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Fuster, Melissa, Enrique Pouget, Eddie Nelson Sakowitz, Kayla Halvey, Krishnendu Ray, Brian Elbel, Margaret Handley, and Terry T.-K. Huang. "Examining Community Restaurant Nutrition Environments for Cardiovascular Health: An Assessment of Hispanic Caribbean Restaurants in New York City." Current Developments in Nutrition 4, Supplement_2 (May 29, 2020): 184. http://dx.doi.org/10.1093/cdn/nzaa043_035.
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Abstract Objectives Examine the nutrition environment in Hispanic Caribbean (HC) restaurants, and identify restaurant-level factors associated with healthier nutrition restaurant environments. Methods We adapted the Nutrition Environment Measure Survey for Restaurants (NEMS-R) to HC cuisines and applied the instrument (NEMS-HCR) to a random sample of Cuban, Puerto Rican, and Dominican restaurants in New York City (n = 89). Descriptive and regression analysis examined the associations between the NEMS-HCR score and restaurant characteristics (HC cuisine, restaurant type, and midpoint price). Results No restaurant offered dishes labeled as healthy and almost none (2%) offered whole grains or fruit. Half of the restaurants (52%) had menus with a large proportion (>75%) of nonfried (NF) main dishes and three-quarters (76%) offered at least one vegetarian option. The most common environmental facilitator to healthy eating was offering reduced portion sizes (21%) and the most common barrier was having salt shakers on tables (40%). NEMS-HCR scores (100-point scale) ranged from 24.1–55.2 (mean = 39.7). Scores varied by cuisine and size category, but not by restaurant type (sit-down vs fast casual). Puerto Rican restaurants had the lowest mean score, compared with Dominican and Cuban restaurants (33.7 ± 6.8, 39.6 ± 6.4, 43.3 ± 6.9, respectively, P < 0.001). Small restaurants (<22 seats) had significantly lowest scores, compared with large and medium sized (36.7 ± 7.1, 41.3 ± 7.2, 41.6 ± 6.1, respectively, P < 0.05). Multivariate regression indicated that HC cuisine, restaurant size, and price were significantly associated with the score (P < 0.05). Price was found to have a significant quadratic association, where lower scores were found among lower and higher priced restaurants. Conclusions HC communities present more dietary risk factors than other Hispanic groups. Our study is the first to adapt and apply the NEMS-R to HC restaurants. Restaurants are increasingly important daily sources of food. As interventions targeting individual behavior change have shown limited impact, restaurants represent an important environmental target for health promotion. The assessment showed areas for potential improvements in food offerings and environmental cues to encourage healthful choices in HC restaurants. Funding Sources CUNY PSC Award and NIH/NHLBI Career Development Award (K01).
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Weintraub, J. "The Restaurants of Paris." Gastronomica 14, no. 1 (2014): 33–43. http://dx.doi.org/10.1525/gfc.2014.14.1.33.
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A brief introduction summarizing the author's professional career and his literary style and procedure precedes this annotated translation of the chapter “The Restaurants of Paris” from Eugène Briffault's 1846 text, Paris à table. Along with an historical discussion and a look back at the glorious days of the Empire's establishments, the chapter examines the specialties, the décor, and the patrons of the grand restaurants of the author's time and before. Looking at the changing restaurant scene since the fall of Napoleon, Briffault criticizes, in particular, the contemporary preference for the opulence of the surroundings over the quality of the food. Along with several anecdotes about specific meals and peculiar characters, he also observes restaurant owners and their staffs, with particular regard to the skills and temperament of the Parisian waiter. Briffault considers such celebrated restaurants as the Cadran bleu, Rocher de Cancale, and Chez Véry—restaurants famous for their cuisine, the lively crowds, and the novelists (along with many of their characters) who dined there. But he does not ignore the role of the mid-range restaurants and bourgeois tables, and he descends as well into the lower depths, visiting the eateries catering to workers and the students on the Left Bank, the gargotes, the tapis francs, the prix fixes, the Flicoteaus and Rougets.
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Altaf, Unaiza, Dr Kamleshwer Lohana, and Dr Arifa Bano Talpur. "Socioeconomic Impact of Covid19 on Middle-Income Level Employee’s Behaviour: An Explorative Study on Restaurants of Hyderabad, Sindh." Journal of Social Responsibility,Tourism and Hospitality, no. 26 (October 13, 2022): 1–9. http://dx.doi.org/10.55529/jsrth.26.1.9.
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In early 2020 a disease named Coronavirus (COVID-19), has affected the pattern of living and working, and thus has impacted the industrial sectors and organizations worldwide has created changes in working patterns, and has affected employees. Different organizations have adopted new working ways like working from home and teleworking. The research is conducted to examine hurdles created by the global coronavirus pandemic on hotel employees’ This paper reports the exploration and examines the fear of coronavirus disease 2019 (COVID-19) on workers of restaurants about their families, career issues, behavioural changes, job insecurities, career optimism issues among working restaurant employees related to their mental health between those who are individuals employed in the prior time of covid 19 among the restaurant sectors in Hyderabad, Sindh. The findings have been gathered after analyzing qualitative data obtained through in-depth interviews and observations from the respondents. The respondents were affiliated with the hospitality industry and mostly served as waiters in restaurants. The gathered responses revealed that Covid-19 lockdown measures in the city of Hyderabad disproportionately affected the employees of restaurants on many levels. Among financial constraints, health and social vulnerabilities impacted their day-to-day life. The further burden was loaded upon them by job insecurity, temporary unemployment, career switches, and work-life imbalances. The questionnaire developed to address the objectives of this research was mainly categorized into three themes. The three themes are career hurdles, economic challenges, and psychological and behavioral change. The following segment of the report will primarily represent and elaborate on the gathered responses in relation to the four themes.
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Murphy, Sarah, Mary L'Abbé, Kacie Dickinson, and Mary Scourboutakos. "Results of Applying the Canadian Proposed Front-Of-Pack Labelling Regulations to Chain Restaurant Menu Items." Current Developments in Nutrition 4, Supplement_2 (May 29, 2020): 724. http://dx.doi.org/10.1093/cdn/nzaa051_021.
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Abstract Objectives Restaurants are subject to far less regulation than packaged foods when it comes to disclosing nutritional information. However, this sector is increasingly prominent in consumer's food purchasing and consumption habits. Health Canada is developing new front-of-package (FOP) warning labels for packaged food and beverage products, which if applied to restaurant foods could help consumers avoid foods high in nutrients of public health concern. The objective of this study was therefore to assess the proportion of menu items that would be required to carry FOP symbols if they were applied to the restaurant sector. Methods Nutrient data for food and beverage menu items (n = 10,950) were collected from the websites of restaurants with ≥20 Canadian outlets in 2016. Each item was assessed according to Health Canada's FOP thresholds for saturated fat, sodium, and sugar to determine eligibility for each warning symbol if the regulations were extended to restaurant foods. Results Of all eligible menu items, 79% would require ≥1 FOP symbol and 48% would require ≥2. In terms of nutrients, ≥47% of all items would require a sodium or saturated fat warning. 79% of all beverages and desserts would require a sugar warning. When distinguishing between types of restaurants, proportions from fast-food and sit-down establishments were similar overall, but varied by category. Conclusions The majority of menu items are high in nutrients of public health concern, thus there is an urgent need for regulations that apply to both packaged and restaurant items to improve their nutritional quality and assist consumers in making healthier choices when eating out. Such warning labels could also stimulate product reformulation and the introduction of healthier choices by the restaurant sector. Funding Sources This research was supported by a CIHR Project Operating Grant. KMD was supported by an Endeavour Research Fellowship and a Foundation for High Blood Pressure Research Early Career Transition Grant.
