Holiday representatives Essay Example for Free

Holiday representatives Essay I am a property rep this is a person that represents the tour operator when you are on holiday this could be for health reasons or quires and to sell excursions. The property rep has many roles and responsibilities the main focus is to look after the holidaymakers. The property rep is responsible for customers in a number of different hotels and apartments or villas in resorts. I am always on the frontline and I am always representing my tour operator. My job has a lot of work involved, for example we can easily get bad reputation from careless property reps, which gives us a bad image, and a tour operator gets a bad image to. As I have said I am on the frontline of my tour operator so I should always be on the right path and do my work to the best of my ability and show that my tour operator is good so that it can get repeat business. If we dont represent our tour operator in a good way people will stop using them, which will come back to us, and we will be viewed and our jobs will be on the line. I am on the frontline of customer service to our customers and it must be impeccable and of high standards this will give us both a good image and customers will be happy which makes my job more enjoyable. There are two types of customer service guests get the 1st one is at the travel agent and this is very important. The last one is with the property rep, which is the last contact the guests get with the tour operator and the last contact is one you remember more, so the better customer service the more repeat business and better competitive advantage.

Spider man Essay -- essays research papers

We all have heard of Spider Man. He was the average teenager until he was bitten by a radioactive spider. I like Spider Man but I believe there are a lot of things missing in his movies. The police and government are portrayed poorly, as to assisting Spider Man or lack there of. Spider Man goes about doing his own thing, outside of the law. He is something we can all relate to and I believe that is why a lot of people like him. Most people would say they want to be like Spider Man because of his cool super human powers. I believe it would be a lot of hard work, dedication, and a lot of responsibility. Think about this, you would have two lives to live as a completely different person. You would have to keep up good grades, make some money to live on, support your family in one life, then save people, fight crime, and kill villains in the other life. It would be way to overwhelming for me.   Ã‚  Ã‚  Ã‚  Ã‚  To fight crime, Peter needs a costume and a mask of some sort to hide his identity. He is a pretty good artist and draws his costume that he wants. Since Peter doesn’t have much money, he decides to make his own costume. My question is how Peter could possibly know how to make a spandex costume to fit him perfectly, and look awesome without any flaws? Just because he has super human powers doesn’t mean he can design and make a costume as perfect as his. I don’t think a lot of people take this into consideration. But if Peter had it made by a company of some sort, it would be fairly easy to trace and find who owns/ordered the costume. I think the creators knew about this, but didn’t know how to solve the problem so they just kind of skipped it. On the other hand, I like how the creators of Spider Man didn’t give him an endless budget, like Batman.   Ã‚  Ã‚  Ã‚  Ã‚  Bruce Wayne was a poor kid from a poor city. His family was killed and he decides to fight crime, similar to Spider Man. Only Batman, some how got extremely rich to own his own cave, custom Bat Mobile, and have some sweet gadgets. I don’t know a lot about Batman, but I know enough that money doesn’t grow on trees. Besides, even if he did get the money reasonably, there would be other flaws. For example, there is no way he built his car him self. He had to have had a body shop customize it. And if this were the case, it wouldn’t be too hard for Joker or someone to find out... ... his uncle would still be alive, and he would still have a best friend.   Ã‚  Ã‚  Ã‚  Ã‚  Throughout the movies Spider Man and Spider Man 2, Peter Parker struggles with his grades and jobs. I am currently in school, and have a part time job so I know that there is a lot of work to achieve. Peter Parker on the other hand, has my same situation, plus he has to try and save the entire City. I think that there is no way humanly possible to maintain good grades and keep his job when you have an alternate Super ego. You wouldn’t have the time to study unless you didn’t go to sleep and if you try and study and then sleep, you wouldn’t have enough time to save the city. It might work if you saved the city while you were studying, but multi tasking wouldn’t work very well while saving people’s lives.   Ã‚  Ã‚  Ã‚  Ã‚  In conclusion, Spider Man is a very unrealistic super hero. There is no way someone would put their family and friends in danger by being the city’s super hero. The police and government would surely have you arrested and/or killed for making unwarranted arrests. No matter how unrealistic Spider Man is, he is the most realistic of all the other heroes.

