Suchergebnisse

Lithuania, seeking to effectively protect its biological diversity, ratified the Convention on Biological Diversity (1992), which is one of the main legal acts, regulating biodiversity protection in the international context and incorporating biodiversity protection measures. The object of the investigation is the implementation of the Convention on Biological Diversity in Lithuania. The basic problems are as follows: depleting biodiversity because of the ineffective implementation model of biodiversity protection. The aim of the thesis is to analyse and to assess the efficiency of the implementation of the Convention on Biological Diversity in Lithuania. The tasks are as follows: to analyse general principles of adoption and implementation of international conventions related to the protection of biodiversity and ratified by the Republic of Lithuania, Lithuanian legislation and strategic documents in the field of biodiversity, to analyse the implementation of the Convention on Biological Diversity Lithuania and to assess the efficiency of the implementation of the Convention on Biological Diversity in Lithuania. The hypothesis of the thesis is that the implementation model of the Convention on Biological Diversity in Lithuania is partially. In the thesis, theoretic-qualitative investigation methods have been applied – analysis of international documents and legal acts, SWOT analysis as well as an empiric investigation method – an expert interview. Implementation of the Convention on Biological Diversity, Lithuania still have to improve many areas relating to the protection of biodiversity. Legal acts of the Republic of Lithuania, which are in effect in the field of biodiversity protection are not as effective, experts say, as expected. There is insufficient attention devoted to training programs emphasize the significance of biodiversity protection. However, the financing of achieving objectives of biodiversity protection is ensured, the effective system of protected areas has been created in order to ensure biodiversity protection. The hypothesis that the implementation of the Convention on Biological Diversity in Lithuania is partially has proven to be true.

Lithuania, seeking to effectively protect its biological diversity, ratified the Convention on Biological Diversity (1992), which is one of the main legal acts, regulating biodiversity protection in the international context and incorporating biodiversity protection measures. The object of the investigation is the implementation of the Convention on Biological Diversity in Lithuania. The basic problems are as follows: depleting biodiversity because of the ineffective implementation model of biodiversity protection. The aim of the thesis is to analyse and to assess the efficiency of the implementation of the Convention on Biological Diversity in Lithuania. The tasks are as follows: to analyse general principles of adoption and implementation of international conventions related to the protection of biodiversity and ratified by the Republic of Lithuania, Lithuanian legislation and strategic documents in the field of biodiversity, to analyse the implementation of the Convention on Biological Diversity Lithuania and to assess the efficiency of the implementation of the Convention on Biological Diversity in Lithuania. The hypothesis of the thesis is that the implementation model of the Convention on Biological Diversity in Lithuania is partially. In the thesis, theoretic-qualitative investigation methods have been applied – analysis of international documents and legal acts, SWOT analysis as well as an empiric investigation method – an expert interview. Implementation of the Convention on Biological Diversity, Lithuania still have to improve many areas relating to the protection of biodiversity. Legal acts of the Republic of Lithuania, which are in effect in the field of biodiversity protection are not as effective, experts say, as expected. There is insufficient attention devoted to training programs emphasize the significance of biodiversity protection. However, the financing of achieving objectives of biodiversity protection is ensured, the effective system of protected areas has been created in order to ensure biodiversity protection. The hypothesis that the implementation of the Convention on Biological Diversity in Lithuania is partially has proven to be true.

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]

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]

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]

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]

Bu çalışmanın amacı uzaktan çalışmanın işyerlerinde nasıl uygulanacağına dair bir öneri geliştirmektir. Uzaktan çalışma özellikle 2019'dan beri çokça tartışılan bir konu olmuştur. Kovid-19 pandemi sürecinde gerek genel gerekse akademik olarak uzaktan çalışma tartışmaları tüm zamanların yaklaşık 3-4 katı artışla gündeme gelmiştir. Türkiye'de 10 Mart 2021'de uzaktan çalışma yönetmeliği yürürlüğe girmiştir. Bu yönetmelik sözleşmenin nasıl yapılacağı, çalışma ortamının nasıl düzenleneceği, iş araçlarının temini ve kullanımı, çalışma süreleri, iletişim, verilerin korunması, iş sağlığı ve güvenliği (İSG), uzaktan çalışmanın yapılamayacağı işler ve uzaktan çalışmaya nasıl geçileceği ile ilgili genel hükümleri içermektedir. Bu düzenleme yol gösterici olmakla birlikte uzaktan çalışmanın uygulanması işyerlerinin özelliklerine göre ayrıntılı bir takım düzenlemeleri gerekli kılmaktadır. Bu nedenle çalışmada bir yerel yönetime bağlı kamu kuruluşunda uzaktan çalışmanın uygulanabilmesi için yürütülecek sürece dair bir yol haritası oluşturma çalışması yapılmıştır. İlk olarak literatür taramasının ardından uzaktan çalışma sürecinde karşılaşılabilecek sorun alanları tespit edilmiştir. Bu çerçevede Uzaktan çalışmanın bir işyerinde o işyerinin özelliklerine uygun olarak nasıl uygulanacağı tasarlanmıştır. Bu düzenleme yapılırken iki birim öne çıkmıştır. Bunlar bilişim ve insan kaynakları departmanlarıdır. Bilişim departmanıyla yapılan görüşmelerde uzaktan çalışmanın gerektirdiği ve işletmede var olan bilişim altyapısı değerlendirilmiştir. İnsan Kaynakları departmanıyla yapılan görüşmelerde ise uzaktan çalışmaya uygun görevlerin tespiti bu süreçte yapılması gereken yükümlülükler değerlendirilmiştir. Sonuçta uzaktan çalışmaya geçmek isteyen işletmelerde mevzuattaki yükümlülüklerin karşılanabilmesi ve uygulamada karşılaşılabilecek sorunları çözmeye yardımcı olabilecek bir öneri geliştirilmiştir.

