Research object Competences of municipality sport departments managers (specialists). Aim of research To perform competence research and analysis of municipality sport departments managers (specialists). Tasks of research 1. To define conceptions of competence and labor market. 2. To analyze academic aspects of public officials competences. 3. To research training and development of sport managers (specialists) in Lithuania. 4. To detect main functions of municipality sport departments and identify competences, required to fulfill them. 5. To detect competence level of sport specialists. Research structure Research is structured of 4 parts, 56 pages , 6 tables, 23 pictures and 4 supplements. Main functions of municipality sport departments: personell management, koordination of sport teaching institutions, legal management, information management, buildings management, financial management, event management, high mastery sportsmen praparation. According TUNING project competences of 4 groups are referable to 8 main fumctions of municipality sport departments: instrumental, interpersonal, systemic and other competences. Key words: competence, sport management, public official.
Research object Competences of municipality sport departments managers (specialists). Aim of research To perform competence research and analysis of municipality sport departments managers (specialists). Tasks of research 1. To define conceptions of competence and labor market. 2. To analyze academic aspects of public officials competences. 3. To research training and development of sport managers (specialists) in Lithuania. 4. To detect main functions of municipality sport departments and identify competences, required to fulfill them. 5. To detect competence level of sport specialists. Research structure Research is structured of 4 parts, 56 pages , 6 tables, 23 pictures and 4 supplements. Main functions of municipality sport departments: personell management, koordination of sport teaching institutions, legal management, information management, buildings management, financial management, event management, high mastery sportsmen praparation. According TUNING project competences of 4 groups are referable to 8 main fumctions of municipality sport departments: instrumental, interpersonal, systemic and other competences. Key words: competence, sport management, public official.
Scientific problem: Lithuanian sailing coaches insufficient communication with athletes, skills gaps and coaches predominant autocratic leadership style are the main constraints for athletes to achieve high sports results. Research hypothesis: • Athletes having a greater mastery assesses more social support in coaching, positive feedback and communication competencies, than lower sportsmanship respondents. • Athletes and coaches leadership style assessments are different. Reseach object: the coach's competence, communication features, coach leadership style. Reseach aim: valuate Lithuanian sailing coaches leadership style of coaches and athletes and coaches in terms of competencies and communication peculiarities in terms of athletes. The tasks of the research: 1. Identify the different seniority of Lithuania sailing coaches leadership style of their own point of view. 2. Identify athletes approach to coaching leadership style. 3. Investigate the large and medium–master sailors (girls and boys) approach to coaching competencies, communication features. Conclucion: • The results showed that most of the coaches, in their view, led by democratically athletes. Two coaches a high degree of manifestation of democracy, seven – the average, in addition to the autocratic (3 coaches) and liberal (4 coaches) leadership style. The higher the coach seniority, the more manifested democratic – liberal leadership style (p=0.42). While competition coaches (less spent 10 years) often led democratic – autocratic leadership style (p=0.56). • Elite athletes coaches identified in Leadership autocratic behavior (p = 0.01) and moderate athletes most distinguished behavior training of coaches – coaching – instruction (p = 0.009), when the main focus is on the technical, tactical training, physical fitness improvement. Both groups mentioned in the second democratic behavior, but more occurring among middle–skill respondents (p = 0.04) further – a positive response (p = 0.06) and social support (p = 0.11). The evaluation results between ...
Contemporary world and art emphasise a high-quality result produced within a short period of time. Manual weaving (e.g. by handloom machine or on a vertical loom) is a time-consuming process which is broadly becoming an obsolete practice amongst contemporary textile artists. Although text is a popular form of art, woven text is very rare. This study intends to analyse the syncretic association between weaving and text. The following questions are raised: what are the meanings of this association and what purpose can be derived from it. Woven text, as the study object, has become an assisting instrument in the discussion of a textile artist in contemporary art. A textile artist, who decides to create art by means of weaving, finds himself standing at the crossroads of tradition and contemporary environment. The following study sources were used: interviews with Lithuanian woven text creators, as well as literature, art journalism, articles in periodic publications, and other data which allow finding new meanings of woven text. The objective of the study is to assemble the possible meanings which define the relationship between weaving and text. Meanings found in the study were the following: opposition; time, transience, longevity; escape, isolation, salvation, halt; meditation, empathy; history, tradition; tactility/touch; durability, strength, genuineness; communication, intimacy, reminiscence; sacredness, religion; politics, economics; suffering, complexity, hard work, mastery; identity; luxury. All these meanings can be taken into account when analysing the use of weaving technology in art textile. Discovery of these meanings can also help to adopt a different point of view towards woven text, understand it better, and apply its characteristics in other contexts by taking advantage of the opportunities provided by it. Another important aspect of the art study was to introduce and discover the meanings of woven text in researcher's own creative practices. Several papers that study woven text were described, ...
