There will be many times when the Career Advise on How To Stand Alone is the only company you'll have. This situation will affect Blue and White Collar Employees alike, from board meetings to quick get togethers in the lunch room.

This advice is meant to encourage you to stand up for your convictions especially when you feel pressured from the mass. Here's how you can do it without losing credibility or fearing retribution.

There are four points to being able to stand alone and defend your position without appearing threatening or arguing;

· PARTNER: Find a Partner in the group, when the group has decided to do something you don't agree with, find a partner to help support you when you don't agree. What you hope to say is; "We don't agree that this is a good decision."

· APPEASE: Appease them, for example you might be able to tell them "Listen I like and respect you all, I just don't agree with this decision.

· REFOCUS: Redirect their Focus, share you decision with them and than redirect their attention immediately after. For example, "There's a chance you could be right, like that one time last year etc....."

· BOUNCE: In this situation you are going to turn the tables without defending yourself. Ask them why they feel this is a good decision, that's it. Make them defend their position, and than look for weakness in their decision.

Summary, there are many splinters to this type of situation but more often than not you will be able to disagree with your co-workers and still keep your friendship or at least a pleasant working relationship with them. Just let them know that you may not be alone with your disagreement and that you like them you just do not agree with their decision and that it may work for them like other decisions have in the past.

One final note NEVER ever defend yourself, that puts you in a week position instead state your position and explain what evidence you have for making that decision and only if necessary use these techniques when you need to Stand Alone in your decision.

Article Source: http://EzineArticles.com/?expert=Paul_Godines

Hotel representative job description

So, one gets excelled in his interview and he is offered a position as a hotel representative. Now what? This depends on whom he works for and which resort he is sent to. There are numerous tour operators who hold specific training courses in the resorts. Specific areas have the influx of new recruits each season and some of the people prefer to get trained in UK wherein the duration of the training is a week long course. Such courses of training are provided to the people who have been selected for the position of hotel representative. The course covers everything like how to deal with an unavoidable situation in the resort and how to present a welcome meeting in the resort.

Course description

The courses are very informative and are provided within the hours of the person joining the hotel, wherein he gets tremendous details on several issues. Within hours of his joining, he is taught the rules and ways to tackle any situation, after which he can start on his own. However, reps do no spend thirty minutes on their first hotel visits, couple of hours at the airport and rest in the free time by going for sun bathe and drink lots of alcohol. Hotel reps actually work for six days a week for months and months without any break. Some of the seasons they work are for continuous nine months on a stretch. There is no time at all for holidays. Further, under any serious issue like death of relative or such family related problem, the person can get holidays. There are some real duties of a hotel rep which can vary from resort to resort and there is a deciding factor which is during the airport arrival days. Some of the resorts have new arrivals per day and some have three airport days of arrival of the guests.

Duties of the hotel rep

An overseas hotel rep ensures that the guests in the resort are quite happy and are getting immense customer satisfaction. A rep schedules visits to each of the hotels that he is allotted and there is no one particular hotel which he has to work on. He has to cover more than one hotel and in some of the hotels the reps will have to cover at least twelve hotels that come under their jurisdiction. In each of the hotel, the tour operator has an information board and in this board the reps will provide and update his details during their tours to the particular hotel.

Myths on hotel reps

There are some myths on hotel reps which start to surface. It is more that meets the eyes. A hotel rep takes thirty minutes for taking information on particular hotel and covers total twelve hotels overall. The reps detail the times that they visit the particular hotel and one can see that the hotel rep covers thirty minutes for each of the hotels. If it's a quiet day, the rep can sit in the hotel reception and answer the questions of the holiday makers on the hotel or the resort. However, if there is any emergency in a specific hotel, the hotel rep can be called to a certain room to help a guest and this happens more frequently. One of the biggest complaints that a hotel rep receives is they were never in the hotel. The guests are in total wonder as to whom the hotel rep is and whether he can help them or not. In such cases, the hotel rep is always on a lookout to see that the guests are being given the utmost customer services and that they feel at home during their stay in a hotel.

