PREVENTIVNA ZDRAVSTVENA ZAŠTITA SPECIFIČNIH SKUPINA ZAPOSLENIKA - SLUČAJ TURISTIČKIH VODIČA I TURISTIČKIH PRATITELJA

The article focuses on the question how tourist agencies take care of preventive health care issues of a specific group of employees, tour guides and tour managers. Tour guides and tour managers are due to their work constantly exposed to certain travel diseases. Since tour guides and tour managers in most cases are not employed by tourist agencies, i.e. they are mostly self-employed, tourist agencies do not have the same legal obligation towards them as if they were their direct employees. How ever it is in the interest of any employer to have their employees healthy. Through perspective of professionalism the issue we are exploring shows how well tourist agencies are taking care of their employees. Our research was done among tour guides and tour managers in Slovenia, with a sample of 500, what represents 25.27% of total population. Altogether we received 120 responses what represents 24.00% of all interviewees or 6.06% of the whole population of tour guides and tour managers in Slovenia. We found out that the lack of insufficiently regulated job status of tour guides and tour managers lowers the standard of professionalism when it comes to preventive health care, and threatens the quality of service in tourism sector. How ever we have also found out that those tour guides and tour managers that work more often in potentially high risk environments tend to have more support from the tourist agencies that are providing them their jobs. How ever their support is still not nearly enough to make a substantial difference.Članak se usredotočuje na pitanje kako turističke agencije brinu o pitanju preventivne zdravstvene zaštite specifične skupine zaposlenika, turističkih vodiča i turističkih pratitelja. Turistički vodiči i turistički pratitelji su zbog prirode posla koji obavljaju stalno izloženi određenim bolestima. Budući da turistički vodiči i turistički pratitelji u većini slučajeva nisu zaposlenici turističkih agencija, odnosno uglavnom su samozaposleni, turističke agencije nemaju istu pravnu obvezu prema njima kao da su njihovi zaposlenici. No, u interesu je svakog poslodavca da su mu zaposlenici zdravi. Kroz perspektivu profesionalnosti problem koji istražujemo pokazuje koliko dobro turističke agencije vode brigu o svojim zaposlenicima. Naše istraživanje provedeno je među turističkim vodičima i turističkim pratiteljima u Sloveniji, na uzorku od 500, što predstavlja 25,27% od ukupnog broja te populacije. Sveukupno smo primili 120 odgovora što predstavlja 24,00% svih ispitanika ili 6,06% ukupne populacije vodiča i pratitelja u Sloveniji. Doznali smo da nedostatno regulirani status posla turističkih vodiča i turističkih pratitelja smanjuje standard profesionalizma kada je riječ o preventivnoj zdravstvenoj skrbi, a prijeti i kvaliteti usluga u turizmu općenito. Međutim, doznali smo i da oni vodiči i pratitelji koji često rade u potencijalno visoko rizičnom okruženju imaju veću podršku turističkih agencija koje ih angažiraju. No njihova podrška još uvijek nije ni približno dovoljna da bi činila značajniju razliku

Managerske kompetence delavcev v turizmu

In this article author does a theoretical interpretation of competencies furthermore author focuses on managerial competencies, throughout the article author focuses on competencies of workers in tourism sector. Author studied a sample of 123 workers from for mentioned professions and found out that workers in tourism evaluate that they have enough skills and knowledge to perform good at their jobs and that workers actually use less skills and knowledge at their work that they actually have. Workers report that they have gained most of their managerial competencies through work and less with formal education. These findings can give broader view of a situation regarding managerial competencies of workers in Slovenian tourism and can serve as guidelines for managers at future development of human resources politics inside their organizations regarding managerial competencies.Avtor v prispevku na teoretični ravni proučuje kompetence na splošno, nadalje se ukvarja s področjem delovno managerskih kompetenc tako v organizacijah kot pri posameznikih, v zadnjem delu pa se avtor posveča managerskim kompetencam delavcev v turizmu v Sloveniji. V empiričnem delu je avtor na vzorcu 123 anketirancev preučeval managerske kompetence delavcev v turizmu. Ugotovil je, da delavci v turizmu ocenjujejo, da imajo dovolj sposobnosti in znanj za opravljanje svojega dela, da pri opravljanju svojega dela uporabljajo manj svojih sposobnosti in znanj kot jih dejansko imajo, ter da so svoje kompetence v večji meri pridobili z delovnimi izkušnjami kot s formalnim izobraževanjem za poklic. Na podlagi teoretičnih spoznaj s področja managerskih kompetenc in področja managerskih kompetenc delavcev v turizmu in na podlagi ugotovitev empiričnega dela prispevka avtor podaja vpogled na stanje na področju managerskih kompetenc delavcev v slovenskem turizmu, kar lahko služi kot orodje managerjem pri ustvarjanju kadrovske politike znotraj posamezne organizacije na področju managerskih kompetenc