Scientific problem: Lithuanian sailing coaches insufficient communication with athletes, skills gaps and coaches predominant autocratic leadership style are the main constraints for athletes to achieve high sports results. Research hypothesis: • Athletes having a greater mastery assesses more social support in coaching, positive feedback and communication competencies, than lower sportsmanship respondents. • Athletes and coaches leadership style assessments are different. Reseach object: the coach's competence, communication features, coach leadership style. Reseach aim: valuate Lithuanian sailing coaches leadership style of coaches and athletes and coaches in terms of competencies and communication peculiarities in terms of athletes. The tasks of the research: 1. Identify the different seniority of Lithuania sailing coaches leadership style of their own point of view. 2. Identify athletes approach to coaching leadership style. 3. Investigate the large and medium–master sailors (girls and boys) approach to coaching competencies, communication features. Conclucion: • The results showed that most of the coaches, in their view, led by democratically athletes. Two coaches a high degree of manifestation of democracy, seven – the average, in addition to the autocratic (3 coaches) and liberal (4 coaches) leadership style. The higher the coach seniority, the more manifested democratic – liberal leadership style (p=0.42). While competition coaches (less spent 10 years) often led democratic – autocratic leadership style (p=0.56). • Elite athletes coaches identified in Leadership autocratic behavior (p = 0.01) and moderate athletes most distinguished behavior training of coaches – coaching – instruction (p = 0.009), when the main focus is on the technical, tactical training, physical fitness improvement. Both groups mentioned in the second democratic behavior, but more occurring among middle–skill respondents (p = 0.04) further – a positive response (p = 0.06) and social support (p = 0.11). The evaluation results between different gender athletes, both men and women identified the training – instruction of trainers in leadership (p = 0.18). • Elite athletes in evaluating the behavior of coaches to conduct them in accordance with the component to the lower than the average athletes (p = 0.03); women – lower than men (p = 0.06). The emotional component coaches elite athletes by – lower than the average athletes (p = 0.28); women – lower than men (p = 0.28). Gnostic component showing the coach, the professional competence has been assessed under the extreme sports excellence group than the average performance athletes group (p = 0.04); women – lower than men (p = 0.04). It was found that the higher the skill group of athletes, the coach considered below. Girls, in particular, elite group of coaches was rated worse than boys (girls – below average guys – average).
Scientific problem: Lithuanian sailing coaches insufficient communication with athletes, skills gaps and coaches predominant autocratic leadership style are the main constraints for athletes to achieve high sports results. Research hypothesis: • Athletes having a greater mastery assesses more social support in coaching, positive feedback and communication competencies, than lower sportsmanship respondents. • Athletes and coaches leadership style assessments are different. Reseach object: the coach's competence, communication features, coach leadership style. Reseach aim: valuate Lithuanian sailing coaches leadership style of coaches and athletes and coaches in terms of competencies and communication peculiarities in terms of athletes. The tasks of the research: 1. Identify the different seniority of Lithuania sailing coaches leadership style of their own point of view. 2. Identify athletes approach to coaching leadership style. 3. Investigate the large and medium–master sailors (girls and boys) approach to coaching competencies, communication features. Conclucion: • The results showed that most of the coaches, in their view, led by democratically athletes. Two coaches a high degree of manifestation of democracy, seven – the average, in addition to the autocratic (3 coaches) and liberal (4 coaches) leadership style. The higher the coach seniority, the more manifested democratic – liberal leadership style (p=0.42). While competition coaches (less spent 10 years) often led democratic – autocratic leadership style (p=0.56). • Elite athletes coaches identified in Leadership autocratic behavior (p = 0.01) and moderate athletes most distinguished behavior training of coaches – coaching – instruction (p = 0.009), when the main focus is on the technical, tactical training, physical fitness improvement. Both groups mentioned in the second democratic behavior, but more occurring among middle–skill respondents (p = 0.04) further – a positive response (p = 0.06) and social support (p = 0.11). The evaluation results between different gender athletes, both men and women identified the training – instruction of trainers in leadership (p = 0.18). • Elite athletes in evaluating the behavior of coaches to conduct them in accordance with the component to the lower than the average athletes (p = 0.03); women – lower than men (p = 0.06). The emotional component coaches elite athletes by – lower than the average athletes (p = 0.28); women – lower than men (p = 0.28). Gnostic component showing the coach, the professional competence has been assessed under the extreme sports excellence group than the average performance athletes group (p = 0.04); women – lower than men (p = 0.04). It was found that the higher the skill group of athletes, the coach considered below. Girls, in particular, elite group of coaches was rated worse than boys (girls – below average guys – average).
The aim of the Master's thesis is to disclose the needs of young people (up to their late-twenties) seeking integration into the labour market as well as to reveal the obstacles hindering them from being employed.The objectives – to analyse the issue of social justice; to present a theoretical interpretation of the concept of social inequality; to look into young people's opportunities for social justice in terms of integration into the labour market; to carry out a sociological survey which enables to clarify and reveal the needs of the youth (up to their late-twenties) in order to integrate themselves into the labour market and, in addition to this, to investigate the obstacles interfering with the process of employment of young people.The subject of research: the attitude of young people towards inequality and social justice while integrating themselves into the labour market. Methods of the Master's thesis: the analysis of academic and statistical literature as well as publications of social and political journalism; qualitative research (interviews); two groups of informants: five students (academic youth) and five employers (company executives). The research has established that the main requirements posed by employers for young specialists include qualifications, education and a sense of duty.The choice of an employee meeting the job requirements is an important prerequisite for successful work performance. It is also vital that a new hired and suitable employee should work for quite a lengthy period of time. Replacement and and a turnover of staff within a company is rather costly. It takes approximately a year for a new hired employee to achieve proper labour productivity and it takes even longer to gain mastery. It is worth mentioning that before going to higher schools young people do not take into consideration whether their chosen speciality will be marketable. After graduating from university or college and having qualifications most young people tend to notice that they lack popularity in the labour market: their education does not meet the labour market requirements and the speciality is not in demand. In order to be marketable it is necessary for young people in their early youth years to know firmly what studies to choose and where to study.Higher schools cooperate sluggishly with business companies in terms of practical work issues, so according to young people, finding a place for doing practical work is a difficult task. The youth agree that the knowledge acquired doing practical work is beneficial and they hope to be able to apply the knowledge to another field as well. Development of practical competence for future professionals should be one of the most important goals to strive for cooperation with the companies in the country. The state is the guarantee which is to ensure the well-being of its citizens with the priority objective of developing the foundation of a welfare state. According to employers, the current state policy predetermines an increase in the rate of unemployment of young people. Key words: social justice, inequality, young people/ the youth, integration into the labour market.
