The problem of the research: What kind of assumptions is necessary for cyber security in public management of Lithuania? The aim of the research is to analyse assumptions of cyber security in public management. The objectives of the research: 1. To substantiate e-services development as one of the preconditions for the modernization of public management in theoretical level. 2. To reveal cyber security issues in public management. 3. To assess cyber security in public management. Research object is cyber security in public management. Research methods: literature and content analysis of documents; qualitative and quantitative data collection methods. There are analysed the legislation of Lithuanian republic on cyber security; Public Audit Report, Management of State Information Resources (2013); Public Audit Report, Management of Information recourses of the Ministry of Agriculture (2013); Public Audit Report, Management of Information recourses of the Ministry of Justice (2013).
The problem of the research: What kind of assumptions is necessary for cyber security in public management of Lithuania? The aim of the research is to analyse assumptions of cyber security in public management. The objectives of the research: 1. To substantiate e-services development as one of the preconditions for the modernization of public management in theoretical level. 2. To reveal cyber security issues in public management. 3. To assess cyber security in public management. Research object is cyber security in public management. Research methods: literature and content analysis of documents; qualitative and quantitative data collection methods. There are analysed the legislation of Lithuanian republic on cyber security; Public Audit Report, Management of State Information Resources (2013); Public Audit Report, Management of Information recourses of the Ministry of Agriculture (2013); Public Audit Report, Management of Information recourses of the Ministry of Justice (2013).
The EU General Data Protection Regulation shall be applied from 25 May 2018. This is the result of the personal data protection law reform in the EU. So far the legal regulation in the EU Member States has been based on EU Data Protection Directive 95/46/EC of 1995 that is implemented by the Law of the Republic of Lithuanian on Legal Protection of Personal Data. The aim of this article is to reveal the significance of the General Data Protection Regulation for the data protection law as an area of law. One can distinguish as significantly important those provisions of the General Data Protection Regulation which are due to impact development of the data protection law beyond the EU and accelerate globalisation of the data protection law in accordance to the EU standards. The said functions should be performed by those provisions of the General Data Protection Regulation that oblige non-EU data controllers to follow the EU requirements while processing personal data concerning data subjects who are in the Union and establish cases where data can be transferred to third countries or international organisations by way of ensuring data protection that is analogous to the EU standards. The General Data Protection Regulation redraws the limits of the liabilities for the compliance in the data protection law. The involvement of data protection supervisory institutions in daily data processing activities and its control is due to be reduced. It also strengthens the primary liability of a data controller for ensuring the compliance with the data protection law, promotes data controllers' autonomy and trust in them. Such significant impact to the data protection law shall be produced by the entirety of the following novelties: the principle of accountability, obligations to carry out a data protection impact assessment, to consult a supervisory authority, appoint a data protection officer, repeal of procedures for notification of supervisory authorities and prior checking. Efficient application of the General Data Protection Regulation in Lithuania can be encumbered by the lack of methodical, explanatory, recommendatory materials on interpretation and implementation of abstract new provisions. Due to lack of legal certainty purposes of the General Data Protection Regulation may be better furthered at the beginning of the application of the novelties by way of such regulatory instruments as instructions, reprimands and opinions rather than imposition of enormous fines.
