Suchergebnisse

The subject of this master thesis is the legal institute of full material liability of employees under labor law and the aim is to find out its effectiveness and role in the Lithuanian legal system. After Labor Code entered into force in 2003, it marked a new stage of development of labor relations, which had an impact on certain changes for the legal institute of full material liability. After nearly 10 years since the Code entered into force, it is interesting to look at how full material liability is established and functioning in contemporary labor relations. To analyze effectiveness and role of the legal institute of full material liability, comparative, logical, systemical, historical and analytical methods are used where necessary. In order to archieve the goal set for this master thesis and fulfill the tasks that help to archieve it, master thesis is divided into three main parts. The first part deals with the general issues of legal liability, legal sources and concept of material liability that directly affect the legal institute of full material liability. In the second part laws and other regulations that affect full material liability of employees are reviewed. The third part deals with the cases and research done by the Supreme Court of Lithuania that are related to the object of the master thesis. In the end it is concluded that the legal institute of full material liability that exist in Lithuania is a result of high-quality legislation, which on one hand, is working effectively but on the other – is not popular in terms of its use. It is also concluded that there is a good working relationship between the Lithuanian courts, legal doctrine and law enforcement because there are not many legal conflicts or legal gaps. Finally it is stated that the full material liability of executives of entities in Lithuania is not fully tuned, a bit confounding and harder to apply in general, so instead the unification of current regulatory status is proposed.

The subject of this master thesis is the legal institute of full material liability of employees under labor law and the aim is to find out its effectiveness and role in the Lithuanian legal system. After Labor Code entered into force in 2003, it marked a new stage of development of labor relations, which had an impact on certain changes for the legal institute of full material liability. After nearly 10 years since the Code entered into force, it is interesting to look at how full material liability is established and functioning in contemporary labor relations. To analyze effectiveness and role of the legal institute of full material liability, comparative, logical, systemical, historical and analytical methods are used where necessary. In order to archieve the goal set for this master thesis and fulfill the tasks that help to archieve it, master thesis is divided into three main parts. The first part deals with the general issues of legal liability, legal sources and concept of material liability that directly affect the legal institute of full material liability. In the second part laws and other regulations that affect full material liability of employees are reviewed. The third part deals with the cases and research done by the Supreme Court of Lithuania that are related to the object of the master thesis. In the end it is concluded that the legal institute of full material liability that exist in Lithuania is a result of high-quality legislation, which on one hand, is working effectively but on the other – is not popular in terms of its use. It is also concluded that there is a good working relationship between the Lithuanian courts, legal doctrine and law enforcement because there are not many legal conflicts or legal gaps. Finally it is stated that the full material liability of executives of entities in Lithuania is not fully tuned, a bit confounding and harder to apply in general, so instead the unification of current regulatory status is proposed.

Employer image (or branding) is how an employee understands and evaluates his employer. Employer image consists of 5 different elements: organizational characteristics, people and culture, salary and promotion, job characteristics and organizational reputation. It has never been researched, whether employer image can somehow affect employee engagement. So the goal of this master's thesis is to find out, what effect employer image has on employee engagement. In the first part of this thesis the backgrounds and importance of both employee engagement and employer image is described. In the second part there is theoretical background for research of employee engagement and employer image. It is explained how both of these elements affect company, it's results and it's employees. Also different theoretical evaluation models are described. According them there was created a new theoretical model. It says, that employer image and it's elements have direct impact on employee engagement and it's elements. In the third part of the thesis, methodology of the new model is presented. The fourth part consists of econometric analysis and evaluation of the theoretical model. It was proven that employer image affects employee engagement. And elements of those two factors engage between each other. The last part is conclusions and recommendations. In this part it is offered to better examine what elements are important for employees of certain companies and create employee engagement politics according to the findings of the research but not according to theoretical papers. It is because all the humans are different and they have different needs. If their needs are not fulfilled, then a person will never be engaged in work.