The aim of the Master's thesis is to disclose the needs of young people (up to their late-twenties) seeking integration into the labour market as well as to reveal the obstacles hindering them from being employed.The objectives – to analyse the issue of social justice; to present a theoretical interpretation of the concept of social inequality; to look into young people's opportunities for social justice in terms of integration into the labour market; to carry out a sociological survey which enables to clarify and reveal the needs of the youth (up to their late-twenties) in order to integrate themselves into the labour market and, in addition to this, to investigate the obstacles interfering with the process of employment of young people.The subject of research: the attitude of young people towards inequality and social justice while integrating themselves into the labour market. Methods of the Master's thesis: the analysis of academic and statistical literature as well as publications of social and political journalism; qualitative research (interviews); two groups of informants: five students (academic youth) and five employers (company executives). The research has established that the main requirements posed by employers for young specialists include qualifications, education and a sense of duty.The choice of an employee meeting the job requirements is an important prerequisite for successful work performance. It is also vital that a new hired and suitable employee should work for quite a lengthy period of time. Replacement and and a turnover of staff within a company is rather costly. It takes approximately a year for a new hired employee to achieve proper labour productivity and it takes even longer to gain mastery. It is worth mentioning that before going to higher schools young people do not take into consideration whether their chosen speciality will be marketable. After graduating from university or college and having qualifications most young people tend to notice that they lack popularity in the labour market: their education does not meet the labour market requirements and the speciality is not in demand. In order to be marketable it is necessary for young people in their early youth years to know firmly what studies to choose and where to study.Higher schools cooperate sluggishly with business companies in terms of practical work issues, so according to young people, finding a place for doing practical work is a difficult task. The youth agree that the knowledge acquired doing practical work is beneficial and they hope to be able to apply the knowledge to another field as well. Development of practical competence for future professionals should be one of the most important goals to strive for cooperation with the companies in the country. The state is the guarantee which is to ensure the well-being of its citizens with the priority objective of developing the foundation of a welfare state. According to employers, the current state policy predetermines an increase in the rate of unemployment of young people. Key words: social justice, inequality, young people/ the youth, integration into the labour market.
Global management and industry trends, a dynamic business environment and increasing competition are forcing organizations to respond quickly to change and seek new business management solutions. Purposeful selection of organizational management models and methods and effective human resource management are among the most important factors in ensuring the success of business organizations. The activities of an organization based on the principles of dynamic management are focused on the hierarchy of responsibilities and discussions and decisions made by consensus, exchange of information, expression of opinions, etc. Such an organizational environment and work principles increase the overall self-efficacy of employees which enables them to make independent decisions in their daily work activities and to take responsibility for their activities. The object of the work: the links between the general self-efficacy of employees and the principles of dynamic management. The aim of the work is to study the principles of dynamic management that strengthen the general self - efficacy of employees. The aim of the work is detailed by the tasks that determined the following project structure: the theoretical part reveals the concept of dynamic management and its development, the concept of self-efficacy and its types, the concept analysis of dynamic management and general self-efficacy are made, the principles of dynamic management and features of general self-efficacy are identified and substantiated, the theoretical assumptions of the links between general self-efficacy and dynamic management principles are presented. The project part presents the results of a quantitative study revealing the expression of the employee general self-efficacy level and the principles of dynamic management in business enterprises. Correlation analysis was used to identify the links between the employee's general self-efficacy level and the principles of dynamic management in business enterprises. The methodology of the work which helped to solve the tasks consists of the analysis of scientific literature, questionnaire survey, statistical data analysis, descriptive statistics, correlation analysis. In the theoretical part of the work, based on the analysis of scientific literature, three principles of dynamic management (dynamic government elections, decision-making process and dynamic circular company structure) are highlighted. Employees general self-efficacy features (adaptation, positive attitude, past experience, stress management, perseverance, etc.) formed by four principal sources of information: performance mastery experiences, indirect experiences, verbal persuasions and related types of social inspiration, physiological states are identified. In order to assess the expression of the principles of dynamic management and the level of employees' general self-efficacy in Lithuanian business enterprises, a quantitative study was conducted. Its results showed that the expression of the principles of dynamic management in Lithuanian business enterprises reaches less than 50 percent. Assessing the statements of the research questionnaire separately, the expression of the majority of statements exceeds 50 percent and even differs significantly from the overall expression of the criterion. This shows that the principles of dynamic management are used in Lithuanian business enterprises in a non-systematic and non-methodical way, may be developed due to the influence of other organizational management principles or established due to organizational culture. The main obstacles to expressing dynamic governance are the problems of meeting moderation and the search for consensus. Assessing the expression of the general self-efficacy level, it was found that the majority of employees working in Lithuanian business enterprises have a medium or high level of general self-efficacy. The performed correlation analysis showed that in order to increase the level of employees' general self-efficiency, it is expedient for Lithuanian business organizations to focus on changes in the dynamic circular company structure and employee responsibility.
