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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.

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.

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.

The article discusses the relationship between the occurrence of international conflicts and the desire of states to implement their own geopolitical interests. The key factor in the emergence of conflicts is the concept of an inter-civilization clash by Samuel Huntington, where the role of states in the formation of the international system is the trigger for decision-making. The author states that in modern conditions Russia defends its interests, which should not be perceived by other actors of international relations as a threat, but as competition.

In this article theoretical aspects of globalization and economic growth connection are analysed while looking for an answer how globalization affect countries economic growth. Three globalization dimensions – economic, social and political – are being examined. An empirical part of the article reviews the research on the impact of globalization on economic growth. The aim is to summarize the results of research carried out by researchers on how globalization and its dimensions affect economic growth. According to the results of the research, conclusions are made on the link between globalization and economic growth.

In this article theoretical aspects of globalization and economic growth connection are analysed while looking for an answer how globalization affect countries economic growth. Three globalization dimensions – economic, social and political – are being examined. An empirical part of the article reviews the research on the impact of globalization on economic growth. The aim is to summarize the results of research carried out by researchers on how globalization and its dimensions affect economic growth. According to the results of the research, conclusions are made on the link between globalization and economic growth.

The globalization phenomenon has become a subject of research in scholastic literature. The impact of globalization is the subject of ongoing debate, which is based more on personal provisions than on objective evidence. A need arises to evaluate the process of globalization based not on a subjective view, but rather on empirical studies grounded in scientific reasoning. Scholars, attempting to add rationality to the discussion, use empirical data, namely indicators of globalization. Such empirical evidence would allow for a more objective assessment of the essence of the globalization process, its scope and impact on various social sectors. Quantitative assessment of globalization is a complex matter, since there is no generally accepted valuation methodology. Different quantitative indicators are used in the separate spheres of globalization: economic, cultural, social, and political. A need to measure the phenomenon of globalization as a whole, to establish an integrated set of indicators, presents itself. Attempts to assess the extent of globalization with one complex set of indicators are a new phenomenon, which has not been studied sufficiently. [.]

The globalization phenomenon has become a subject of research in scholastic literature. The impact of globalization is the subject of ongoing debate, which is based more on personal provisions than on objective evidence. A need arises to evaluate the process of globalization based not on a subjective view, but rather on empirical studies grounded in scientific reasoning. Scholars, attempting to add rationality to the discussion, use empirical data, namely indicators of globalization. Such empirical evidence would allow for a more objective assessment of the essence of the globalization process, its scope and impact on various social sectors. Quantitative assessment of globalization is a complex matter, since there is no generally accepted valuation methodology. Different quantitative indicators are used in the separate spheres of globalization: economic, cultural, social, and political. A need to measure the phenomenon of globalization as a whole, to establish an integrated set of indicators, presents itself. Attempts to assess the extent of globalization with one complex set of indicators are a new phenomenon, which has not been studied sufficiently. [.]

The globalization phenomenon has become a subject of research in scholastic literature. The impact of globalization is the subject of ongoing debate, which is based more on personal provisions than on objective evidence. A need arises to evaluate the process of globalization based not on a subjective view, but rather on empirical studies grounded in scientific reasoning. Scholars, attempting to add rationality to the discussion, use empirical data, namely indicators of globalization. Such empirical evidence would allow for a more objective assessment of the essence of the globalization process, its scope and impact on various social sectors. Quantitative assessment of globalization is a complex matter, since there is no generally accepted valuation methodology. Different quantitative indicators are used in the separate spheres of globalization: economic, cultural, social, and political. A need to measure the phenomenon of globalization as a whole, to establish an integrated set of indicators, presents itself. Attempts to assess the extent of globalization with one complex set of indicators are a new phenomenon, which has not been studied sufficiently. [.]