Intrinsic Motivation: Surefire Way to Win Over Downturn Essay

Though none opposes the fact that motivation is the real driving engine of every action, there is considerable differences among the theorists about its mechanism, especially when it comes to explore the possibility to bring out the best out in the employees of an organization, where one school of thought advocates for extrinsic motivation for instant solution and the other insists on capitalizing the long-term efficacy of intrinsic motivation. Under the present context of economic downturn, this issue is extremely important, as extrinsic motivation primarily involves money. Therefore, this paper explores the core elements of motivation and concepts of extrinsic and intrinsic rewards from relevant literature, before coming into its own conclusion. Core of Motivation The core of motivation contains three elements like Consciousness, Inverted Qualia and Absent Qualia. These three together create various mental states. Consciousness It has six major identifiable states like 1. State of awareness: When someone is aware of something (Rosenthal, 1986). 2. Qualitative states: Sensing something out of something like enjoying a meal or experiencing a pain. Such experiences are called â€Å"qualia†, and are regarded as â€Å"intrinsic, private, ineffable and nomadic features of experience, † (Dennet, 1990). 3. Phenomenal states: A state involving more than sensory qualia, covering spatial, temporal and conceptual organization of experiences about the world and the person’s inference about it. 4. What-it-is-like states: Associating a sense of experience with another. 5. Access consciousness: It’s like seeing a thing and ideating something and then deciding on something, where there may or may not be any relationship among the above-said three stages. 6. Narrative consciousness: This â€Å"stream of consciousness† contains a series of thoughts from the â€Å"perspective of an actual or merely virtual self† (Dennett, 1991). Inverted Qualia It refers to a personal package of intrinsic and intricate experiences, with which humans decipher various external signals and respond to them, where the nature of experience governs the nature of response. The difference in perception causes inverted qualia, as for example someone might like green tea and detest coffee for no unexplainable reasons. This trait has a strong connection with intrinsic motivation (Dennet, 1991) Absent Qualia The concept of absent qualia claims that functional duplicates of a creature would do the same. As for example, if Mr. X likes tea and dislikes coffee, then his absolute clone would also do the same, for which the clone would not need an intricate and intrinsic package of experiences (Dennet, 1991). This concept backs the idea of getting result through extrinsic reward – as for example, if Mr. X and Mr. Y do identical jobs under identical conditions, then if Mr. X feels satisfied with cash reward, Mr. Y would too follow the suit without a second thought! This study thus highlights two sets of hidden relationships, one, between inverted qualia and intrinsic motivation/rewards, and two, between absent qualia and extrinsic motivation/rewards. In any case, humans’ (apparently) involuntary association with rewards too has its routes in their perceptions, which maintain a master list of individual desires, and accordingly propel them to fulfill such desires. Put into an imaginary diagram, the mechanism of human mind can look somewhat like below: Mechanism of Motivation Motivating Tools From the organizational perspective, the ways and means to motivate the employees can be many. However, the common ones among them are, 1. Rewards 2. Retention 3. Morale 5. Job-enrichment 6. Reinforcement 1. Rewards System: Rewards or recognition system has a great bearing on the emotional plane of humans. † Every behavior comes out of ‘pain and gain’ principle†, says Khera (2004, p. 110). There can be many types of tangible gains like money, vacations or gifts, or they can be intangible, like recognition, appreciation, sense of achievement, growth, responsibility, sense of fulfillment, self-worth, etc. 2. Retention: It highly motivates the employees, as â€Å"Retention is critical to the long term health and success of the company† (Heathfield, 2008). 3. Morale: The elements like praise, love and faith can charge up anyone under any circumstance. 4. Job Enrichment: It relates to the in-house grooming of the employees to become an expert in the related field. 5. Reinforcement. By all means, it is a tool to control the employee behavior (Positive, 2000), which binds the company activities together. Other Factors Related to Motivation There are three other factors that can be instrumental to keep employees motivated, and they are: Job Satisfaction, Goal-setting and Performance appraisals. They are considered to be the self-boosters of the employees, and according to Murphy (2001), belief is a thought that causes the power of subconscious to be distributed into all phases of life. Motivation and Reward System Reward systems are created to fuel the employee cooperation, effort and overall satisfaction of all members of the company Cacioppe (1999). Other researchers like Hackman (1997) Shea and Guzzo (1987) too have endorsed this view, and suggested to align rewards with group activities. The basic parameter of the formulating a reward structure, however, is expected to apply the common logic like optimizing the ability of the workforce as a whole, though in practice it might go down to an individual, especially where the work patterns are not interdependent. This situation commands a quick review of the nature of intrinsic and extrinsic rewards. Intrinsic Rewards Deci (1975) says that intrinsic rewards evoke a sense of personal causation – i. e. , an inward mechanism serving as the guiding engine for the action, where its elements are usually intangible and working on the plane of one’s perception, where the journey is being enjoyed over the outcome. Extrinsic Rewards Extrinsic rewards are supposed to generate perceptions of external causation (Deci, 1975) by being mostly tangible in nature – a hike in salary or status, or material gains in other forms. However, researchers like Guzzo, (1979) defies any division in the reward system and considers it a single, usable tools to tweak the frequency of desired response of the employees towards a desired direction. Researchers like Hull (1943) and Skinner (1953) placed extrinsic reward as a direct link between stimulus and response, and their views include punishment as a stimulus too, besides subscribing to the power of stimulus. Reaction No matter how much Hull (1943) and Skinner (1953) wanted to establish extrinsic motivation as the best motivating tool to earn competitive advantage, extrinsic motivation carries a hidden cost besides the cost involved in its implementation. Researchers like Deci and Ryan (1985) used attribution theory and suggested that humans constantly reassess the reasons for their behaviors besides others. Before that, Lepper et al. (1973) had observed that reinforcement generates two effects for the management, like gaining control over activity or fastening the process; two, the backlash effect in absence of reinforcement. The example below would explain it better: A group or an individual gets a reward of x amount of money for a period y, where x+y=m, m being the increased rate of production. Before that, the situation was y=z where production was z. Now in the absence of reinforcement and with the influence of attribution theory, the situation would stand like y-x = n, where n < z. This clearly goes against the basic reason for motivating the employees, i. e. , to enhance the profit of the organization. â€Å"Engagement occurs when an employee connects emotionally with his work,† says Paul Glen (2007), and if one checks the mechanism of motivation, one gets convinced that extrinsic motivation cannot influence the employees to connect emotionally with their work, as it is guided by absent qualia, i. e. , a momentary and involuntary chase, where emotion has no role to play. On the other hand, the intrinsic motivation is guided by inverted qualia, i.  e. , conscious chase and that clearly takes along emotion in its journey and influence the human mind in no less than six ways. Conclusion The research and discussion above clearly shows that extrinsic motivation system can be a threat in disguise for the organizations especially under the present context of economic downturn, while intrinsic motivation can be the ideal solution under the same circumstance, where it can raise emotional attachment with the organization and inspire the employees to produce more for less. References Cacioppe, R. (1999). Using team-individual reward and recognition strategies to drive organizational success. Leadership and Organization Development Journal, 20(6), pp. 322-331. Deci, E. and Ryan, R. (1985) Intrinsic motivation and self-determination in human behaviour. New York: Plenum Press. Deci, E. L. (1975). Intrinsic motivation. New York: Plenum. Denett, D. C. (1990). Quining qualia†. In Mind and Cognition, W. Lycan (Ed. ), Oxford: Blackwell, 519-548. Dennett, D. C. (1991). Consciousness explained. Boston: Little, Brown and Company. Glen, P. (2007). You Can’t Outsource Retention. Computerworld, July 16, 2007. Guzzo, R. A. (1979). Types of rewards, cognitions, and work motivation. Academy of Management Review, 4(1), pp. 75-86. Hackman, J. R. (1997). Why teams don’t work. In R. S. Tindale, J. Edwards, & E. J. Posavac (Eds. ) Applications of theory and research on groups to social issues. New York: Plenum.