Employer image (or branding) is how an employee understands and evaluates his employer. Employer image consists of 5 different elements: organizational characteristics, people and culture, salary and promotion, job characteristics and organizational reputation. It has never been researched, whether employer image can somehow affect employee engagement. So the goal of this master's thesis is to find out, what effect employer image has on employee engagement. In the first part of this thesis the backgrounds and importance of both employee engagement and employer image is described. In the second part there is theoretical background for research of employee engagement and employer image. It is explained how both of these elements affect company, it's results and it's employees. Also different theoretical evaluation models are described. According them there was created a new theoretical model. It says, that employer image and it's elements have direct impact on employee engagement and it's elements. In the third part of the thesis, methodology of the new model is presented. The fourth part consists of econometric analysis and evaluation of the theoretical model. It was proven that employer image affects employee engagement. And elements of those two factors engage between each other. The last part is conclusions and recommendations. In this part it is offered to better examine what elements are important for employees of certain companies and create employee engagement politics according to the findings of the research but not according to theoretical papers. It is because all the humans are different and they have different needs. If their needs are not fulfilled, then a person will never be engaged in work.

Employer image (or branding) is how an employee understands and evaluates his employer. Employer image consists of 5 different elements: organizational characteristics, people and culture, salary and promotion, job characteristics and organizational reputation. It has never been researched, whether employer image can somehow affect employee engagement. So the goal of this master's thesis is to find out, what effect employer image has on employee engagement. In the first part of this thesis the backgrounds and importance of both employee engagement and employer image is described. In the second part there is theoretical background for research of employee engagement and employer image. It is explained how both of these elements affect company, it's results and it's employees. Also different theoretical evaluation models are described. According them there was created a new theoretical model. It says, that employer image and it's elements have direct impact on employee engagement and it's elements. In the third part of the thesis, methodology of the new model is presented. The fourth part consists of econometric analysis and evaluation of the theoretical model. It was proven that employer image affects employee engagement. And elements of those two factors engage between each other. The last part is conclusions and recommendations. In this part it is offered to better examine what elements are important for employees of certain companies and create employee engagement politics according to the findings of the research but not according to theoretical papers. It is because all the humans are different and they have different needs. If their needs are not fulfilled, then a person will never be engaged in work.

Employer image (or branding) is how an employee understands and evaluates his employer. Employer image consists of 5 different elements: organizational characteristics, people and culture, salary and promotion, job characteristics and organizational reputation. It has never been researched, whether employer image can somehow affect employee engagement. So the goal of this master's thesis is to find out, what effect employer image has on employee engagement. In the first part of this thesis the backgrounds and importance of both employee engagement and employer image is described. In the second part there is theoretical background for research of employee engagement and employer image. It is explained how both of these elements affect company, it's results and it's employees. Also different theoretical evaluation models are described. According them there was created a new theoretical model. It says, that employer image and it's elements have direct impact on employee engagement and it's elements. In the third part of the thesis, methodology of the new model is presented. The fourth part consists of econometric analysis and evaluation of the theoretical model. It was proven that employer image affects employee engagement. And elements of those two factors engage between each other. The last part is conclusions and recommendations. In this part it is offered to better examine what elements are important for employees of certain companies and create employee engagement politics according to the findings of the research but not according to theoretical papers. It is because all the humans are different and they have different needs. If their needs are not fulfilled, then a person will never be engaged in work.

