Suchergebnisse

The transition from an industrial to an information society is called a post-industrial or post-traditional period. All transitional periods are characterized by non-compliance, deviations of behaviour, various challenges and the changes of values. These imbalances are highly affected by globalization. Breaking up traditions creates preconditions for new crimes that are related to the latest achievements of science and technology. Globalization takes place in the social sphere and covers the most diverse fields of society's activities. It includes the scope of state and other social structures and their environment. Globalization is intensified by internal communication and other connections around the globe. Law, as a regulator of social life, is influenced by it. Globalization opens up new paths in the development of culture and science. It, however, brings equally difficult challenges. Therefore, many future prospects expected from globalization exclude real risks. In history globalization has manifested itself many times by the creation of empires and social and political systems. Primal forms of globalization can be found in ancient history. Whether it was the more cultural and economical than military invasion of the ancient Greeks to other lands, or the physical and spiritual actions of the Romans that led to collapse of the Roman empire by the barbarians, or the voluntary adoption of Christianity and Buddhism virtually by the whole world – these were all manifestations of globalization. Law as a regulator of social life is directly exposed to the challenges of globalization and must respond to the negative effects of globalization. This article is dedicated to the analysis of such challenges.

The transition from an industrial to an information society is called a post-industrial or post-traditional period. All transitional periods are characterized by non-compliance, deviations of behaviour, various challenges and the changes of values. These imbalances are highly affected by globalization. Breaking up traditions creates preconditions for new crimes that are related to the latest achievements of science and technology. Globalization takes place in the social sphere and covers the most diverse fields of society's activities. It includes the scope of state and other social structures and their environment. Globalization is intensified by internal communication and other connections around the globe. Law, as a regulator of social life, is influenced by it. Globalization opens up new paths in the development of culture and science. It, however, brings equally difficult challenges. Therefore, many future prospects expected from globalization exclude real risks. In history globalization has manifested itself many times by the creation of empires and social and political systems. Primal forms of globalization can be found in ancient history. Whether it was the more cultural and economical than military invasion of the ancient Greeks to other lands, or the physical and spiritual actions of the Romans that led to collapse of the Roman empire by the barbarians, or the voluntary adoption of Christianity and Buddhism virtually by the whole world – these were all manifestations of globalization. Law as a regulator of social life is directly exposed to the challenges of globalization and must respond to the negative effects of globalization. This article is dedicated to the analysis of such challenges.

Rad promišlja i prikazuje interakciju globalizacije i kulture kao sustava značenja koji reguliraju društveni život, odnosno na općoj razini skicira i analizira neke teze glede odnosa kulture i globalizacije. Globalizacija je društvena, ekonomska, politička i kulturna činjenica suvremenog društva, totalni fenomen. Ona je sveprisutna pojava današnje epohe i ostavlja upečatljive tragove svoje nazočnosti u svim prostorima u kojima se odvija. Osnovni aspekti globalizacije su ekonomski i politički odnosi koji se razvijaju između zemalja i regija i sve više čine okvir nekoj vrsti kulturnoga međusobnog približavanja u kojemu izvjestan broj istih vrijednosti prolazi krozviše zemalja s tendencijom prema kulturnoj jednakosti.Globalizacijski proces uključuje sve veći broj kulturnih elemenata, proširuje prostorne, kvantitativne i kvalitativne dimenzije kulture, a uključivanjem sve većega broja ljudi potiče aktivno djelovanje kulture. U prošlosti i danas dodiri kultura su se skladno prožimali, ali i iskazivali dramatične i često konfliktne oblike. Istinsko življenje trebalo bi biti međusobno razumijevanje i poštovanje, sporazumijevanje i ravnopravna suradnja jer smisao čovjeka ogleda se u humanosti. ; This paper represents an analysis and an account of the interaction between globalization and culture as systems of meaning that regulate social life. In other words, the paper provides a general outline and insight into certain thesis regarding the relationship between culture and globalization. Globalization is a social, economic, political, and cultural fact of modern society, an absolute phenomenon. It is an omnipresent occurrence of today's epoch leaving significant traces of its presence wherever it occurs. The basic aspects of globalization refer to economic and political relations that develop between countries and regions and that increasingly represent a framework for closer cultural contacts within which a certain number of the same values pass through many countries with a tendency towards cultural equality.The globalization process includes an increasing number of cultural elements, it broadens the spatial, quantitative and qualitative dimensions of culture, and, by including an increasing number of people, promotes active functioning of culture. In past and at present cultural contacts have harmoniously interfused, but they have also taken dramatic and often conflicting forms. True living should consist of mutual understanding and respect, agreement and equal cooperation because the meaning of man is reflected in humanity.

