Syftet med studien är att se hur det kreativa arbetsklimatet ser ut på två avdelningar inom en offentlig sektor och jämföra dessa samt se om det finns något samband med ett utvecklande ledarskap. Vi använde oss av en metodkombination för vår undersökning och inledde med att genomföra en kvantitativ datainsamling med hjälp av en enkät och därefter genomföra en kvalitativ datainsamling i form av fyra intervjuer där vi intervjuade både chefer och medarbetare för att se frågan från båda perspektiven. Vi kan utifrån resultaten av vår studie se att det kreativa klimatet är bättre på den avdelningen där det finns ett utvecklande ledarskap men att det också finns andra organisatoriska faktorer som påverkar detta.

Η Διαφθορά, συνήθως γνωστή ως η κατάχρηση της δημόσιας εξουσίας για προσωπικό όφελος υπάρχει σε όλο τον κόσμο, και είναι ευρέως διαδεδομένη. Ενώ η διαφθορά είναι γνωστό σε όλους ότι υπάρχει, η κατανόησή της για τις βλαβερές συνέπειες της έχει αυξηθεί ουσιαστικά κατά τις τελευταίες δεκαετίες. Η διαφθορά έχει αποδειχθεί ότι είναι πολύ δαπανηρή για την οικονομική ανάπτυξη των χωρών. Στρεβλώνει την εφαρμογή των νόμων και των κανονισμών, και περιορίζει την ποιότητα των δημόσιων υπηρεσιών. Η διαφθορά συνδέεται με κλειστές, αδιαφανείς διαδικασίες, αποκλείοντας τους πολίτες από την ανοικτή συμμετοχή στη διακυβέρνηση, αφήνοντας τους πολιτικούς και τους γραφειοκράτες λιγότερο υπόλογους. Η παρούσα διπλωματική εργασία που διεξάγεται στο πλαίσιο του Μεταπτυχιακού προγράμματος του Πανεπιστημίου Πατρών, ασχολείται με τις απόψεις, στάσεις και αντιλήψεις των εργαζομένων του Ιδιωτικού και Δημοσίου τομέα σχετικά με το φαινόμενο της διαφθοράς ιδίως στον δημόσιο τομέα. Μετά την αναφορά στον εννοιολογικό προσδιορισμό της διαφθοράς, τις διαστάσεις, μορφές και τους τύπους, τις πηγές και τις επιπτώσεις της στην κοινωνική, οικονομική και πολιτική ζωή γίνεται αναφορά στον τρόπο μέτρησής της. Επίσης παρουσιάζεται βιβλιογραφική επισκόπηση παλαιότερων ερευνών σχετικά με την επίδραση των προσωπικών χαρακτηριστικών στο βαθμό αντίληψής της διαφθοράς. Από την έρευνα που πραγματοποιήθηκε μέσω προσωπικών συνεντεύξεων καταγράφηκε ο βαθμός αντίληψης της διαφθοράς τόσο γενικά όσο και ειδικά σε συγκεκριμένους τομείς. Παράλληλα ερευνήθηκε η στάση των εργαζομένων έναντι του φαινομένου, η ανοχή τους και οι απόψεις τους σχετικά με τις πηγές δημιουργίας του, η αποτελεσματικότητα των μέτρων αντιμετώπισης, καθώς επίσης και οι προτάσεις τους για τα μέτρα που πρέπει να ληφθούν σχετικά με την αντιμετώπιση του φαινομένου. Η σχετική βιβλιογραφία καθώς και τα συμπεράσματα παλαιότερων ερευνών επαληθεύονται από τα αποτελέσματα της έρευνας που διενεργήθηκε. Συγκεκριμένα κατέδειξαν την αναγνώριση εκ μέρους των εργαζομένων της σημαντικότητας της διαφθοράς στο δημόσιο τομέα. Επίσης υπέδειξαν τα Πολιτικά κόμματα, τα Μ.Μ.Ε και τις Συνδικαλιστικές ηγεσίες ως τους πιο διεφθαρμένους θεσμούς. Ταυτόχρονα θεωρούν ότι οι προσωπικές επαφές είναι σημαντικές όσον αφορά στις συναλλαγές στο δημόσιο τομέα. Αισθάνονται ότι τα μέτρα αντιμετώπισης της διαφθοράς δεν επαρκούν, ενώ είναι διατεθειμένοι να λάβουν δράση απαντώντας ότι θα κατήγγειλαν περιστατικά διαφθοράς. Τέλος θεωρούν η ανεπάρκεια στη δικαιοσύνη αποτελεί πρωταρχική πηγή διαφθοράς ενώ ταυτόχρονα παρουσιάζεται η σημαντικότητά της ως μέτρο αντιμετώπισης. Λέξεις κλειδιά: διαφθορά, δημόσιος τομέας, εργαζόμενοι, απόψεις, στάσεις, αντιλήψεις / Corruption, commonly known as the abuse of public power for private gain, is a worldwide and widespread phenomenon. While corruption was always known to exist, the understanding of the harmful effects which poses has increased substantially in recent decades. Corruption not only has been proven to be very costly for the economic development of countries but also, distorts the application of laws and regulations and limits the quality of public services. Corruption is associated with closed, non-transparent procedures, excluding citizens from open participation in governance and leaving politicians and bureaucrats less liable. The main objective of this dissertation, conducted as part of the Master's program at the University of Patras, is to determine the attitudes, opinions and perceptions of private and public sector employees towards the phenomenon of corruption in public sector. This study starts with a reference to the conceptual definition of corruption, the dimensions, shapes, types and sources of corruption, its impact on social, economic and political life and corruption’s measurement indicators. Also, a throughout literature review presenting previous research on the effect of personal characteristics on the degree of perception of corruption is shown. From the survey conducted through personal interviews, the