Sakun L

Sakun L

We conduct online training, business games, smart teambuilding for employee development Order ManGO digital training catalog! Games Order Free

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Many people think that business games are purely an HR tool, but they are not. A business game is a great way to learn teamwork within a project. You can gradually find a common language, learn the working methods of each participant and adapt to them, but business games help to do this faster and easier. It is business games for the company's employees that become the very impetus, after which the team begins to quickly remove obstacles on the way to achieving the goals of the project.

The goals and benefits of team business games

Team games can be used for various purposes:

  • Development of qualities and skills.
  • Strengthening communication skills.
  • Development of teamwork skills.
  • Formation of communication skills.
  • Strengthening shared decision-making ability, etc.

The choice of a team game depends on the needs for strengthening a particular skill.

Before you understand a problem, for example, the need to develop a particular skill in the process of a business game, you first need to identify this problem. Only after the problem is identified does the team have the opportunity to search for solutions and choose the most suitable one.

Even choosing the best solution involves understanding your own team, knowing its strengths. Any problem-solving exercises on their part are associated with identifying strengths, on the basis of which the skills of solving any problem are formed. If the exercises are played in a playful way, then the command at the same time:

  • Learns to identify their own strengths.
  • Forms problem solving skills.
  • Having a great time and having fun with colleagues.

This is why business games for company employees become a source of energy, discovery and the formation of useful skills.

The simplest business games that develop the ability to solve problems: examples and scenarios

CHAPTER COMPARATIVE ANALYSIS OF DIDACTIC TRAINING SYSTEMS FOR TOURISM SPECIALISTS IN DEVELOPED COUNTRIES OF THE WORLD

Analysis of the goals of training tourism specialists in the developed countries of the world

As the latest research in modern economic science shows, the tourism industry has been successfully developing over the past 30 years. To a large extent, tourism owes its success to the widest practice of using all kinds of innovations in its field. Figures and facts clearly show that such a development of tourism is expected in the near future. The tourism industry will develop as a linear function, however, the offshoots that occur from time to time in this industry will develop rapidly over several decades. Tourist enterprises, resorts and tourist regions, as well as public and state organizations responsible for the development of this sector of the economy should be aware that everything that happens in this industry does not mean that it will be so in the future. You cannot relax, resting on your laurels and watching how everything goes on as usual. Education and training for the tourism sector should take their rightful place in the usual system of educational institutions in order to meet the ever-increasing demand for the growing demand for professional personnel for this particular sector of the economy. As studies of the scientific aspect of this issue show, all these statements are not far from the truth.

Never, since the development of mass tourism began shortly after World War II, has the tourism industry been subject to such rapid changes as it is today.

Professionalism and extreme segmentation of demand, the intensive use of new technologies, environmental considerations and, in general, deeply rooted social, political and economic upheavals around the world have made some changes in the Ford paradigm of activism. The rules of the game in mass tourism are losing their argumentation: the once trodden path in other spheres of the economy, in the sphere of tourism, has led to a dead end. Government regulation and management of the tourism sector should be completely revised. In this context, we cannot fail to notice the framework within which the tourism sector has failed to meet the needs of its sector.

At the same time, it is clear that some companies and organizations have begun to create their own strategies to enter a new wave of competition in the tourism industry itself. However, this is extremely rare in education and training for this area. Tourism education is a "frontier fortress" [279].

This definition is meant when it is said that educational institutions and training initiatives in them, undertaken by some companies and government agencies, efforts are still more intuitive and inert than under the pressure of circumstances and the needs of this sector of the economy, both in the past and today.

The universal quality methodology that has evolved in the sector over the past decades, and which has already taken deep roots in the service sector, including tourism, is an exotic antique phenomenon in the world of tourism education. Indeed, the beginning of the development of the industrial era in many cases may be the most appropriate comparison of the state of affairs in the field of education, where there is an attitude: “The main thing is to produce (in this case, this is education), the buyer (in our case, it is the recipient and the employer) will still buy ". The actual needs of the consumer at this stage play a minor role: "You can buy any vehicle that Ford offers, model T and always black" [284].

Still, it is becoming more and more obvious that the future of the tourism industry as a whole will depend more on the human factor than on technology. In a world where knowledge is perhaps the only true value of the production process, we need to determine not only the question of "how much" and the question of "what", "when" and "where", but also how we need to do it. We will try to shed light on the first three questions (what - where - when) in tourism. We are convinced that education and training of specialists in this area will help make this sector of the economy more competitive, that is, cost-effective with sustainable development. In order to achieve this, it is necessary to pay maximum attention and respect to the true needs of human capital, both in the industry itself and in government structures, which will mean offering quality. In order to achieve this goal, you need to economically manage your resources, that is, efficiently.

The World Tourism Organization (WTO) has developed the Tourism Education Quality (TEDEQAL) methodology in order to achieve some free form of standardization in assessing the results in the training of tourism professionals around the world.

The main goal of this project is to identify the existing gaps between the needs/expectations of entrepreneurs and professionals in tourism and the results to which modern curricula, programs and systems of education in higher education institutions around the world lead. Moreover, these gaps need to be transferred to the tourism professions map, which will create some model that reflects the complexity of the sector and its human resource needs, both qualitatively and quantitatively. This map must include at least the following measurements:

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