Sonata Staniulienė's research while affiliated with Vytautas Magnus University and other places

Publications (17)

Conference Paper
The study was conducted to find out whether the organizational culture of Lithuanian companies is sufficiently transparent and how to develop transparent organizational culture. The literature was examined on levels and components of transparent organizational cultures. Quantitative research was conducted to determine whether the instruments used b...
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This paper presents and analyses the principles to develop a knowledge ecosystem in the case of an industrial cluster – “a geographical concentration of interconnected companies, specialized suppliers, service providers, companies in related industries and associated institutions (trade / industry associations, universities, educational institution...
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The never-ending series of ethical scandals in companies in various industries across the countries show that business ethics problems are not diminishing, so means to develop business ethics need to be sought to better serve the interests of stakeholders and society. As in other areas of management, knowledge and understanding of business ethics n...
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This paper analyses the empowerment of remotely working employees in the case of Lithuanian companies. Research methods were scientific literature review and a quantitative method of questionnaire survey. It revealed that an employee is psychologically empowered when working remotely when they feel the meaning, enthusiasm, and competency related to...
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The paper deals with employees’ self-organization as a modern form of organizing a company’s activities in a remote work environment, which was eventual and challenging in the pandemic, but, undoubtedly, is being further developed in companies due to perceived benefits. The aim of the paper is to analyze the self-organization of remote employees. F...
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The paper analyses how to manage conflict by increasing the level of conflict functionality. A quantitative survey of employees in Lithuanian organizations case revealed the functionality of different conflict types and conflict management strategies as well as the characteristics of the organizational environment that reduce it.
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The article analyses the satisfaction of employee needs in Lithuanian organisations, according to A. Maslow’s theory of needs hierarchy. Motivation plays an important role in making people successful and happy in both their daily and their work life. Everyone looks for all possible ways to meet their needs in the organisation they work for, and doi...
Conference Paper
The study examines literature on remote job design possibilities from distant locations. After the remote job design concept is formed, the premises for the use of remote job design are analysed, the necessary conditions, possibilities, and employees’ willingness to work remotely are explained, summarizing the advantages and disadvantages of remote...
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Tyrimo tikslas – isanalizuoti Lietuvos organizacijų normas. Analizuota normų, kaip taisyklių ir standartų, samprata, jų svarba organizacijoms, normų klasifikacijos pagal tipus, jų perdavimo būdų, kuriais formalizuojamos normos organizacijose, aprasymą dokumentuose. Atlikta Lietuvos organizacijų darbuotojų anketinė apklausa. Lietuvos organizacijos p...
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The paper investigates interpersonal and work relationships in Lithuanian companies based on scientific literature analysis and qualitative research. The authors present the findings of a questionnaire survey conducted on employees’ work relationships in Lithuanian companies.
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The article presents the results of empirical research on stakeholders‘ impact to Lithuanian business organizations to perform corporate social responsibility. Theoretical research framework is based on International Business Environmental Barometer (IBEB) research tool and covers strength and types of different stakeholders, organizational strateg...
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Nowadays culture is becoming an increasingly important factor for every organization in terms of employee loyalty / disloyalty, as well as company performance. Corporate culture is even given the extraordinary metaphor as social glue. The most successful companies in the world have their unique culture. Recently it has become very fashionable to ex...
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This paper investigates the employee relations role on the organizational culture formation in Lithuanian companies. It was analysed what influence the employee relations have on the organizational culture formation of a particular company and subculture formation in departments. It is also discussed the practice when managers of many organizations...

Citations

... All these potential shortcomings of policy-driven cluster initiatives are exacerbated in transition countries (Sala, Maticiuc, & Munteanu, 2016;Sölvell et al., 2003). The most severe problems hindering the development of clusters in transition economies are the inaction of cluster members, the dominant role of CI coordinators, the lack of confidence among members, the lack of skilled labour force, and the lack of financial resources (Staniuliene & Dickute, 2017). Sölvell et al. (2003) stress that disappointing results of CI exist due to weak frameworks for cluster development, a poor consensus among key actors, neglected brand building, facilitators lacking strong networks, lack of offices and sufficient budgets for conducting important projects. ...
... According to Jucevičius et al. (2017), a successful strategy requires full commitment of the organization, distributing the necessary resources and making a consistent effort to achieve the set goals. However, an uncertain external environment creates a paradoxical situation: ...
... The analysis (Bakanauskiene et al. 2017) allowed to identify such features of manager-leader attractiveness in Lithuanian business organizations, perceived by their employees, as: attractive wage, friendly working atmosphere and good working conditions, interesting work, flexibility and freedom at work, timely payment of wage, organization's social responsibility and reliability, innovation in organization, a respectful treatment of employees, etc. Employees in relations with their managers-leaders seek material gain. Assessing employees and managers-leaders relations, authors Staniuliene and Kucinskaite (2017) found employees being convicted that managers-leaders are at a higher level and in accordance with the rules they pass orders down to the management levels. Therefore, the manager-leader should create a non-hierarchical management model focusing on the relationships with employees (Staniuliene, Kucinskaite 2017). ...
... Organizations that want to survive in the market and achieve strong CFP in a long run must adopt strategy embracing economic, social, and ecological dimension in a sustainable way. To achieve adequate level of corporate sustainable development, it is necessary to apply business strategies that meet all parties' (stakeholders') needs while protecting, strengthening, and enhancing the human and natural resources for the need of use in the future (Bakanauskiene, Staniuliene, & Zirgutis, 2016). For business activities to be efficient, effective, and economically valuable, at the same time both socially responsible and environmentally sustainable, this strategy should result from social multiaspect dialogs, negotiations, and consensus with all interested parties (Mizera, 2008). ...
... This complexity can be derived from the following definition of sustainability: "For the business enterprise, sustainable development means adopting business strategies and activities that meet the needs of the enterprise and stakeholders today while protecting, sustaining and enhancing the human and natural resources that will be needed in the future" (Business and Sustainable… 1992). Bakanauskienė et al. (2015) investigated environmental management strategies chosen by Lithuanian business organizations under the influence of environmental stakeholders. The results revealed the prevailing reactive strategies of environmental management determined by low environmental stakeholders' influence on business organizations when dealing with environmental issues. ...
... Išskyrė aštuonis meistriškos organizacijos kultūros veiksnius, kurie pateikiami 2 lentelėje kartu su kitų užsienio autorių organizacinės kultūros elementais. , 1981; Peters, Waterman, 1982; Trice, Beyer, 1984; Renfeld, 1994; French, Bell, 1995 Tokia organizacinės kultūros elementų gausa tik rodo, kad nėra vienodos organizacinės kultūros struktūros, todėl atliekant organizacinės kultūros tyrimus dažnai nepavyksta jos elementų atskirti nuo įvairių organizacinių dalykų (Staniulienė, Dilienė, 2014). Kaip teigia A. M. Pettigrewas (1979), organizacijos kultūrą sudaro: elgsena, veiksmai ir vertybės, kuriomis vadovaujasi organizacijos žmonės. ...