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Eren, Serdar, and Osman Güldemir. "Factors affecting the success of internationally awarded Turkish chefs." Journal of Human Sciences 14, no. 3 (July 14, 2017): 2409. http://dx.doi.org/10.14687/jhs.v14i3.4655.
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IntroductionOver the past few decades restaurant business has boomed in Turkey. New styles and techniques are implemented to cuisine and chefs became more equipped in terms of skills and knowledge. However, there is a lack of a number of awarded Turkish chefs known in the international arena. Purpose:This paper tries to identify the operational and cultural factors related to the absence of Turkish chefs and restaurants in the culinary world. The importance of this research is to analyze the reasons behind the success of Turkish award-winning chefs to help the young willing Turkish chefs throughout their career success paths to International Arena.Method and material: Semi-structured interviews are conducted with the award-winning Turkish chefs. The data gathered from the interviews are analyzed through the categorization of the factors previously found from the literature. Findings are discussed in this manner.Results and Discussion:Chefs’ philosophies which shape the concepts of their restaurants is the most important factor for success, the philosophy also triggers the creativity and innovation. Selection of products and employee in terms of the availability, quality, and sustainability is another important factor. Most of the chefs are having a struggle in costs and pricing since this factor mostly relies on the cultural profile of the customers.
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Lee, Jae-Kyou, Ki-Hoon Shim, and Kyung-Min Ryoo. "The effect of cooking career on self-esteem, psychological stability, and interpersonal relationships in restaurants." International Journal of Tourism and Hospitality Research 34, no. 5 (May 31, 2020): 139–54. http://dx.doi.org/10.21298/ijthr.2020.5.34.5.139.
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Borkenhagen, Chad, and John Levi Martin. "Status and Career Mobility in Organizational Fields: Chefs and Restaurants in the United States, 1990–2013." Social Forces 97, no. 1 (April 4, 2018): 1–26. http://dx.doi.org/10.1093/sf/soy024.
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Khorakian, Alireza, Anahita Baregheh, Ghasem Eslami, Narjes Yazdani, Yaghoob Maharati, and Mostafa Jahangir. "Creativity and paternalistic leadership in a developing country's restaurants: The role of job embeddedness and career stage." International Journal of Tourism Research 23, no. 4 (January 15, 2021): 677–89. http://dx.doi.org/10.1002/jtr.2434.
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Garasymliuk, Mariia, and Olga Datsiv. "WAYS TO INCREASE THE EFFICIENCY OF PERSONNEL MANAGEMENT OF THE RESTAURANT ENTERPRISE." HERALD OF KHMELNYTSKYI NATIONAL UNIVERSITY 298, no. 5 Part 1 (October 4, 2021): 47–51. http://dx.doi.org/10.31891/2307-5740-2021-298-5(1)-8.
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The article is devoted to outlining ways to improve the personnel management system in the field of corporate development of restaurant enterprises, which includes the introduction of innovative technologies of restaurant service, employee training programs to grow professional competencies and personal psychological characteristics, career advancement for the best employees. It is determined that the basic principle of personnel management in restaurants is systemic, so the search for ways to improve management should include consideration of this process as a holistic system, taking into account the relationships between its elements. It is offered to pay special attention to management of processes of communication of the personnel with clients, development of adequate professional behavior in conflict situations. It is proposed to take into account the requirements for staff from the standpoint of consumers, which provide speed and high quality service and the appropriate level of communication, from the standpoint of owners – competencies and knowledge, personal qualities and consumer-oriented behavior, from the standpoint of staff – skills, abilities and motivation. Motivational programs are proposed to focus on the formation of employees’ desire to acquire new knowledge and acquire new skills. To increase the efficiency of personnel management, it is proposed to develop strategies for personnel development and differentiate by strategic and tactical goals. It is proposed to introduce a system of key performance indicators for control in terms of tactical and strategic plans for staff development and the establishment of intermediate control with control points of assessment. It is proposed to evaluate the performance of each category of employees within their functional responsibilities, as well as indicators of staff development of the enterprise as a whole. It is proposed to include qualification, personal, competence and value characteristics, efficiency of activity, reserves of growth of production and social efficiency in the assessment of the efficiency of personnel management of restaurant enterprises. Further research should focus on the study of customer management of restaurant staff.
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Sandoval-Strausz, A. K. "Travelers, Strangers, and Jim Crow: Law, Public Accommodations, and Civil Rights in America." Law and History Review 23, no. 1 (2005): 53–94. http://dx.doi.org/10.1017/s0738248000000055.
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Public accommodations—hotels, trains, restaurants, steamboats, theaters, buses, motels, and the like—were for more than a century located at the epicenter of legal and political struggles for racial equality. From the age of Reconstruction to the civil rights movement of the mid-twentieth century, civil rights in public places stood alongside voting rights, school integration, and equal opportunity in employment and housing as conditions that black people and their allies claimed as necessary attributes of a just society. The Civil Rights Act of 1875 and the Supreme Court rulings in theCivil Rights Casesand especially inPlessy v. Fergusonwere critical episodes in the career of Jim Crow in the nineteenth century, followed in the twentieth by the Montgomery bus boycott, the sit-ins, the Freedom Rides, and the Civil Rights Act of 1964.
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McPhail, Ruth, Anoop Patiar, Carmel Herington, Peter Creed, and Michael Davidson. "Development and initial validation of a hospitality employees’ job satisfaction index." International Journal of Contemporary Hospitality Management 27, no. 8 (November 9, 2015): 1814–38. http://dx.doi.org/10.1108/ijchm-03-2014-0132.