Globalizacijski procesi preobražavaju sve aspekte ljudskoga života. Sve veća povezanost i međuovisnost različitih dijelova suvremenoga svijeta očituje se putem novih i suvremenih potreba modernog društva. Globalizacija mijenja gospodarstvo, politiku, kulturu i društvo te postavlja svježe zahtjeve odgoju i obrazovanju. Povezivanje svjetskog tržišta potražuje standardizirane kompetencije i otvorenost za cjeloživotno učenje. Pedagogija kao društvena znanost prihvaća nove izazove te kreira moderan i suvremen odgoj i obrazovanje uključujući nove metode učenja obogaćene informacijsko-komunikacijskim tehnologijama te interkulturalnim vrijednostima i znanjima kao što je učenje stranih jezika. Ubrzani napredak globalnog društva iziskuje ustrajnu potrebu za stalnim i opetovanim usavršavanjem već stečenih kompetencija, ali i učenje novih. Konstantan razvoj i modernizacija odgojno-obrazovnog sustava imperativ je kojeg nameće suvremeno informacijsko i tehnološko društvo.

The article analyses the complexity of human resource management in the context of business globalization. The problem is the balancing of the global trends in HRM with the influence of national cultures. The general aim of the article is to explore the problem of balancing the seemingly opposing forces (such as thinking global – acting local, decentralization–centralization, differentiation–integration, etc.) and to identify trends and values in HRM. The article shows that such opposing forces should be considered not as binary either / or decisions, but as complementary forces that need to be balanced. The analysis is supported by examining the changing practice of HRM in the United Kingdom, France, the USA and Japan. This review shows the main trends and the principal tasks faced by HRM professionals in the 21st century. HRM changes that have taken place in the UK are a reflection, primarily, of changing regulation arising both from the UK government and from membership in the EU, globalization and strong pressures to drive costs downwards. French HR managers are striving to adapt French organizations to the environment by relying on unique practices or practices similar to those implemented in other countries. In late 2000s, the US economy is slowing. Though workers may become easier to find in general, recruitment continues to be challenging in the areas where skill shortages exist. The US workforce will continue to become more diverse. Firms are likely to continue experimenting with variable compensation and high performance work systems to enhance productivity. The change of HR practices in Japanese companies seems to be slow and incremental, carefully avoiding traumatic breaks with the past. Japanese managers have a strong sense of corporate obligation to provide jobs, income and security. On comparing changes in the patterns of HMR in the UK, France, the USA and Japan, the article analyses the peculiarities of HMR in Lithuania as a representative country of the post-soviet bloc. The practice of HRM in Lithuania during 1990–2008 may be separated into two periods. Each period was influenced by controversial groups of factors: traditions that came into being under the soviet regime and the new traditions still undergoing formation. In the first period dominated the so-called "hard" HRM, with the focus on employee control, utmost exploitation of their potential and obtaining the maximum benefit from them, neglect of employees' needs. The lack of qualified workers, increasing emigration and the growing competition in the second period urge the managers to shift attention to "soft" HRM, i.e. to the needs of their employees as one of the key resources of the competitive advantage.

The article analyses the complexity of human resource management in the context of business globalization. The problem is the balancing of the global trends in HRM with the influence of national cultures. The general aim of the article is to explore the problem of balancing the seemingly opposing forces (such as thinking global – acting local, decentralization–centralization, differentiation–integration, etc.) and to identify trends and values in HRM. The article shows that such opposing forces should be considered not as binary either / or decisions, but as complementary forces that need to be balanced. The analysis is supported by examining the changing practice of HRM in the United Kingdom, France, the USA and Japan. This review shows the main trends and the principal tasks faced by HRM professionals in the 21st century. HRM changes that have taken place in the UK are a reflection, primarily, of changing regulation arising both from the UK government and from membership in the EU, globalization and strong pressures to drive costs downwards. French HR managers are striving to adapt French organizations to the environment by relying on unique practices or practices similar to those implemented in other countries. In late 2000s, the US economy is slowing. Though workers may become easier to find in general, recruitment continues to be challenging in the areas where skill shortages exist. The US workforce will continue to become more diverse. Firms are likely to continue experimenting with variable compensation and high performance work systems to enhance productivity. The change of HR practices in Japanese companies seems to be slow and incremental, carefully avoiding traumatic breaks with the past. Japanese managers have a strong sense of corporate obligation to provide jobs, income and security. On comparing changes in the patterns of HMR in the UK, France, the USA and Japan, the article analyses the peculiarities of HMR in Lithuania as a representative country of the post-soviet bloc. The practice of HRM in Lithuania during 1990–2008 may be separated into two periods. Each period was influenced by controversial groups of factors: traditions that came into being under the soviet regime and the new traditions still undergoing formation. In the first period dominated the so-called "hard" HRM, with the focus on employee control, utmost exploitation of their potential and obtaining the maximum benefit from them, neglect of employees' needs. The lack of qualified workers, increasing emigration and the growing competition in the second period urge the managers to shift attention to "soft" HRM, i.e. to the needs of their employees as one of the key resources of the competitive advantage.

