The article analyzes motivation and demotivation factors affecting the work of the public sector. The study determines the essence and nature of motivation. Modern motivation types and theories are considered. The concepts of motivation management in public administration are studied.The main motivation and demotivation factors affecting labor productivity and efficiency in the public service are identified and analyzed. Modern concepts of public administration in terms of education management, training of public administrators are studied. With the help of comparative analysis tools, the basic components of motivation management systems in the public administration sector are studied on the example of EU countries. Changes in motivation systems (including those related to restructuring salary) are analyzed on the example of civil servants of the EU countries. The relationship is revealed between career models of civil servants in Western Europe and the size of their payment.A model is developed for assessing the influence of motivating and demotivating factors on the results of a civil servant's work. Such a model is based on the experience of developed countries of the EU and the USA, as well as on the basic principles of the social exchange theory. The results of the study are universal in nature and may be applicable while studying methods and tools of motivation management in the public administration sector.

Public procurement is a very important area of competitiveness development of the countries. Significant public sector financial resources are allocated through public procurement. Over the last decade, there has been a growing demand for an investigation of the efficiency of public procurement processes. In the research studies, analyses focusing on methodological aspects, efficiency assessment models, economic and transaction costs and other economic parameters in relation to public procurement have begun to appear gradually. Their importance has increased in the recent period, especially in the era associated with a lack of financial resources in the economic and social spheres. A correct determination of the mechanisms ensuring the implementation of transparent competition is able to allow improvement of competitive environment. Such aspects prompt this study, which is aimed at examination of the selected parameters of public procurement in the tertiary education sector and their impact on the final cost of the public procurement contract. There are no such sectoral analyses within the national environments, making it difficult to create an international comparative basis. The aim of the paper is to investigate the impact of the selected public procurement parameters on the final price. These parameters are subcontractor participation, European funds funding, usage of electronic auction, type of procured item, and procurement procedure. Besides these ones, public procurement processes also influence the final price. Approximately, a share of 95 % from the expected price is reflected in the final price, whilst a mean regression coefficient of the number of offers reaches a level of -17499.07 in the year 2017. The outcome of the analysis can help the procurers to identify the behavior of public procurement and to confirm or disprove the significance of the parameters that are examined using the quantitative methods. The results of this analysis are beneficial for national policymakers as well as national and international benchmarking.

Non-profit organizations (NPOs) significantly influence society as they support socio-economic growth. Within these organizations, NPO boards play a critical role in ensuring that they are appropriately governed. Despite considerable interest in understanding the role of NPO boards, a review of literature reveals that research has primarily focused on the role of NPO boards in for-profit organizations. This paper draws specific attention to boards in NPOs by critically reviewing literature that includes industry publications and a survey of NPO board members. The findings reveal that experience, expertise and social relations are most desired capabilities in NPO board members. These capabilities are consistent with those discussed in relation to board human capital. Having identified these desired capabilities, the listed capabilities of 358 directors from 50 selected NPOs in Malaysia were examined to determine the extent to which Malaysian NPO board members possessed the aforementioned capabilities. The results revealed that only 34% of board members possessed evidence of all three capabilities while 32% possessed two capabilities, namely experience and expertise. The findings serve to extend knowledge about the desired capabilities of NPO directors. An appreciation of these capabilities have implications for NPOs as their success is dependent on ensuring that the most qualified board members are appointed, and this in turn makes organizational synergy possible.