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Purpose – The purpose of this study was to develop and validate a self-reporting tool: the hospitality employee’ satisfaction index. Design/methodology/approach – The 15-item instrument presented in this study was developed through an examination of the extant literature and seven focus groups representing the hospitality industry. The instrument was piloted online with 1,000 hospitality employees, refined and then distributed online to 9,000 hospitality employees. Findings – Factor analysis extracted three factors (career advancement, control and variety and relationships), and reliability analysis (Cronbach’s alpha) indicated high internal consistency. A stepwise multiple regression revealed that the control and variety factor related most strongly to overall job satisfaction, followed by relationships and career advancement factors, confirming that in the context of the hospitality industry, these factors were important in the measurement of job satisfaction. Control and variety was significantly related to the intention to stay in the job, and career advancement and control and variety were related to the intention to stay in the hospitality industry. Research limitations/implications – The data were gathered in Australia and were tested nationally to support the robustness of the instrument. Therefore, the hospitality industry can use this instrument as a generic index to evaluate the job satisfaction levels of employees. Originality/value – This specifically designed hospitality job satisfaction instrument can be used to evaluate the job satisfaction of employees at all levels and can be used in the development of a benchmark. This index is the first of its kind to be tested in the broader hospitality context, including accommodation, restaurants, coffee shops, fast food, clubs, hotels, convention, sporting venues, catering and institutional catering.
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Cajander, Niko, and Arto Reiman. "High performance work practices and well-being at restaurant work." European Journal of Tourism, Hospitality and Recreation 9, no. 1 (May 1, 2019): 38–48. http://dx.doi.org/10.2478/ejthr-2019-0005.
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AbstractThis study focuses on human resource management (HRM) and high performance work practices in small restaurants. Empirical material is collected through interviews aimed at individuals working in the restaurant industry. In the first phase of this study in 2010, ten employees were interviewed, and in the second phase in 2018, five of them were re-interviewed. In 2010, the interviewees were working as employees in a restaurant where well-being was constantly challenged during work. During the second round of interviews in 2018, the interviewees had continued their careers in the sector and worked in five different restaurants. The findings indicate the signs of rapid change within the specific restaurant studied and provide insights into managing well-being at work in the restaurant industry as a whole – an industry that is constantly facing new types of challenges related to new working modes. Findings indicate that well-being at work is a holistic combination of individual and work-level activities; thus, a comprehensive approach to HRM is required.
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Saah, Farrukh Ishaque, Hubert Amu, and Kwaku Kissah-Korsah. "Prevalence and predictors of work-related depression, anxiety, and stress among waiters: A cross-sectional study in upscale restaurants." PLOS ONE 16, no. 4 (April 15, 2021): e0249597. http://dx.doi.org/10.1371/journal.pone.0249597.
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Background Poor mental health often interrupts people’s regular activities making them unable to work effectively resulting in poor performance and high turnover intention. We examined the prevalence and predictors of depression, anxiety and stress among waiters in upscale restaurants. Methods This descriptive cross-sectional study involved 384 waiters in upscale restaurants in the Accra Metropolis. Data were collected using a pre-tested questionnaire which embedded DASS-21 (Cronbach Alpha = 0.815). The analysis included descriptive and inferential statistics using STATA 15. Statistical significance was set at p-value <0.05 at 95% confidence interval. Results The prevalence of depression was 38.3%, while anxiety and stress were 52.3% and 34.4% respectively. Females (AOR = 1.69, 95%CI = 1.02–2.79), waiters who foresee a better remuneration (AOR = 3.09, 95%CI = 1.95–4.87), consume caffeine (AOR = 1.44, 95%CI = 0.90–2.32), and use non-prescription drugs (AOR = 2.22, 95%CI = 1.39–3.55) were more likely to have depression. Females (AOR = 1.86, 95%CI = 1.17–2.96), those who foresee better remuneration (AOR = 2.85, 95%CI = 1.82–4.49), and those who use non-prescription drugs (AOR = 2.13, 95%CI = 1.38–3.28) were more likely to have anxiety. Females (AOR = 1.74, 95%CI = 1.01–2.99), waiters who are positive of career success (AOR = 1.70, 95%CI = 0.99–2.91), who foresee better remuneration (AOR = 2.99, 95%CI = 1.85–4.83), consume caffeine (AOR = 1.54, 95%CI = 0.93–2.54), and who use non-prescription drugs (AOR = 3.16, 95%CI = 1.93–5.17) were more likely to be stressed. Conclusion There is a high prevalence of poor mental health among waiters. Urgent intervention by hospitality stakeholders is needed to improve their working conditions and psychosocial health to accelerate progress towards the Sustainable Development Goal of promoting mental health and wellbeing.
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Kim, Jihee, and Lana Chung. "Comparative Analysis of Degrees of Importance and Performance Related to Culinary Education among Career-Interrupted Women and Employers of Korean Food Restaurants." Korean Journal of Food and Cookery Science 35, no. 05 (October 31, 2019): 527–38. http://dx.doi.org/10.9724/kfcs.2019.35.5.527.
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Zainol, Noorliza, Dahlan Dahlan Abdullah, Abdul Rahman Ahmad Rozali, Khairil Anuar Bahari, and Saiful Bahri Mohd Kamal. "Issues on Job Mobility in Restaurant Industry: Study on Salary, Work Environment and Promotions." Jurnal Intelek 15, no. 2 (July 28, 2020): 174–84. http://dx.doi.org/10.24191/ji.v15i2.352.
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Employees are known as an asset to an organization where success or failure of an organizational’ as determinant closely to them. According to the Department of Statistics Malaysia (2017), there are 891,616 employees working in restaurants in the year 2015. The Statistic also shows that staff mobility drastically increases every year and this scenario has been debated among hospitality players. The focus of this study is to discern about issues of job mobility that occur in the restaurant industry in related to salary, working environment and promotion. The objective are: a) to identify issues in job mobility among workers and b) to investigate whether salary, working environment and promotion become a factor of job mobility among employees. This study used a quantitative method and a distribution of 450 sets of the questionnaire to the target respondent of employees at casual dining restaurants around George Town, Pulau Pinang. Only 385 questionnaires we able to use for this study, as the rest was not completed. Results showed that salaries, work environment and promotion were closely related to the intention of people to pursue their careers in the restaurant industry.
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Zolotov, A. S. "In the city of Lorenz Beler." N.N. Priorov Journal of Traumatology and Orthopedics 9, no. 2 (February 2, 2022): 91–92. http://dx.doi.org/10.17816/vto99831.
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I was lucky - I won a grant from the Soros Foundation for an internship in traumatology at the Austrian Hospital in Vienna. The Trauma Clinic, which consists of four 30-bed departments, is located in a huge general hospital, which can be compared to a city. On the ground floor of this "city" there are cafes, restaurants, a hairdresser, a bank, a currency exchange office, a post office, a library for employees, a library for patients, three churches (for Christians, Jews and Muslims), various shops, etc. You can live in this city for weeks, without going anywhere and without feeling the need for anything. I did not see only pharmacy kiosks. Probably they are not needed if the hospital has everything. Even "Canadian" crutches are given to all victims for free. And there are a lot of patients with injuries (together with outpatients) - up to 200 per day. Fresh fractures try to operate in the first hours after the injury. All operations on the bones are accompanied by control with the help of an image intensifier from Siemens. Any type of osteosynthesis tends to be performed through small incisions. External fixation devices are widely used, including Ilizarov devices. In general, to the name of our brilliant compatriot G.I. Ilizarov are treated with great respect. The clinic staff is multinational. The leader is Professor Vilmos Vechey, originally from Hungary. Before the tragic events of 1956 in Budapest, he wore a red tie and managed to be a pioneer. Then he emigrated with his parents to Austria, where he made a brilliant career. There are doctors from Iran, India, Ukraine on the staff.