Article Source: http://EzineArticles.com/?expert=Tobay_Dytham_Swifft

Breaking into the world of modeling is quite a challenge in today's competitive world. However there are some things you can do to not only improve your chances in finding a good agent but also to protect yourself when you find one. Finding an agent shouldn't be all about if they will accept you; you must be satisfied with them as well.

Below are a few tips to help you out:

Tip 1: Build a suitable portfolio- This is a very important step. Any agency you go too will want to see your portfolio. Setting up quality head shots will help them see you. Make sure they are taken with mild make-up and they are able to see your face clearly. It is important not to overdo them it will be hard for the agent to see the working template if there is too much or your face is hidden.

Tip 2: Be Persistent- This is important because there will be many "Rejections" in your search. You must understand that just because you are not suitable for one agent doesn't mean you are not perfect for the next. Keeping high spirits will make it easier to move to the next prospective agent.

Tip 3: Find an Agent You are Comfortable with- Learning to be confident in yourself and not settling is another important step. Find an agent you feel comfortable working with take your time and remember you are placing your career in their hands.

Tip 4: Make sure your Interests are Protected- Quite often when someone places a contract before us we are so excited we don't read it thoroughly. Be sure you take your time and don't rush into it. If you are not sure about the contract take it to a lawyer have them read it. If they are a good agent they will understand.

Take your modeling seriously and don't rush it. It will come just have the confidence and don't settle for what looks good!

Article Source: http://EzineArticles.com/?expert=Venus_Hurst

There are a variety of acceptable ways to write and structure a CV. Occasionally a potential employer will request that you structure your CV in a specific way when applying for a job, but this is very rare and so nine times out of ten you will have the opportunity to dictate the structure and content of your CV. This is a fantastic opportunity to have, because it gives you the freedom to structure your CV in such a way that you can maximise your strengths, and minimise your weaknesses.

Lots of people will make small tweaks and alterations to a standard CV format to ensure the style works for them. However, you should choose an appropriate standard CV format in the first instance, to ensure that all the necessary information is contained in your CV. There are four main standard CV formats for you to choose from;

- The Chronological CV
- The Functional CV
- The Hybrid CV
- The Structured Interview CV

Choosing the best CV format for you can help ensure you get that all important interview! Let’s start by looking at each format in turn:

The Chronological CV

The Chronological CV is the most commonly used CV format. It contains the following components, in the order stated;

- Personal Details
- Qualifications
- Professional development / training courses
- Employment history including employer, dates of employment, positions held and achievements

The Functional CV

The Functional CV focuses on skills and achievements as oppose to employment history and qualifications. It contains the following components, in the order stated;

- Personal Details
- Qualifications (in brief bullet points)
- Skills, Knowledge, attributes and abilities (approximately 5 skills are identified, with a paragraph on how the skills have been demonstrated in the past)
- Summary of employment history; a very basic list of positions held, employment dates and employer

The Hybrid CV

A combination of the Chronological and Functional CV formats; this is often the recommended format to use. It contains the following components, in the order stated;

- Personal Details
- Qualifications (in brief bullet points)
- Skills, Knowledge, attributes and abilities (1-2 paragraphs on key skills)
- Employment history including employer, dates of employment, positions held and achievements

The Structured Interview CV

In a Structured Interview CV a set of questions are set out, with full answers written in response to these questions. The answers reflect your skills, achievements and abilities. The Structured Interview CV contains the following components, in the order stated;

- Personal Details
- Qualifications (in brief bullet points)
- Training (just listed)
- Skills, Knowledge, attributes and abilities (approximately 5 questions are posed, with a paragraphed response against each; i.e. How does your experience in marketing match our role requirements?)
- Summary of employment history; a very basic list of positions held, employment dates and employer

Which CV format best suits your needs?

First of all you need to take a look at the company that you’re sending your CV to, and decide what type of CV format they are most likely to prefer. Creative companies tend to prefer a skills-based CV format; so the Hybrid CV or the Functional CV formats are likely to be well received. Alternatively, the public sector prefers a traditional, familiar layout, so the Chronological CV is generally preferred. By choosing a CV format that is instantly recognisable and preferred is a good way to score additional points with your potential future employer!

