Institutional Repository of the General Jonas Zemaitis Military Academy of Lithuania
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A Fisherman’s Grave in the Medieval Burial Site of Paūdronys.
No full textThe article contains information about grave No. 27, which dates back to the second half of the fourteenth – the fifteenth century, located in the ward of Turgeliai of Šalčininkai district, near the state border between Lithuania and Belarus. In this grave, a person (a man aged 30–40) is buried with burial items characteristic of that period and one completely uncharacteristic and unique burial item, a large copper-alloy fishing hook. The burial of the dead in the Paūdronys burial site was carried out according to essentially Christian customs, predominantly with the head of the deceased at the western end of the grave. Unlike in a whole series of contemporaneous Lithuanian burial sites where the old pre-Christian burial customs are even more evident, no weapons, clay pots with food, bird bones, or other burial items characteristic of the period in question were found here. Paūdronys is located close (about 12 km) to the important historic settlement of Medininkai with an important castle, where one of the first parishes in Lithuania was established and a church built as early as 1391. Therefore it is likely that the activities of Catholic priests and the Christianisation processes were quite rapid in these environs in the fourteenth–the early fifteenth century. Grave No. 27 is badly damaged, with only part of the skeleton of the deceased preserved. The deceased was buried lying on his back, with outstretched legs, head to the west at 250 degrees. No traces of the coffin were observed. The person buried in the grave is a man aged 30–40. An iron knife with a tang, its edge pointing toward the feet and the point towards the right shoulder, was found above the left pelvic bone. Two iron buckles were found side by side near the left pelvic bone, at the proximal end of the femur. An iron D-shaped buckle with a tongue was found on the outside of the pelvis. A second iron buckle, with a brass tongue, was found just 0.5 cm away from the first buckle, a little further inside the pelvis. The second buckle is badly corroded and crumbled. An iron rosette-shaped piece of plating was found on the femur within 10 cm of the buckles (and the proximal end of the left femur). The plating was probably attached to a leather purse, but no other traces of it were found. An iron chain link was found on the inner side of the right femur, near the proximal end. A well-preserved brass fishing hook, with a barb and an eye for a line, was found within 5 cm of both buckles towards the outside of the tomb. The hook is massive, for catching predatory fish. Its length is 42 mm. The hook is made of a copper alloy containing 82.1% copper, 14.4% tin, with minor impurities of zinc, iron, lead arsenic, and nickel. The shank and the point have a rectangular cross-section; the eyelet is flattened, with an eye for the line in it. With the exception of the fishing hook, the set of burial items is quite typical of Lithuanian burial sites of the late fourteenth–the fifteenth century. The fishing hook enables interpretations of this burial
Career development of civil servants in the logistics board of the Lithuanian armed forces.
No full textThe civil service is a safe, interesting and promising sector to work in. The stages of its career development have been studied rather narrowly, especially in the Lithuanian Armed Forces. Currently, the Law on Civil Service of the Republic of Lithuania is in force, which regulates the careers of civil servants, but they are not flexible. The problem is as follows – what principles are applied in the public sector (in the Logistics Board of the Lithuanian Armed Forces) in order to develop the career of a civil servant?The object of this research is to further the careers of civil servants in the Logistics Board of the Lithuanian Armed Forces. The aim of this work is to analyse the obstacles in the career development and improvement guidelines for civil servants of the Logistics Board of the Lithuanian Armed Forces. In order to achieve the goal, the following protocols were implemented: 1) to review the concept of a civil servant and their career; 2) to analyse the documents regulating the career of a civil servant and the possibilities of career development for them; 3) to investigate the attitude of civil servants belonging to the Logistics Board of the Lithuanian Armed Forces towards the opportunities and obstacles of their career development; 4) to foresee decisions for the career development of civil servants in the Logistics Board of the Lithuanian Armed Forces. The analysis of scientific literature and documents was applied in the work, quantitative research (questionnaire) was performed on Lithuanian civil servants. The study revealed that civil servants understand and agree that the civil service is subject to constitutionally justified requirements and standards that need to be met. For civil servants, the concept of the career is clear and includes a number of different criteria (learning to act individually, achieving goals, meeting expectations, having valuable experiences, positions held, being competent etc.). The most important factors of career satisfaction are acceptable and encouraging working conditions and mentally engaging work. The main career needs of civil servants are to seek to use their knowledge in specialised tasks, expanding their technical knowledge, having long-term stability, financial security, status, responsibility, progress, satisfaction, innovation, diversity and challenges. The majority of careers models in the civil services are either horizontal or vertical. The current Civil Service Law, the civil service selection tests, as well as the evaluation and motivation systems, are assessed sporadically by civil servants. Although most civil servants have faced disruptions that could have a negative impact on career development, they are generally satisfied with their career prospects and are faithful they can develop them successfully
The Motivation of Servicemen to Choose Service in International Operations.