degree of perception of corruption both in general and in specific areas was recorded. Alongside with the perception of corruption, was investigated the attitude of employees towards the phenomenon, their tolerance and their views on the sources of its creation and finally, the perception of effectiveness, as well as, their proposals for response measures regarding the treatment of corruption. Previous research findings verify the results of this study. Specifically, the results indicate that public and private sector employees identify the importance of corruption in the public sector. Also, is suggested that political parties, media and trade union leaderships are the most corrupt institutions. Simultaneously, the respondents of this research believe that personal contacts are important, regarding the transactions with the public sector. They feel that corruption measures are inadequate and are willing to take action in response by denouncing corruption cases. Finally, they consider the failure of justice as a primary source of corruption and show its importance as a response measure. Key words: corruption, public sector, employees, views, attitudes, perceptions.

South Africa is experiencing a process of formidable and fundamental change. Public administrators as well as politicians are under tremendous pressure as heavy demands are being placed on them. These demands include coping with interventions such as Affirmative Action, Employment Equity, and the importance of managing diversity in the workplace. Despite improvements in race relations in the past twenty years, dysfunctional and ineffective behaviour still occur. This may be a reflection of the discomfort and anxiety experienced by employees in the work setting. In order to comply with legislation, organisations created opportunities for Black, Asian and Coloured males and females, White females and disabled people. This, in return, leads to perceptions of preferential hiring. The view that Affirmative Action involves preferential hiring and treatment based on group membership creates resistance to its implementation and original purpose. The reason for this resistance might be linked to the fact that people still perceive discrimination and injustice in the workplace. These perceptions seem true in public organisations even though public organisations have taken a positive stance with regard to implementing Equal Employment and Affirmative Action plans. A qualitative design with an availability sample (N = 20) of employees working in a public organisation was used. The qualitative research makes it possible to determine the subjective experience of employees in a public organisation. Semi-structured interviews based on the phenomenological method were conducted with employees working in different sections and different positions in a public organisation. Non-directive questions were asked during the interview. The tape-recording of the interview was transcribed verbatim in order to analyse the information. Content analysis was used to analyse and interpret the research data in a systematic, objective and quantitative way. A literature-control has been done to investigate relevant research in order to determine the comparativeness and uniqueness of the current research. Results indicated that Affirmative Action has been used as a tool in achieving its goal by focusing on preferential hiring. From the responses it was clear that the majority of the participants are of opinion that preferential hiring led to the appointment of incompetent candidates. It appears from the interviews that appointments are made without basing it on merit. This is against the basic principle of the public organisation of hiring and promoting employees by set standards. Due to the fact that previous disadvantaged groups are being placed in positions of which they have no experience or are not trained in, job related knowledge seems to present a problem. From the interviews it appeared that employees felt that poor customer service increased across the organisation due to the appointment of incompetent candidates. This also seems to have an effect on the workload being handled. It seems that predominantly white employees tend to be ambivalent towards Affirmative Action. Part of the reason for this ambivalence is the fear of change, especially when that change involves a radical re-thinking of past strategies. White employees, employed by the old apartheid system, feel alienated and/or marginalised in the new Affirmative Action process. White employees are also leaving organisations because they seem not to be part of the Affirmative Action process. This leads to loss of expertise occurring in