Suchergebnisse

The subject of the Sixth World Conference of Sport and Environment in Nairobi (Kenya) was "Sport, Peace and Environment". The International Olympic Committee (IOC) and the United Nations Environment Program (UNEP) were the organizers of the conference. More than 350 delegates representing about 100 different countries, IOC, International Sport Federations, National Olympic Committees, Olympic Games Organizing Committees, United Nations (UN), UNEP, and other representatives of governmental and nongovernmental organizations, specialists of international relations, scientists, the best athletes of the world, including famous runners of Kenya, took part in this conference. About 50 presentations were given. Environmental problems cause a huge headache for the whole world because of the influence for our daily life. Nowadays sport as an entertainment and physical training is integral part of our society. Actually sport influences environment in the same way as environment influences sport. IOC cannot solve such international problems as environment protection and its heritage with the help of Olympic movement and plenty of volunteers only. Considering the fact that all responsibility for environmental protection and world peace depends on authority, our input must be refilling each of mentioned aspects. Announcers have confirmed that IOC is trying to play very important role in this activity field as the main sport promoter. We can take people's fancy to the beauty of nature and inform them about environmental degradation risk through the sport. In this case global and local environment are natural partners for Olympic ideals and Olympic movement commonly. Environment is the third aspect of the Olympic world view. The resolution was adopted at the conference; all the Olympic family was invited to promote and to throw up sport and environmental problems. Sport is very good in nations integral function realization, it depolarizes different cultures, teaches to solve conflicts and contradictions in humane way and has very big educative power.

The subject of the Sixth World Conference of Sport and Environment in Nairobi (Kenya) was "Sport, Peace and Environment". The International Olympic Committee (IOC) and the United Nations Environment Program (UNEP) were the organizers of the conference. More than 350 delegates representing about 100 different countries, IOC, International Sport Federations, National Olympic Committees, Olympic Games Organizing Committees, United Nations (UN), UNEP, and other representatives of governmental and nongovernmental organizations, specialists of international relations, scientists, the best athletes of the world, including famous runners of Kenya, took part in this conference. About 50 presentations were given. Environmental problems cause a huge headache for the whole world because of the influence for our daily life. Nowadays sport as an entertainment and physical training is integral part of our society. Actually sport influences environment in the same way as environment influences sport. IOC cannot solve such international problems as environment protection and its heritage with the help of Olympic movement and plenty of volunteers only. Considering the fact that all responsibility for environmental protection and world peace depends on authority, our input must be refilling each of mentioned aspects. Announcers have confirmed that IOC is trying to play very important role in this activity field as the main sport promoter. We can take people's fancy to the beauty of nature and inform them about environmental degradation risk through the sport. In this case global and local environment are natural partners for Olympic ideals and Olympic movement commonly. Environment is the third aspect of the Olympic world view. The resolution was adopted at the conference; all the Olympic family was invited to promote and to throw up sport and environmental problems. Sport is very good in nations integral function realization, it depolarizes different cultures, teaches to solve conflicts and contradictions in humane way and has very big educative power.

The subject of the Sixth World Conference of Sport and Environment in Nairobi (Kenya) was "Sport, Peace and Environment". The International Olympic Committee (IOC) and the United Nations Environment Program (UNEP) were the organizers of the conference. More than 350 delegates representing about 100 different countries, IOC, International Sport Federations, National Olympic Committees, Olympic Games Organizing Committees, United Nations (UN), UNEP, and other representatives of governmental and nongovernmental organizations, specialists of international relations, scientists, the best athletes of the world, including famous runners of Kenya, took part in this conference. About 50 presentations were given. Environmental problems cause a huge headache for the whole world because of the influence for our daily life. Nowadays sport as an entertainment and physical training is integral part of our society. Actually sport influences environment in the same way as environment influences sport. IOC cannot solve such international problems as environment protection and its heritage with the help of Olympic movement and plenty of volunteers only. Considering the fact that all responsibility for environmental protection and world peace depends on authority, our input must be refilling each of mentioned aspects. Announcers have confirmed that IOC is trying to play very important role in this activity field as the main sport promoter. We can take people's fancy to the beauty of nature and inform them about environmental degradation risk through the sport. In this case global and local environment are natural partners for Olympic ideals and Olympic movement commonly. Environment is the third aspect of the Olympic world view. The resolution was adopted at the conference; all the Olympic family was invited to promote and to throw up sport and environmental problems. Sport is very good in nations integral function realization, it depolarizes different cultures, teaches to solve conflicts and contradictions in humane way and has very big educative power.