No full textSince 1994, Armed Forces of Lithuania have been sending their troops to international operations. Participation in NATO and UN missions is part of the foreign policy of the Republic of Lithuania. The Service in International Operations (abbreviated IO) is performed by professional soldiers. Units formed on a voluntary basis pose additional challenges. Thesis analyzes motivation theories of "Content" and "Process". Performs an empirical study with 11 soldiers serving in Afghanistan. The problem- analyze the motivation and expectations of soldiers when choosing a service in international operations. The object of the work- motivation of servicemen to choose service in IO. The aim of the work- analyze the motivation of soldiers in making a decision to join IO unit. To achieve the goal, the following tasks were formed: 1. To examine the concept of motivation in military service from a body of scientific literature. 2. To develop a model for the management of expectations in IO, based on the relevant scientific literature. 3. To investigate how Armed Forces of Lithuania motivates soldiers. By conducting an empirical research of the opinions of soldiers about the reasons and motives that led to service in IO. 4. To formulate managerial decisions, conclusions and recommendations regarding the management of motivation and expectations when choosing a service in IO. Research methods analysis and synthesis of scientific literature; content analysis of legal documents; qualitative research (interview); content analysis, comparative analysis, interpretation. Theoretical and empirical analysis of motivation in IO lead to the following conclusions: 1. There is no unified theory of motivation in the scientific literature. Motivation theories are grouped into two main groups, “Content” and “Process”. 2. Theoretical models developed by researchers suggest ability to predicting the motivation of individuals based on their values. The aim is to identify unique motives specific to the public sector. 3. Empirical study identified that different motives were mostly influenced by the length of service and the experience of previous participation in IO. 4. Identified possible management solutions to increase motivation. Applying unit cohesion and different leadership methods would motivate soldiers during IO
Financial services organizations marketing mix /
No full textThe article analyzes the theoretical aspects of the marketing complex, the elements of the marketing complex, the elements of the marketing complex in financial institutions. In order to survive in the market, financial institutions need to expand the range of services, improve their quality and be attractive to customers, and optimize costs. It is necessary to harmonize and use the tools of the marketing complex and their solutions to achieve maximum profit. Financial institutions need to have a good command of all the tools of the marketing complex in order to achieve their goals. When designing the marketing complex of financial institutions, it is necessary to take into account that there is a connection between the individual instruments
Means of Motivation for Statutory Civil Servants and Their Application at the Fire and Rescue Department.
No full textStatutory civil servants, properly trained and motivated in the civil service, are one of the most important conditions for an effective civil service and its operating. The application of means of motivation to officials serving in statutory organizations is of paramount importance, since the importance of the functions they perform in the society is undeniable. Motivated statutory civil servants are the guarantor of the security and stability of the Republic of Lithuania. In order to ensure the functions necessary for the existence of the state, it is very important to evaluate the level of motivation of statutory civil servants and the circumstances determining their direct influence. Thus, this work aims to determine the specifics, application and effectiveness of the statutory civil servants' motivation measures of the Fire and Rescue Department and to make suggestions on how to solve problematic areas. The problem of the thesis is to find out whether the motivation measures applied in the Fire and Rescue Department motivate statutory civil servants to serve. The object of the thesis. Means of motivating statutory civil servants serving in the Fire and Rescue Department. The aim of the thesis – to identify prioritize means of motivating statutory civil servants in the Department of Fire and Rescue. These objectives have been set out for the aim to be reached. Tasks: 1. To define the concept of motivation; 2. To examine the legal framework governing the means of motivation of statutory civil servants in the Fire and Rescue Department; 3. To identify the most effective means of motivating statutory civil servants. 4. Based on the results of empirical research, make suggestions for improvement of the means of motivation for statutory civil servants. Methods of the research: Scientific literature, statistical data and documents analysis, interpretation, comparison, systematization of data, questionnaire survey. The empirical research and the factor analysis of the factors determining satisfation with the motivation means, shown that the satisfaction of statutory civil servants with motivation means is determined by the following latent factors: awards, social guarantees, organizational policy and organizational environment. Respondents are mostly unmotivated with low pay and lack of leisure activities organized by the organization. Also, most servants say they would work better if they had higher wages. In the opinion of the respondents, the wage for work is inadequate for the work performed and the responsibilities possessed. For all these reasons, statutory civil servants feel underestimated in the organization. The needs of statutory civil servants, in terms of external motivation and motivation measures within the organization, are not met because the incentive system of the organization does not match the interests of the employees. Based on the results of the study, suggestions have been made that could help to apply motivation measures in the Fire and Rescue Department more effectively