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Ward, Michael. "Corona, command and capitalism." Emerald Emerging Markets Case Studies 10, no. 3 (July 25, 2020): 1–8. http://dx.doi.org/10.1108/eemcs-05-2020-0155.
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Learning outcomes The case presents a lot of information, directly and via references and Web-based links, about the economic consequences of the virus. Several themes are evident: As an opening theory-base, the decades-long stakeholder versus shareholder debate is invoked – but does this extend beyond “stakeholders” to the “public good”? There are contexts (generally wars) in which governments are empowered to instruct private companies to engage in the public good – but how far should/must they voluntarily go? The underlying macro-economic issue is: where will we get the capital? Central banks have not recovered from the 2008 global financial crisis and have limited “ammunition” to address the anticipated economic problems introduced by the virus. The case presents data on selected financial metrics (interest rates, debt levels, risk pricing, etc.) and outlines the conventional stimulatory steps used: lowering short-term rates (monetary policy) and investment in assets (fiscal policy) and the less-conventional Quantitative Easing “QE”. Case overview/synopsis The coronavirus appears to herald a devastating blow to lives and to the world economy – its impact is yet unknown, but likely to be comparable to war and pestilence of biblical proportion. This case focuses on the possible economic trajectories as a consequence of the virus, with emphasis on bailing-out (restructuring) struggling companies and restoring jobs. Within the framework of a world desperately in need of capital, it raises questions about accountability and responsibility. Should retrenched workers in restaurants, banks and airlines feel the consequences of their poor career choices? Must shareholders (read pensioners) shoulder losses to support the public good? Ought governments bail-out whole industries – using tax-payer money? Or do we allow central banks to conjure-up billions and hope for the best? The case does not attempt to provide answers to these questions but presents several vignettes and offers a context in which participants can debate the merits of these problems. Complexity academic level MBA and Exec-ed. Supplementary materials Teaching Notes are available for educators only. Subject code CSS: 1 Accounting and Finance.
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Lee, Seon-Kyung, and Hyun-Cheol Lim. "The Effects of the Characteristics of Restaurant Startup Education on Entrepreneurial Efficacy and Entrepreneurial Intention in Career-Interrupted Women." Foodservice Management Society of Korea 25, no. 3 (June 30, 2022): 33–53. http://dx.doi.org/10.47584/jfm.2022.25.3.33.
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This study was based on how the characteristics of restaurant startup education affected entrepreneurial efficacy and intention in career-interrupted women. The research was conducted from Feb 1 to 28, 2022 in Daegu and Gyeongbuk Province. Of 283 valid copies were finally analyzed. The results of this study can be summarized as follows: First, as for the association between the characteristics of restaurant startup education and entrepreneurial efficacy, restaurant startup educators' education techniques and learning assistance systems significantly positively affected the dependent variable of entrepreneurial efficacy. Second, as for the association between the characteristics of restaurant startup education and entrepreneurial intention, restaurant startup educators' education techniques, startup education facilities, and learning assistance systems significantly positively affected the dependent variable of entrepreneurial intention. Third, entrepreneurial efficacy significantly positively affected entrepreneurial intention.
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Nyberg, Anita. "Hemnära marknadstjänster - kvinnornas befriare?" Tidskrift för genusvetenskap 20, no. 3 (June 16, 2022): 31–48. http://dx.doi.org/10.55870/tgv.v20i3.4450.
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In Sweden — as in other European countries - the question of tax deduction of domestic services is being discussed. The argument is that the high taxes in Sweden hinder the growth of a märket for domestic services. By introducing tax deductions prices would be lowered and the demand for such services would increase. This would in turn enhance employment and transform "black märket work" into regular employment. It would also further gender equality since women who could buy domestic services would spend less time performing household work and more on paid work or a career. However, in all countries domestic services are usually performed outside the regular terms of employment, i.e. neither taxes nor social security is paid. This is true whether taxes are high as for example in Germany or low as in the U.S. But the people doing this kind of work probably differ between countries. In Germany it is common that "housewives" do domestic work for pay in other peoples' homes and in the U.S. such work is often done by unregistered immigrants. The number of unregistered immigrants performing domestic work is probably growing in European countries. The large märket for domestic services in Germany can not be seen as a sign of a high degree of gender equality, but rather the reverse. Since there have been limited employment opportunities for women on the regular labour märket, domestic work outside the regular labour märket has provided an alternative. In the U.S. a märket for domestic services is presumably a result of big income differences in general. Women in high-income households can employ a person in their home at a very low wage. But in the very top positions in the private sector there are hardly any women in the U.S. as in Sweden. It is possible however, that there is a greater proportion of women managers in the private sector on lower levels in the U.S. than in Sweden. The reason is not necessarily that there are more female managers in general in the U.S. than in Sweden, but rather that the work women do - for example in hospitals - in the U.S. is done in the private sector and in Sweden in the public sector. Tax deductions have been introduced in several European countries. However, besides France, this has had very little effect on employment and black märket labour. In France subsidies have transformed black märket jobs into regular employment, which means that these employees have become part of the social security system. But it also means that high-income groups are subsidised and the costs have been high for the taxpayers. The subsidies were lowered in 1998. In Sweden the black märket for domestic services is probably quite small compared to many other countries, but it is growing. One current proposal is tax deduction of domestic services performed in the home, another is also tax deductions of services provided outside the home such as restaurants, dry cleaners, etc. This second proposal would mean that not only people with high incomes, but also those with quite low incomes could benefit, since most people for example at least some times eat in a restaurant. However, it is debatable whether this is the best way to transform black märket jobs into regular employment, to further employment or gender equality.
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Huo, Meng-Long, Zhou Jiang, Zhiming Cheng, and Adrian Wilkinson. "Restaurant employees' attitudinal reactions to social distancing difficulties: a multi-wave study." Journal of Service Theory and Practice 32, no. 2 (February 10, 2022): 302–22. http://dx.doi.org/10.1108/jstp-08-2021-0180.
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PurposeGrounded in the job demands–resources (JD-R) theory, this study investigates how the difficulty in social distancing at work, resulting from the COVID-19 crisis, may lead to intention to quit and career regret and how and when these effects may be attenuated.Design/methodology/approachThree-wave survey data were collected from 223 frontline service workers in a large restaurant company during the COVID-19 crisis.FindingsThe results show that difficulty in social distancing reduced employees' work engagement, and consequently, increased their turnover intention and career regret. These relationships were moderated by external employability, such that the influence of difficulty in social distancing weakened as external employability increased.Originality/valueSocial distancing measures have been applied across the globe to minimize transmission of COVID-19. However, such measures create a new job demand for service workers who find it difficult to practice social distancing due to the high contact intensity of service delivery. This study identified personal resources that help service workers cope with the demand triggered by COVID-19.