Global management and industry trends, a dynamic business environment and increasing competition are forcing organizations to respond quickly to change and seek new business management solutions. Purposeful selection of organizational management models and methods and effective human resource management are among the most important factors in ensuring the success of business organizations. The activities of an organization based on the principles of dynamic management are focused on the hierarchy of responsibilities and discussions and decisions made by consensus, exchange of information, expression of opinions, etc. Such an organizational environment and work principles increase the overall self-efficacy of employees which enables them to make independent decisions in their daily work activities and to take responsibility for their activities. The object of the work: the links between the general self-efficacy of employees and the principles of dynamic management. The aim of the work is to study the principles of dynamic management that strengthen the general self - efficacy of employees. The aim of the work is detailed by the tasks that determined the following project structure: the theoretical part reveals the concept of dynamic management and its development, the concept of self-efficacy and its types, the concept analysis of dynamic management and general self-efficacy are made, the principles of dynamic management and features of general self-efficacy are identified and substantiated, the theoretical assumptions of the links between general self-efficacy and dynamic management principles are presented. The project part presents the results of a quantitative study revealing the expression of the employee general self-efficacy level and the principles of dynamic management in business enterprises. Correlation analysis was used to identify the links between the employee's general self-efficacy level and the principles of dynamic management in business enterprises. The methodology of the work which helped to solve the tasks consists of the analysis of scientific literature, questionnaire survey, statistical data analysis, descriptive statistics, correlation analysis. In the theoretical part of the work, based on the analysis of scientific literature, three principles of dynamic management (dynamic government elections, decision-making process and dynamic circular company structure) are highlighted. Employees general self-efficacy features (adaptation, positive attitude, past experience, stress management, perseverance, etc.) formed by four principal sources of information: performance mastery experiences, indirect experiences, verbal persuasions and related types of social inspiration, physiological states are identified. In order to assess the expression of the principles of dynamic management and the level of employees' general self-efficacy in Lithuanian business enterprises, a quantitative study was conducted. Its results showed that the expression of the principles of dynamic management in Lithuanian business enterprises reaches less than 50 percent. Assessing the statements of the research questionnaire separately, the expression of the majority of statements exceeds 50 percent and even differs significantly from the overall expression of the criterion. This shows that the principles of dynamic management are used in Lithuanian business enterprises in a non-systematic and non-methodical way, may be developed due to the influence of other organizational management principles or established due to organizational culture. The main obstacles to expressing dynamic governance are the problems of meeting moderation and the search for consensus. Assessing the expression of the general self-efficacy level, it was found that the majority of employees working in Lithuanian business enterprises have a medium or high level of general self-efficacy. The performed correlation analysis showed that in order to increase the level of employees' general self-efficiency, it is expedient for Lithuanian business organizations to focus on changes in the dynamic circular company structure and employee responsibility.
Global management and industry trends, a dynamic business environment and increasing competition are forcing organizations to respond quickly to change and seek new business management solutions. Purposeful selection of organizational management models and methods and effective human resource management are among the most important factors in ensuring the success of business organizations. The activities of an organization based on the principles of dynamic management are focused on the hierarchy of responsibilities and discussions and decisions made by consensus, exchange of information, expression of opinions, etc. Such an organizational environment and work principles increase the overall self-efficacy of employees which enables them to make independent decisions in their daily work activities and to take responsibility for their activities. The object of the work: the links between the general self-efficacy of employees and the principles of dynamic management. The aim of the work is to study the principles of dynamic management that strengthen the general self - efficacy of employees. The aim of the work is detailed by the tasks that determined the following project structure: the theoretical part reveals the concept of dynamic management and its development, the concept of self-efficacy and its types, the concept analysis of dynamic management and general self-efficacy are made, the principles of dynamic management and features of general self-efficacy are identified and substantiated, the theoretical assumptions of the links between general self-efficacy and dynamic management principles are presented. The project part presents the results of a quantitative study revealing the expression of the employee general self-efficacy level and the principles of dynamic management in business enterprises. Correlation analysis was used to identify the links between the employee's general self-efficacy level and the principles of dynamic management in business enterprises. The methodology of the work which helped to solve the tasks consists of the analysis of scientific literature, questionnaire survey, statistical data analysis, descriptive statistics, correlation analysis. In the theoretical part of the work, based on the analysis of scientific literature, three principles of dynamic management (dynamic government elections, decision-making process and dynamic circular company structure) are highlighted. Employees general self-efficacy features (adaptation, positive attitude, past experience, stress management, perseverance, etc.) formed by four principal sources of information: performance mastery experiences, indirect experiences, verbal persuasions and related types of social inspiration, physiological states are identified. In order to assess the expression of the principles of dynamic management and the level of employees' general self-efficacy in Lithuanian business enterprises, a quantitative study was conducted. Its results showed that the expression of the principles of dynamic management in Lithuanian business enterprises reaches less than 50 percent. Assessing the statements of the research questionnaire separately, the expression of the majority of statements exceeds 50 percent and even differs significantly from the overall expression of the criterion. This shows that the principles of dynamic management are used in Lithuanian business enterprises in a non-systematic and non-methodical way, may be developed due to the influence of other organizational management principles or established due to organizational culture. The main obstacles to expressing dynamic governance are the problems of meeting moderation and the search for consensus. Assessing the expression of the general self-efficacy level, it was found that the majority of employees working in Lithuanian business enterprises have a medium or high level of general self-efficacy. The performed correlation analysis showed that in order to increase the level of employees' general self-efficiency, it is expedient for Lithuanian business organizations to focus on changes in the dynamic circular company structure and employee responsibility.