The subject of the Sixth World Conference of Sport and Environment in Nairobi (Kenya) was "Sport, Peace and Environment". The International Olympic Committee (IOC) and the United Nations Environment Program (UNEP) were the organizers of the conference. More than 350 delegates representing about 100 different countries, IOC, International Sport Federations, National Olympic Committees, Olympic Games Organizing Committees, United Nations (UN), UNEP, and other representatives of governmental and nongovernmental organizations, specialists of international relations, scientists, the best athletes of the world, including famous runners of Kenya, took part in this conference. About 50 presentations were given. Environmental problems cause a huge headache for the whole world because of the influence for our daily life. Nowadays sport as an entertainment and physical training is integral part of our society. Actually sport influences environment in the same way as environment influences sport. IOC cannot solve such international problems as environment protection and its heritage with the help of Olympic movement and plenty of volunteers only. Considering the fact that all responsibility for environmental protection and world peace depends on authority, our input must be refilling each of mentioned aspects. Announcers have confirmed that IOC is trying to play very important role in this activity field as the main sport promoter. We can take people's fancy to the beauty of nature and inform them about environmental degradation risk through the sport. In this case global and local environment are natural partners for Olympic ideals and Olympic movement commonly. Environment is the third aspect of the Olympic world view. The resolution was adopted at the conference; all the Olympic family was invited to promote and to throw up sport and environmental problems. Sport is very good in nations integral function realization, it depolarizes different cultures, teaches to solve conflicts and contradictions in humane way and has very big educative power.

The research aims at establishing which activities or situations in maritime domain, which threaten maritime safety and / or maritime security, fall within the concept of international peace and security. Having demonstrated the validity of the international law principles that safeguard international peace and security in maritime area, the research reveals a changing list of the threats to international peace and security, which now encompasses activities and situations at sea, including terrorism, sea piracy and armed robbery against ships, proliferation of weapons of mass destruction, etc. A maritime space safe from such kind of threats generally means maritime security. Thus, a great part of the threats to maritime security are or may constitute threats to international peace and security, subject to their recognition as such threats by the United Nations Security Council in its resolutions. Usually such threats also pose risk to maritime safety (safety at sea, safety of navigation, ships, crew and passengers); however, any threat to maritime safety does not necessarily endanger maritime security or amount to the threat to international peace and security.

SUMMARY Lithuania started following Community Directives that define corporate social responsibility for an employee after accession to the European Union. Therefore managers of organisations are supposed to pay more attention to staff management which aims not only at growth of labour productivity rates, but motivation of employees as well as ensuring of appropriate and positive working environment. Ability to manage organisational conflicts is the basis for managing conflicts in the national level. Everyone is a personality, however people depend on each other when they work together. They all have different political ideological beliefs, confess different religions, different background of education and social status of a family. Everyone has prejudice and a certain attitude towards value system. Everyone therefore is unique by its estimations and views and has a right to make mistakes and make their own decisions about good or evil. Moral maturity of businessmen affects not only economic indicators but intercommunication, attainment of goals of organisation as well as entire organisational environment. The paper aims at development of optimal model for solving conflicts within the organisation. The first part of the paper THEORETICAL ASPECTS OF CONFLICTS presents peculiarities of conflict management in organisations. A concept of conflict management, conflict causes and types as well as solution methods is provided based on scientific publications. This part also analyses empirical level of conflict examination in both Lithuanian and foreign organisations. The second part of the paper RESEARCH METHODOLOGY describes methods, aim and objectives of the research planned in local self administration and private organisations. Research sample and procedure of research organisation is also described. Research methods employed: questionnaire, interview and mathematical analysis (used to structure the results). The research proved hypotheses that were raised: • The manager of the organisation influence conflict management; • Proper method for conflict solution helps eliminate the conflict and improve management situation. The third part EMPIRICAL RESEARCH OF ORGANISATIONS, DATA ANALYSIS AND DISCUSSION OF RESULTS presents structured analysis of research data and research assessment. The results from the private and public organisations are compared. Recommendations for improvement of conflict management process along with optimal conflict solution model are provided based on analysis of the research. Analysis of how different authors interpret the concept of conflict management was carried out in the paper. Such analysis enabled drafting more precise definition of conflict management concept. Causes, types and solution methods of conflicts were structured and peculiarities of conflict management in private and public organisations were explored. Causes of conflicts and solution methods that are most characteristic to these organisations were determined. Importance of conflict management along with its positive and negative effects on organisations and their employees was based on theory. A questionnaire was drafted and employees of both private and public organisations were questioned. Results of the research will help in further surveys of organisations and will allow analysing other peculiarities of organisational conflict management better. The research proved the hypotheses. Recommendations for improvement of conflict management process were provided. Based on the results of the research a new model for solving conflicts was developed. The paper consists of introduction, 3 parts and conclusion. The paper comprises of major part described in 60 pages, including 5 tables and 24 figures.