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Oni, Emmanuel O., J. J. Adefila, and Abdulwaheed Dauda. "Small and Medium Scale Business ( Restaurant ) : A Career Opportunity for Nigerian Youths." Oman Chapter of Arabian Journal of Business and Management Review 1, no. 10 (May 2012): 28–44. http://dx.doi.org/10.12816/0002186.
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Houtz, Cynthia J., Elizabeth A. Fox, Dayton Young Roberts, and Lynn Huffman. "Career-related psychological preferences of dietetic and restaurant/hotel and institution management students." Journal of the American Dietetic Association 90, no. 1 (January 1990): 104–6. http://dx.doi.org/10.1016/s0002-8223(21)01475-9.
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Shaikh, Abdul Rehman, and Asad Ali Qazi. "New branch establishment – Keerthar Food Restaurant." Emerald Emerging Markets Case Studies 10, no. 2 (April 10, 2020): 1–20. http://dx.doi.org/10.1108/eemcs-05-2019-0140.
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Learning outcomes The learning outcomes are as follows: to understand and develop the framework for the selection of location; to understand the resource-based theory (RBT) of entrepreneurship and develop the framework for RBT; to project a firm’s growth path in terms of achieving size; to analyze the important obstacles for same; and to calculate and forecast accurate market demand and customer footfall. Case overview/synopsis Abdul Jabbar Soomro recently quit his corporate job to achieve one of his dreams. He had always wanted to establish his own business venture and to be a successful entrepreneur. After completing his MBA in 2005, he started his career with one of the multinational companies at a very handsome salary. However, after 10 years of a corporate job, he left the job and started his own food venture. He faced a lot of challenges from his family, but he pursued his dream and started searching for the best location. By October 2015, he was all set and ready for the inauguration of his branch. He received a very positive response from market, and the number of customers kept on increasing on a daily basis. The major reasons behind his success were the environment, ambiance and product quality as promised. After two years of successful operations, Abdul Jabbar Soomro was wondering either to start a new branch or to proceed for expansion and better space management at the existing branch. He was unable to accommodate all the customers at his existing space. Complexity academic level BBA Supplementary materials Teaching Notes are available for educators only. Subject code CSS: 3 Entrepreneurship
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Bawaskar, Himmatrao, Pramodini Bawaskar, and Parag Bawaskar. "Chinese restaurant syndrome." Indian Journal of Critical Care Medicine 21, no. 1 (January 2017): 49–50. http://dx.doi.org/10.4103/0972-5229.198327.
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Lee, Bong-Sun, Kyong-Young Kim, and Kye-Young Park. "The impact of protean career attitudes of employees in the restaurant industry on the culture of learning organizations and career success." International Journal of Tourism and Hospitality Research 31, no. 6 (June 30, 2017): 195–206. http://dx.doi.org/10.21298/ijthr.2017.06.31.6.195.
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Mariani, Ni Wayan Rena, Firlie Lanovia, Ni Komang Nariani, Nyoman Surya Wijaya, and I. Gusti Made Sukaarnawa. "DAMPAK KEBIJAKAN PEMERINTAH TENTANG SURAT EDARAN MENTERI PENDAYAGUNAAN APARATUR NEGARA DAN REFORMASI BIROKRASI NO 11 TAHUN 2014 TERHADAP MINAT BERKARIR DI BIDANG PERHOTELAN (Studi Kasus Mahasiswa Sekolah Tinggi Pariwisata Bali Internasional)." Jurnal Ilmiah Hospitality Management 6, no. 1 (February 12, 2018): 23–32. http://dx.doi.org/10.22334/jihm.v6i1.107.
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Policy of Government through Circular Minister of Administrative and Beraucratic Reform No. 11/2014 contains a ban on the whole range of civil state apparatus governance activities outside government agencies apply from Desember 1, 2014 alarmed hospitality businesses. Chariman of the Indonesian Hotel and Restaurant Association (IHRA) Wiryanti Sukamdani recognize this policy has had an impact on revenue of the hotel. If the hotel continued to decline, will possibly be happen of Termination of Employment.Employment synonymous with career opportunities. Orientation of hospitality students can be ascertained by majoriy is looking for a job after graduation, when the availiability of jobs in particular field is getting narrower, it is fear will affect the interest of students for career in th hospitality field. This research aims to examine and analyze empirically the effect of the impact of government policy through Circular Letter of Minister of PAN and RB no. 11 of 2014 on the prohibiton of carrying out activities for government personnel outside the government agencies against the interest of student majoring in hospitality School of Tourism Bali International for career in the field of hospitality.Result of the research concludes that impact of government policy on Circular Letter of Minister of PAN and RB no 11 of 2014 negatively affect the interests of student for career in the hospitality field is not proven true, in this case indicates that the interests of students the School of Tourism Bali International (STPBI) for career in the hospitality affected bu the impact of government policies is significantly positive
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Marineau, Joshua E. "Trust and Distrust Network Accuracy and Career Advancement in an Organization." Group & Organization Management 42, no. 4 (February 7, 2016): 487–520. http://dx.doi.org/10.1177/1059601115627529.
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Although there is some evidence individuals’ knowledge of the organization’s social network can be a valuable resource, providing advantages, it is unclear whether those advantages also relate to employee performance outcomes, such as career advancement. Thus, the question this study seeks to answer is “Does accuracy of the social network provide a unique resource unto itself, positively affecting one’s promotion in the organization?” This question is answered from a social exchange and social resources view using cognitive social structure-style data collected in the call center of a large U.S. restaurant equipment manufacturing firm. Evidence suggests that social network accuracy of the work-related trust and distrust networks increased the chances for promotion compared with the less accurate. In addition, trust and distrust network accuracy moderated supervisor-rated performance effects on promotion, such that accuracy is generally more beneficial for low compared with high performance individuals, increasing their chances of promotion. Contributions to research in career advancement, social networks, network cognition, and positive and negative tie perception are discussed.
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Briody, Elizabeth K., Gary Alan Fine, Katarina Graffman, Stephanie A. Krawinkler, Maryann McCabe, Patricia Sunderland, and Rita Denny. "Opinions: Ethnographic Methods in the Study of Business." Journal of Business Anthropology 2, no. 2 (October 31, 2013): 133. http://dx.doi.org/10.22439/jba.v2i2.4156.
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For this issue of the Journal of Business Anthropology, I approached a number of people who have conducted research in, with, on, or for business organizations of one sort or another and asked them to reflect upon their ethnographic experiences. What follows is a series of essays by scholars and practitioners ‒ many of them extremely experienced, but one at the beginning of her career ‒ who between them have provided us with a collation of exemplary practices and insights. It isn’t just restaurant kitchens and home cooking that provide ‘food for thought’, but cruise ships, art museums, General Motors, and an Austrian electrical company. Bon appetit!
