Responses To Questions Related To Tourism Essay Sample

Response 1: Compensation

The concept of compensation refers to financial returns and benefits given to employees in exchange for their labor (Odunlade, 2012). There are three forms of compensations – direct, indirect, and non-financial compensation (Hayes & Ninemeier, 2008). Direct compensation is the cash compensation given by employers to employees for the work they rendered (Osibanjo et al., 2014). On the other hand, indirect compensation is a form of benefit that possesses financial value, but not in the form of direct cash payment (Osibanjo et al., 2014). Non-financial compensation has no equivalent monetary value, but employees receive psychological and emotional satisfaction.
In consideration of my career, I would choose direct compensation. Direct compensation comes in the form of salaries, wages, commissions, and bonuses based on overtime, performances, as well as holiday premium (Osibanjo et al., 2014). With an excellent direct compensation package, I feel motivated to work harder. Ultimately, the primary reason people work is for them to obtain monetary pay that they can use to provide the basic needs of the family. While direct compensation is important, I also believe that indirect compensation is equally significant. As a tourism professional, my work entails travelling a lot. Indirect compensation includes meal allowance, housing allowance, utility allowance, car basic allowances, car loan benefits, and allowances for annual leave (Osibanjo et al., 2014). Foods, lodging, and other expenditures would be too costly if they will still have to come from my pocket. I believe that the same forms of compensation would be important to those I will directly manage. Like me, cash compensation will aid them in providing for their family and themselves. With indirect compensation, the company can be assured of employee retention and positive attitudes towards work.

Response 2: INSURANCE BENEFITS

Based on the study conducted by UCLA’s Williams Institute, people involved in same-sex relationships or even unmarried partners of opposite sex have the greater tendency to be uninsured compared to those who are married couples (Unmarried Equality, 2013). Marriage and domestic partnership offer different purposes for individuals coming from diverse situations. However, people, regardless of their situations, have the right to equal access to employment benefits and other insurance benefits.
I believe that offering benefits only to personnel or staff who are bonded by marriage would give room for issues such as inequality and discrimination. This is discriminatory in the sense that benefits consists a big part of the employees’ compensation. Offering health benefits for family members of one employee but not to the family members of another employee infringes the fundamental policy of equality in work compensation, and could be taken as discrimination on the grounds of gender, sex, sexual preference, as well as marital status. Moreover, the decision to marry a partner is a human right afforded to everyone. There are individuals who do not believe in the sanctity of marriage or are not believers of such union at all. Hence, they opt to live together as couples even in the absence of civil or marriage unions. Forcing people to marry just to enjoy the benefits that married couples do would only put them in a complex situation.
Even though domestic partnership is constantly linked to issues on homosexuality, and despite the fact that some registries and employers opt to put constraints to the meaning of domestic partner to couples with same sex, the reality that approximately 95% emp;oyers provide benefits for domestic partnership, make these benefits accessible and available even to married couples (Unmarried Equality, 2013).

Response 3: Compensation Resources Directed at a Targeted Category of Workers

According to Hayes and Ninemeier (2008), notwithstanding the components included in the employees’ compensation, these components must be communicated well to everyone in the company. The employees should be aware why and how exactly the compensation system was developed. Failure to inform the employees concerning how the program was formed, changes that are likely to be made and why changes have to be implemented will possibly result to employee dissatisfaction as well as conflict.
In a situation where certain compensation resources are allocated at a targeted category of workers such as those with young children, older employees must be well-informed the reasons for such decision. For me, the best thing to do is to arrange for a meeting to be attended by all employees. I will then communicate to the entire organization the rationale behind the decision to provide certain compensation resources to other employees. For instance, I would inform them that the compensation resources afforded to those with young children is the company’s way to help employees who are burdened by the looming costs of expenditures. While doing this, I will also consider other means to provide older employees extra compensation resources to eliminate conflicts, feelings of discrimination, and inequality. I believe that by letting employees understand the company’s decision, the company will be able to successfully achieve its employee retention goals.

References

Hayes, D., & Ninemeier, J. (2009). Human resources management in the hospitality industry. Hoboken, N.J.: John Wiley & Sons.
Odunlade, R. (2012). Managing Employee Compensation and Benefits for Job Satisfaction in Libraries and Information Centres in Nigeria. Library Philosophy And Practice. doi:ISSN 1522-0222
Osibanjo, O., Adeniji, A., Falola, H., & Heirsmac, P. (2014). Compensation packages: a strategic tool for employees’ performance and retention. Leonardo Journal Of Sciences, (25), 65-84. doi:ISSN 1583-0233
Unmarried Equality,. (2013). Domestic Partner Benefits F.A.Q. — Unmarried Equality. Unmarried.org. Retrieved 7 March 2015, from http://www.unmarried.org/domestic-partnership/benefits/faq/#importance