28 research outputs found
PREVENTIVNA ZDRAVSTVENA ZAÅ TITA SPECIFIÄNIH SKUPINA ZAPOSLENIKA - SLUÄAJ TURISTIÄKIH VODIÄA I TURISTIÄKIH 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.Älanak se usredotoÄuje na pitanje kako turistiÄke agencije brinu o pitanju preventivne zdravstvene zaÅ”tite specifiÄne skupine zaposlenika, turistiÄkih vodiÄa i turistiÄkih pratitelja. TuristiÄki vodiÄi i turistiÄki pratitelji su zbog prirode posla koji obavljaju stalno izloženi odreÄenim bolestima. BuduÄi da turistiÄki vodiÄi i turistiÄki pratitelji u veÄini sluÄajeva nisu zaposlenici turistiÄkih agencija, odnosno uglavnom su samozaposleni, turistiÄke 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 turistiÄke agencije vode brigu o svojim zaposlenicima. NaÅ”e istraživanje provedeno je meÄu turistiÄkim vodiÄima i turistiÄkim pratiteljima u Sloveniji, na uzorku od 500, Å”to predstavlja 25,27% od ukupnog broja te populacije. Sveukupno smo primili 120 odgovora Å”to predstavlja 24,00% svih ispitanika ili 6,06% ukupne populacije vodiÄa i pratitelja u Sloveniji. Doznali smo da nedostatno regulirani status posla turistiÄkih vodiÄa i turistiÄkih pratitelja smanjuje standard profesionalizma kada je rijeÄ o preventivnoj zdravstvenoj skrbi, a prijeti i kvaliteti usluga u turizmu opÄenito. MeÄutim, doznali smo i da oni vodiÄi i pratitelji koji Äesto rade u potencijalno visoko riziÄnom okruženju imaju veÄu podrÅ”ku turistiÄkih agencija koje ih angažiraju. No njihova podrÅ”ka joÅ” uvijek nije ni približno dovoljna da bi Äinila znaÄajniju 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 teoretiÄni ravni prouÄuje kompetence na sploÅ”no, nadalje se ukvarja s podroÄjem delovno managerskih kompetenc tako v organizacijah kot pri posameznikih, v zadnjem delu pa se avtor posveÄa managerskim kompetencam delavcev v turizmu v Sloveniji. V empiriÄnem delu je avtor na vzorcu 123 anketirancev preuÄeval 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 veÄji meri pridobili z delovnimi izkuÅ”njami kot s formalnim izobraževanjem za poklic. Na podlagi teoretiÄnih spoznaj s podroÄja managerskih kompetenc in podroÄja managerskih kompetenc delavcev v turizmu in na podlagi ugotovitev empiriÄnega dela prispevka avtor podaja vpogled na stanje na podroÄju managerskih kompetenc delavcev v slovenskem turizmu, kar lahko služi kot orodje managerjem pri ustvarjanju kadrovske politike znotraj posamezne organizacije na podroÄju managerskih kompetenc
IZAZOVI U EDUKACIJI TURISTIÄKIH VODIÄA 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.Älanak istražuje razliÄite obrazovne sustave za turistiÄke vodiÄe u Sloveniji, kao i inozemstvu. Na temelju ankete provedene meÄu vodiÄima i turistiÄkim pratiteljima u Sloveniji istraživali smo njihovo miÅ”ljenje o korisnosti znanja steÄena u procesu, njihova glediÅ”ta o trenutnom obliku obrazovanja i razinu težine dobivanja dozvole za
vodiÄa ili turistiÄkih pratitelja. Osim toga pregledano je njihovo stajaliÅ”te o predloženim novim sadržajima i oblicima obrazovanja. U konaÄnici predložen je, dvosmjerni sustav obrazovanja,
profesionalnog turistiÄkog vodiÄa, odnosno skraÄeno radno vrijeme turistiÄkog vodiÄa i turistiÄkog pratitelja
Tourism book series for students and practitioners from Libertas International University, Zagreb