SUMMARY Lithuania started following Community Directives that define corporate social responsibility for an employee after accession to the European Union. Therefore managers of organisations are supposed to pay more attention to staff management which aims not only at growth of labour productivity rates, but motivation of employees as well as ensuring of appropriate and positive working environment. Ability to manage organisational conflicts is the basis for managing conflicts in the national level. Everyone is a personality, however people depend on each other when they work together. They all have different political ideological beliefs, confess different religions, different background of education and social status of a family. Everyone has prejudice and a certain attitude towards value system. Everyone therefore is unique by its estimations and views and has a right to make mistakes and make their own decisions about good or evil. Moral maturity of businessmen affects not only economic indicators but intercommunication, attainment of goals of organisation as well as entire organisational environment. The paper aims at development of optimal model for solving conflicts within the organisation. The first part of the paper THEORETICAL ASPECTS OF CONFLICTS presents peculiarities of conflict management in organisations. A concept of conflict management, conflict causes and types as well as solution methods is provided based on scientific publications. This part also analyses empirical level of conflict examination in both Lithuanian and foreign organisations. The second part of the paper RESEARCH METHODOLOGY describes methods, aim and objectives of the research planned in local self administration and private organisations. Research sample and procedure of research organisation is also described. Research methods employed: questionnaire, interview and mathematical analysis (used to structure the results). The research proved hypotheses that were raised: • The manager of the organisation influence conflict management; • Proper method for conflict solution helps eliminate the conflict and improve management situation. The third part EMPIRICAL RESEARCH OF ORGANISATIONS, DATA ANALYSIS AND DISCUSSION OF RESULTS presents structured analysis of research data and research assessment. The results from the private and public organisations are compared. Recommendations for improvement of conflict management process along with optimal conflict solution model are provided based on analysis of the research. Analysis of how different authors interpret the concept of conflict management was carried out in the paper. Such analysis enabled drafting more precise definition of conflict management concept. Causes, types and solution methods of conflicts were structured and peculiarities of conflict management in private and public organisations were explored. Causes of conflicts and solution methods that are most characteristic to these organisations were determined. Importance of conflict management along with its positive and negative effects on organisations and their employees was based on theory. A questionnaire was drafted and employees of both private and public organisations were questioned. Results of the research will help in further surveys of organisations and will allow analysing other peculiarities of organisational conflict management better. The research proved the hypotheses. Recommendations for improvement of conflict management process were provided. Based on the results of the research a new model for solving conflicts was developed. The paper consists of introduction, 3 parts and conclusion. The paper comprises of major part described in 60 pages, including 5 tables and 24 figures.

Modern childhood research is more and more positioned towards the child, his/her abilities to perceive himself/herself and the world. In this case, the child becomes the subject of the research who has his/her own "voice". It is characteristic of the research when it is conducted in the interaction of childhood sociology and historical and cultural psychology. In such research, the introduction of the adult filter becomes especially complicated, because they are children, not adults, who represent their own world of childhood. It is attempted to start the research from the analysis of a particular child and his/her situation of being in the present. Thus the child's changed status and his/her new social roles are acknowledged. Researchers think that children have their opinion on all the issues of life: educational, cultural, political, economical ones, etc. Involving children in the research, it is suggested that they need to be interviewed individually and information need to be collected, focusing on the fact that the information might be important not only to children but also to adults. Information also helps the researcher himself/herself better understand the modern world of childhood and the child. Adults are only involved in the research when it is attempted to find out the links by which they are related to children and the role they perform in their life.