Secondly, you need to think about which CV format type highlights your strengths and minimises your weaknesses. If you are a solid candidate, with a strong academic background, up to date qualifications and a consistent career history, then the Chronological CV or the Hybrid CV will work well for you. If your weakness lies in your academic history or if you have had gaps / inconsistencies in your career history the Functional CV format or the Structured CV format will suit you best as it will minimise these weak areas.

And remember, no matter what CV format you choose, examples of your abilities and emphasised achievements is always a must!

Article Directory: http://www.articledashboard.com

If you are looking to learn how to write a proposal letter for employment/salary for free, one of the most dynamic systems for writing a powerful employment/salary letter is located at the official websites for Jimmy Sweeney. You may have heard of Jimmy Sweeney and his wonderful advice on getting freelance writing and proofreading jobs. Well, this man is in the business of advising people on how to land the perfect job, and there's no question about it that he knows his business well when it comes to writing a dynamic proposal letter for employment/salary.

Jimmy Sweeney's amazing instructions for cover letters can be gotten when you become registered at the Get Freelance Writing Jobs website, of which he is affiliated. Once you register at the site, you will receive periodic newsletters from Jimmy Sweeney about his amazing proposal letters for employment/salary, and many times he will offer his product to registered users of these two sites for a limited time for free. If you would like to buy Jimmy Sweeney's cover letter package, go to the website that is specifically designed to handle cover letter purchases of Jimmy Sweeney's amazing cover letters, at Amazing-cover-letters.com.

Employment and Career Decisions: Fulfilling Your God-Given Purpose will be the topic of a lecture scheduled at 10:30 a.m. March 4 at the Crowne Plaza Hotel, 2945 Northwest Expressway in Oklahoma City.

Martha Moffett, an attorney from Elsah, Ill., will be the speaker for the free Christian Science lecture.

Moffett is a graduate of Smith College and received her law degree from Boston University. She has been a trial lawyer with the U.S. Department of Justice and a special assistant U.S. attorney in Alexandria, Va.

While her husband was assigned to the Middle East for three years for The Christian Science Monitor, she was the staff attorney for the New York-based Lawyers Committee for Human Right in Jerusalem.

For those members who are new to the field, there is Special Librarianship as a Career: An SLA Information Kit. This kit contains a comprehensive booklet designed to look into the types of work and careers that are available to special librarians. It includes articles on preparation for a career as a special librarian, careers in special libraries today, and future activities of the special librarian. This title also contains an extensive bibliography of career planning books and videotapes, job hotlines, and career placement services. This kit may be purchased from our publications department at 1-202-234-4700, ext. 643 for $15 (member price or $20 for nonmembers) plus shipping and handling.

The Professional Development Department offers a "Career Advisory Service" in conjunction with the annual conference. This confidential service gives recent library school graduates and those in the process of changing their career courses a chance to discuss goals with an experienced information professional. To make your appointment you will need to fill out a form which can be found in the Preliminary Conference Program. The program is available by contacting SLA headquarters at 1-202-234-4700, ext. 627 or on our Web site at www.sla.org.

For those members who are searching for that perfect position, the Professional Development Department offers many excellent services. One service that we provide to our unemployed members is a resource guide tided, "Getting a Job: Tips and Techniques" available free of charge. This booklet will provide you with many valuable insights into finding a job. If you are currently unemployed and would like a copy, please call 1-202-234-4700, ext.627.

The Resume Evaluation Service is designed to help members produce a high quality, effective resume. This service is offered through Advanced Information Management (AIM) with a discount rate to SLA members. AIM offers three levels of critiques. Level I is a one page, written critique of your resume including formatting suggestions and a resume information packet containing articles on resume writing, sample resumes, and a cover letter guide. Level II is a one to two page, in-depth evaluation of your resume with formatting suggestions, a rough draft of a new resume, and information packet containing articles on resume writing, sample resumes and a cover letter guide. Level III has all of the elements for Level II plus a final, master copy of your resume based on your review of the draft and additional interaction with the evaluator. The price of this service varies by level. To take advantage of the service at the SLA member discount rate, call AIM at 1-415-965-7799.