The EU General Data Protection Regulation shall be applied from 25 May 2018. This is the result of the personal data protection law reform in the EU. So far the legal regulation in the EU Member States has been based on EU Data Protection Directive 95/46/EC of 1995 that is implemented by the Law of the Republic of Lithuanian on Legal Protection of Personal Data. The aim of this article is to reveal the significance of the General Data Protection Regulation for the data protection law as an area of law. One can distinguish as significantly important those provisions of the General Data Protection Regulation which are due to impact development of the data protection law beyond the EU and accelerate globalisation of the data protection law in accordance to the EU standards. The said functions should be performed by those provisions of the General Data Protection Regulation that oblige non-EU data controllers to follow the EU requirements while processing personal data concerning data subjects who are in the Union and establish cases where data can be transferred to third countries or international organisations by way of ensuring data protection that is analogous to the EU standards. The General Data Protection Regulation redraws the limits of the liabilities for the compliance in the data protection law. The involvement of data protection supervisory institutions in daily data processing activities and its control is due to be reduced. It also strengthens the primary liability of a data controller for ensuring the compliance with the data protection law, promotes data controllers' autonomy and trust in them. Such significant impact to the data protection law shall be produced by the entirety of the following novelties: the principle of accountability, obligations to carry out a data protection impact assessment, to consult a supervisory authority, appoint a data protection officer, repeal of procedures for notification of supervisory authorities and prior checking. Efficient application of the General Data Protection Regulation in Lithuania can be encumbered by the lack of methodical, explanatory, recommendatory materials on interpretation and implementation of abstract new provisions. Due to lack of legal certainty purposes of the General Data Protection Regulation may be better furthered at the beginning of the application of the novelties by way of such regulatory instruments as instructions, reprimands and opinions rather than imposition of enormous fines.
The EU General Data Protection Regulation shall be applied from 25 May 2018. This is the result of the personal data protection law reform in the EU. So far the legal regulation in the EU Member States has been based on EU Data Protection Directive 95/46/EC of 1995 that is implemented by the Law of the Republic of Lithuanian on Legal Protection of Personal Data. The aim of this article is to reveal the significance of the General Data Protection Regulation for the data protection law as an area of law. One can distinguish as significantly important those provisions of the General Data Protection Regulation which are due to impact development of the data protection law beyond the EU and accelerate globalisation of the data protection law in accordance to the EU standards. The said functions should be performed by those provisions of the General Data Protection Regulation that oblige non-EU data controllers to follow the EU requirements while processing personal data concerning data subjects who are in the Union and establish cases where data can be transferred to third countries or international organisations by way of ensuring data protection that is analogous to the EU standards. The General Data Protection Regulation redraws the limits of the liabilities for the compliance in the data protection law. The involvement of data protection supervisory institutions in daily data processing activities and its control is due to be reduced. It also strengthens the primary liability of a data controller for ensuring the compliance with the data protection law, promotes data controllers' autonomy and trust in them. Such significant impact to the data protection law shall be produced by the entirety of the following novelties: the principle of accountability, obligations to carry out a data protection impact assessment, to consult a supervisory authority, appoint a data protection officer, repeal of procedures for notification of supervisory authorities and prior checking. Efficient application of the General Data Protection Regulation in Lithuania can be encumbered by the lack of methodical, explanatory, recommendatory materials on interpretation and implementation of abstract new provisions. Due to lack of legal certainty purposes of the General Data Protection Regulation may be better furthered at the beginning of the application of the novelties by way of such regulatory instruments as instructions, reprimands and opinions rather than imposition of enormous fines.
The EU General Data Protection Regulation shall be applied from 25 May 2018. This is the result of the personal data protection law reform in the EU. So far the legal regulation in the EU Member States has been based on EU Data Protection Directive 95/46/EC of 1995 that is implemented by the Law of the Republic of Lithuanian on Legal Protection of Personal Data. The aim of this article is to reveal the significance of the General Data Protection Regulation for the data protection law as an area of law. One can distinguish as significantly important those provisions of the General Data Protection Regulation which are due to impact development of the data protection law beyond the EU and accelerate globalisation of the data protection law in accordance to the EU standards. The said functions should be performed by those provisions of the General Data Protection Regulation that oblige non-EU data controllers to follow the EU requirements while processing personal data concerning data subjects who are in the Union and establish cases where data can be transferred to third countries or international organisations by way of ensuring data protection that is analogous to the EU standards. The General Data Protection Regulation redraws the limits of the liabilities for the compliance in the data protection law. The involvement of data protection supervisory institutions in daily data processing activities and its control is due to be reduced. It also strengthens the primary liability of a data controller for ensuring the compliance with the data protection law, promotes data controllers' autonomy and trust in them. Such significant impact to the data protection law shall be produced by the entirety of the following novelties: the principle of accountability, obligations to carry out a data protection impact assessment, to consult a supervisory authority, appoint a data protection officer, repeal of procedures for notification of supervisory authorities and prior checking. Efficient application of the General Data Protection Regulation in Lithuania can be encumbered by the lack of methodical, explanatory, recommendatory materials on interpretation and implementation of abstract new provisions. Due to lack of legal certainty purposes of the General Data Protection Regulation may be better furthered at the beginning of the application of the novelties by way of such regulatory instruments as instructions, reprimands and opinions rather than imposition of enormous fines.