Global management and industry trends, a dynamic business environment and increasing competition are forcing organizations to respond quickly to change and seek new business management solutions. Purposeful selection of organizational management models and methods and effective human resource management are among the most important factors in ensuring the success of business organizations. The activities of an organization based on the principles of dynamic management are focused on the hierarchy of responsibilities and discussions and decisions made by consensus, exchange of information, expression of opinions, etc. Such an organizational environment and work principles increase the overall self-efficacy of employees which enables them to make independent decisions in their daily work activities and to take responsibility for their activities. The object of the work: the links between the general self-efficacy of employees and the principles of dynamic management. The aim of the work is to study the principles of dynamic management that strengthen the general self - efficacy of employees. The aim of the work is detailed by the tasks that determined the following project structure: the theoretical part reveals the concept of dynamic management and its development, the concept of self-efficacy and its types, the concept analysis of dynamic management and general self-efficacy are made, the principles of dynamic management and features of general self-efficacy are identified and substantiated, the theoretical assumptions of the links between general self-efficacy and dynamic management principles are presented. The project part presents the results of a quantitative study revealing the expression of the employee general self-efficacy level and the principles of dynamic management in business enterprises. Correlation analysis was used to identify the links between the employee's general self-efficacy level and the principles of dynamic management in business enterprises. The methodology of the work which helped to solve the tasks consists of the analysis of scientific literature, questionnaire survey, statistical data analysis, descriptive statistics, correlation analysis. In the theoretical part of the work, based on the analysis of scientific literature, three principles of dynamic management (dynamic government elections, decision-making process and dynamic circular company structure) are highlighted. Employees general self-efficacy features (adaptation, positive attitude, past experience, stress management, perseverance, etc.) formed by four principal sources of information: performance mastery experiences, indirect experiences, verbal persuasions and related types of social inspiration, physiological states are identified. In order to assess the expression of the principles of dynamic management and the level of employees' general self-efficacy in Lithuanian business enterprises, a quantitative study was conducted. Its results showed that the expression of the principles of dynamic management in Lithuanian business enterprises reaches less than 50 percent. Assessing the statements of the research questionnaire separately, the expression of the majority of statements exceeds 50 percent and even differs significantly from the overall expression of the criterion. This shows that the principles of dynamic management are used in Lithuanian business enterprises in a non-systematic and non-methodical way, may be developed due to the influence of other organizational management principles or established due to organizational culture. The main obstacles to expressing dynamic governance are the problems of meeting moderation and the search for consensus. Assessing the expression of the general self-efficacy level, it was found that the majority of employees working in Lithuanian business enterprises have a medium or high level of general self-efficacy. The performed correlation analysis showed that in order to increase the level of employees' general self-efficiency, it is expedient for Lithuanian business organizations to focus on changes in the dynamic circular company structure and employee responsibility.
Relevance of the research problem. Sport is a value of every nation, which includes the system of physical, spiritual and cultural education, sports achievements, scientific knowledge, international communication (Karoblis, 2005). High level sport is inseparable from competitive activities, the pursuit of sports results (Hargreaves & MacDonald, 2000; Karoblis, 2005). The special training of athletes in the chosen sports is a part of general education of personality, which has a close connection with social, educational, political, economic issues of humanity development (Johnson et al., 2007). The athlete training process is a multi-year educational process of a specific structure and organizational form, which develops physical characteristics of an athlete, determines his activity, behavior, independence and responsibility, promotes to achieve excellent results. However, optimization of athlete training technology, construction of training system and its filling with full content still have the greatest impact on the improvement of sports results (Bompa & Buzzichelli, 2018; Karoblis, 2005; Платонов, 2004). Management of high-performance athlete training is related to prognostication, individual model characteristics of sport fitness, general and special load ratio, search for new effective directions of workout methodology, modeling of competition activity indicators, workout process planning, competition program conclusion, sport training adjustment (Karoblis, Raslanas, Steponavičius, 2002). Track-and-field athletics is integral sports that combine cyclic and acyclic exercise competitions: running, throws, vertical and horizontal jumps (Armonavičius, 1995). Short distance running is one of the most prestigious track-and-field athletics competitions. An exceptional short distance motor feature is the maximum intense activity of the whole body, especially the nervous and muscular systems, lasting from 0.1 to 40–50 s (Stanislovaitis et al., 2008). The ever-improving sports results reveal new human mental and physical abilities, vast resources of the body that could not even be dreamed of before. The organization of exercise, methodology, their scope and intensity, their combination with the means of recovery according to the main laws of phenotypic adaptation form the basis for the training of high-performance athletes (Платонов, 2004; Stonkus, 2000; Issurin, 2008; Krylovas, Kosareva, Dadelienė, & Dadelo, 2020). The particularity of the sport is based on competition. The results recorded in sport receive global recognition and become a true human achievement standard. In the world, they are constantly progressing, promoting the development of the sport community, therefore the greatest human