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Putri, Chatarina Natalia. "The Relationship between Working Environment and Internship Satisfaction Level: A Case Study Of A 4-Star Hotel Restaurant In Germany." ICONIET PROCEEDING 2, no. 4 (February 14, 2019): 276–91. http://dx.doi.org/10.33555/iconiet.v2i4.46.
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There are many factors that can lead to internship satisfaction. Working environment is one of the factors that will result to such outcome. However, many organizations discarded the fact of its importance. The purpose of this study is to determine whether there is a significant relationship between working environment and internship satisfaction level as well as to determine whether the dimensions of working environment significantly affect internship satisfaction. The said dimensions are, learning opportunities, supervisory support, career development opportunities, co-workers support, organization satisfaction, working hours and esteem needs. A total of 111 questionnaires were distributed to the respondents and were processed by SPSS program to obtain the result of this study. The results reveal that learning opportunities, career development opportunities, organization satisfaction and esteem needs are factors that contribute to internship satisfaction level. In the other hand, supervisory support, co-workers support and working hours are factors that lead to internship dissatisfaction. The result also shows that organization satisfaction is the strongest factor that affects internship satisfaction while co-workers support is the weakest.
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Hawthorne, Melanie. "Gisèle d’Estoc: Portraits of a decadent woman." Nordlit 15, no. 2 (March 26, 2012): 223. http://dx.doi.org/10.7557/13.2057.
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A quarrel in the pages of the literary review Le Décadent in 1888 recalls the often belligerent existence of Gisèle d'Estoc, a shadowy figure who stalks the margins of the decadent period and whose life beyond the pages of specialized reviews has long presented something of a mystery. Who was she, and what did she look like? The first question proves the easiest to answer. Tied intimately - by love, by hatred, or by both - to numerous figures of the French decadent movement (Léo Pillard d'Arkaï, Laurent Tailhade, Rachilde), d'Estoc's real name was Marie-Paul Alice Courbe Desbarres. In addition to being the lover of Guy de Maupassant, and of being accused of planting a bomb at the Foyot Restaurant, d'Estoc had an independent career as an artist before launching her literary career in the 1880s. It proves more difficult to know what she looked like, even though she was often represented in paintings, drawings, and photographs. This article analyses some of these representations in order to understand why it is sometimes so difficult to see the decadent woman even when she emerges from the shadows of literary history.
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Zhong, Songfa, Soo Hong Chew, Eric Set, Junsen Zhang, Hong Xue, Pak C. Sham, Richard P. Ebstein, and Salomon Israel. "The Heritability of Attitude Toward Economic Risk." Twin Research and Human Genetics 12, no. 1 (February 1, 2009): 103–7. http://dx.doi.org/10.1375/twin.12.1.103.
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AbstractThe propensity to take risk underpins a wide variety of decision-making behavior, ranging from common ones such as asking for directions and trying out a new restaurant to more substantial economic decisions involving, for instance, one's investment or career. Despite the fundamental role of risk attitude in the economy, its genetic basis remains unknown. Using an experimental economics protocol combined with a classical twin strategy, we provide the first direct evidence of the heritability of economic risk attitude, at 57%. We do not find a significant role for shared environmental effects, a common observation in behavioral genetics that is contrary to commonly held views in economics. Our findings complement recent neuroeconomic studies in enhancing the understanding of the neurobiological basis of risk taking.
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Shigihara, Amanda Michiko. "“(Not) forever talk”: restaurant employees managing occupational stigma consciousness." Qualitative Research in Organizations and Management: An International Journal 13, no. 4 (November 12, 2018): 384–402. http://dx.doi.org/10.1108/qrom-12-2016-1464.
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PurposeThe purpose of this paper is to examine restaurant employees’ engagement in identity work to manage occupational stigma consciousness.Design/methodology/approachResearch methods included ethnographic fieldwork and in-depth interviews.FindingsWidespread societal stigma attached to food service work disturbed participants’ sense of coherence. Therefore, they undertook harmonizing their present and envisioned selves with “forever talk,” a form of identity work whereby people discursively construct desired, favorable and positive identities and self-concepts by discussing what they view themselves engaged and not engaged in forever. Participants employed three forever talk strategies: conceptualizing work durations, framing legitimate careers and managing feelings about employment. Consequently, their talk simultaneously resisted and reproduced restaurant work stigmatization. Findings elucidated occupational stigma consciousness, ambivalence about jobs considered “bad,” “dirty” and “not real,” discursive tools for negotiating laudable identities, and costs of equivocal work appraisals.Originality/valueThis study provides a valuable conceptual and theoretical contribution by developing a more comprehensive understanding of occupational stigma consciousness. Moreover, an identity work framework helps explain how and why people shape identities congruent with and supportive of self-concepts. Forever talk operates as a temporal “protect and preserve” reconciliation tool whereby people are able to construct positive self-concepts while holding marginalized, stereotyped and stigmatized jobs. This paper offers a unique empirical case of the ways in which people talk about possible future selves when their employment runs counter to professions normatively evaluated as esteemed and lifelong. Notably, research findings are germane for analyzing any identities (work and non-work related) that pose incoherence between extant and desired selves.
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KRAVCHENKO, L., and V. ONIPKO. "MANAGEMENT COMPETENCE OF THE FUTURE SERVICE MANAGER: ORGANIZATIONAL AND METHODMETHODICAL COMPONENTS." ТHE SOURCES OF PEDAGOGICAL SKILLS, no. 27 (December 13, 2021): 155–61. http://dx.doi.org/10.33989/2075-146x.2021.27.247074.
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The article presents an analysis of the process of formation of managerial competence of future specialists in the field of service (on the example of hotel and restaurant business) in the course of professional training in institutions of higher and higher education. Based on the research of scientists on the training of future specialists in the field, a number of organizational and methodological competencies have been identified; the definition of "managerial competence of future service managers" is interpreted as a multicomponent dynamic combination of management knowledge, organizational skills, skills to train staff, ways of thinking, views, values, relevant personal qualities, implemented at the level of higher education 24 "Service Area 24" "Hotel and restaurant business. It is proved that structurally such competence is an integrated set of integrated, general ("soft" skills) and special ("hard" professional, subject, managerial and professional skills) competencies and determines the ability of the future manager to successfully conduct professional activities, purposefully improve professional the level of management and leadership in his subordinate staff of the hotel and restaurant company, build a career and create your own concept of success in life. The organizational competencies include the following: knowledge of the theoretical foundations of the organization of the process of providing services, forms, tools, methods and techniques of organizing the cognitive activities of staff; structure, psychological and pedagogical aspects of communication in the enterprise or the entrusted team; types of formal, semi-formal and informal methods of decision-making and implementation; ability to analyze organizational environments, prepare strategic and operational plans, appropriate measures and procedures; implement tasks based on the positive aspects of each employee. To methodical competences - mobility of knowledge (constant updating of the information for the successful decision of problems in concrete conditions); flexibility of methods (application of methods depending on conditions), critical thinking (creativity, non-standard, originality of design), responsibility for actions and decisions.