organisations. Though organisations show a considerable amount of improvement on relationships between black and white, discrimination still seems to present itself through the implementation of Affirmative Action. Managing diversity is crucial for the effective management and development of people. It is important not to focus only on cultural differences but also concentrate on individual needs and perceptions. Unfortunately, it appears that South Africa is in the process of making the same mistakes as other countries in focusing on a power game and corruption. Black employees in particular, seem to be actively recruited, placed in senior positions and given the related finishing. In other words top management are using their 'power' to enforce Affirmative Action. There are also those who want to abuse the system or maybe understand the system incorrectly. Corruption coming from top management tends to make employees negative. In order to address these issues, a succession and career planning process needs to exist which is closely tied to the organisations' strategic plan. Employment Equity, as a strategic objective, is managed by the organisation, but needs the Human Resources function in a support and consultancy role. As such, it requires translation into practical objectives for departments, managers and employees. Recommendations were made for future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

Viešasis sektorius paskutiniu metu susiduria su darbuotojų migracijos problemomis, kurios yra susijusi su prastomis motyvavimo sistemomis viešajame sektoriuje, kur stokojama dėmesio darbuotojų kompetencijos palaikymui, lėšų šiuolaikinės personalo vadybos principus atitinkančioms darbo sąlygoms. Viešajame sektoriuje dirbančius žmones dėl geresnių darbo sąlygų perima privatusis sektorius, todėl darbuotojų motyvavimas viešajame sektoriuje, siekiant ne tik aukštos jų darbo kokybės, bet apskritai jų išlaikymo darbe, reikalauja kur kas didesnio teorinio bei praktinio susitelkimo nei iki šiol. Kad būtų išsiaiškinta viešojo sektoriaus darbuotojų motyvavimo sistema Mažeikių bei Telšių savivaldybėse, buvo atliktas kiekybinis tyrimas, apklausiant 144 darbuotojus Mažeikių ir 130 – Telšių savivaldybėse. Tyrimo duomenys paneigė hipotezę, kad viešojo sektoriaus darbuotojams svarbesni yra nematerialiniai nei materialiniai motyvaciniai veiksniai, nes darbe Mažeikių bei Telšių savivaldybių darbuotojai prioritetiniais veiksniais laiko darbo užmokestį ir socialines garantijas, kurios juos labiausiai tenkina darbinėje veikloje. Paaiškėjo, kad dauguma Mažeikių bei Telšių savivaldybių darbuotojų norėtų geresnių darbo sąlygų ir mano, jog dirbtų geriau, jei darbo užmokestį lemtų rezultatai ir kokybė. Taip pat didžioji dalis tyrinėjamų savivaldybių darbuotojų teigia, kad motyvavimas yra reikalingas ir kad jie dažniausiai yra skatinami finansinėmis priemonėmis. Beveik pusė Mažeikių ir Telšių... [toliau žr. visą tekstą] / Recently public sector confronts with employees migration problems which are connected with mean motivation systems in public sector wherein it is lack of attention to employees competence support and of finances for work conditions which would match principles of the modern staff management. People working in public sector migrates to private sector for the better work conditions therefore employee motivating in public sector (not only with the view of high work quality but to maintain them in their current workplace in general) demands higher theoretical and practical concentration than before. In order to ascertain the public sector employees’ motivating systems in the administrations of Mažeikiai and Telšiai local governments the quantitative research was accomplished. There were 144 participants in Mažeikiai local government and 130 participants in Telšiai local government. The results denied the hypothesis that immaterial motivating factors motivate employees in public sector more than material motivating factors, because preferential factors for employees in the administration of Mažeikiai and Telšiai local governments are salary and social guarantees, by which they are mostly satisfied. Majority of the employees in the administrations of Mažeikiai and Telšiai local governments would like better work conditions and think that they would work better if salary would depend on their working results and quality. Majority of the participants also state that motivating is... [to full text]