Modern childhood research is more and more positioned towards the child, his/her abilities to perceive himself/herself and the world. In this case, the child becomes the subject of the research who has his/her own "voice". It is characteristic of the research when it is conducted in the interaction of childhood sociology and historical and cultural psychology. In such research, the introduction of the adult filter becomes especially complicated, because they are children, not adults, who represent their own world of childhood. It is attempted to start the research from the analysis of a particular child and his/her situation of being in the present. Thus the child's changed status and his/her new social roles are acknowledged. Researchers think that children have their opinion on all the issues of life: educational, cultural, political, economical ones, etc. Involving children in the research, it is suggested that they need to be interviewed individually and information need to be collected, focusing on the fact that the information might be important not only to children but also to adults. Information also helps the researcher himself/herself better understand the modern world of childhood and the child. Adults are only involved in the research when it is attempted to find out the links by which they are related to children and the role they perform in their life.

Research objective. To evaluate the attitudes of pharmaceutical specialists' towards conflicts and conflict management styles in Panevėžys town. Research methodology. A total of 114 anonymous questionnaires were distributed among pharmaceutical specialists in Panevėžys in February – March 2015 with the response rate 72%. A quantitative research methodology has been chosen for evaluation of attitudes of pharmaceutical specialists in Panevėžys towards conflicts and their management methods. A Thomas Kilmann's Conflict Mode Instrument and specific questions were included has been involved and used for the anonymous questionnaire of the research. The collected data has been analyzed using SPSS version 20. Results. The pharmaceutical specialists in Panevėžys considered conflicts as a negative issue. The majority of respondents (68%) reported that they have experienced conflicts 1-2 times a week. The majority of pharmacists identified that the most common type was pseudo conflicts. Most of the pharmacists found it difficult to return back to their duties, focus, and communicate on the same terms with the participant of the conflict or colleague after a conflict. The majority of the respondents stated that they experienced a value conflict between the interests of business and the professional ethics of a pharmacists. Most of the respondents (42%) tended to solve conflicts by using the compromising strategy or conflict avoidance strategy (38.3%). 76% of respondents expressed an interest in improvement their knowledge in the field of conflict management. Conclusions. The pharmaceutical specialists in Panevėžys tended to consider conflicts as a negative phenomenon and expressed an interested in improvement of their knowledge in the field of conflict management.

The article analyses the problem of conflicts in imprisonment institutions. It reveals the nature of conflicts, the reasons causing conflicts, the approach to the conflicts of convicted ones and persons working in imprisonment institutions, etc. Scientific literature is illustrated with data of empirical research. The goal of research is to define communication peculiarities, to discuss conflict situations that mostly start in imprisonment institutions and ways to solve it. Research tasks: to discuss communication problems and challenges in imprisonment institutions, to sort out the origin of conflicts and their significance in imprisonment institutions. The research was carried out in Lukiskes probationary ward -- jail (LPW-J). For the research were chosen lifer persons, fatigue persons, officers working in the institution and freelancers, like psychologists, etc. Research batch: 154 sentenced persons and 34 persons working in the institution. ; Straipsnyje analizuojama konfliktų įkalinimo įstaigose problema. Atskleidžiamas konfliktų pobūdis, jas sukeliančios priežastys, nuteistųjų ir dirbančiųjų įkalinimo įstaigose požiūris į konfliktus ir etc. Apibrėžiama socialinio darbo reikšmė įkalinimo įstaigoms. Nagrinėjama konfliktų reikšmė nuteistiesiems bei su jais dirbantiems asmenims. Apibendrinta mokslinė literatūra iliustruojama empirinio tyrimo duomenimis.

