Institutional Repository of the General Jonas Zemaitis Military Academy of Lithuania
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16th-17th Century Arms and Armour from the Territory of Palace of the Grand Dukes of Lithuania /
No full textThe history of the Royal Palace of grand dukes of Lithuania is directly related to the castles of Vilnius, which in the 14th century comprised two castles combining one defence complex, namely, the Upper Castle and the Lower Castle. In 1520-1530 the Lower Castle was rebuilt, acquired some features of Renaissance style, and was used as the residence of the Grand Duke of Lithuania until the middle of the 17th century. This territory is distinguished by an impressive amount of findings, collected during archaeological research ongoing for more than 30 years. It is important that, in addition to the multitude of various household items and their fragments, some of the findings show military times of the castles of Vilnius and the Royal Palace. During the battles of the second half of the 17th century, most of the buildings of the castle burned and were demolished over time. The Lower Castle finally disappeared in 1800-1801, when it was sold for demolition to Moisey Slutsky, a merchant of Kremenchug (UrbanaviËius 2010, 11-14). The archaeological material of this territory sufficiently well reflects the final stage of the existence of the Royal Palace, i.e., the tragic events of August 1655, later actions of the Muscovites crew, the siege and the attacks, anchored there. The purpose of this article is to provide a brief overview of the archaeological materials of the period under study and to incorporate some military artefacts in the scientific circulation
Organizational level factors of knowledge worker-workplace fit: identifying the key drivers /
No full textNowadays there is bigger than ever mismatch between knowledge worker competencies and workplace requirements. In order to ensure a fit between these two elements, the concept of fit needs to be analysed from a different temporal perspective as well as different levels of the organization. The factors which affect the fit are identified using micro strategic human management system lens and two-periodical time division of time. When the fit is interpreted as the dynamic phenomenon, then it becomes the factor by itself to ensure organization level dynamic capabilities. The purpose of this article is to identify factors of knowledge worker-workplace fit. The methods used to reach the goal were analysed and synthesis of scientific literature were made
Kultūrinės ir kalbinės tarpkultūrinio vertimo spragos.
No full textGlobalization and the fast growth of technology have made our world more connected than it has ever been before, thus giving more significance to the issue of crosscultural gaps and the ways of translating them. The need to understand each other and to share new technology, medicine, literature, or knowledge is very high. Each language is unique and revolves around that country᾿s culture and morals. As Culler (2007) puts it, if languages were simply a nomenclature for a set of universal concepts, it would be easy to translate from one language to another. One would simply replace the French name for a concept with the English name. If languages were like this, the task of learning a new language would also be much easier than this. But anyone who has attempted either of these tasks has acquired, alas, a vast amount of direct proof that languages are not nomenclatures and the concepts of one language may differ radically from those of another. Each language articulates and organizes the world differently. Languages do not simply name existing categories; they articulate their town. And here arise cultural gaps and problems of equivalence because each language has its own culture, and those differences between cultures may cause more severe complications for the translator than do differences in language structure
Projection of the US-Russian status quo after the annexation of Crimea.
No full textIn the aftermath of the Cold War when the period of peace manifested itself in the well-established interaction norms prevailing in international relations, the precedent of the Russian aggression against Ukraine, which resulted in the 2014 annexation of Crimea, is seen as a direct threat to the preservers of current international status quo. While the war in Georgia in 2008 was considered to be a conflict of interests between two nations without any violation of international law on Russia’s part, the case of Ukraine illustrated the fundamental contradictions in the interactions and norms of the international relations. Although at first Russian aggression against Ukraine could have been regarded as an act of implementing strategic regional interests, it could have marked a structural change in the international system and a breakthrough of the new Cold War. Therefore, the main problem presented in the thesis is the non-systemic Russian behaviour during the 2014 annexation of Crimea which led to the belief that despite its partial integration after the Cold War and the following of status quo, Russia is possibly becoming a global status quo revisionist state and is playing the role of a dissatisfied state in the international community, thus seeking structural reforms in contemporary international decision-making process. Although the annexation of Crimea prompted a great variety of academic studies, scientists have offered very polarised opinions regarding its effects on the composition of the contemporary international community. The fact that the topic has not yet been analysed in the selected research aspects contributes to the uniqueness and topicality of this research in the field of international relations
The Value of Staff Loyalty at Security and Defence Institutions. A Case Study of the Public Security Service Vilnius Unit.