The final master thesis applies a research on the legal acts regarding employees health and safety regulations at work. The financial responsibility over health and safety area between employers and employees is taken into the consideration. The conclusion is made that the health and safety of the employees in the Republic of Lithuania is regulated by a list of legislative acts: international, issued by European Union and local. The relevance of this topic is highlighted by the load of this type cases investigated by the Municipal/ Supreme Court of Lithuania. It is observed, that the single responsibility of the employee meets the single right of the employer and vice versa – a single responsibility of the employer meets the single right of the employee. The final thesis is grouped into four main sections divided into subsections. The first section of the paperwork analyses legal acts, regulating employees Health and Labour protection. This part also includes the terms, definitions and classifications. The next section covers the rights and duties appeared between employees and employers. The mentioned rights and duties are closely related, so the principle – "What is the duty of the employer is the right of the employee" and vice versa - is followed. The third part of the paperwork highlights mandatory and additional health and safety assurance techniques used in the organization. The fourth section investigates the practice used for regulation of the financial responsibility between employees and employers in the Municipal (Supreme) Court of Lithuania. Based on the implemented practice, the legal background of the financial responsibility between mentioned parties are discussed. Finally, the methods are determined when the limited and when the full financial responsibility is applicable. The health and safety of the employees is usually linked to the stronger party in the Labour relations, so as a result, the hypothesis that the weaker party among this relationship is an employee, is taken into the consideration. According to the research results applied on the legal acts regarding employees health and safety regulations as well as the practice used in the Municipal (Supreme) Court of Lithuania, the identified hypothesis in final master thesis was satisfied.

The final master thesis applies a research on the legal acts regarding employees health and safety regulations at work. The financial responsibility over health and safety area between employers and employees is taken into the consideration. The conclusion is made that the health and safety of the employees in the Republic of Lithuania is regulated by a list of legislative acts: international, issued by European Union and local. The relevance of this topic is highlighted by the load of this type cases investigated by the Municipal/ Supreme Court of Lithuania. It is observed, that the single responsibility of the employee meets the single right of the employer and vice versa – a single responsibility of the employer meets the single right of the employee. The final thesis is grouped into four main sections divided into subsections. The first section of the paperwork analyses legal acts, regulating employees Health and Labour protection. This part also includes the terms, definitions and classifications. The next section covers the rights and duties appeared between employees and employers. The mentioned rights and duties are closely related, so the principle – "What is the duty of the employer is the right of the employee" and vice versa - is followed. The third part of the paperwork highlights mandatory and additional health and safety assurance techniques used in the organization. The fourth section investigates the practice used for regulation of the financial responsibility between employees and employers in the Municipal (Supreme) Court of Lithuania. Based on the implemented practice, the legal background of the financial responsibility between mentioned parties are discussed. Finally, the methods are determined when the limited and when the full financial responsibility is applicable. The health and safety of the employees is usually linked to the stronger party in the Labour relations, so as a result, the hypothesis that the weaker party among this relationship is an employee, is taken into the consideration. According to the research results applied on the legal acts regarding employees health and safety regulations as well as the practice used in the Municipal (Supreme) Court of Lithuania, the identified hypothesis in final master thesis was satisfied.

Summary Master thesis Dismissal of a Group of Employees Group redundancies cause many negative outcomes not only for the redundant employees, because they loose their work place, incomes, and face difficulties in a changed labor market, but also the economical growth and stability of that region may stop developing for some time. That is a complex negative phenomenon. If the laws implement very strict liability to an employer for not following procedure of a group redundancies, the consequences of this strict regulation may face other employees. That is why collective negotiations of employer and employees or their representatives should be promoted seeking to reduce negative subsequences of group redundancies for both parties. Group redundancies in Lithuanian Labor law are not regulated enough. In this Master thesis is mainly analyzed laws, case law and legal doctrine of European Union and other foreign countries in case to compare and to give proposals how to regulate that phenomenon in Lithuanian Labor law.

Summary Master thesis Dismissal of a Group of Employees Group redundancies cause many negative outcomes not only for the redundant employees, because they loose their work place, incomes, and face difficulties in a changed labor market, but also the economical growth and stability of that region may stop developing for some time. That is a complex negative phenomenon. If the laws implement very strict liability to an employer for not following procedure of a group redundancies, the consequences of this strict regulation may face other employees. That is why collective negotiations of employer and employees or their representatives should be promoted seeking to reduce negative subsequences of group redundancies for both parties. Group redundancies in Lithuanian Labor law are not regulated enough. In this Master thesis is mainly analyzed laws, case law and legal doctrine of European Union and other foreign countries in case to compare and to give proposals how to regulate that phenomenon in Lithuanian Labor law.