Bakalauro baigiamajame darbe nagrinėjamas Šiaulių miesto savivaldybės darbuotojų motyvavimo klausimas. Darbo tikslas yra išanalizuoti organizacijos darbuotojų skatinimo ypatumus, t.y. nustatyti pagrindinius darbo motyvaciją bei demotyvaciją lemiančius veiksnius, pateikti efektyviausius skatinimo būdus, būdingus Šiaulių miesto savivaldybės darbuotojams. Darbas susideda iš dviejų dalių: teorinės ir tiriamosios (empirinės) dalies. Teorinėje dalyje atskleidžiama darbuotojų motyvacijos ir motyvavimo sąvokų samprata, nagrinėjamos pagrindinės šiuolaikinės darbuotojų motyvacijos teorijos. Taip pat teorinėje dalyje išskiriamos pagrindinės viešųjų institucijų darbuotojų motyvavimo priemonės. Empirinėje dalyje pateikiami Šiaulių miesto savivaldybės darbuotojų motyvacijos tyrimo gauti rezultatai. Atlikus statistinių duomenų analizę pateikiamos išvados ir rekomendacijos savivaldybės darbuotojų darbo motyvacijai didinti. / The bachelor paper explores the issues of motivation analyzed in the institution of the Šiauliai municipality. The main aim of this work is to analyze the workers motivation features of organization, i.e. to determine the main work motivation and dismotivation factors of employees. Also to produce the most effective ways to promote workers of municipality. The work consists of two parts: theoretical and research (empirical) part. The theoretical part describes the employees' motivation concept and analyze the main issue in the modern theory of motivation. It also identifies methods, how to motivate workers in public sector. In the empirical part of work present the results of the research. After statistical analysis to supply present conclusions and recommendations, how to improve work motivation in Šiauliai municipality.

Pagrindinių universitetinių studijų baigiamasis darbas, sudarytas iš 60 puslapių, 11 paveikslų, 17 lentelių, 47 literatūros šaltinių ir 5 priedų lietuvių kalba. Prasminiai žodžiai: viešasis sektorius, privatus verslas, partnerystė, infrastruktūra. Tyrimo objektas – viešojo sektoriaus ir privataus verslo partnerystės pasireiškimo sritys Kauno rajone. Tyrimo tikslas – parengti viešojo sektoriaus ir privataus verslo partnerystės tikslingumo vertinimo modelį bei numatyti jo pritaikymo galimybes Kauno rajono savivaldybėje. Uždaviniai: 1. Išanalizuoti viešojo sektoriaus ir privataus verslo partnerystės teorinius aspektus. 2. Atlikti viešojo sektoriaus ir privataus verslo partnerystės galimybių tyrimą Kauno rajone. 3. Parengti viešojo sektoriaus ir privataus verslo partnerystės tikslingumo vertinimo modelį. 4. Numatyti viešojo sektoriaus ir privataus verslo partnerystės tikslingumo vertinimo modelio pritaikymo galimybes Kauno rajono savivaldybėje. Tyrimo metodai: dokumentų analizė, mokslinės literatūros analizė ir sintezė, lyginamoji analizė, duomenų sisteminimo analizė, indukcija ir dedukcija, loginė analizė ir sintezė, grupavimo, grafinio vaizdavimo metodai. Tyrimo rezultatai: • Pirmojoje darbo dalyje buvo apibendrintos viešojo sektoriaus ir privataus verslo sampratos, viešojo sektoriaus ir privataus verslo partnerystės ryšių formavimo samprata, viešojo sektoriaus ir privataus verslo partnerystės formos ir tipai bei partnerystės sėkmę lemiantys veiksniai . • Antrojoje darbo... [toliau žr. visą tekstą] / Final work of university undergraduate studies consists of 60 pages, 11 figures, 17 tables, 47 references and 5 annexes, in the Lithuanian language. Keywords: public sector, private sector, partnership, infrastructure. Research object – partnership of public sector and private business in Kaunas district. Research aim – to prepare the expediency assessment model of public sector and private business partneship and to predict its opportunities to be adapted in Kaunas district municipality. Objectives: 1. to analyze theoretical aspects of public sector and private business partnership; 2. to make feasibility study of public sector and private business partnership in Kaunas district; 3. to prepare the expediency model of public sector and private business partnership; 4. to predict opportunities of adaption of expediency model of public sector and private business partnership in Kaunas district municipality. Research methods: analysis and synthesis of literature and documents, comparative analysis, systematization of data, induction and deduction, logical analysis and synthesis, grouping and graphical representation. Research results: • The first part of the thesis introduces and generalizes the concepts of public sector and private business, the concept of public sector and private business partnership formation, the forms and types of public sector and private business partnership and the success factors of public - private sector partnership. • The second part analyzes... [to full text]

