Institutional Repository of the General Jonas Zemaitis Military Academy of Lithuania
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Team work development of National defense system.
No full textThe aim of the study: theoretical and practical team work aspects suggested by Lithuanian and foreign authors is analysed and systematized, foresee guidelines for improvingteam work in the National Defence Volunteer Force Headquarters. In the first part of the master‘s paper defines the theoretical and practical problems of teamwork. In the second part defines team and group concepts, overview of the organization of teamwork, shown effective teamwork principles. The third part contains teamwork organization methods. It is used quantitative analysis in this work. Basing upon the theoretical analyse I made anonymous questionnaire and performed team work research. It gaves detailed analysis of organization of teamwork and development opportunities. Employees established approach to teamwork, also it allowed to identify opportunities for improvement teamwork. According to the survey results, obtained from an approved master hypotheses: In National Defence Volunteer Force Headquarter commanders pays too little attention to the teamwork, so branches work is organized more in individual than in team work. Also organizing work on team approach to improve performance. In the last part here are presented the findings and recommendations, which are useful to improve teamwork organization
Mission command in security and defence institutions. The case of Grand Duchess Birutė Uhlan's battalion of the Lithuania Armed forces.
No full textMission command is one of the most effective management solutions that assist military organizations to maintain their effectiveness in full range of missions they encounter within dynamic environment of XXI century. This Control and Command approach doctrinally was already embedded in military organisations of military-advanced countries (USA, UK, Canada etc.). Lithuania's Military Doctrine (2010) has also called for necessity to develop capability of Mission Command in armed forces. However, this requirement was not further developed into the military management system
Development of the Recruitment System of the Lithuanian Armed Forces.
No full textThe military personnel is the one of key elements of the Lithuanian defense capability. Regarding to the changes of geopolitical situation of the world Lithuania has returned mandatory military service in order to increase the number of military personnel. Lithuania seeks military personnel to be motivated. In order to reach the purpose it is necessary the Recruitment System to be optimized. To identify the vulnerabilities of the Recruitment System recent documents of MoD, as well as research papers on military were analyze and discussed. The Recruitment Systems of Lithuania, USA and Great Britain were compared. The problem of thesis is the statement that the Recruitment System of Lithuanian Armed Forces is not optimal which means it does not give the required results that are why the re-entry of compulsory military service in 2015 confirms this statement. The thesis consist of six tasks: to identify the necessity for recruitment and the complexity of the Recruitment System; to identify potential deficiencies of infrastructure of the Recruitment System in Lithuania; to reveal the importance of the strategic management of military recruiting to reveal the results and impact of internal and external factors toward the Recruitment System; to analyse the tools of recruitment used by Lithuanian Armed Forces; to conduct the survey and interview to determine the weaknesses of the Recruitment System of Lithuanian military and to find out the causes of the lack of optimality; to propose the manager solutions for development of future recruitment. Hypothesis is the statement- Lithuania system of Recruitment is not optimal. Standardized interview and survey research methods were used to achieve the aim of the thesis. The results of the research in the thesis are: 1) Lithuania military seeks to attract only motivated candidates; 2) During analysis of the infrastructure of Recruitment System was find out the lack of coordination and cooperation among recruitment departments; 3) Strategic management of recruitment is essential, that’s why Lithuania military needs recruitment strategy; 4) Overview of importance of the internal and external factors on the recruitment shows that these factors must be emphasized in order to optimized the Recruitment System; 5) The most of the applied tools of recruitment of Lithuania military are an ineffective and inadequate; 6) Lithuania military Recruitment System has weaknesses and reasons of non-optimality. The hypothesis was confirmed – the Recruitment System of Lithuania military is not optimal. The manager solutions for development of the Recruitment System were suggested according to results of the research
Officers rotation and relocation managerial aspects in Lithuania’s armed forces unit – Jungtinis štabas.
