The level of employee motivation in the countries of Central and Eastern Europe (Slovakia, Lithuania and the Czech Republic) is analysed in the paper. Sampling unit consisted of 6,961 respondents (hereof 3,862 males and 3,009 females). The age, education, seniority and job position of respondents were various. Significance of differences of averages and standard deviation of specific motivation factors at the level of significance =0.05 in terms of nationality and the age of respondents was verified in tests. Subsequently, the samples were tested using the Tukey's HSD test. Following the research, the order of 8 most important motivation factors in analysed countries was defined. The subtle difference was observed in the order of their importance. Differences are dependent on the nationality; however, they do not depend on the age. The importance of motivation factors in Lithuania differs from those in Slovakia and the Czech Republic. Basic salary, atmosphere in the workplace, supervisor's approach, fringe benefits are the most important motivation factors in all three countries. The importance of further motivation factors is almost equal in Slovakia and the Czech Republic (motivation factors relating to finances and relationships). The difference is seen in Lithuania, where the motivation factors relating to personal development and career are considered the most important. The research and its outcomes can be considered a part of further research carried out in other countries of Western, Central as well as Eastern Europe.
The authors of the article discuss tourism development conditions in the municipalities in Eastern Aukštaitija region. Scientific problem: tourism development trends at local, municipality, level have not been sufficiently studied in Lithuania, tourism has been developing without a clear, long-term development strategy and a consistent tourism development programme in districts. Scientific literature review, survey results, document, SWOT analysis are provided in the paper.
Due to increasing migration, the development of intercultural competency has become more important in the work environment of organizations. Recently, interest in the topic of interculturalism among scientists has increased significantly - there is no doubt that employees of international organizations need to acquire intercultural competency, but this competency of employees in small municipalities of Lithuania has not been studied yet. This study relies on a designed questionnaire which provides for the evaluation of the intercultural competency of employees of small municipalities, as well as the need for its development, and the evaluation of their opinion on the impact of intercultural competency on their career.
The article discusses peculiarities of human resource management in the context of contemporary challenges, investigates relations between the elements of the internal environment and challenges for human resource management. The author of the article believes that scientific publications on human resource management still do not pay enough attention to certain elements of management process, i.e. proper systematization of organizational goals, perception of organizational management structures in the new environment, etc. Management practice of staff selection is characterized by the tendency of the organization to dominate, meanwhile the expectations of the candidate are very often sacrificed, and little interest is shown in the development of the sense of loyalty in new employees. The author acknowledges that due to ever-increasing competition organizations cannot ignore the changes that are happening, and on the basis of his researches he identifies the obstacles which hinder many Lithuanian organizations from participating in the contemporary process of changes. The article provides the author’s suggestions for the improvement of human resources management in the environment of Lithuanian organizations.
Multiculturalism has significantly progressed over the last decade in Lithuania after the country joined European union. The authors analyze the literature and country's situation of multiculturalism and intercultural communication topics; examine the challenges posed by the phenomenon to Lithuanian society. The survey was conducted to find out the opinion of the citizens of modern multicultural environment peculiarities in the country. The research made in Lithuania on this topic is short in order to fully assess the current situation, so the authors want to find out the general multiculturalism concept and its development trends in recent time. Main respondents were the young and middle-aged residents of the city, of which more than 40 percent have higher education. The survey results reflect the respondents' attitudes towards multiculturalism, demonstrates the limits of their tolerance to foreigners, the challenges they face in communicating with each other with different cultures. Conclusions provide insights and recommendations on what measures can be used for promoting tolerance to other cultures in the Lithuanian society and achieving most effective integration of representatives of different cultures into the public life of the country.
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