Viešasis sektorius ir jam priklausančios įvairaus lygmens savivaldos institucijos atlieka didelį vaidmenį užtikrinant valstybės ir konkrečios vietos bendruomenės gerovę. Tačiau vis dažniau pastebimas viešojo sektoriaus organizacijų veiklos nerezultatyvumas, kuris priešpastatomas privačiajam sektoriui ir jo veiklos principams. Nerezultatyvi veikla kuria nepasitikėjimą valstybe ir konkrečiomis įvairaus lygmens savivaldos institucijomis. Todėl labai svarbu atkreipti dėmesį į tai kaip dirba valstybės tarnautojai, kaip jie yra motyvuojami darbui, nes darbo motyvacijos lygis ir darbuotojų pasitenkinimas savo darbu įtakoja vienas kitą. Darbo motyvacijai vis didesnė reikšmė skiriama ir tarptautiniuose dokumentuose, ir Lietuvos vadybinėje literatūroje. Kintantis požiūris į darbuotoją kaip į vieną svarbiausių darbo išteklių, besikeičiančios pačių darbuotojų vertybės, privataus sektoriaus teikiamų galimybių patrauklumas reikalauja iš naujo įvertinti ir tobulinti egzistuojančias darbo motyvacijos priemones bei kurti naujus motyvacijos modelius. / Public sector and various level self-government institutions belonging to it do a big role securing the wealth of state and concreat place society. However, more and more often it is possible to notice unusefulness of public sector organizations work and that it stands in front of the private sector and its activity principles. Unuseful performance creates distrust in the state and of the concreat various level self-government institutions. That‘s why it is very important to put the attention to how the state officers work, how they are motivated with their jobs, because the level of the job motivation and the workers satisfaction with their job effect each other. Nowadays the attention to the job motivation is increasing in the international documents and in Lithuania‘s management literature. The changing attitude to the worker as one of the most impotant work reservoir, changing virtues of the workers, the attractfullness of private sector alloted possibilities demand to revalue and improve already existance job motivation means and create new motivation models. The main scientists‘ motivation theoretical models and their importance, effect to job motivation are discussed. The peciularities of job motivation in public sector were analysed. The main motivation components were distinguished, on which the practical research is based, according to which the Vilnius municipality staff motivation to their job was valued. During the research period the main factors, influencing... [to full text]

Disertacinio darbo aktualumas. Didėjanti rinkų liberalizacija, tolimiausių valstybių sienas peržengusi konkurencija, socialinė ir ekonominė pasaulio diferenciacija ir t. t. - XXI amžiaus veiksniai, keliantys naujų iššūkių ne tik verslo, bet ir viešajam sektoriui. Vis tvirčiau įsigali tendencija viešajame sektoriuje naudoti verslo praktikoje patikrintas ir teigiamai užsirekomendavusias valdymo priemones. Viena iš privataus sektoriaus „pasiskolintų“ ir pritaikytų viešajam sektoriui priemonių yra strateginis planavimas. Didelė institucijų strateginio planavimo reikšmė grindžiama tuo, kad jis sudaro prielaidas institucijų veiklos ir šalies ūkio plėtros procesams skatinti bei jų kryptingumui užtikrinti permanentiškai atskleidžiant, efektyviai paskirstant, racionaliai panaudojant ir kryptingai plėtojant institucijų veiklos potencialą. Strateginio planavimo principais pagrįsta ir tokiu būdu veiksminga viešojo administravimo sistema yra viena pagrindinių ES šalių viešojo sektoriaus būsenos skirtumų mažinimo sąlygų, kurios įgyvendinimas sudaro prielaidas sėkmingai socialinei ekonominei šalies plėtrai globalioje rinkoje. Taip traktuojamas strateginio planavimo vaidmuo yra viena iš esminių pasirinktos problemos nagrinėjimo aktualumo aplinkybių. Pastaruosius kelerius metus strateginis planavimas Lietuvos viešajame sektoriuje plėtojamas intensyviau. Net kelis kartus atnaujinta strateginio planavimo teisinė bazė, didinami reikalavimai valstybės institucijų strateginiams veiklos planams... [toliau žr. visą tekstą] / Topicality of the scientific work. With increasing market liberalisaition, competition that exceed the borders of the furthest states, social and economic differentiation of the world, etc. are the factors of the XXI century that raise new challenges not only in business but also in public sector. The tendency to use the means of management tested in business practice and having positive recommendations is firmly establishing in public sector. One of the means borrowed from the private sector and applied in public sector is strategic planning. The significance of strategic planning in institutions is based on the fact that it creates preconditions to stimulate the processes of development of activity in institutions and the economy of the country as well as to ensure their purposefulness by permanently revealing, efficiently distributing, rationally using and purposefully developing the potential of the activity of the institutions. Public administration system based on the principles of strategic planning and efficient in such a way is one of the main conditions to decrease the differences in EU public sector state fulfilling of which creates preconditions for successful social economic development of a country in global market. The role of the strategic planning treated in such a way is one of the essential factors of the relevance of analysing the chosen problem. Of later few years strategic planning in public sector of Lithuania is being developed more and more... [to full text]