The article analyses the complexity of human resource management in the context of business globalization. The problem is the balancing of the global trends in HRM with the influence of national cultures. The general aim of the article is to explore the problem of balancing the seemingly opposing forces (such as thinking global – acting local, decentralization–centralization, differentiation–integration, etc.) and to identify trends and values in HRM. The article shows that such opposing forces should be considered not as binary either / or decisions, but as complementary forces that need to be balanced. The analysis is supported by examining the changing practice of HRM in the United Kingdom, France, the USA and Japan. This review shows the main trends and the principal tasks faced by HRM professionals in the 21st century. HRM changes that have taken place in the UK are a reflection, primarily, of changing regulation arising both from the UK government and from membership in the EU, globalization and strong pressures to drive costs downwards. French HR managers are striving to adapt French organizations to the environment by relying on unique practices or practices similar to those implemented in other countries. In late 2000s, the US economy is slowing. Though workers may become easier to find in general, recruitment continues to be challenging in the areas where skill shortages exist. The US workforce will continue to become more diverse. Firms are likely to continue experimenting with variable compensation and high performance work systems to enhance productivity. The change of HR practices in Japanese companies seems to be slow and incremental, carefully avoiding traumatic breaks with the past. Japanese managers have a strong sense of corporate obligation to provide jobs, income and security. On comparing changes in the patterns of HMR in the UK, France, the USA and Japan, the article analyses the peculiarities of HMR in Lithuania as a representative country of the post-soviet bloc. The practice of HRM in Lithuania during 1990–2008 may be separated into two periods. Each period was influenced by controversial groups of factors: traditions that came into being under the soviet regime and the new traditions still undergoing formation. In the first period dominated the so-called "hard" HRM, with the focus on employee control, utmost exploitation of their potential and obtaining the maximum benefit from them, neglect of employees' needs. The lack of qualified workers, increasing emigration and the growing competition in the second period urge the managers to shift attention to "soft" HRM, i.e. to the needs of their employees as one of the key resources of the competitive advantage.

The article analyses the complexity of human resource management in the context of business globalization. The problem is the balancing of the global trends in HRM with the influence of national cultures. The general aim of the article is to explore the problem of balancing the seemingly opposing forces (such as thinking global – acting local, decentralization–centralization, differentiation–integration, etc.) and to identify trends and values in HRM. The article shows that such opposing forces should be considered not as binary either / or decisions, but as complementary forces that need to be balanced. The analysis is supported by examining the changing practice of HRM in the United Kingdom, France, the USA and Japan. This review shows the main trends and the principal tasks faced by HRM professionals in the 21st century. HRM changes that have taken place in the UK are a reflection, primarily, of changing regulation arising both from the UK government and from membership in the EU, globalization and strong pressures to drive costs downwards. French HR managers are striving to adapt French organizations to the environment by relying on unique practices or practices similar to those implemented in other countries. In late 2000s, the US economy is slowing. Though workers may become easier to find in general, recruitment continues to be challenging in the areas where skill shortages exist. The US workforce will continue to become more diverse. Firms are likely to continue experimenting with variable compensation and high performance work systems to enhance productivity. The change of HR practices in Japanese companies seems to be slow and incremental, carefully avoiding traumatic breaks with the past. Japanese managers have a strong sense of corporate obligation to provide jobs, income and security. On comparing changes in the patterns of HMR in the UK, France, the USA and Japan, the article analyses the peculiarities of HMR in Lithuania as a representative country of the post-soviet bloc. The practice of HRM in Lithuania during 1990–2008 may be separated into two periods. Each period was influenced by controversial groups of factors: traditions that came into being under the soviet regime and the new traditions still undergoing formation. In the first period dominated the so-called "hard" HRM, with the focus on employee control, utmost exploitation of their potential and obtaining the maximum benefit from them, neglect of employees' needs. The lack of qualified workers, increasing emigration and the growing competition in the second period urge the managers to shift attention to "soft" HRM, i.e. to the needs of their employees as one of the key resources of the competitive advantage.