Modern technologies' development opens up many possibilities and ways to introduce open or secret employees' control and monitoring systems, gives an opportunity to penetrate to the employers' given devices or get employee's personal information. Therefore, master's thesis raises a hypothetical question why employer should or should not use such opportunities. In order to answer this question, the master's thesis is based on reasonable analysis of the problems arising from normal use of information technology and electronic workplace, assessing the need for legal regulation, arising from the general human rights, in particular employee's right to privacy, standards of international, European and national legislations. The master's thesis analyzes cases occurring in Lithuania, where a number of private and public sector entities implementing electronic monitoring in the workplace is growing. This control is used to observe various activities of workers: the work in the Internet, email, work with other computer programs, internal computer network (intranet), computer's memory, information stored in servers and so on. Because of the above measures, employers and employees face the problem of finding interest balance: on the one hand, employers aim to protect business interests and try to protect themselves from liability or damages caused by employees, they want to ensure that they preserve a good reputation and prevent additional costs; on the other hand, the fact that an employee uses employer's information technology products does not affect his right to privacy including the protection of personal data. The master's thesis associated with legal regulations summarizes specifically for the practical situation of the use of information technology at work carried out complex questionnaire survey of workers and employers in the spring of 2009 to get results, providing the essential insights of the employee's right to privacy, and the joint of modern technological possibilities and the needs of the workplace from the employer's side.

Modern technologies' development opens up many possibilities and ways to introduce open or secret employees' control and monitoring systems, gives an opportunity to penetrate to the employers' given devices or get employee's personal information. Therefore, master's thesis raises a hypothetical question why employer should or should not use such opportunities. In order to answer this question, the master's thesis is based on reasonable analysis of the problems arising from normal use of information technology and electronic workplace, assessing the need for legal regulation, arising from the general human rights, in particular employee's right to privacy, standards of international, European and national legislations. The master's thesis analyzes cases occurring in Lithuania, where a number of private and public sector entities implementing electronic monitoring in the workplace is growing. This control is used to observe various activities of workers: the work in the Internet, email, work with other computer programs, internal computer network (intranet), computer's memory, information stored in servers and so on. Because of the above measures, employers and employees face the problem of finding interest balance: on the one hand, employers aim to protect business interests and try to protect themselves from liability or damages caused by employees, they want to ensure that they preserve a good reputation and prevent additional costs; on the other hand, the fact that an employee uses employer's information technology products does not affect his right to privacy including the protection of personal data. The master's thesis associated with legal regulations summarizes specifically for the practical situation of the use of information technology at work carried out complex questionnaire survey of workers and employers in the spring of 2009 to get results, providing the essential insights of the employee's right to privacy, and the joint of modern technological possibilities and the needs of the workplace from the employer's side.

The article presents a preliminary sketch of various approaches to religious diversity in contemporary societies. It argues that religious diversity is shaped by three important factors: the specific historical trajectory of a country's religious field, recent changes in the societies of the Global North through migration and the influx of "foreign" religions at an unprecedented scale, and the increasing relevance of the circulation of religious discourses and images in public life, especially through the media, for the perception of diversity. The article suggests paying special attention to the role of power relations in the wider society and to the impact of the state political framework in the analysis of the experience of and public debates about religious diversity.

The article presents a preliminary sketch of various approaches to religious diversity in contemporary societies. It argues that religious diversity is shaped by three important factors: the specific historical trajectory of a country's religious field, recent changes in the societies of the Global North through migration and the influx of "foreign" religions at an unprecedented scale, and the increasing relevance of the circulation of religious discourses and images in public life, especially through the media, for the perception of diversity. The article suggests paying special attention to the role of power relations in the wider society and to the impact of the state political framework in the analysis of the experience of and public debates about religious diversity.

The article presents a preliminary sketch of various approaches to religious diversity in contemporary societies. It argues that religious diversity is shaped by three important factors: the specific historical trajectory of a country's religious field, recent changes in the societies of the Global North through migration and the influx of "foreign" religions at an unprecedented scale, and the increasing relevance of the circulation of religious discourses and images in public life, especially through the media, for the perception of diversity. The article suggests paying special attention to the role of power relations in the wider society and to the impact of the state political framework in the analysis of the experience of and public debates about religious diversity.