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]

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.

In this Master thesis, the implementation of the Convention on Biological Diversity in Lithuania has been analysed and evaluated, problems of the implementation of the Convention on Biological Diversity in Lithuania have been raised and suggestions how to improve the implementation of the Convention on Biological Diversity in Lithuania have been presented. In the first part of the thesis, the principles of adoption and implementation and the main features of the conventions related to the protection of biodiversity and ratified by the Republic of Lithuania have been analysed. In the second part of it, the implementation peculiarities of the objectives of the Convention on Biological Diversity in the world and in the European Union have been investigated. In the third part, the analysis and evaluation of the implementation of the Convention on Biological Diversity in Lithuania have been presented.

In this Master thesis, the implementation of the Convention on Biological Diversity in Lithuania has been analysed and evaluated, problems of the implementation of the Convention on Biological Diversity in Lithuania have been raised and suggestions how to improve the implementation of the Convention on Biological Diversity in Lithuania have been presented. In the first part of the thesis, the principles of adoption and implementation and the main features of the conventions related to the protection of biodiversity and ratified by the Republic of Lithuania have been analysed. In the second part of it, the implementation peculiarities of the objectives of the Convention on Biological Diversity in the world and in the European Union have been investigated. In the third part, the analysis and evaluation of the implementation of the Convention on Biological Diversity in Lithuania have been presented.

The researchers have different visions about how they should respond to the multiculturalism's challenges. Often the response to the issue devides experts into two major groups: to the conservative and to the emancipatory group. The way the first group chose as an answer to the issue leads to inequality, it seeks the possibility to avoid foreigners or isolate, or assimilate them. The second group promotes the way that leads to equality in society and it can be divided into two alternative modes: 1. The State is neutral as far as possible with the emphasis on complete equality; 2. The State is active and looks for protection of differences, and thus is trying to ensure the real equality. Both groups emphasize the responsibility of the majority and the government, but it is also necessary to consider the responsibility of the minority for successful functioning of multicultural society. An enhanced role for minorities in the multicultural society depends on their own disposition to be flexible and open to interaction, to become more active and more important to the entire society. The article analyses the works of leading experts related on multiculturalism issues, the works of J. M. André, J. Rawls, M. Nussbaun, H. Tajfel, M. Walzer, S. Moscovici, M. Castells, C. Taylor, W. Kimlickos and others.

The researchers have different visions about how they should respond to the multiculturalism's challenges. Often the response to the issue devides experts into two major groups: to the conservative and to the emancipatory group. The way the first group chose as an answer to the issue leads to inequality, it seeks the possibility to avoid foreigners or isolate, or assimilate them. The second group promotes the way that leads to equality in society and it can be divided into two alternative modes: 1. The State is neutral as far as possible with the emphasis on complete equality; 2. The State is active and looks for protection of differences, and thus is trying to ensure the real equality. Both groups emphasize the responsibility of the majority and the government, but it is also necessary to consider the responsibility of the minority for successful functioning of multicultural society. An enhanced role for minorities in the multicultural society depends on their own disposition to be flexible and open to interaction, to become more active and more important to the entire society. The article analyses the works of leading experts related on multiculturalism issues, the works of J. M. André, J. Rawls, M. Nussbaun, H. Tajfel, M. Walzer, S. Moscovici, M. Castells, C. Taylor, W. Kimlickos and others.