During the last decades of the 20th century most world states, Lithuania being one of them, started different reforms of a public sector that were aimed at transforming M.Weber's described ideal, legislative and rational bureaucracy and increasing the effectiveness of public institutions and their activity. According to the theorists of these reforms (Osborne, Gaebler, 1992; Hughes, 1998; Pollitt, Bouckaert, 2003), inflexible, centralized bureaucracies developed during industrial periods have become ineffective and unproductive; moreover, they cannot function effectively and successfully in a rapidly changing knowledge society and economy. Thus, they should be changed into more flexible, result oriented, modern management models developing the partnership of public and private sectors (Skietrys, Raipa, Bartkus, 2008). This aspiration is the main stimulus to turn to a business sector under the market conditions and to base on New Public Management (NPM) modernizing the structures of administration culture taking into account the challenges of the time under consideration. NPM ideas and their introduction are directly linked with human resources (HR) of public institutions. HR is the main and most valuable asset that is managed by the institutions of a public sector. Activity effectiveness depends on it. According to M. Armstrong (2006), human resource management (HRM) is a strategic, complex approach to the most important aspect of an organization, i.e. to people who individually and collectively support the realization of organizational objectives. This approach explains the fact that HR is the main factor of any changes having its culture and aspirations that can stimulate or hinder changes related to the change from public administration (PA) to NPM. [.]
During the last decades of the 20th century most world states, Lithuania being one of them, started different reforms of a public sector that were aimed at transforming M.Weber's described ideal, legislative and rational bureaucracy and increasing the effectiveness of public institutions and their activity. According to the theorists of these reforms (Osborne, Gaebler, 1992; Hughes, 1998; Pollitt, Bouckaert, 2003), inflexible, centralized bureaucracies developed during industrial periods have become ineffective and unproductive; moreover, they cannot function effectively and successfully in a rapidly changing knowledge society and economy. Thus, they should be changed into more flexible, result oriented, modern management models developing the partnership of public and private sectors (Skietrys, Raipa, Bartkus, 2008). This aspiration is the main stimulus to turn to a business sector under the market conditions and to base on New Public Management (NPM) modernizing the structures of administration culture taking into account the challenges of the time under consideration. NPM ideas and their introduction are directly linked with human resources (HR) of public institutions. HR is the main and most valuable asset that is managed by the institutions of a public sector. Activity effectiveness depends on it. According to M. Armstrong (2006), human resource management (HRM) is a strategic, complex approach to the most important aspect of an organization, i.e. to people who individually and collectively support the realization of organizational objectives. This approach explains the fact that HR is the main factor of any changes having its culture and aspirations that can stimulate or hinder changes related to the change from public administration (PA) to NPM. [.]
During the last decades of the 20th century most world states, Lithuania being one of them, started different reforms of a public sector that were aimed at transforming M.Weber's described ideal, legislative and rational bureaucracy and increasing the effectiveness of public institutions and their activity. According to the theorists of these reforms (Osborne, Gaebler, 1992; Hughes, 1998; Pollitt, Bouckaert, 2003), inflexible, centralized bureaucracies developed during industrial periods have become ineffective and unproductive; moreover, they cannot function effectively and successfully in a rapidly changing knowledge society and economy. Thus, they should be changed into more flexible, result oriented, modern management models developing the partnership of public and private sectors (Skietrys, Raipa, Bartkus, 2008). This aspiration is the main stimulus to turn to a business sector under the market conditions and to base on New Public Management (NPM) modernizing the structures of administration culture taking into account the challenges of the time under consideration. NPM ideas and their introduction are directly linked with human resources (HR) of public institutions. HR is the main and most valuable asset that is managed by the institutions of a public sector. Activity effectiveness depends on it. According to M. Armstrong (2006), human resource management (HRM) is a strategic, complex approach to the most important aspect of an organization, i.e. to people who individually and collectively support the realization of organizational objectives. This approach explains the fact that HR is the main factor of any changes having its culture and aspirations that can stimulate or hinder changes related to the change from public administration (PA) to NPM. [.]