No full textOne of affective tool to motivate your organizations personnel, increase their knowledge and to reduce monotony is personnel rotation and relocation. In order to form a creative military personnel these actions are crucial. There are lack of scientific literature about this topic. In the past there were few researches done in military structures. But the environment is changed and the results are not suitable to describe todays situation. According to the literature which I had red, I realized that these processes are able to cause some problems on personnel if organization’s responsibility and control for these processes are too low. Lithuanian armed forces are using rotation and relocation programs for their officers too. But an earlier research had shown they are not fully finished and respectively prepared. It takes a reason to start a discussion. In this topic I analysed rotation and relocation programs in Lithuania’s armed forces unit – Jungtinis štabas. In order to improve these programs I have presented some managerial offers. I analysed scientific literature and documents. To get objective and reliable answers from unit officers I chose questionnaire method. Results which I have got were systematized and compared with theoretical part. Results showed that unit’s officers and their personal lives are addicted to rotation and relocation solutions. I have noticed that job location change motivates officers and creates conditions to improve your own skills. It also gives you a chance to get a better job. Despite that there are some negative aspects. Personnel rotation and relocation causes stress, additional problems in family, financial problems. Current rotation and relocation program situation in Jungtinis štabas hampers to plan future and solve essential unit problems. Considering scientific literature, document analyses, questionnaire results and formed topic’s findings I propose for both officer commissions to regard family status and their members expectations about career. Also for military ministry personnel department I offer to legitimize relocation, rotation and information about future job places periods. Organizational support for personnel who constantly changing his job place have to be reconsidered
Energy security in EU politics.
No full textSparčiai besivystantis pasaulis reikalauja vis daugiau energijos išteklių, todėl tai tampa viena aktualiausių problemų ne tik kasdieninėje veikloje, bet ir kalbant apie saugumo klausimus. Norint užtikrinti nuolatinį energijos tiekimą, įvairių fabrikų ir gamyklų veiklą ar stabilų žmonių gyvenimą, reikia rūpintis ne tik energijos pirkimu bei pardavimu, bet taip pat ir iš kur gauti energijos, padaryti ją prieinamą ir įperkamą
Project managers competency assessment of Lithuania Armed Forces Logistics command headquarters.
No full textIn XXI century, project management methods are broadly used in many different types of activities. Military – one of the organizations, in which project management activities are invoked, in order to reach the specific goals. We can see, that in the modern Lithuanian Armed Forces are held a lot of changes and they are going pretty quickly: there are invested large funds to purchase new weapon systems, range of large purchases for national defence building. Also, there are updating individual soldiers outfit and armament, expanding infrastructure that is needed for troops in order to train and develop themselves, and finally – returning to compulsory military service system. We can obviously see that, according to geopolitical situation, our army is improving very rapidly, and that latter development occurs quite significant and fast changes. All important objectives, which causes changes are part of organizations strategies. And talking about organization strategies, there is as an opinion, that just 10 percent of all strategies are implemented successfully. In order to increase this percentage, measures are needed to ensure the successful implementation of the strategies. Increasingly, projects are deployed as a means to implement the strategies. However, the fact that project are chosen as such a measure can not guarantee that the strategy sill be implemented successfully. What is more, now most of the projects are becoming increasingly complicated. All these factors mean that project managers must be subject to particularly high demands. It is very important that those people who are managing projects to implement the strategies will be enough able to perform it competently. It mean that project manager have acquired the necessary skills and be able to properly manage projects, ensuring that they will be implemented successfully. For projects success, the most important part is the people, because of their knowledge, skills, personal preferences and qualities are the foundation of any organization. Only from employees competencies will depend on how effectively the projects will be managed and how the organization will create added value. Analyzing Lithuania military soldiers attestation procedure, foreign armies and project managers competency models, was observed, that none of the competency model does not describe the proper military project managers competencies. For this reason, it was decided, basing on law and scientific literature, to create a unique military project managers competency model. Before the creation of theoretical part the final result – the military project managers competency model, there was defined competences and competences model concepts, discussed competency grouping, evaluation methods, analyzed and compared key military and project managers competency models. While creating a military project managers competency model, there was carried out a consultation interview with an expert, who provided a reasoned proposals for improvement and approved the developed competency model. According to the formed unique military project managers competency model, there was developed semi-structured interview questionnaire. During the interview with the military project managers, they evaluated their and colleagues competencies in four blocks of competences (personal, interpersonal, communication and technical competencies). The evaluation was carried out in most projects carrying military organization – Lithuanian military Logistics command headquarters. Summarizing the findings of the survey and evaluation, it was found, that military project managers personal, interpersonal and communication competencies are developed well enough, because all these competencies were needed for officers in the previous units. As the least developed competency group was assessed technical competencies. It was found that for the most part it does not meet the minimum requirements. According to the results, was presented proposals for competency development and assessment system improvement
Improvement of work organization in statutory organization.