Dugo je vremena koncept suvereniteta smatran kamenom temeljcem domaćeg i međunarodnog prava te političke misli. Koncepcija suvereniteta blisko je povezana s koncepcijom države. Bilo je to »normalno« stanje države, u kojem ona ima vrhovnu ili konačnu vlast u unutarnjim političkim i pravnim pitanjima, a svojstvo neovisnosti prema drugim državama. Međunarodnu zajednicu činile su ravnopravne i neovisne države. Danas, na početku 21. stoljeća, koncept suvereniteta izložen je mnogim izazovima, od kojih je najznačajniji proces globalizacije koji je doveo do sve veće međupovezanosti ljudi širom svijeta vidljive na svim poljima: političkim, vojnim, ekonomskim, kulturnim i pravnim. U ovom radu usredotočit ćemo se na pitanje kako globalizacija utječe na državni suverenitet te da ti pregled argumenata korištenih u novijoj literaturi. ; The concept of sovereignty was for a long time considered as one of the cornerstones of national and international law, and of political thought. The concept of sovereignty was closely connected with the concept of the state. It was a »normal« situation of a country where it had supreme or final power in political and legal matters in its domestic affairs, while at the same time it was independent in relation to all other countries. The international community used to consist of equal and independent states. At the beginning of the 21st century, the concept of sovereignty is faced with many challenges, both in theory and in practice. What happens within a country's territory and to its inhabitants is now less a consequence of national politics than the result of international circumstances – the difference between internal and foreign affairs is becoming increasingly vague. Several processes are happening simultaneously: globalisation (the development of information and communication technology; increase in foreign investments, the development of multinational corporations, and strengthening of the international economic and trade organisations' role), the process of European integration, the development of international protection of human rights (the development of cogent rules of international law, humanitarian interventions, the role of transnational non- governmental organisations), and the phenomenon of »failed states«. All the above mentioned has created a need to redefine the concept of sovereignty.

The final work of University Postgraduate studies, 65 pages, 18 figures, 3 tables, 57 references, 1 appendix, Lithuanian language. KEY WORDS: agriculture, integration, globalization, liberalization of markets, World Trade Organization. The object of research – Lithuanian agriculture in the context of globalization. The aim of work – to analyze the impact of globalization on the Lithuanian agriculture on the ground of the modern globalization conception. Seeking the aim, the tasks are: 1) to analyze the changes of agriculture in the context of globalization; 2) to analyze the impact of globalization on Lithuanian agriculture; 3) to identify the development problems and perspectives of agriculture in the context of globalization. Methods of research – the analysis of scientific literature, induction, deduction, statistical data compilation and analysis, graphical depiction methods. According to scientific publication articles, monographs, strategic documents of EU, Lithuanian agriculture and rural areas development, legal documents, material gained on the conferences and internet, Department of Statistics to the Government of the Republic of Lithuania and World Trade Organization, World Bank database information.

The final work of University Postgraduate studies, 65 pages, 18 figures, 3 tables, 57 references, 1 appendix, Lithuanian language. KEY WORDS: agriculture, integration, globalization, liberalization of markets, World Trade Organization. The object of research – Lithuanian agriculture in the context of globalization. The aim of work – to analyze the impact of globalization on the Lithuanian agriculture on the ground of the modern globalization conception. Seeking the aim, the tasks are: 1) to analyze the changes of agriculture in the context of globalization; 2) to analyze the impact of globalization on Lithuanian agriculture; 3) to identify the development problems and perspectives of agriculture in the context of globalization. Methods of research – the analysis of scientific literature, induction, deduction, statistical data compilation and analysis, graphical depiction methods. According to scientific publication articles, monographs, strategic documents of EU, Lithuanian agriculture and rural areas development, legal documents, material gained on the conferences and internet, Department of Statistics to the Government of the Republic of Lithuania and World Trade Organization, World Bank database information.