Magistro darbe remiantis Lietuvos ir užsienio autorių moksliniais darbais, išanalizuoti dokumentai ir empiriniu bei kokybiniu tyrimu pagrįsti AB “Lietuvos pašto” (toliau – Lietuvos paštas) strateginio valdymo aspektai, išanalizuoti ir susisteminti teoriniai bei teisiniai bendrovės veiklos ypatumai. Išskiriami privataus ir viešojo sektoriaus strateginio valdymo skirtumai, aptariami strateginio valdymo ypatumai, pristatomos paslaugas apibūdinančios sąvokos, jų esmė, apžvelgti viešajame sektoriuje paslaugų funkcionavimo aspektai. Siekiant atskleisti Lietuvos pašto strateginio valdymo tendencijas, atlikta išorinių bei vidinių veiksnių analizė, SSGG analizė. Apibendrinus tyrimo rezultatus paaiškėjo, jog pagrindinės AB “Lietuvos pašto” problemos yra nelankstūs paslaugų tarifai klientams, strateginio valdymo kaip sistemos nebuvimas sąlygoja nepakankamą vidaus procesų tobulinimą, trūkumas valdymo politikos optimizuojant viešąjį pašto tinklą. Tyrimo rezultatai AB „Lietuvos pašto“ administracijai pagrindė tokias rekomendacijas: siekiant didinti teikiamų paslaugų patrauklumą, gerinti jų teikimo sąlygas, prisitaikant prie klientų poreikių; aktyviai siūlyti prekių pristatymo paslaugas elektroninės prekybos tinklo klientams Lietuvoje ir užsienyje; atsisakyti nuostolingų paslaugų arba sumažinti jų teikimą; būtina tobulinti pajamų surinkimo valdymą; nustatyti kaimo paštų darbo laiką pagal realų darbo krūvį; mažinti paslaugų teikimo vietų tinklą, keičiant stacionariuosius kaimo paštus... [toliau žr. visą tekstą] / Documents were analysed and aspects of strategic management of AB “Lietuvos paštas” (hereinafter referred to as – Lietuvos paštas) were substantiated by empirical as well as quantitative researches, theoretical and legal peculiarities of activities of the company were analysed and systematized at the present Master Thesis with reference to studies of Lithuanian and foreign authors. Differences between strategic management of private and public sector are distinguished, peculiarities of strategic management are discussed, concepts describing services, the essence thereof are introduced, aspects of service functioning at the public sector are reviewed. Analysis of external and internal factors, SWOT analysis have been carried out in order to reveal the tendencies of strategic management of Lietuvos paštas. Upon generalization of research results it turned out that key problems of AB “Lietuvos paštas” are inflexible rates for services to clients, absence of strategic management as a system determine insufficient development of internal processes, lack of management policy in optimizing the public network of post offices. The following recommendations to the administration of AB “Lietuvos paštas” have been substantiated by the research results: to improve the conditions for provision of services by adjusting them to clients’ needs in order to amplify the attractiveness of the provided services; to offer delivery services of goods for clients of electronic trade network in... [to full text]

The following thesis project investigated whether there is a need for change in organizational culture within the Canadian public sector in order to retain Millennials within the public service. Therefore the purpose of this study was to explore why Millennials within the public service in Canada might stay in or leave their current positions within the public sector. A survey consisting of open-ended questions was conducted to elicit information on what aspects of organizational culture impact the retention of Millennials within the Canadian public sector. Nine major themes emerged from the findings: social responsibility, organizational structure/bureaucracy, opportunities, nature of work, leadership, people and relationships, work-life balance, commitment, and security. The thesis discusses these themes and comments on the significance of the findings as possible motivation for future investigations into the Human Resources succession planning needs of public sector institutions.