SLA now has three ways that you can find out about available positions throughout the year. SpeciaLine is an employment service that is provided to members free of charge online and on our telephone bank. The online service began in November, and continues to grow. The SpeciaLine Online Job Search, located on the SLA Web page at www.sla.org, allows SLA members to search for available positions at their leisure, 24 hours a day. The attractive new interface makes it easy. Updated daily, each position on the online job search is current and available. For the password to this service call 1-202-234-4700, ext. 627. In addition, you can listen to a prerecorded message of employment opportunities by dialing 1-202-234-4700, ext. 1. Information Outlook also posts job openings in each issue.

The Employment Clearinghouse is a yearly service offered at SLA's annual conference. The Clearinghouse provides job-seekers and employers with an opportunity to exchange information and meet one another. For those who are unable to attend the conference, a compilation of job openings will be sold immediately after the conference. Employment Clearinghouse application forms are available in the Preliminary Conference Program.

Many forward-thinking employers are embracing the idea of a career center that provides ongoing resources, education and support as one of the best ways to keep their employees "employable," both within the corporation, and if necessary, outside it.

These employers are using career centers for career development as well as for career transition. By providing the site, staff and resources for employees to expand their skills and competencies, and focus on long-term growth, these career centers achieve a variety of goals: they reinforce the importance of a learning and development culture; they increase retention through enriched employee development and assessment services; they provide coaching support to highly motivated and qualified employees, managers and new hires; and they encourage employees to apply for internal positions.

PLANNING A CAREER CENTER

Setting up a successful career center takes more than just putting some desks in an empty conference room. The effort must begin with planning by a group made up of staff from the company and people who will run the center. Personnel should include representatives from plant engineering, human resources, accounting, telecommunications and information services, as well as a project coordinator. The center's staff should include a project coordinator, career center manager, lead consultant and job lead developer.

This group of planners must make decisions about a number of things: the number of centers needed, their locations, whether special identification will be required for center access, the hours of operation, and options to consider if the center must be moved at a later date. In addition, when an outside placement service is involved, the company must determine the quantity and type of workshops to be offered, the number of consultants to be provided, the makeup of the staff, and the client mix.

In setting the center's hours of operation, accommodate all work shifts. Guidelines and processes should be established to address issues such as how many resumes per week will be reproduced, turnaround time for regular word processing, and how to schedule counseling sessions or computer access. Operations are usually more efficient if children are not allowed in the center and spouses or significant others are invited only for special meetings and focus groups. A handout explaining those policies and the center's services should be given to each employee.

The center's personnel will need a mechanism for reporting progress in assisting individuals. This should include a daily attendance log, reports on individual counseling sessions, workshop activities, job development progress, monthly report outlines, candidate progress tracking forms and statistics.

BUILDING THE SETTING, STAFF AND RESOURCES

The goodwill generated by a career center can be significant, especially among employees who remain with the company after a downsizing. It's important for them to see their former colleagues treated well. Offering the career center services to down-sized employees can also help reduce potential legal actions, unemployment claims and negative external images.

The setting. Depending on the size of your company, a typical career center may be anywhere from 2,000 to 200,000 square feet. Experts recommend that the center be located off-site, but close enough to the company to allow both current and former employees to use the center without major inconvenience.

The center will need management and consultant offices, administrative and word processing space, a small conference room, a reception area, work stations, a break area and a job development center. The company must provide a budget for a library, bulletin boards, voice mail or answering machines, electronic databases and vending machines for coffee and snacks.

The staff. The first - and clearly most important - decision is selecting a detail-oriented person to manage the center. This individual must be capable of "influencing without authority," someone who can work well with the company, the career center staff and the employees using the center. It is important to note that each career center is different and that the planning and structure of a center is dependent upon the needs of the corporation's culture, the number of employees to be served and local conditions.

A typical center might have a staff of seven people, as well as consultants.

The resources. The library should house local newspapers, the New York Times, the Wall Street Journal, a variety of business and industry periodicals, business directories and phone books. There should also be a sufficient number of personal computers with appropriate software to allow employees to conduct database searches on a National Job Lead Bank.

Seminars can be conducted at the center in a workshop setting, usually with no more than 20 people in each group. Every person should have access to consultants who dispense advice on varied topics such as writing resumes, dressing properly and perfecting interview skills. Also provide access to financial planners, writing coaches and experts on how to start a business.