Actuality of issue: Explanation of conflict reasons is relevant for personnel of travel agencies, as excellent relationships ensure effective results. As it's impossible to elude the conflicts that arise constantly in everyday activity, they need to be analyzed and solved. The results of Master's work were presented in the Management section of the 8th Conference of Young Scientists' works "Topicality of Economics and Management", held on 24th of April, 2008, in the Department of Social Sciences in Siauliai University. Object of work: personnel conflicts and their solutions. Scientific problem: solutions of personnel conflicts. Goal of work: analysis of the personnel conflicts and their solutions. Tasks of work: 1.Analyze personnel situation in the organization. 2.Analyze theoretical aspects of conflict concept, features and appearance reasons. 3.Analyze personnel conflicts in travel agencies. 4. Determine solutions of conflicts. Methods of research: 1.Analysis of scientific literature. 2.Questionnaire survey. 3.Mathematical statistics. Conclusions: The performed research revealed that intrapersonal conflicts prevailed among employees in the travel agencies; other types of conflicts were conflicts among several individuals and the remaining part of the group. Conflicts mostly arise because of misunderstandings; besides, other very important reasons of the conflicts in the travel agencies are uneven job distribution, and opinion discrepancies. They are analyzed and solved by conflicting individuals. During the conflict solving process, the conflicts are analyzed, trade-offs are determined, and open discussion is initiated. The conflicts mostly end up by determination of the problem and its revealing. Nevertheless, the major part of respondents claimed that only sometimes it was possible to avoid conflicts. Determination of the conflict solutions revealed that the most common strategies used both by executives and subordinates, were competition and collaboration strategies of conflict solutions. The competition ...

Actuality of issue: Explanation of conflict reasons is relevant for personnel of travel agencies, as excellent relationships ensure effective results. As it's impossible to elude the conflicts that arise constantly in everyday activity, they need to be analyzed and solved. The results of Master's work were presented in the Management section of the 8th Conference of Young Scientists' works "Topicality of Economics and Management", held on 24th of April, 2008, in the Department of Social Sciences in Siauliai University. Object of work: personnel conflicts and their solutions. Scientific problem: solutions of personnel conflicts. Goal of work: analysis of the personnel conflicts and their solutions. Tasks of work: 1.Analyze personnel situation in the organization. 2.Analyze theoretical aspects of conflict concept, features and appearance reasons. 3.Analyze personnel conflicts in travel agencies. 4. Determine solutions of conflicts. Methods of research: 1.Analysis of scientific literature. 2.Questionnaire survey. 3.Mathematical statistics. Conclusions: The performed research revealed that intrapersonal conflicts prevailed among employees in the travel agencies; other types of conflicts were conflicts among several individuals and the remaining part of the group. Conflicts mostly arise because of misunderstandings; besides, other very important reasons of the conflicts in the travel agencies are uneven job distribution, and opinion discrepancies. They are analyzed and solved by conflicting individuals. During the conflict solving process, the conflicts are analyzed, trade-offs are determined, and open discussion is initiated. The conflicts mostly end up by determination of the problem and its revealing. Nevertheless, the major part of respondents claimed that only sometimes it was possible to avoid conflicts. Determination of the conflict solutions revealed that the most common strategies used both by executives and subordinates, were competition and collaboration strategies of conflict solutions. The competition was more expressed among subordinates while collaboration was more common among executives. Conflicts exist; and they need to be analyzed for they wouldn't prevent achievement of better selling results and tighter interpersonal collaboration goals of the organization. According to the analysis of the literature sources, it is possible to claim that personnel conflicts influence the quality of work, organizational climate and employees' satisfaction with job.

The present article discusses the topics of war and peace in the philosophy of Emmanuel Levinas. It focuses on Totality and Infinity (1961) and aims to show that war here is presented as a suspension of morality. This article argues that on the one hand, war is understood as a historical event, and as an ontological principal on the other. In turn, peace is also understood ambiguously: first, as an opposition to war, and second, as an eschatology which is the true peace. The question of war and peace also reveals the problematic relationship between politics and ethics in Levinas's philosophy. These themes penetrate and frame the book. And, as totality is war and infinity is peace, the alternative title of Totality and Infinity might be War and Peace.

The present article discusses the topics of war and peace in the philosophy of Emmanuel Levinas. It focuses on Totality and Infinity (1961) and aims to show that war here is presented as a suspension of morality. This article argues that on the one hand, war is understood as a historical event, and as an ontological principal on the other. In turn, peace is also understood ambiguously: first, as an opposition to war, and second, as an eschatology which is the true peace. The question of war and peace also reveals the problematic relationship between politics and ethics in Levinas's philosophy. These themes penetrate and frame the book. And, as totality is war and infinity is peace, the alternative title of Totality and Infinity might be War and Peace.