Suchergebnisse

Summary Maintaining Work Discipline Work is a person's conscious physical or mental effort or activity directed toward accomplishing a certain goal. When working, a human being produces goods or provides services that satisfy the needs of other people. A country's economy depends on the efforts of those capable to work. If a population can produce more goods and provide more services, the economy will be able to supply workers with ever-improving tools and ensure them broader opportunities, which in its turn means that more and more goods will be produced and economic growth will be observed. Rising productivity leads to the increase of production volume. Work efficiency keeps growing and society becomes wealthier and happier. However, the brief economic overview emphasizes that at present the economic situation in Lithuania is not stable, unemployment is high, salaries and wages are slow to increase, and the minimum wage is among the lowest in the European Union. The country's economy cannot provide job places for everyone capable and willing to work; as a result, society fails to produce and acquire additional goods and services thus losing a valuable resource – potential output of goods and services. The economy therefore is deprived of a part of the national product because it is not produced. Due to the decrease in the total output, the supply of workers exceeds the demand, unemployment soars, wages plunge, and the likelihood to be dismissed from a job rises dramatically. That generates negative emotions in society. When the economy cannot create enough jobs, people lose their subsistence income and may resort to anger, rebellion or violence. In such cases discipline in the workplace can be regulated with the help of norms and regulations of the work discipline institution. It is agreed that disciplinary penalties do help to maintain order in the workplace; however, they provide favorable results only short term. Other important factors also have to be considered. Employee behavior is positively affected by financial and non-financial benefits. Such motivation is one of the ways to create positive atmosphere at work. On the other hand, the behavior of those in employment relationship is also greatly influenced by the participation of both parties in a social dialogue and their adherence to the achieved agreements. If the parties are able to negotiate and agree on urgent work-related issues, successful cooperation will be developed, grounds for conflicts will be eliminated, and forces will be joined together striving for economic and social progress. Thus, from the economic viewpoint, the impact of economic factors on the labour market is significant. If the country enjoys economic stability and participants of the labour market are satisfied with their jobs, income and social guarantees, they will respect and treasure their jobs, foster good working relationships, and have no reasons to violate rules and regulations of work discipline.

Summary Maintaining Work Discipline Work is a person's conscious physical or mental effort or activity directed toward accomplishing a certain goal. When working, a human being produces goods or provides services that satisfy the needs of other people. A country's economy depends on the efforts of those capable to work. If a population can produce more goods and provide more services, the economy will be able to supply workers with ever-improving tools and ensure them broader opportunities, which in its turn means that more and more goods will be produced and economic growth will be observed. Rising productivity leads to the increase of production volume. Work efficiency keeps growing and society becomes wealthier and happier. However, the brief economic overview emphasizes that at present the economic situation in Lithuania is not stable, unemployment is high, salaries and wages are slow to increase, and the minimum wage is among the lowest in the European Union. The country's economy cannot provide job places for everyone capable and willing to work; as a result, society fails to produce and acquire additional goods and services thus losing a valuable resource – potential output of goods and services. The economy therefore is deprived of a part of the national product because it is not produced. Due to the decrease in the total output, the supply of workers exceeds the demand, unemployment soars, wages plunge, and the likelihood to be dismissed from a job rises dramatically. That generates negative emotions in society. When the economy cannot create enough jobs, people lose their subsistence income and may resort to anger, rebellion or violence. In such cases discipline in the workplace can be regulated with the help of norms and regulations of the work discipline institution. It is agreed that disciplinary penalties do help to maintain order in the workplace; however, they provide favorable results only short term. Other important factors also have to be considered. Employee behavior is positively affected by financial and non-financial benefits. Such motivation is one of the ways to create positive atmosphere at work. On the other hand, the behavior of those in employment relationship is also greatly influenced by the participation of both parties in a social dialogue and their adherence to the achieved agreements. If the parties are able to negotiate and agree on urgent work-related issues, successful cooperation will be developed, grounds for conflicts will be eliminated, and forces will be joined together striving for economic and social progress. Thus, from the economic viewpoint, the impact of economic factors on the labour market is significant. If the country enjoys economic stability and participants of the labour market are satisfied with their jobs, income and social guarantees, they will respect and treasure their jobs, foster good working relationships, and have no reasons to violate rules and regulations of work discipline.

Ideological, political, sociological, psychological, pedagogical and medical foundations of social work are presented in the article. The information is necessary for the training of social workers and especially - preparing social pedagogues and teachers.

Ideological, political, sociological, psychological, pedagogical and medical foundations of social work are presented in the article. The information is necessary for the training of social workers and especially - preparing social pedagogues and teachers.

This article focuses on the political, social and employment factors in Lithuania. Work and Family reconciliation policy has been promoted as a tool that different policy documents employ at any particular point in time. Social factors, like work and family reconciliation policies, in relation to gender equality were defined more in terms of level of labour market participation than anything else. In this article the differences and relationship between male and female at work and in the family and their impact on career among the employees based on employers' attitudes are described. These three factors are analysed in relation to opportunities of reconciliation of work and family obligations for young families with small children.