No full textThe subject of the final thesis of Bachelor analyses the definition of loyalty and also the problem of employers loyalty at Public Security Service of Lithuania. Reveals the indicators which influence and encourage the loyalty or organizational commitment while working in certain organization. The loyal employer is useful in any kind of organization, as it can easily increase the productivity at several work. Meanwhile, organizational commitment is important to keep the membership of employers at certain organization and charge them by more relevant targets. Job satisfaction appears as technical kind of value which provides the possibility to evaluate how the typical workplace matches with the targets which employers is charged to accomplish. Loyalty, organizational commitment and job satisfaction are the indicators which are closely related and can be analyzed all at once at the same perspectives. When working conditions are being improved, the jobs satisfactions grows automatically also, organizational commitment increases as well, which provides the possibility to increase the career or be charged by more specific tasks. Committed employee is mentally and physically liable to increase the work productivity at the organization which influences loyalty. Consequently, due to the complicated circumstances organization stands assured the loyal employees keep the membership at the organization until the hard times are over and the balance restored. The object of work – analyse the employees’ loyalty at organizations, its impact and factors which influence loyalty. Investigate the problems, and conditions of occurrence. Due to the process of Bachelor, the main targets have been formulated: 1) to examine the concept of loyalty and its impact. 2) Identify and highlight key factors of importance of loyalty. 3) Evaluate employee satisfaction with certain organization. 4) Analyse the importance of employees' organizational commitment. To complete the results Questionnaire method has been used. As the result both male and female, are very similar and completely independent from the level of job satisfaction at Public Security service. However, when comparing the age-group commitment of officials, it becomes clear that the senior officials of the group continue to have a higher commitment than, for example, officers aged 18 to 25 years. Also, having a long record of work, the employees' commitment to the organization arises. To sum up it can be concluded that the higher the satisfaction of the officers with the work (both internal factors and external factors), the higher the normative commitment to work
Territorial defence and partisan resistance (Lithuania’s experience) /
No full textIn the 21st century - as in the first half of the 20th century - Lithuania has faced threats posed to its national security and statehood. Owing to its limited resources, the country is not essentially able to establish large regular forces; therefore, it is permanently developing its territorial defence forces. In the interwar period, their nucleus was formed by the Lithuanian Riflemen’s Union, while in the 21st century it is by the National Defence Volunteer Forces. While modelling new concepts of territorial defence, it is inevitable to consider not only the practices of other countries and their military theories but also Lithuania’s national experience. Of course, this is the experience of 1990-2004, but in the first part of the 20th century the idea of territorial defence was also put into practice and cultivated at the theoretical level. Another aspect is that territorial defence in practice is inextricably entwined with the tactics of guerrilla warfare and their application. Lithuania’s historical experience and analysis of its territorial defence and partisan war is not only knowledge for its own sake. It may have tangible practical value since Lithuania considered, premeditated and applied these notions in practice repeatedly in the first half of the 20th century. Furthermore, the geographical location of the country and distribution of eventual sources of conflict in comparison with the interwar period have virtually not changed. In the interwar period, East Prussia, part of Germany and separated by the Polish Corridor, had been a semi-exclave up until September 1939. Similarly, it is only by sea and air that this territory is accessible at present, though now a subject of the Russian Federation as the Kaliningrad region. Due to geopolitical transformations, after World War II the ‘enemy from the East’ had moved geographically to Western Lithuania. There exists a similar situation on the south-eastern border of Lithuania, where a none-too-friendly interwar Poland changed to a Belarus governed by Alexander Lukashenko. Lithuania’s northern border with Latvia, also a NATO member at present, remains unchanged and comparatively safe; in the interwar period, only attempts were made to discuss the idea of having mutual defence although Latvia had planned to provide some support for the Lithuanian forces in the case of a Wehrmacht attack from East Prussia to the East. So it is expedient to elaborate on what attention the Lithuanian Armed Forces in the interwar period paid to the history of war, what kind of experience of the 20th century territorial defence and partisan resistance they gained, and how this may be of value to defence experts in the 21st century
Lietuvos kariuomenės karininkų rengimo ir jų kvalifikacijos kėlimo sistema 1919–1940 : I dalis :
No full textThe Research on the Trafficabilty of the Military Eqiupment in Lithuania.