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Bufquin, Diego, Jeong-Yeol Park, Robin M. Back, Jessica Vieira de Souza Meira, and Stephen Kyle Hight. "Employee work status, mental health, substance use, and career turnover intentions: An examination of restaurant employees during COVID-19." International Journal of Hospitality Management 93 (February 2021): 102764. http://dx.doi.org/10.1016/j.ijhm.2020.102764.
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Mooney, Shelagh. "Warm workplace relationships." Hospitality Insights 3, no. 1 (June 21, 2019): 12–13. http://dx.doi.org/10.24135/hi.v3i1.43.
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This article addresses the significance of workplace social connections for hospitality workers. When examining high turnover in hospitality, the focus is generally negative, such as shift work and low pay [1]. Surprisingly, for a sector that employs one in 11 people [2], little attention focuses on the positive aspects. In New Zealand, hospitality work is considered inferior, to be endured while waiting for more exciting opportunities [3]. Yet a recent New Zealand study shows that hospitality employees at all levels are fulfilled by being recognised as professionals and from the variety, challenge and growth possibilities of their work. The study drew from boundaryless career theory about the social competencies that enable career success for individuals [4]:
knowing ‘why’ they are engaged in this career (individual motivation and identity);
knowing ‘how’ they are supposed to perform (skills and expertise); and
knowing ‘who’ – significant networks (relationships and reputation).
In the qualitative study, data were firstly collected through focus groups with hospitality professionals who had left the industry after working there for at least 10 years. Then, interviews took place with current hospitality employees in a variety of roles, from general manager to kitchen porter with an average of 25 years’ experience. Thematic analysis was carried out separately on each study before results were combined.
Findings
Positive relationships linked to career social competencies [4] forged hospitality workers’ professional identities, building long careers:
Good relationships supported workers’ professional identity
The findings showed that participants knew clearly ‘why’ they stayed; for example, they loved meeting different people. However, career motivations changed with their life and career stage – sometimes caregiving commitments took priority; at other times, gaining promotion was most important. One housekeeping supervisor explained how she refused a pay rise to move to another hotel because the money was not as important as established relationships. Being viewed as an excellent kitchen porter or manager ensured that employers tailored jobs to employees’ circumstances.
Being professionally excellent was deeply satisfying
Knowing ‘how’ referred to the expertise that experienced employees demonstrated to managers and co-workers. They were dedicated, knowledgeable and passionate. Affirmation by guests was rewarding; one restaurant manager described her intense satisfaction when professional associations rebooked their Christmas functions because “I will look after them”.
Relationships and reputation
Employees gained their reputation by showing ‘the right people’ that they were professionals. Their experience and networks were their ‘pedigree’. Endorsement from peers and managers increased job autonomy and better opportunities at all levels. Mentoring relationships formed organically, and older employees spoke of the enjoyment they experienced from ‘giving back’ in their turn and mentoring others.
Practical implications
This study reveals that strong social connections are founded on respectful relationships between hospitality employers and employees, where workers know they are valued. Employers should ask whether career aspirations are the driving force for individuals, and if so, let employees know there is a plan for their next position. If unable to provide further development over time, managers should facilitate moves among their networks. In turn, they will receive new recruits. To keep professionals who are content to remain at their current level, employers should ask, and provide, what is important to them – certain shifts, a sustainable lifestyle (i.e. a living wage) or an aspect they enjoy. Upskilling remains an important motivator.
Employees do not stay with employers (and co-workers) who show no respect by refusing to put rosters online; giving less than one weeks’ notice of shifts; providing insufficient hours; or not accommodating workers’ study or care-giving commitments. Training plans for new team members accelerate good relationships, and studies show that retention of new employees is increased by induction processes; however, these are frequently missing. In sum, good social relations in the workplace are not a ‘luxury’ option in hospitality environments, they are essential.
Corresponding author
Shelagh Mooney can be contacted at: shelagh.mooney@aut.ac.nz
References
(1) Baum, T.; Cheung, C.; Kong, H.; Kralj, A.; Mooney, S.; Nguyễn Thị Thanh, H.; Ramachandran, S.; Dropulić Ružić, M.; Siow, M. Sustainability and the Tourism and Hospitality Workforce: A Thematic Analysis. Sustainability 2016, 8 (8), 809–831. https://doi.org/10.3390/su8080809
(2) World Travel and Tourism Council. Evaluation of Job Creation in G20 Countries; White Paper; World Travel and Tourism Council: London, 2018; pp 1–10.
(3) Williamson, D. Too Close to Servility? Why Is Hospitality in New Zealand Still a ‘Cinderella’ Industry? Hospitality & Society 2017, 7 (2), 203–209. https://doi.org/10.1386/hosp.7.2.203_7
(4) Defillippi, R.; Arthur, M. The Boundaryless Career: A Competency-Based Perspective. Journal of Organisational Behaviour 1994, 15 (4), 307–324. https://doi.org/10.1002/job.4030150403
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Riner, Phil. "Editorial." Journal of Invitational Theory and Practice 7, no. 1 (February 24, 2022): 2–4. http://dx.doi.org/10.26522/jitp.v7i1.3839.
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When asked by William Purkey to act as editor for the Journal forInvitational Theory and Practice my first reaction was “Where is mygood friend Bill Stafford going?” I called Bill and found that the summerlures of the Jersey shore, fishing, crabbing, and the delights of being agrandfather were making increasing demands on his time. On top of that,Bill has a new house in Pennsylvania and a new crop of back road restaurantsin the quaint and quiet villages to be explored and celebrated.As Bill was willing to succumb to the bliss of the rewards from a verysuccessful career, I consented to a short stint in his shoes. Bill’s serviceas editor of the journal has been as gracious as it has been invaluable. Ican only hope to extend his conscientious and caring leadership.
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Roberts, Darren C., Iain S. Whitaker, and P. J. Drew. "Perineal scalds from drive through restaurants: A public health hazard." Burns 33, no. 2 (March 2007): 258–60. http://dx.doi.org/10.1016/j.burns.2006.06.005.
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Burch, David. "MMC and MTAS." Morecambe Bay Medical Journal 5, no. 5 (August 1, 2007): 142–45. http://dx.doi.org/10.48037/mbmj.v5i5.402.
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The room signed ‘Dining Room C’ in the restaurant of the Royal Lancaster Infirmary is a quiet place to go for lunch. If David Burch is there, lunch is also the opportunity to hear his views on the controversial medical training application service (MTAS) for selecting postgraduate medical trainees for hospital careers. So much adverse publicity has been highlighted in the national press and media that one can be forgiven for thinking that the system is in total chaos, that all the predictors of doom are justified in their anxieties. David does not share these views, although he is diplomatic enough to recognise that the system has needed and will continue to need help with its evolution. The Journal compiled its list of ‘FAQ’ from conversations that various people have had with David over the year: the publication of this edition coincides with the deadline of August 1st, which he had previously suspected would be a date for chaos and confusion. If your planned annual leave or lunch has been cancelled, it is worth reading a characteristically robust defence. An optimist might consider that University Hospitals of Morecambe Bay have got away lightly in modernising medical careers (MMC).
