable development is based on three dimensions: economic development, social development, and environmental protection. But still there are big scientific problem – how to change mentality of people through the world? How to find measures that would be understandable for everybody? How to change people thinking to use less? How to explain for managers of organizations, that to be sustainable – to be successful? These and other questions were analyzed in this article. The aim of this paper is to describe benefit of sustainable development in organizations. Object of research – sustainable organizations. The tasks of the article: to analyze the concepts of sustainable development in organizational level; to analyze concept of sustainable organization and to show benefit for organizations to sustainable. Used methods are- the analysis of scientific articles, comparison, and observation.

Each responsible personality who seeks productive outcomes in the professional activity tends to experience stress. Stress is an inseparable element of the contemporary professional activity. The analysis of the causes of the experienced stress and an appropriate choice of the stress management techniques enable one to cope with stress and to prevent its negative manifestations in an organization. The aim of the research: after the investigation of the distribution of stress as a psycho-social factor and the ways of coping with it in Klaipeda district educational organizations, to make an action plan for coping with stress with the aim of improving the work climate in organizations. The material and methods. For the research, educational organizations in Klaipėda district were chosen (in accordance with the data of Klaipėda District Municipality of 2011, there were 19 organizations with the staff of 599 at the time). The survey was conducted in September 2011 in collaboration with school public health care specialists from Klaipėda District Public Health Office. 286 questionnaires were handed out, and 246 ones were returned and found appropriate for the investigation. 31 questionnaires did not meet the criterion of representativeness, and 9 people refused to participate. For the statistical processing of the obtained data, the methods of descriptive, comparative, and correlation analysis were applied. The statistical processing of the data was carried out by the SPSS 17.0 software.The outcomes. The stressors characteristic of the staff of Klaipeda district educational organizations were established: responsibility for the future of the staff in the organization; personal skills and abilities completely fail to be realised in the organization; the work is monotonousand full of tension; the necessity to suppress one’s genuine emotions and not to show one’s true feelings; andresponsibility for the actions of other staff members. Statistically significant correlations were established between the coping with stress and the skills of management oriented towards problems and emotions. Conclusions. The staff of Klaipeda district educational organizations tended to belong to Type B personality, i.e. people whose response to stress was rather calm, however, they experienced work-related stress. To reduce the stress or to cope with it, an action plan was recommended. The responsibility for the said plan implementation was to be taken by the head of the institution.

Creativity in organizations has always been important, but in the twenty-first century, it is becoming object of interest among scientists in the field of management. The article discusses the essence of creativity and its benefits to organizations. Although researchers of various fields, including management, emphasize the benefits of creativity in everyday activities, but the skeptical view, that creativity can be applied only in art and not in everyday activities, still persist. This paper analyzes the scientific problem that is the lack of application of creativity in organizations. The object of research is application of creativity. The purpose of article is to research the applicability of creativity in organization through the analysis of the concept of creativity and its benefits to organizations. Objectives are to identify the benefits of creativity to the organization and to reveal the practice of application of creativity in Klaipeda organizations.

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.

Organizational culture and corporate social responsibility are effective measures that have an impact on organizational performance and results. In particular norms, principles, rules and values of the organization’s employees are more efficient, more comfortable, reduces mistrust, tension, a feeling of insecurity. Organizational culture includes the efforts of all staff, based on common human values. Employees tend to work in organizations where they are treated fairly, respecting their interests. It is ideology of social responsible (SR) organizations. Social responsible organizations promote a business friendly environment to create a social atmosphere, harmonize working relationships and actively participate in social dialogue with the public and with the organization.

Society’s value system forms gradually, and every society has its own culture, its own dominant value system. Fundamental values such as honesty, fairness, compassion and kindness have been preserved through the centuries, and they are the core values of today. Organization values are invisible organizational culture, the deepest layer of the organization. The internal culture of institutions is the system of values and traditions, work environment, which is an important condition for staff satisfaction and performance efficiency. Latvian public administration declared value is incorporated into the code of ethics, also included in the organization documents, thus addressing not only their employees, but also society as a whole, what is the profession of the required values, as well as what human values should be never lost. In this study, in order to identify the predominant values and intrinsic values of institutions based on publicly available data and information sources, Latvian State Administration Policy declared value are discussed and analyzed.