This article focuses on the political, social and employment factors in Lithuania. Work and Family reconciliation policy has been promoted as a tool that different policy documents employ at any particular point in time. Social factors, like work and family reconciliation policies, in relation to gender equality were defined more in terms of level of labour market participation than anything else. In this article the differences and relationship between male and female at work and in the family and their impact on career among the employees based on employers' attitudes are described. These three factors are analysed in relation to opportunities of reconciliation of work and family obligations for young families with small children.

This article focuses on the political, social and employment factors in Lithuania. Work and Family reconciliation policy has been promoted as a tool that different policy documents employ at any particular point in time. Social factors, like work and family reconciliation policies, in relation to gender equality were defined more in terms of level of labour market participation than anything else. In this article the differences and relationship between male and female at work and in the family and their impact on career among the employees based on employers' attitudes are described. These three factors are analysed in relation to opportunities of reconciliation of work and family obligations for young families with small children.

Features of Distant Work This Master's thesis analyses the origins, types, content, problems and peculiarities of the implementation of the telework institute in Lithuania by taking into account the doctrine, case law, legal standards and research the European Union, and comparing them with the regulations of some European Union member states. The first part examines the origins of telework, examines the peculiarities of the concept at different levels of regulation and the classification of types of telework. It has been established that there is no single concept of telework, and with the change of telework, the original concept does not lose its meaning, but is supplemented by new elements. The second part examines the content of the remote work agreement and its drawbacks by comparing the Lithuanian regulation with the general agreement on telework of European Union social partners and the national regulation of some European Union countries. Although telework is not a separate type of employment contract but only a different way of organizing work, certain elements of an employment contract have specific features regarding telework. The second part also deals with the analysis of the peculiarities of the means of work, subordination, working time, following the workplace rules, protection of employee privacy and personal data, and the protection of employee safety and health while performing work remotely. The third part investigates the problems related to the implementation of telework. There are three types of remote work agreement – by agreement of the parties, at the proposal of the employer and at the request of the employee. In addition, the peculiarities of ensuring employees' job security while performing work remotely are analysed and possible solutions to the employer are suggested.

Features of Distant Work This Master's thesis analyses the origins, types, content, problems and peculiarities of the implementation of the telework institute in Lithuania by taking into account the doctrine, case law, legal standards and research the European Union, and comparing them with the regulations of some European Union member states. The first part examines the origins of telework, examines the peculiarities of the concept at different levels of regulation and the classification of types of telework. It has been established that there is no single concept of telework, and with the change of telework, the original concept does not lose its meaning, but is supplemented by new elements. The second part examines the content of the remote work agreement and its drawbacks by comparing the Lithuanian regulation with the general agreement on telework of European Union social partners and the national regulation of some European Union countries. Although telework is not a separate type of employment contract but only a different way of organizing work, certain elements of an employment contract have specific features regarding telework. The second part also deals with the analysis of the peculiarities of the means of work, subordination, working time, following the workplace rules, protection of employee privacy and personal data, and the protection of employee safety and health while performing work remotely. The third part investigates the problems related to the implementation of telework. There are three types of remote work agreement – by agreement of the parties, at the proposal of the employer and at the request of the employee. In addition, the peculiarities of ensuring employees' job security while performing work remotely are analysed and possible solutions to the employer are suggested.

Features of Distant Work This Master's thesis analyses the origins, types, content, problems and peculiarities of the implementation of the telework institute in Lithuania by taking into account the doctrine, case law, legal standards and research the European Union, and comparing them with the regulations of some European Union member states. The first part examines the origins of telework, examines the peculiarities of the concept at different levels of regulation and the classification of types of telework. It has been established that there is no single concept of telework, and with the change of telework, the original concept does not lose its meaning, but is supplemented by new elements. The second part examines the content of the remote work agreement and its drawbacks by comparing the Lithuanian regulation with the general agreement on telework of European Union social partners and the national regulation of some European Union countries. Although telework is not a separate type of employment contract but only a different way of organizing work, certain elements of an employment contract have specific features regarding telework. The second part also deals with the analysis of the peculiarities of the means of work, subordination, working time, following the workplace rules, protection of employee privacy and personal data, and the protection of employee safety and health while performing work remotely. The third part investigates the problems related to the implementation of telework. There are three types of remote work agreement – by agreement of the parties, at the proposal of the employer and at the request of the employee. In addition, the peculiarities of ensuring employees' job security while performing work remotely are analysed and possible solutions to the employer are suggested.