No full textMost countries have their own army. Country citizens hope one thing from the arrmy, that during the coflict soldiers will ensure their safety. For the soldiers during the conflict to protect citizens should help all of their existing uotfit, knowledge and ability gained during trainings, armament and military equipment. But what is the use of available technology and armaments if the soldiers do not know how and can not use all the available technical possibilities. One of the military vehicles feature is its trafficability – the ability to pass by on different terrains of soils. For that reason that the solders could efective use this vehicle feature it is necessary to evaluate mathematically the vehicle trafficability and soil strenght. Taking these two indicators and comparing them to each other can be distinguished areas in which one or the other vehicle (or the column from different vehice units) will pass by and which will be immobilized. Some countries already have conducted these studies and the results obtained and customized approach to effectively use in these countries armed forces. However Lithaunia still haven‘t done these kind of research. In this work there are examined and compared vehicles ( HMMWV M1045A2, SISU E13TP, MB 1213, MB U1300, M 113) trafficability on different terrain of soils. In the first part of the bacheolor‘s thesis presents method of soils and vehicle trafficability which is used in USA army. In the second part of this study the method of researching trafficability which is used in USA army is customized to the investigations that are made by Lithaunian geologist service. There are shown which kind of soils researches are taken and used for measuring the trafficability in Šilutė. It is also shown the mathematical countings that where maid for every choosen vehicle. The results of vehicle trafficability and soils strenght where compared with each other. The results where showen in the maps and charts. When there was made the analysis of the maps and charts there was showen which vehicle and how many times can cross by different strenght of soils. Also there was made the trafficability researches of column (made by different kind of vehicles) trafficability. There was established soils with the lowest trafficability: sand with organic, dusts with organic, clayed sand, dusty sand with organic and peas. Research methods: analysis of scientific literature, documet and map analysis, mathematical method, summarizing and comparing
Soldiers motivation in the Lithuanian Grand Duke Butigeidis Dragoon Battalion.
No full textWell prepared and motivated conscript soldiers are the main challenges of a well prepared military, but unfortunetly the process of gathering conscripts with high motivation still is a big problem in the calling of the third year conscripts. There are many developments in motivating and educating conscripts. This is being done, because you have to know at what level of motivation they join the military and how the level grows with each lecture or activity and also if that method works or if you have to pick a different one. Also if there is a problem with the soldiers wish to be in the military studies have to go to the roots of the problem and try to solve it and figure out what was wrong with the method itself. Problem. Not using the right motivation methods for increasing conscripts interest in their service. The reason why and how the desires of soldiers are not fulfilled. How all of these aspects effect the motivation of soldiers in Lithuanian Grand Duke Butigeidis motorized Dragoon Battalion. Object. Soldiers motivation who serve in the Lithuanian Grand Duke Butigeidis motorized Dragoon Battalion permanent obligatory initial military service. Aim. Do an analysis of soldiers motivation while they are serving in the Lithuanian Grand Duke Butigeidis motorized Dragoon battalion and provide suggestions on how to improve the level of motivation in the future. Methods of investigation. Use the results of studies that have been done using science, statistics, documents, questionnaires and show them with graphic presentation. Conclusions. The studies have shown that conscripts serving in Lithuanian Grand Duke Butigeidis motorized Dragoon Battalion have to deal with complex problems and service kinks. The needs and hopes of conscripts are not being fulfilled which is a big problem that Lithuanian military has to deal with by using reforms to fix the inside and outside of the whole motivation system. Taking into account the problems that have been found in the research there are several suggestions that have been made with the goal of reinforcement to the motivation system of Dragoon Battalion
Teamwork at the Lithuanian Air Force Armament and Equipment Repair Depot.
No full textHuman resources are an extremely important resource for military organizations and therefore, in order to be able to work efficiently, they need to be properly managed. The selection and division of personnel is crucial for the commander of each unit, since the performance of the entire military unit usually depends on the effective, appropriate and required actions or solutions of one person or a group of persons. Leadership has become oriented towards co-operation, personnel motivation and the increase of responsibility. Therefore, due to changes in economic, organizational and social conditions, a cooperative management style with an important component of teamwork is used