intellectual and material resources are directed to the training of high-performance athletes (Skernevičius, 2015; Krylovas, Kosareva, Dadelienė, & Dadelo, 2020). However, the results of a research conducted by scientists showed that over the past nearly 20 years, elite athletes, including Olympic, world champions and prizewinners, have achieved personal best results in key competitions of the season by only in 50 percent cases (Yakimovich & Ovchinnikov, 2016). This shows that the opinion that contemporary coaches are high-performance and knowledgeable in the training of elite athletes and immaculately control and manage the process of sport training of athletes is not sufficiently substantiated. It has been established that the development of high-performance sprinters depends on many factors, the most important of which is the directionality of the training process, its management, taking into account the individual characteristics of the athlete's body adaptation to workout and competition loads (Stanislovaitis, 2008; Бондаренко, 1999; Нбанекова, Филин, 1995). The training of sprinters and their competitive activities have been extensively studied not only by foreign (Smith, 2005; Doscher, 2009; Kale & Bayrak, 2009; Prins, Murata, Derenne, Morgan, & Solomon, 2010; Dickin, Reyes, & Dolny, 2009; Nelson, Landin, Young, & Schexnayder, 2008; Eikenberry, Mcauliffe, Welsh, Zerpa, Mcpherson, & Newhouse, 2008; Oзoлин, 1986), but also by Lithuanian sport scientists (Stanislovaitis, 2008, 2006, 2005; Grūnovas, 2006; Butkus, 2006, 1995; Skurvydas, 1999, 2003; Bradauskienė, 2006). Although the world record of female sprinters in a 100 m distance is quite high (10.49 s), the search for new training methods and their application in the process of female sprinter workouts continues. Scientists are not only analyzing and evaluating existing workout methodological tools, but also looking for new methods for an advanced sprinter training process. Thus, in search of new methods to increase running speed, through more research and the application of the latest training technologies, methods can be discovered to help athletes to become faster and to develop a running speed, which has never been achieved before. Recently, in a 100 m running, as in many track-and-field athletics competitions, the results of athletes are progressing rapidly. That progress depends heavily on the selection of talented athletes, scientifically and practically sound and effective workout methodologies, the selection and application of remedial measures, the material compensation of athletes, which greatly increases motivation of athletes, and etc. Therefore, in order to achieve good results and prizes in high rank competition in contemporary sport, it is necessary to know the peculiarities of the application of training methodology, to properly select the most important starts of the annual training cycle, taking into account all conditions at the place and time of competition. An athlete and a coach must not only follow the innovations of training methodology, science and medicine, but also look back, be able to analyze his own results and the results of athletes, who have shown significant results theretofore, the peculiarities of workout tools and methods applied by them, the reasons for successful and unsuccessful starts, and then all this to apply to the management of his own training process. Discovering, revealing and learning about new technologies through the theory and didactics of sport workout is the most important function of sport science (Mester, 2003), and it is important for a coach to be able to use scientific results and recommendations, be insightful and be able to successfully model the training of elite athletes (Karoblis, Raslanas, Poteliūnienė, Steponavičius, Petkus, & Žilinskienė, 2011). The purposeful training of female sprinters and the search for effective technologies in order to increase the maximum running speed become a scientific problem. The presented scientific problem is relevant for the following reasons: ● It is important to analyze the change in results in terms of age and to determine the age, at which the highest results are achieved; ● It is important to research and theoretically substantiate, which components determine the sports result in short distance running; ● To research the effectiveness of training measures in order to increase maximum running speed; ● The contribution of running at maximum speed to the sports result in a 100 m run has not been sufficiently researched; ● It is important to establish criteria that affect the progress of athletes' mastery and the change of sport performance. Hypothesis. It is likely that sports results of female sprinters are not improving due to the integrated and concentrated training models applied separately. A universal speed training model is more effective. Object of the research is the process of female sprinter training. Aim is to identify the peculiarities of optimizing the training of high-performance female sprinters. Objectives of the research: 1. On the basis of the data of the theoretical analysis of scientific sources, to reveal the change of the results of high-performance female sprinters in terms of age. 2. To perform a comparative analysis of the preparation of high-performance female spriners for the Athens, Beijing, London and Rio Olympic Games. 3. To review the technologies of sports training of female sprinters and to examine the factors influencing their results. 4. To determine the effectiveness of a universal method for training the speed of high-performance female sprinters. 5. To reveal/identify the opinion of high-performance female sprinters about the factors determining their training system. Theoretical and practical significance Researching the structure and content of sports training for female sprinters of different ages and sports mastery, analyzing the change of sports results in terms of age, evaluating workout methods, running speed components, the provisions for effective running speed increase were identified: ● Running speed is determined by the speed of muscle contraction, the length of leg support, the frequency of steps, and the sports result in a 100-meter run depends mainly on the maximum running speed. ● In order to improve the results of the maximum running speed of female sprinters, it is important to apply a universal, combined method in the workout process, running with weight and stretching with an elastic band. These provisions are relevant to the theory and practice of female sprinter training. The results of the study can be used in the development of training programs for sports schools and high-performance female sprinters. CONCLUSIONS 1. The age for achieving the best personal result in the women's 100 m running competition is 24.69 ± 3.27 year. The best Lithuanian sprinter L. Grinčikaitė-Samuolė achieved her best result in this running competition at the age of 25 – 11.19 s. At the beginning of their athletic career, American sprinters had the highest running scores and dominated until the age of 17, however later is observed leadership of the Caribbean Region female sprinters up to the age of 35. The results of European sprinters were average in almost all age groups. 