I Am Volunteering For The D.a.r.e Program - 900 Words

Throughout my life I’ve been involved with many activities within my community. From volunteering to serving mass at my local church to helping with the little kids at mustard seeds. Personally, my best involvement would be volunteering for the D.A.R.E program. The D.A.R.E program is a ten week program teaching the kids the dangers of drugs, tobacco, and alcohol. We learn how to make good decisions and how to handle with peer pressure. I started D.A.R.E camp when I was in 3rd grade. I was the youngest there, but I loved it. I started going because my father is a cop and he worked for the program. D.A.R.E camp is a three day camp. Its at our Jefferson Elementary school. Its for grades 4th-7th. I’ve been apart of the program for 6 years†¦show more content†¦The others will stay back for a little bit and play games. Every game they play is determined on how many points you get as a team. You would want to strive for a lot of points because at the end of camp the team with the most points wins first place. The second day, all the teams go swimming at the Delphos swimming pool. It’s kinda early in the morning so the water is usually cold, but we all get over it and go swimming anyways. Well most of us, I typically don’t because of how cold it is. But anyway at the pool we also play more games to earn more points. For example, we have categories: fastest swimmer, best trick, and biggest splash. Every team would compete in that. After everyone was finished we would get all of our stuff ready to walk back to the school. The last day of camp is always the best. Everyone would hop onto the busses and head on out to the kangaroo cave located in lima. All the teams would just go have fun and jump on the inflatables, and when that s over we would go back to the school to get our awards. Every youth leader and adult leader would get a prize including a gift card to buffalo wild wings and a car wash card. All the younger kids would have their names in a drawing and win other cool prizes. After everyone was done we would go outside. As were all waiting in suspense for the fire trucks to come. And when they did it was game on. Huge water fight between everyone involved with the camp. That wasShow MoreRelatedMy Passion Is Law Enforcement1905 Words   |  8 Pageslaw enforcement, I love watching the activity on â€Å"cops† getting criminals off the street. I first got into law enforcement as a kid, the D.A.R.E program in 5th grade inspired me, to help people to not do drugs. The TV show â€Å"copsâ₠¬  really got my attention of how much they do to help the community. When I watch â€Å"cops or CSI†, I get completely sucked into the show and enjoy learning how evidence is gathered, processed and presented in court. I love law enforcement not only because I enjoy watching cop