IZAZOVI U EDUKACIJI TURISTIČKIH VODIČA I ORGANIZATORA TURIZMA

The following article examines different educational systems for tour guides in Slovenia as well as abroad. Based on the survey carried out among tour guides and tours managers in Slovenia their opinion on the usefulness of knowledge gained the process, their viewpoint on the current form of education and the level of difficulty of obtaining a license for a tour guide or tour manager was investigated. In addition, their viewpoint on proposed new contents and forms of education was examined. Finally, a two-way system of education for tour guides, i.e. professional tour guides and part-time tour guides and tour managers, was proposed.Članak istražuje različite obrazovne sustave za turističke vodiče u Sloveniji, kao i inozemstvu. Na temelju ankete provedene među vodičima i turističkim pratiteljima u Sloveniji istraživali smo njihovo mišljenje o korisnosti znanja stečena u procesu, njihova gledišta o trenutnom obliku obrazovanja i razinu težine dobivanja dozvole za vodiča ili turističkih pratitelja. Osim toga pregledano je njihovo stajalište o predloženim novim sadržajima i oblicima obrazovanja. U konačnici predložen je, dvosmjerni sustav obrazovanja, profesionalnog turističkog vodiča, odnosno skraćeno radno vrijeme turističkog vodiča i turističkog pratitelja

The role of the tour guide profession in the Drava and Sava regions: communicating attractions in increasingly aestheticized tourism consumption

In the process of sustainable tourism development the role of tour guides is significant. They are not mere presenters of natural and cultural attractions, but ambassadors of cultures, sustainability and intercultural dialogue. It is thus essential that they are well educated, adequately trained and actively involved in the tourism planning processes. Especially important is their role when it comes to presenting attractions to tourists by employing their communication and professional skills. This article describes the experiment of presenting an object (attraction) without a tour guide on the one hand, and the experiments involving tour guides presenting an object (attraction) by using the method of description, and the experiements involving tour guides using a description o fan object (attraction) and an invitation to participants (tourists) to actively participate on the other. The experimental research was focused on the role of tour guides and on the experiencing the beautiful. The results showed that the participants (tourists) evaluated the object (attraction) as more beautiful when it was presented by a tour guide implicating the essential role of the tour guide in the process of presenting attractions, destinations, and cultures.Uloga zanimanja turističkog vodiča na području rijeka Save i Drave: komuniciranje atrakcija u rastućoj estetiziranoj turističkoj potrošnji U procesu razvoja održivog turizma uloga turističkog vodiča iznimno je značajna. Turistički vodiči nisu samo prezenteri prirodnih i kulturnih atrakcija, već ambasadori kulture, održivosti i interkulturalnog dijaloga. Iz tog je razloga od ključne važnosti da vodiči imaju dobro obrazovanje, da su dobro obučeni za svoj posao i da su aktivno uključeni u proces planiranja razvoja turizma. Njihova je uloga osobito značajna kada govorimo o prezentiranju atrakcija turistima pomoću komunikacijskih i stručnih vještina. Ovaj rad opisuje testiranje prezentiranja objekta (atrakcije) bez vodiča i testiranje gdje su objekt (atrakciju) prezentirali turistički vodiči, i to pomoću metode deskripcije, te testiranja gdje su turistički vodiči koristili opis objekta (atrakcije), i pozivali sudionike (turiste) na aktivno sudjelovanje. Eksperimentalno istraživanje bilo je fokusirano na ulogu turističkih vodiča i na doživljaj ljepote. Rezultati istraživanja ukazuju da su sudionici (turisti) ljepšim ocijenili onaj objekt (atrakciju) kojeg je prezentirao turistički vodič, čime se implicira ključna uloga turističkih vodiča u procesu prezentiranja atrakcija, destinacija i kultura