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 turistiÄkog vodiÄa na podruÄju rijeka Save i Drave: komuniciranje atrakcija u rastuÄoj estetiziranoj turistiÄkoj potroÅ”nji U procesu razvoja održivog turizma uloga turistiÄkog vodiÄa iznimno je znaÄajna. TuristiÄki vodiÄi nisu samo prezenteri prirodnih i kulturnih atrakcija, veÄ ambasadori kulture, održivosti i interkulturalnog dijaloga. Iz tog je razloga od kljuÄne važnosti da vodiÄi imaju dobro obrazovanje, da su dobro obuÄeni za svoj posao i da su aktivno ukljuÄeni u proces planiranja razvoja turizma. Njihova je uloga osobito znaÄajna kada govorimo o prezentiranju atrakcija turistima pomoÄu komunikacijskih i struÄnih vjeÅ”tina. Ovaj rad opisuje testiranje prezentiranja objekta (atrakcije) bez vodiÄa i testiranje gdje su objekt (atrakciju) prezentirali turistiÄki vodiÄi, i to pomoÄu metode deskripcije, te testiranja gdje su turistiÄki vodiÄi koristili opis objekta (atrakcije), i pozivali sudionike (turiste) na aktivno sudjelovanje. Eksperimentalno istraživanje bilo je fokusirano na ulogu turistiÄkih vodiÄa i na doživljaj ljepote. Rezultati istraživanja ukazuju da su sudionici (turisti) ljepÅ”im ocijenili onaj objekt (atrakciju) kojeg je prezentirao turistiÄki vodiÄ, Äime se implicira kljuÄna uloga turistiÄkih vodiÄa 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 turistiÄnem sektorju zagotovo vsaj tako zahteven proces kot doseganje trajnostnega razvoja kot takega. Cilj raziskave je bil ugotoviti, kakÅ”en je odnos predstavnikov turistiÄnih agencij do trajnostnega razvoja kariere turistiÄnih vodnikov, ki opravljajo delo zanje. Raziskavo smo izvedli med predstavniki turistiÄnih agencij (N = 34). Rezultati so pokazali, da je ekonomski steber trajnostnega razvoja ocenjen kot najpomembnejÅ”i, sledi mu okoljski steber in nato socialni steber trajnostnega razvoja kot najmanj pomemben. Za resniÄno 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 ÄloveÅ”kih 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 priÅ”tevamo turizem, so zadeve Å”e nekoliko bolj zapletene, saj je uspeÅ”nost odvisna od direktnega zadovoljstva uporabnika storitve. V knjigi se prepletajo poglavja, vezana na podroÄje managementa, kot tudi bolj socioloÅ”ko in psiholoÅ”ko obarvane tematike. Tako knjigo priÄenjamo s poglavjem o vrednotah posameznika, iz katerih kasneje sledijo vrednote organizacije. Obe tematiki sta neloÄljivo povezani s preostalimi, saj predstavljata temelj delovanja posameznika in sleherne organizacije. Sledita poglavji o organizacijski kulturi in družbeni odgovornosti, ki izkazujeta tako imenovani Ā»modus operandiĀ« organizacije. Sledijo poglavja o kompetencah, vodenju in ocenjevanju delovne uspeÅ”nosti, ki govorijo o odnosu med posameznikom in organizacijo. Knjigo zakljuÄujejo 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 āāof the individual, from which the values āāof 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 prouÄuje razliÄne teorije zadovoljstva pri delu, prouÄevano aplicira na turistiÄne vodnike in spremljevalce, ki jih zaradi narave dela oznaÄi za zelo specifiÄno 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 tipiÄni dejavniki zadovoljstva, in ugotovi, da so za vodnike in spremljevalce najpomembnejÅ”i dejavniki: etiÄnost 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