Summary Master thesis Dismissal of a Group of Employees Group redundancies cause many negative outcomes not only for the redundant employees, because they loose their work place, incomes, and face difficulties in a changed labor market, but also the economical growth and stability of that region may stop developing for some time. That is a complex negative phenomenon. If the laws implement very strict liability to an employer for not following procedure of a group redundancies, the consequences of this strict regulation may face other employees. That is why collective negotiations of employer and employees or their representatives should be promoted seeking to reduce negative subsequences of group redundancies for both parties. Group redundancies in Lithuanian Labor law are not regulated enough. In this Master thesis is mainly analyzed laws, case law and legal doctrine of European Union and other foreign countries in case to compare and to give proposals how to regulate that phenomenon in Lithuanian Labor law.

Summary Master thesis Dismissal of a Group of Employees Group redundancies cause many negative outcomes not only for the redundant employees, because they loose their work place, incomes, and face difficulties in a changed labor market, but also the economical growth and stability of that region may stop developing for some time. That is a complex negative phenomenon. If the laws implement very strict liability to an employer for not following procedure of a group redundancies, the consequences of this strict regulation may face other employees. That is why collective negotiations of employer and employees or their representatives should be promoted seeking to reduce negative subsequences of group redundancies for both parties. Group redundancies in Lithuanian Labor law are not regulated enough. In this Master thesis is mainly analyzed laws, case law and legal doctrine of European Union and other foreign countries in case to compare and to give proposals how to regulate that phenomenon in Lithuanian Labor law.

As the states developed and abandoned the established patriarchal attitude, particularly much attention was being paid to the establishment of equal opportunities for men and women, especially in legal relationships of labour. Gradually, more women got involved in the labor market on equal rights with the working men; in the meantime direct (not just financial provision) tending for a family has become important and 'not shameful' for men, too; however one of them has to devote more time and attention to family. Generally, these are young and employable people who have family commitments and who are particularly needed in a contemporary labour market. Each legal state, therefore, has entrenched an equal rights guarantee as well as created a favorable legal base enabling the combining of labour and family commitments; the so-called positive discrimination is being implemented in order to promote and activate the labour market and simultaneously protect the family as a value. The circle of interests of an employee who has commitments towards family members is associated with his/her duties to the family, which are, in certain cases, difficult to combine with one's duties at work. When performing the work-related duties, there is not much time left for family and legal basis is, therefore, required as well as an organizational mechanism that would enable the employee to suitably combine his/her job-related and family obligations. Recently, Europe and Lithuania have been paying particularly much attention to the legal base and its implementing mechanism oriented towards family needs and enabling amiable combination of family obligations with professional activities. The master's thesis reveals the conception of an employee having familial obligations and peculiarities of his/her legal status; it also analyzes the legal base of Lithuania intended for the compatibility of professional activities and interests of family members while assessing its compliance with the legal acts of the European Union. Possibilities for fulfilling one's family obligations without retreating from the labour market, provided for by the laws, are reviewed. Opportunities to promote the employment of such individuals, guarantees, concessions in employment conditions and employment flexibility opportunities provided to employees who take care of socially more vulnerable family members as well as restrictions imposed on employers and oriented to the protection of family as a value are analyzed while evaluating the theoretical and practical possibilities to enforce such special rights in Lithuania through the mechanisms provided for in the state.

