Effective public management cannot be imagined without an efficiently functioning civil service apparatus. It is often stated that people working in the civil service are driven by idealistic motives, however, to ensure the implementation of the state's objectives, the efficiency and quality of civil servant activities, adequate motivational incentives of civil servants are necessary. The article analyzes theoretical and analytical aspects of the motivational incentives of civil servants: the concept of incentives for civil servants, their value and typology, empirical level of investigation and the experience in the motivation of civil servants at the level of the local government. Theoretical and analytical analysis revealed that the motivation system for civil servants must be balanced, based on the combination of monetary, moral, political, normative and emotional stimuli as well as responding to the motives of civil servants and increasing their job satisfaction. The results of the research showed that the civil servants in Lithuanian municipalities are mostly motivated by moral and normative, and less often by political and monetary incentives. Institutions mostly focus on the willingness of civil servants to contribute to the creation of a society's well-being, to carry out their duty to the public and to serve as well as loyalty and commitment to the institution and promotion of personal development. The study highlighted the importance of the management and direct management in motivating civil servants.DOI: http://dx.doi.org/10.5755/j01.ppaa.17.3.21952

Social aspect in the context of Sustainable development became more important, when it was realized that the level of poverty in the world is not decreasing. There is a need to investigate poverty conception as a separate element. It is important to understand the transformation road of poverty concept from original thought -lack of income for fulfilling basic physical needs, to the emphasizing on needs of individuals and life quality. Poverty is a multifaceted phenomenon, which can be caused by a variety of different reasons; it is also constantly changing, depending on how the countries and their societies are developing. Persons living in poverty are at the group of risk; individuals are more vulnerable, often have more frequent health problems, their resources and quality of life are generally lower than the national average. Object -social dimension of sustainabale development. The aim -to analyze the shift of sustainable development and poverty concepts, and to analyze different problematic aspects of poverty and food shortage. Selection of scientific sources used, analysis, methods of generalization of information, selection of statistical data, processing both quantitative and qualitative methods, classification of data. Social aspect in the context of Sustainable development became more important, when it was realized that the level of poverty in the world is not decreasing. There is a need to investigate poverty conception as a separate element. It is important to understand the transformation road of poverty concept from original thought -lack of income for fulfilling basic physical needs, to the emphasizing on needs of individuals and life quality. Poverty is a multifaceted phenomenon, which can be caused by a variety of different reasons; it is also constantly changing, depending on how the countries and their societies are developing. Persons living in poverty are at the group of risk; individuals are more vulnerable, often have more frequent health problems, their resources and quality of life are generally lower than the national average. JEL classification:Q01 ; I32 ; Q18.

Today’s global business environment sets the platform for international employee assignments. As organisation globalise their operations, the roles and responsibilities of the Human Resource department are transformed and face the pressure of globalisation. Therefore, the selection of expatriates to fill international assignment is challenging because of the complex nature of internal and external factors of the selection decision of expatriates like Cost, Expatriate Performance, Expatriate Failure, Political factor, Legal factor, Economic factor, Socio-culture, Family requirements, and Multinational enterprise requirements (MNE), etc. The result of the studies shows the complex nature of the expatriate selection decision during the international assignment which will have a huge impact on the selection decision of expatriates and the success of the organisation on the global level market in the world of competition.

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As industrialization advances around the world, companies are expanding their operations to other regions of the world, resulting in an increase in demand for expatriates who are required to work outside of their home countries. Expatriates are faced with a lot of changes in the host country (cultural differences, language barrier, etc.) and may also encounter some troubles adapting to the workplace environment (physical environment of the office and the occupational health & safety, relationship with coworkers, working hours, workplace culture, etc.). The workplace environment can affect expatriate adaptation negatively or positively. The research results showed that employees who receive cultural and diversity training from their companies tend to be more productive and are at ease in their new roles. Companies are encouraged to establish a diversified environment for their employees in order to lower the likelihood of early repatriation.