2. Analysis of the four Olympic Games revealed a significant improvement in the results of the 100 m running and starting reaction speed (p < 0.05). In order to get to in the 100 m running final, athletes should run an average of 10.96 ± 0.03 s, and to become the prizewinners of the competition – 10.86 ± 0.08 s. Sprinters become the prizewinners of the 100 m run at the age of 25.42 ± 3.18 year. 3. Lithuanian female sprinters lose to the best sprinters of Europe and the world in the competition requiring the maximum running speed – 40 m in acceleration (11.99 %). The best Lithuanian sprinter L. Grinčikaitė-Samuolė reduces this difference to 4.05 % in the 100 m running distance, the gap between Europe's and the world's best female sprinters is gradually declining due to improved European sprinters' maximum running speed results. 4. The resisted/assisted running method is the most effective way to increase the running speed and starting acceleration, as this speed training method significantly improves the values of step length and support duration than running normally. 5. High-performance female sprinters lack attention to an important component of training – psychological training – in the process of their sports training. It was found out that their sports training and improvement of results are more influenced by external (monetary prizes, premiums) than internal motives (desire to improve results, honor to represent their country). A coach's personality also has impact. The coach is valued not only as a specialist, but distinguishing his personal qualities, such as sincerity, friendliness, motivation, promotion is considered an integral part of the training process.
Relevance of the research problem. Sport is a value of every nation, which includes the system of physical, spiritual and cultural education, sports achievements, scientific knowledge, international communication (Karoblis, 2005). High level sport is inseparable from competitive activities, the pursuit of sports results (Hargreaves & MacDonald, 2000; Karoblis, 2005). The special training of athletes in the chosen sports is a part of general education of personality, which has a close connection with social, educational, political, economic issues of humanity development (Johnson et al., 2007). The athlete training process is a multi-year educational process of a specific structure and organizational form, which develops physical characteristics of an athlete, determines his activity, behavior, independence and responsibility, promotes to achieve excellent results. However, optimization of athlete training technology, construction of training system and its filling with full content still have the greatest impact on the improvement of sports results (Bompa & Buzzichelli, 2018; Karoblis, 2005; Платонов, 2004). Management of high-performance athlete training is related to prognostication, individual model characteristics of sport fitness, general and special load ratio, search for new effective directions of workout methodology, modeling of competition activity indicators, workout process planning, competition program conclusion, sport training adjustment (Karoblis, Raslanas, Steponavičius, 2002). Track-and-field athletics is integral sports that combine cyclic and acyclic exercise competitions: running, throws, vertical and horizontal jumps (Armonavičius, 1995). Short distance running is one of the most prestigious track-and-field athletics competitions. An exceptional short distance motor feature is the maximum intense activity of the whole body, especially the nervous and muscular systems, lasting from 0.1 to 40–50 s (Stanislovaitis et al., 2008). The ever-improving sports results reveal new human mental and physical abilities, vast resources of the body that could not even be dreamed of before. The organization of exercise, methodology, their scope and intensity, their combination with the means of recovery according to the main laws of phenotypic adaptation form the basis for the training of high-performance athletes (Платонов, 2004; Stonkus, 2000; Issurin, 2008; Krylovas, Kosareva, Dadelienė, & Dadelo, 2020). The particularity of the sport is based on competition. The results recorded in sport receive global recognition and become a true human achievement standard. In the world, they are constantly progressing, promoting the development of the sport community, therefore the greatest human intellectual and material resources are directed to the training of high-performance athletes (Skernevičius, 2015; Krylovas, Kosareva, Dadelienė, & Dadelo, 2020). However, the results of a research conducted by scientists showed that over the past nearly 20 years, elite athletes, including Olympic, world champions and prizewinners, have achieved personal best results in key competitions of the season by only in 50 percent cases (Yakimovich & Ovchinnikov, 2016). This shows that the opinion that contemporary coaches are high-performance and knowledgeable in the training of elite athletes and immaculately control and manage the process of sport training of athletes is not sufficiently substantiated. It has been established that the development of high-performance sprinters depends on many factors, the most important of which is the directionality of the training process, its management, taking into account the individual characteristics of the athlete's body adaptation to workout and competition loads (Stanislovaitis, 2008; Бондаренко, 1999; Нбанекова, Филин, 1995). The training of sprinters and their competitive activities have been extensively studied not only by foreign (Smith, 2005; Doscher, 2009; Kale & Bayrak, 2009; Prins, Murata, Derenne, Morgan, & Solomon, 2010; Dickin, Reyes, & Dolny, 2009; Nelson, Landin, Young, & Schexnayder, 2008; Eikenberry, Mcauliffe, Welsh, Zerpa, Mcpherson, & Newhouse, 2008; Oзoлин, 1986), but also by Lithuanian sport scientists (Stanislovaitis, 2008, 2006, 2005; Grūnovas, 2006; Butkus, 2006, 1995; Skurvydas, 1999, 2003; Bradauskienė, 2006). Although the world record of female sprinters in a 100 m distance is quite high (10.49 s), the search for new training methods and their application in the process of female sprinter workouts continues. Scientists are not only analyzing and evaluating existing workout methodological tools, but also looking for new methods for an advanced sprinter training process. Thus, in search of new methods to increase running speed, through more research and the application of the latest training