Bakalauro baigiamajame darbe nagrinėjamas kolektyvinės sutarties motyvacinis aspektas UAB „Paslaugos tau“ žmogiškiesiems ištekliams. Daug dėmesio buvo skirta motyvacijos priemonių klasifikavimo principui analizuoti pagal D. Lipinskienę (2008) ir V. Gražulį (2005), t.y. materialinėms ir moralinėms skatinimo priemonėms, ir UAB „Paslaugos tau“ kolektyvinės sutarties nuostatų analizei, nes dalis anketos klausimų rėmėsi šių šaltinių informacija. Apklausoje dalyvavo 132 respondentai. Tyrimo metu nustatyta, kad materialinis ir moralinis skatinimas organizacijoje vyksta chaotiškai, nesistemingai, todėl tik mažumai darbuotojų kolektyvinė sutartis tarnauja kaip motyvavimo priemonė. Ekonominės krizės laikotarpiu didžiausias nepasitenkinimas (demotyvacija) kyla dėl įmonėje retai naudojamos materialinės skatinimo priemonės – priedų. Taip pat darbuotojų demotyvacijai įtakos gali turėti organizacijos nenoras dalytis informacija su darbuotojais apie veiklos rezultatus (moralinė skatinimo priemonė). Vertinant kolektyvinės sutarties nuostatas pastebėta, kad svarbiausia, labiausiai motyvuojanti nuostata įmonės darbuotojams yra „darbo apmokėjimas“, o mažiausiai svarbi - „mokymosi ir tobulėjimo“. Tyrimo rezultatai rodo, kad organizacija turėtų tobulinti motyvacijos procesą. / In this final paper of bachelor the aim of research is motivational aspect of collective agreement in UAB "Paslaugos tau” human resources. Much attention has been given to analyse for D. Lipinskienė (2008) and V. Gražulis (2005) classification principle of motivation tools which formed of material and moral motivation tools. Provisions of UAB “Paslaugos tau” collective agreement has been analysed too, because the part of questions quote by these source of information. There were 132 respondents involved in this survey. The research observed that the stimulation of material and moral tools in organization is chaotic, non-systemic, so only a minority of employees are motivated by collective agreement. While in Lithuania is economic crisis, the employees feel the highest dissatisfaction (demotivation) for rarely paid extra (material motivation tool). Mostly moral dissatisfaction of employees are influenced of organization's unwillingness to share information with employees about organization activity. It was noticed that for employees the most important and the most motivated attitude is “Salary“, and the least important – “Learning and development". The results shows that organization should improve there motivation process.

The goal of this final thesis is to develop a methodology to diagnose the corporate culture and to verify it in a selected company in order to propose a management program to change the corporate culture. The object of this research is MS KART s.r.o. company. 22 respondents were examined. Theoretical information about the Corporate culture is summed up in the first part of this thesis followed by the description of the company and its history. To understand the corporate culture I have used the questionnaire research. The questionnaire was composed out of 28 questions. Each question is processed into a chart followed by results. On the basis of the results of research, the corporate culture seems to be relatively intense. Nevertheless, I would recommend to intensify acquaintance of workers about current events of the firm, to improve communication between production departments, to remind employees the positive approach of company to their suggestions, ideas, thoughts and to maintain personal development of employees.

This thesis{\crq}s purpose has been the specification and the evaluation of current state of a chosen firm{\crq}s Corporate culture and the proposition of suitable measurements for improvement in this area based on these findings. Object of this research was company GAMA GROUP, Inc., Plant 9. The research group was composed from 53 employees from the selected company. Theoretical information about the Corporate culture is summed up in the first part of this thesis followed by the description of the company and its history. Questionnaire Inquiry is the methodology used in this thesis. The questionnaire was composed out of 27 questions. Each question is processed into a chart followed by results and discussions. The results show that the culture of the evaluated company is not strong enough as is primarily visible in problematic communication and in the approach towards the company. The possible recommendations for further company{\crq}s development and Corporate culture{\crq}s strengthening are communication improvement, boosting employees{\crq} pride in working for the company and employees{\crq} identification with the company. Also to support the employees further development

Study analyzes the question of staff documentation administration: inadequacies are detected in Lithuanian enterprises and establishments that are relative to law acts regulating labour law. Peculiarities and factors that ease or aggravate the labour of staff are also detected. Gaining the goals of study the nonfiction about staff management, administration, and audit was examined. After nonfiction and the requirements of law acts concerning labour intercourse examination a table ant the chart of data that is used in staff documents is made. Furthermore comparative analysis of administration peculiarities is accomplished in public and private sectors. The requirements of labour law acts are explored. Much attention is focused on exploring the frequent breaches in enterprises and establishments of Lithuania. Questionnaire revealed: • Factors mostly disturbing administrative work, • Factors mostly easing staff work, • Electronic devices mostly used by enterprises workers for staff needs, • Etc. The analysis of questionnaire is throughout. The matrix of factors mostly creating the risk to staff administration is made.