During the last decades of the 20th century most world states, Lithuania being one of them, started different reforms of a public sector that were aimed at transforming M.Weber's described ideal, legislative and rational bureaucracy and increasing the effectiveness of public institutions and their activity. According to the theorists of these reforms (Osborne, Gaebler, 1992; Hughes, 1998; Pollitt, Bouckaert, 2003), inflexible, centralized bureaucracies developed during industrial periods have become ineffective and unproductive; moreover, they cannot function effectively and successfully in a rapidly changing knowledge society and economy. Thus, they should be changed into more flexible, result oriented, modern management models developing the partnership of public and private sectors (Skietrys, Raipa, Bartkus, 2008). This aspiration is the main stimulus to turn to a business sector under the market conditions and to base on New Public Management (NPM) modernizing the structures of administration culture taking into account the challenges of the time under consideration. NPM ideas and their introduction are directly linked with human resources (HR) of public institutions. HR is the main and most valuable asset that is managed by the institutions of a public sector. Activity effectiveness depends on it. According to M. Armstrong (2006), human resource management (HRM) is a strategic, complex approach to the most important aspect of an organization, i.e. to people who individually and collectively support the realization of organizational objectives. This approach explains the fact that HR is the main factor of any changes having its culture and aspirations that can stimulate or hinder changes related to the change from public administration (PA) to NPM. [.]
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.
This paper deals with the development of waste management legislation and its impact on the results of waste treatment. Together with the progress that was achieved in waste management, existing problems and new tools that are needed to meet them are examined. An overview of hazardous waste management regulations in the EU and Lithuania is made. It was found that the tax on waste products encourages recycling of hazardous waste (scrap tires) thus saving money for transport companies and ensures successful operation of waste recycling companies.
This paper deals with the development of waste management legislation and its impact on the results of waste treatment. Together with the progress that was achieved in waste management, existing problems and new tools that are needed to meet them are examined. An overview of hazardous waste management regulations in the EU and Lithuania is made. It was found that the tax on waste products encourages recycling of hazardous waste (scrap tires) thus saving money for transport companies and ensures successful operation of waste recycling companies.
The objective of the Master Theses is to analyze the peculiarities of creation of monitoring systems of the Lithuanian public administration and usage of their data. First of all, it was attempted to disclose the theoretical reasoning of the work; therefore the role of monitoring was analyzed in the theory of public policy cycle and theoretical approaches to reforms of public governance (New Public Management, New Public Governance, Good Governance). Besides, the scientific literature was used in the work to distinguish the similarities of monitoring systems compared to single monitoring, difficulties of creation and implementation of the systems, to analyze the implementation stages of monitoring systems, and to distinguish monitoring directions and principles of effective monitoring system. One more part of the work was meant for the usage of data of monitoring system. There the usage of monitoring data for evaluation, decision-making on management, learning from experience, reforms and increase of accountability was defined. Two monitoring systems of the Lithuanian public administration were chosen for analysis – monitoring system of subjects of public administration and their activity and monitoring system of implementation results of the strategic activity plans of the governmental authorities (including the budgetary programs). The qualitative research helped to analyze the creation preconditions of these systems and the problems encountered during the creation process. It was learnt during the research that the monitoring system of subjects of public administration and their activity is not working yet, thus only its creation and possibilities of data usage were analyzed in the work. Whereas the monitoring system of implementation results of the strategic activity plans of the governmental authorities including the budgetary programs) is working, thus not only its creation, but also management and data usage were analyzed. During the analysis of the system's management, the management problems and improvement possibilities were distinguished, the implementation structure of the system was discussed, as well as reliability of data presentation. Besides, it was also analyzed, how much of the data of monitoring system are used for evaluation, decision-making preparation of reconstructions and reforms of public administration, and preparation of strategic plans and other documents.