No full textThis bachelor thesis deals with the problem of work organization improvement in the Guard of Honor organization. This bachelor thesis includes, scientific literature regarding work organization, also deals with the main work factors such as: job supply, labor rationing, qualifications, work-sharing. Also includes information regarding their direct impact to work organization, on the same page thesis includes all of the work organizational structures and theyre analysis. A research has been completed regarding work organization improvement in the Guard of Honor organization. Questionnaires were used in order to get all information, from the most of Guard of Honor soldiers. According to the results. Guard of Honor organization, needs a lot of improvements. Especially in job supply, labor rationing, qualifications, work-sharing areas
Formating organizational culture at LK SP Juozo Lukšos Mokymo centras.
No full textThe goal - to diagnose LK SP JLMC organizational culture and examine aspects of its formation. Bachelor work was based on Lithuanian and foreign authors to submit scientific articles, organizational culture formation theoretical aspects. The examination of the scientific literature is noted that organizational culture is main source of organizational development, improvement and success. Applying theoretical knowledge survey was conducted with the participation of 68 of the respondents replied to them the biographical questions. The analysis of the data has been observed that organizational culture united team and encourages the pursuit of a common goal, it was also observed that the newly created authority also has some drawbacks
The significance of leadership behavior to service satisfaction and organizational commitment of servicemen.
No full textThe Master’s thesis analyses leadership, service satisfaction and organizational commitment based on Lithuanian and foreign researches. The significance of leadership as a phenomenon in the armed forces is described as well. The leader behaviour description questionnaire established the most valuable traits of a leader (representation, clear structure, conflict resolution, assuming the role of a leader, freedom and tolerance). The thesis revealed that statistically service satisfaction positively correlates with all the traits of a leader behaviour. Five out of twelve behavioural traits enabled forecasts of general service satisfaction (representation, tolerance of surprises and changes, accurate forecasting, cooperation with commanders). Organizational commitment is determined by conflict resolution, tolerance of surprises and changes and assuming the role of a leader. The mentioned traits have a predictive value for servicemen commitment in all three dimensions of organizational commitment. On the basis of the research results, a leader’s significant behavioural traits are recommended for a new leadership competency model at the Military Academy of Lithuania. The findings of the research also lead to conclusions and recommendations for efficient leader training, servicemen service satisfaction and organizational commitment
Subjektyvus saugumas nepastovioje geopolitinėje situacijoje: ar Lietuvos visuomenė jaučiasi saugi?
No full textThis article analyses subjective security and deals with the subjective perception of geopolitical and military threats, mainly social attitudes towards national security and the willingness to defend the country. Article is based on theories of securitisation and human security and holds that individuals are the primary referents of security. Empirically, the article relies on the original data of the research project “Subjective Security in a Volatile Geopolitical Context: Traits, Factors and Individual Strategies”, funded by the Research Council of Lithuania. Article shows the dynamics of social attitudes towards security. Over the last 15 years, a clear shift towards the understanding of potential military threats has occurred. Nevertheless, the predominant concern about individual security, overshadowing security of the state and security of the global order, found in previous studies, has persisted. An individual, as a rule, feels most secure in his/her “closest” environment, e.g. family and friends, and least secure in the “farthest” environment, e.g. other continents