Features of Distant Work This Master's thesis analyses the origins, types, content, problems and peculiarities of the implementation of the telework institute in Lithuania by taking into account the doctrine, case law, legal standards and research the European Union, and comparing them with the regulations of some European Union member states. The first part examines the origins of telework, examines the peculiarities of the concept at different levels of regulation and the classification of types of telework. It has been established that there is no single concept of telework, and with the change of telework, the original concept does not lose its meaning, but is supplemented by new elements. The second part examines the content of the remote work agreement and its drawbacks by comparing the Lithuanian regulation with the general agreement on telework of European Union social partners and the national regulation of some European Union countries. Although telework is not a separate type of employment contract but only a different way of organizing work, certain elements of an employment contract have specific features regarding telework. The second part also deals with the analysis of the peculiarities of the means of work, subordination, working time, following the workplace rules, protection of employee privacy and personal data, and the protection of employee safety and health while performing work remotely. The third part investigates the problems related to the implementation of telework. There are three types of remote work agreement – by agreement of the parties, at the proposal of the employer and at the request of the employee. In addition, the peculiarities of ensuring employees' job security while performing work remotely are analysed and possible solutions to the employer are suggested.

In this work, in accordance with international and European legal standards, the regulatory development and issues of institute of forms of work organisation in Lithuania are analysed. The basic form of work organisation is a non-term employment contract. From other forms of employment it is distinguished by the following characteristics: the relations between parties are bilateral (employee and employer), constant, based on remuneration, subordination and are performed in the premises of employer. These abovementioned relations can be called as typical and conventional. It should be noted that they reflect the best interests of both parties. However, due to the changes of labor market in the 21st century, standard rules, created in the first half of the 20th century, are dysfunctional and must be adapted to the modern labor relations. The development of flexible employment policy of the European Union, the economic globalization and related changes of employment, the need to promote employment, to integrate women, young and elderly people into the labor market and various other socio-economic factors inspire the emergence and implementation of flexible forms of organisation of work in the Lithuanian labor law. Next to a common employment contract more flexible forms of employment are distinguished in Labour Code of Republic of Lithuania. These forms are analysed in this work as well: a part-time work, fixed-term contracts, teleworking, etc. Legal regulation of the employment through temporary employment agencies and such work relations is also the intention. Due to the practical need for more flexible forms of employment, the aim of this thesis is to find our whether international standards and European Union regulations, governing major non-standard forms of work organisation, are properly implemented. The work is comprised of three parts that consistently owerview the main aspects of forms of employment: the concept of forms of work organization, the main legal form of employment is identified, the evolution of forms of legal regulation is summarized and factors that influence the emergence of new forms of forms of employment. The paper mostly focuses on the analysis of legal framework of flexible forms of organisation of work, the peculiarity and the problems. The need of obvious and accurate regulation of forms of employement organisation is presented. The analysis and conclusions submitted should be useful for further examination of theoretical and practical issues of forms of work organization, the regulatory challenges in pursuit for the harmonization of national legislation with the international and European law, as well as for the development and improvement of national legislation.

In this work, in accordance with international and European legal standards, the regulatory development and issues of institute of forms of work organisation in Lithuania are analysed. The basic form of work organisation is a non-term employment contract. From other forms of employment it is distinguished by the following characteristics: the relations between parties are bilateral (employee and employer), constant, based on remuneration, subordination and are performed in the premises of employer. These abovementioned relations can be called as typical and conventional. It should be noted that they reflect the best interests of both parties. However, due to the changes of labor market in the 21st century, standard rules, created in the first half of the 20th century, are dysfunctional and must be adapted to the modern labor relations. The development of flexible employment policy of the European Union, the economic globalization and related changes of employment, the need to promote employment, to integrate women, young and elderly people into the labor market and various other socio-economic factors inspire the emergence and implementation of flexible forms of organisation of work in the Lithuanian labor law. Next to a common employment contract more flexible forms of employment are distinguished in Labour Code of Republic of Lithuania. These forms are analysed in this work as well: a part-time work, fixed-term contracts, teleworking, etc. Legal regulation of the employment through temporary employment agencies and such work relations is also the intention. Due to the practical need for more flexible forms of employment, the aim of this thesis is to find our whether international standards and European Union regulations, governing major non-standard forms of work organisation, are properly implemented. The work is comprised of three parts that consistently owerview the main aspects of forms of employment: the concept of forms of work organization, the main legal form of employment is identified, the evolution of forms of legal regulation is summarized and factors that influence the emergence of new forms of forms of employment. The paper mostly focuses on the analysis of legal framework of flexible forms of organisation of work, the peculiarity and the problems. The need of obvious and accurate regulation of forms of employement organisation is presented. The analysis and conclusions submitted should be useful for further examination of theoretical and practical issues of forms of work organization, the regulatory challenges in pursuit for the harmonization of national legislation with the international and European law, as well as for the development and improvement of national legislation.

This article deals with concept of gender mainstreaming based on Lithuanian and EU documents and scientific literature. Gender mainstreaming concentrates main attention towards both problems of men and women in their private and public lives. For the equity between men and women to become reality it is an imperative not only to solve specific problems of men and women, but also to understand them as complex issues incorporated in real life situations. This practically can be achieved through consistent integration of gender aspects into legal documents, programmes and policies related to institutions active in society. In order to accomplish gender mainstreaming two elements are of key importance – adequate and relevant understanding of strategy and specific methods of gender aspect integration in public institution practices. Two methods for the integration of gender mainstreaming in social care institutions at the municipal level and for direct social work practice are represented and discussed.