Innovation in the public sector is inseparable from the political, administrative and technological components and stages of public administration systems development. Purpose of the article is to analyse and define the emerging concept of collaborative innovation in the public sector and indicate the major challenges relating to their generation and implementation. Benchmarking, generalisation and synthesis will be used as the methods in order to achieve the purpose of the article. Contemporary challenges of public governance lead to the change of the concept and operational principles of public sector organisations and encourage the need for innovation. The traditional, hierarchical innovation development conception is changed by collaborative innovation, which is characterised by networking, promotion of creativity and unification of resources. Significant principles for effective collaborative innovation become inter-organisational trust, knowledge sharing, informal leadership, ensuring the necessary resources and conditions for experimentation. Application of collaborative innovations requires adaptation to the changing positions of power and transformation of traditional roles of public sector employees.

The article analyzed the organization of work: work organization and its constituent elements studied in theoretical aspect. It is also presented organization, the division of labor, organizational structures, hierarchy, the concept of coordination and their values in organization activity. The discussed measures, in organizations of public and private sector, should help organize the staff work. Purified the importance of the coordination in the organization of work and discussed the principal regulations, elements and features of the practical application. With the development of technology and science, work organization problems remain continuously relevant because the organization of tools and methods should change and improve parallel. Summarizing the theoretical data, at the end of the article the authors compare them with the results of an empirical study performed in Vilnius district municipality in 2013 and presents the conclusions. JEL classification: D2.

Anotacija. Straipsnyje nagrinėjama Maslowo teorija viešojo administravimo

This article focuses on the classical A. H. Maslow's motivation conception and aims to synthesize the logic of this theory with F. Taylor and M. Weber's management theories, justifying the significance of Maslow's motivation theory as an instrument used for forming organizational culture and values which will be gained by members of the staff. The second part of this article discusses the problem which is related with the most important elements of Maslow's theory: the highest individualistic self-actualization element and altruistic, more spiritual selftranscendence alternative, and purposes on crystallizing implications of these elements for organizations' managers enabling to identify these characteristics in staff members and also evaluate benefits of both elements considering specifics of organization's field.

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