technologies, methods can be discovered to help athletes to become faster and to develop a running speed, which has never been achieved before. Recently, in a 100 m running, as in many track-and-field athletics competitions, the results of athletes are progressing rapidly. That progress depends heavily on the selection of talented athletes, scientifically and practically sound and effective workout methodologies, the selection and application of remedial measures, the material compensation of athletes, which greatly increases motivation of athletes, and etc. Therefore, in order to achieve good results and prizes in high rank competition in contemporary sport, it is necessary to know the peculiarities of the application of training methodology, to properly select the most important starts of the annual training cycle, taking into account all conditions at the place and time of competition. An athlete and a coach must not only follow the innovations of training methodology, science and medicine, but also look back, be able to analyze his own results and the results of athletes, who have shown significant results theretofore, the peculiarities of workout tools and methods applied by them, the reasons for successful and unsuccessful starts, and then all this to apply to the management of his own training process. Discovering, revealing and learning about new technologies through the theory and didactics of sport workout is the most important function of sport science (Mester, 2003), and it is important for a coach to be able to use scientific results and recommendations, be insightful and be able to successfully model the training of elite athletes (Karoblis, Raslanas, Poteliūnienė, Steponavičius, Petkus, & Žilinskienė, 2011). The purposeful training of female sprinters and the search for effective technologies in order to increase the maximum running speed become a scientific problem. The presented scientific problem is relevant for the following reasons: ● It is important to analyze the change in results in terms of age and to determine the age, at which the highest results are achieved; ● It is important to research and theoretically substantiate, which components determine the sports result in short distance running; ● To research the effectiveness of training measures in order to increase maximum running speed; ● The contribution of running at maximum speed to the sports result in a 100 m run has not been sufficiently researched; ● It is important to establish criteria that affect the progress of athletes' mastery and the change of sport performance. Hypothesis. It is likely that sports results of female sprinters are not improving due to the integrated and concentrated training models applied separately. A universal speed training model is more effective. Object of the research is the process of female sprinter training. Aim is to identify the peculiarities of optimizing the training of high-performance female sprinters. Objectives of the research: 1. On the basis of the data of the theoretical analysis of scientific sources, to reveal the change of the results of high-performance female sprinters in terms of age. 2. To perform a comparative analysis of the preparation of high-performance female spriners for the Athens, Beijing, London and Rio Olympic Games. 3. To review the technologies of sports training of female sprinters and to examine the factors influencing their results. 4. To determine the effectiveness of a universal method for training the speed of high-performance female sprinters. 5. To reveal/identify the opinion of high-performance female sprinters about the factors determining their training system. Theoretical and practical significance Researching the structure and content of sports training for female sprinters of different ages and sports mastery, analyzing the change of sports results in terms of age, evaluating workout methods, running speed components, the provisions for effective running speed increase were identified: ● Running speed is determined by the speed of muscle contraction, the length of leg support, the frequency of steps, and the sports result in a 100-meter run depends mainly on the maximum running speed. ● In order to improve the results of the maximum running speed of female sprinters, it is important to apply a universal, combined method in the workout process, running with weight and stretching with an elastic band. These provisions are relevant to the theory and practice of female sprinter training. The results of the study can be used in the development of training programs for sports schools and high-performance female sprinters. CONCLUSIONS 1. The age for achieving the best personal result in the women's 100 m running competition is 24.69 ± 3.27 year. The best Lithuanian sprinter L. Grinčikaitė-Samuolė achieved her best result in this running competition at the age of 25 – 11.19 s. At the beginning of their athletic career, American sprinters had the highest running scores and dominated until the age of 17, however later is observed leadership of the Caribbean Region female sprinters up to the age of 35. The results of European sprinters were average in almost all age groups. 2. Analysis of the four Olympic Games revealed a significant improvement in the results of the 100 m running and starting reaction speed (p < 0.05). In order to get to in the 100 m running final, athletes should run an average of 10.96 ± 0.03 s, and to become the prizewinners of the competition – 10.86 ± 0.08 s. Sprinters become the prizewinners of the 100 m run at the age of 25.42 ± 3.18 year. 3. Lithuanian female sprinters lose to the best sprinters of Europe and the world in the competition requiring the maximum running speed – 40 m in acceleration (11.99 %). The best Lithuanian sprinter L. Grinčikaitė-Samuolė reduces this difference to 4.05 % in the 100 m running distance, the gap between Europe's and the world's best female sprinters is gradually declining due to improved European sprinters' maximum running speed results. 4. The resisted/assisted running method is the most effective way to increase the running speed and starting acceleration, as this speed training method significantly improves the values of step length and support duration than running normally. 5. High-performance female sprinters lack attention to an important component of training – psychological training – in the process of their sports training. It was found out that their sports training and improvement of results are more influenced by external (monetary prizes, premiums) than internal motives (desire to improve results, honor to represent their country). A coach's personality also has impact. The coach is valued not only as a specialist, but distinguishing his personal qualities, such as sincerity, friendliness, motivation, promotion is considered an integral part of the training process.
