Generolo Jono Žemaičio Lietuvos karo akademija

The article discusses the problems of state regulation of tariffs for gas transportation services through gas distribution networks, which minimize losses and the need to create reasonable verifiable principles for establishing tariffs. The absence in the spheres of natural monopolies of effective competitive mechanisms poses a challenge for the state to create a special system for regulating their activities, which includes legal and organizational components. In each industry where natural monopolies operate, there are some pricing features that are reflected in the legal regulation. This article focuses on the structure of contractual relations in the field of gas supply during the transportation and sale of gas, which allows you to clearly demonstrate the reflection of the regulatory framework reflecting the state’s requirements to keep a separate record of products (services) and costs of its production by an organization engaged in the extraction, transportation and sale of natural gas.

Achieving positive production and economic results in the businesses is no longer a product of the efforts of an organic circle of people, but a result of the activity of the members of the entire organization.Thus, the issue of employee motivation and commitment to the business entity becomes one of the basic prerequisites for the organizational efficiency and success. The lack of motivation and attachment to the goals of the company lead to increased staff turnover and reduced efficiency. This makes the investment of training, qualification and professional development of the human resources meaningless. The aforementioned necessitates the study and analysis of the main factors, which determine the people’s behavior at work, their motivation and involvement in the business entity.The purpose of this research is to investigate the relationship between the motivation of human resources and their commitment to the business organization. Establishing the interaction between the different determinants is essential in practical terms, as it allows one to predict the appearance of a certain attitude or behavior in the presence of the others.

The goal of the paper is to summarize the results of the authors’ questionnaire survey focused on identification and comparison of possible differences in study motivation and job expectations of students of one private and one public university in the Czech Republic to find out potential sources of students’ dissatisfaction and to propose appropriate measures to improve the teaching process in order to achieve the sustainable development of the professional competencies of university students. The questionnaire survey was conducted by authors from February to April 2017. The respondents were full-time and combined bachelor’s students of the College of Regional Development in Prague (private) and the Masaryk Institute of Advanced Studies of the Czech Technical University in Prague (public). The relevant data were obtained from 758 students. The data analysis was based on the calculation of relative frequencies (as a share from the total number of respondents) and the evaluation of the dependence of responses on the type of university (students of the private college and students of the public institute) using contingency tables and chi-square tests of independence. The results support the assumption that the current generation of university students studies to succeed in the future, but it has relatively high expectations about work and career that may reduce its employability if it does not have the appropriate work experience and social habits.

This paper argues that social enterprises (SE) in EU Member States share at least following common features: the dominance of a social or societal objective over market goal, an apparent social responsibility, particularly in the field of profit distribution. However, numeric limits for the criteria of SE identification remain ‘unclear’: in the majority of cases there are no comprehensible requirements regarding the employment of vulnerable groups and the reinvestment of profits into social projects. Bulgaria, Croatia, Czech Republic, Finland, Italy, Lithuania, and Slovakia advocate accuracy and precision in dealing with the terminology surrounding SE regulatory and legal acts to the greatest extent. Being a significant facilitator of sustainable development, SE growth has a close relationship with certain macroeconomic factors. Our correlation and regression analysis clearly proves that there are certain factors of financial and social environment which have the greatest impact on the increase of the number of SE per 10,000 population, namely: Monetary Freedom, Income Distribution and Helping a Stranger. The first two factors show the impact of government regulation quality in business relation, including the links between employers and employees. The latter factor demonstrates an average social perception of so-called ‘inclusion ideas’ in different societies.

The issues of techniques and technology are frequently discussed in economic literature. A variety of professional terminology, language phrases and sometimes neologisms functioning in practice and professional literature of the subject indicate the importance of techniques and technology for the banking activities. One of the aspects of techniques and technology are information technology (IT) systems supporting human resource (HR) management and operation information technology systems. The purpose of this article is to present, analyze and evaluate the impact of information technology systems on the level and structure of employment in the Polish banks. The author’s intention is to support the thesis that application of information technology systems in the Polish banking systems has caused a significant change in the level and structure of employment. In the analysis, the usage of the IT systems supporting human resource management has been depicted in order to finally be able to evaluate the impact of the IT systems on the level and structure of employment in banks.

International migration has become a key challenge and concern in the European Union (EU) and most part of the word. On the one hand, the freedom to move to another Member State is the right guaranteed for all the EU citizens. On the other hand, emigration or immigration is a longstanding concern for policy makers in many countries. Generally, human capital is one of the future sustainable competitiveness resources. Moreover, now, as the Lisbon Strategy is being replaced by the new EU strategy Europe 2020 for smart, sustainable and inclusive growth (2010), there is evidence that mobility in the EU will increase. In order to achieve the goals of the strategy Europe 2020 (2010), especially employment target, the flagship initiative “Youth on the Move” places a lot of emphasis on mobility as in moving to another country to study, train or work. The perceptions of this research show that growing mobility can be followed with new migration trends in the future. Moreover, no single answer to the question what level of migration (emigration or immigration) should be tolerated in the context of sustainable developing economy could be provided. This research not only confirms this observation and theoretical problem of “sustainable migration” but goes much further by discussing the reasons why one of the highest emigration rates in the EU happened to be found in Lithuania.