Sustainable development of careers in tourism

Developing sustainable careers in the tourism sector is just as hard as achieving sustainable tourism in general. Our objective was to determine tour guides\u27 attitude to the sustainable development of their careers by tourist agencies as those engaging them. We conducted a survey among representatives of tourist agencies (N = 34). The research showed that the economic pillar of sustainable development is perceived to be the most important when it comes to the sustainable development of careers, followed by the environmental pillar as the second and the social pillar as the least important. In order to achieve the truly sustainable development of careers, the focus must be on the social pillar of development.Razvoj kariere v trajnostnem pogledu je v turističnem sektorju zagotovo vsaj tako zahteven proces kot doseganje trajnostnega razvoja kot takega. Cilj raziskave je bil ugotoviti, kakšen je odnos predstavnikov turističnih agencij do trajnostnega razvoja kariere turističnih vodnikov, ki opravljajo delo zanje. Raziskavo smo izvedli med predstavniki turističnih agencij (N = 34). Rezultati so pokazali, da je ekonomski steber trajnostnega razvoja ocenjen kot najpomembnejši, sledi mu okoljski steber in nato socialni steber trajnostnega razvoja kot najmanj pomemben. Za resnično zagotavljanje trajnostnega razvoja kariere je potrebno fokus preusmeriti ravno na socialni steber, ki je po rezultatih raziskave ocenjen kot najmanj pomemben

People in Tourism

Management človeških virov je kompleksen preplet dejavnosti, ki jih morajo izvajati managerji, da lahko optimizirajo delovanje celotne organizacije. V kolikor gre za organizacijo v storitvenem sektorju, kamor prištevamo turizem, so zadeve še nekoliko bolj zapletene, saj je uspešnost odvisna od direktnega zadovoljstva uporabnika storitve. V knjigi se prepletajo poglavja, vezana na področje managementa, kot tudi bolj sociološko in psihološko obarvane tematike. Tako knjigo pričenjamo s poglavjem o vrednotah posameznika, iz katerih kasneje sledijo vrednote organizacije. Obe tematiki sta neločljivo povezani s preostalimi, saj predstavljata temelj delovanja posameznika in sleherne organizacije. Sledita poglavji o organizacijski kulturi in družbeni odgovornosti, ki izkazujeta tako imenovani »modus operandi« organizacije. Sledijo poglavja o kompetencah, vodenju in ocenjevanju delovne uspešnosti, ki govorijo o odnosu med posameznikom in organizacijo. Knjigo zaključujejo tri poglavja, vezana predvsem na trenutne operativne zahteve v organizaciji, in sicer poglavja o pripadnosti, motivaciji in medgeneracijskem managementu v organizaciji.Human Resource Management is a complex mix of activities that managers must perform in order to optimize the performance of the entire organization. In the case of an organization in the service sector, which includes tourism, matters are even more complicated, as success depends on the direct satisfaction of the customer. The book intertwines chapters related to the field of management, as well as more sociologically and psychologically colored topics. Thus, we begin the book with a chapter on the values ​​of the individual, from which the values ​​of the organization later follow. Both topics are inextricably linked to the rest, as they represent the foundation of the work of the individual and any organization. The chapters on organizational culture and social responsibility follow, which demonstrates the so-called "modus operandi" of the organization. The following are the chapters on competencies, management, and performance appraisal, which talk about the relationship between the individual and the organization. The book is concluded with three chapters, mainly related to the current operational requirements in the organization, namely the chapters on commitment, motivation, and intergenerational management in the organization

Analysis of perceived factors influencing Slovenian tour guides\u27 and tour managers\u27 job satisfaction

V prispevku avtor proučuje različne teorije zadovoljstva pri delu, proučevano aplicira na turistične vodnike in spremljevalce, ki jih zaradi narave dela označi za zelo specifično skupino delavcev, kar tudi utemelji s posebnostmi, vezanimi na delo in delovno okolje. V prispevku prikaže in analizira rezultate anketiranja, opravljenega med 235 vodniki in spremljevalci, kar predstavlja 14,25 % celotne populacije. V analizi potrdi domnevo, da na zadovoljstvo vodnikov in spremljevalcev pri delu ne vplivajo tipični dejavniki zadovoljstva, in ugotovi, da so za vodnike in spremljevalce najpomembnejši dejavniki: etičnost in profesionalnost v organizaciji, povratno informiranje, delovni prostor, izvajanje reda in discipline, možnost razvoja kompetenc, možnost ustvarjalnega dela ter izzivi pri delu.In this article, the author examines various job satisfaction theories and applies this theoretical knowledge to tour guides and tour managers, presuming that due to the specifics of the work and work environment, this group will present special factors that influence job satisfaction. Furthermore, the author analyses a survey conducted among 235 interviewees, representing 14.25 percent of the entire population. In the analysis, the author confirmed hypothesis that job satisfaction of tour guides and tour managers is influenced by atypical factorsthe most influential factors found in this survey are ethics and professionalism within organizations, reverse apprising, work space, discipline, potential for competency development, potential for creative work, and job challenges