As the states developed and abandoned the established patriarchal attitude, particularly much attention was being paid to the establishment of equal opportunities for men and women, especially in legal relationships of labour. Gradually, more women got involved in the labor market on equal rights with the working men; in the meantime direct (not just financial provision) tending for a family has become important and 'not shameful' for men, too; however one of them has to devote more time and attention to family. Generally, these are young and employable people who have family commitments and who are particularly needed in a contemporary labour market. Each legal state, therefore, has entrenched an equal rights guarantee as well as created a favorable legal base enabling the combining of labour and family commitments; the so-called positive discrimination is being implemented in order to promote and activate the labour market and simultaneously protect the family as a value. The circle of interests of an employee who has commitments towards family members is associated with his/her duties to the family, which are, in certain cases, difficult to combine with one's duties at work. When performing the work-related duties, there is not much time left for family and legal basis is, therefore, required as well as an organizational mechanism that would enable the employee to suitably combine his/her job-related and family obligations. Recently, Europe and Lithuania have been paying particularly much attention to the legal base and its implementing mechanism oriented towards family needs and enabling amiable combination of family obligations with professional activities. The master's thesis reveals the conception of an employee having familial obligations and peculiarities of his/her legal status; it also analyzes the legal base of Lithuania intended for the compatibility of professional activities and interests of family members while assessing its compliance with the legal acts of the European Union. Possibilities for fulfilling one's family obligations without retreating from the labour market, provided for by the laws, are reviewed. Opportunities to promote the employment of such individuals, guarantees, concessions in employment conditions and employment flexibility opportunities provided to employees who take care of socially more vulnerable family members as well as restrictions imposed on employers and oriented to the protection of family as a value are analyzed while evaluating the theoretical and practical possibilities to enforce such special rights in Lithuania through the mechanisms provided for in the state.

The transport of the roads of Lithuania is the broadminded and privatized comparing with the other branches of transport. Lithuania, guiding itself to general transport guidelines of European Union, in the field of road transport is oriented to development of traffic safety, reduction of negative effect of transport for our atmosphere, market control and to render of the best service. In the field of service we can find explanations about the needs, expectations of clients and satisfaction of received service. But there is the question – how can we have it without qualified and motivated personnel? Employer, who wants to high the maximum results of underway actions, has to pay his attention in measures witch focus employees to high the ambitions of company. Motivation – especially important force, witch stimulate people to mix their personal needs with the needs of company. The good result of company could have influence to better gains and acceptance of employee. Now there are a lot of various companies, witch proceeds activity and hopes to get profit from it. The company owner, who wants his business to prosper, must choose loyal and qualified workers. Of course, it doesn't give him any guarantee, that the employee won't leave the company when he will get the better offer: bigger salary, better operating conditions and possibilities of carrier. The migration of high qualification specialists is appreciable, especially in present time when the amount of emigration doesn't change. Therefore many promising companies don't want to loose their specialists. So it forces employers to pay attention to employees, their needs, expectations and satisfaction of their work. Relevance of this topic intensified because of the attitude of modern companies' directors and attitude of experts to human resources. They are positive that precisely this factor influences the financial success of company. The big role in economics plays intellectual resources of individuals and organizations in present time; witch influences the success of creating, increase and perfection of organizations. The object of work – the role of motivation in organizations of transport fields. Purpose of work – when analyzed theories of workers motivations, the importance of motivation, motivation measures and their affect, sustaining F.Herzberg and V.Vroom motivation theories, to value motivating factor to younger ( up to 30-ies) and older (under 30-ies) worker. The poll was carried since September of 2006 to February of 2007 – it is 6 month. Higher level workers of transport field organizations (managers, administration) were polled in the course of research that has possibility to comment on their opinion about work needs, expectations and motivating forces. In the first part the point of motivation, several motivation theories and the importance of motivation are discussed. In second part satisfaction of work factors, stimulation measures and singularities of modern work organization are analyzed. In the third part the poll was analyzed, where the aim was to find out work motivation of employees in transport of goods field. There are the conclusions, practical suggestions, summary in English language, literary list and one schedule at the end of the Master work. The size of the work is 80 pages. There are 36 pictures and 5 tables. There are 42 sources in literary list. There is 1 schedule at the end of the work