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Lee, Chong Joanna S. K. "CafBijoux: A Small Business Marketing Challenge." Journal of Business Case Studies (JBCS) 2, no. 3 (July 1, 2006): 39–48. http://dx.doi.org/10.19030/jbcs.v2i3.4895.
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It was five minutes to ten oclock on Wednesday morning, April 7, 2004, and Jennifer Coleman was anxiously driving back and forth on B Street in Hayward, looking for a restaurant called CafBijoux. Jennifer had a ten oclock appointment with Julie Sanders and Mary Carter, the managers and co-owners of CafBijoux but there was no visible sign of the restaurant. After circling around several more times, Jennifer finally spotted a small sign in a window that said CafBijoux.Jennifer Coleman was a university professor of marketing and a marketing consultant in the city of Hayward, California. The Small Business Development Center (SBDC) of the university invited Jennifer to help CafBijouxs management as part of its cooperative effort with the city to provide assistance to small businesses in need of and interested in consulting services in the universitys service area. The purpose of the Jennifers meeting that morning was to go over the caf current business situation and to establish a mutual understanding about Jennifers deliverables.At 10:05 am, Jennifer walked into CafBijoux and introduced herself to Julie and Mary. Jennifer apologized for being late and indicated that she had some difficulty in finding the restaurant. Julie said, Yes, I know that we really need a store sign but we did not have enough money to get one. It would cost at least $2000. We had some customers complaining about that but we just couldnt afford it. Our business has been terrible and we were hoping that you would be able to tell us how we can improve. Jennifer replied, Thats what I am here for. But first, I need to learn as much about the caf business from you as I can. Jennifer explained that the primary goals of the meeting were for her to learn about the caf current situation and to explore the next course of action. Both Julie and Mary agreed upon the plan.
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Moskowitz, David. "The History of the Ferryboat Mary Murray: The Staten Island Ferry That Became a NJ Turnpike Landmark." New Jersey Studies: An Interdisciplinary Journal 6, no. 2 (July 9, 2020): 23–55. http://dx.doi.org/10.14713/njs.v6i2.212.
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The Mary Murray ferry was launched in 1937 on Staten Island, NY and would end her storied career seventy-three years later beached and rotting away in East Brunswick, NJ. For thirty-seven years, she plied the waters between Manhattan and Staten Island, NY as part of the Staten Island Ferry system. She was funded by the New Deal during the Depression and was the first New York City ferry named after a woman. Her namesake was Mary Murray, a patriot-heroine during the Revolutionary War. The Mary Murray was purchased at an auction in 1976 by George Searle, a Merchant Mariner with his own storied past who towed the ferry up the Raritan River to NJ with plans to convert it into a floating restaurant. It would remain there for the next thirty-four years until ultimately being scrapped, visible from the NJ Turnpike just north of Exit 9. Despite never achieving a second useful life, the Mary Murray would become a NJ cultural landmark and arguably NJ’s most famous ferry.
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Wiśniewska, Małgorzata. "CARVER+Shock method and its application in a catering company in Poland." British Food Journal 119, no. 12 (December 4, 2017): 2610–29. http://dx.doi.org/10.1108/bfj-11-2016-0554.
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Purpose The purpose of this paper is to present the practical implementation of the CARVER+Shock (CS) method and describe the following steps of vulnerability assessment on the basis of a catering company, and to confirm that it can be successfully applied by the restaurant for better preparation regarding potential, intentional contamination. Design/methodology/approach The research method is a case study, including examining the company’s documentation and the interview with the company owner. The analysis refers to the following seven attributes: criticality, accessibility, recuperability, vulnerability, effect, recognizability and shock. Findings The practical application of CS method in company allows indicating the most vulnerable phases of the catering process. The values of “recuperability,” “effect” and “shock” are increasing along with the development of the catering process. The lowest risk of threat is observed at the first phases of the catering process, and the most risky were those connected with the preliminary consumption phase and with the final phase, which is arranged in the place of the event. The attributes “recognizability” and “effect” have the greatest influence on the outcome. The closer the food gets to the consumer, the higher is the risk of intentional contamination, and the harder it is to reverse its effects. Originality/value In the scientific literature, there is a gap observed in the subject of applying the CS method. This is the first case study presentation referring to its application in catering processes in Poland.
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SCOTT, ASHLEY, and DANIEL OUELLETTE. "AVIAN OCCUPATIONAL HYPERSENSITIVITY PNEUMONITIS IN A RESTAURANT EMPLOYEE." Chest 154, no. 4 (October 2018): 792A. http://dx.doi.org/10.1016/j.chest.2018.08.713.
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Zou, Ping. "Facilitators and Barriers to Healthy Eating in Aged Chinese Canadians with Hypertension: A Qualitative Exploration." Nutrients 11, no. 1 (January 8, 2019): 111. http://dx.doi.org/10.3390/nu11010111.
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Objectives: To determine the facilitators and barriers influencing healthy eating behaviours among aged Chinese-Canadians with hypertension. Methods: After attending five weeks of dietary educational training (Dietary Approach to Stop Hypertension with Sodium (Na) Reduction for Chinese Canadians; DASHNa-CC), 30 aged Chinese-Canadian participants partook in a telephone interview. Participants were asked to name three facilitators and three barriers that influenced their ability to follow the DASHNa-CC intervention. Telephone transcripts were then analyzed and coded using computer software and categorized into personal, familial, community, and societal facilitators or barriers. Results: Personal factors included health problems, motivation, effects of healthy diet, health-related careers, and dietary habits. Family factors included family structure, support from family members, and critical health events involving family members or relatives. Community factors consisted of educational materials, friends, primary care physicians, and online social networks. Societal factors included accessibility to grocery stores and restaurants. Conclusions: Aged Chinese-Canadian immigrants experience unique facilitators of and barriers to healthy eating, which may warrant further attention from healthcare professionals when educating patients in a culturally-sensitive manner.
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Wisch, Richard. "Stressing The Practical Side of Training Hospitality Students Through Internships." Hospitality Education and Research Journal 12, no. 2 (February 1988): 483. http://dx.doi.org/10.1177/109634808801200260.
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During my years of working within the confines of the private country club world, one educational issue is clear in my mind and needs to be addressed. It has been my observation, that, many hospitality students in the United States discover too late that they were not suited to a career in the hospitality field because they were improperly guided by instructors as to the realities they will encounter in this profession. In considering a career in hospitality management one must first remember it is seldom glamorous. It is not at all like the popular television show “Hotel.” One must combine theoretical textbook knowledge and an equal amount of time working within the everyday structure of a properly-run establishment, be it a private country club, hotel or a fine restaurant. Then and only then can one truly assess if he or she is heading in the right direction. It is time for us in the United States to follow the practices that are so successful all over Europe. There greater emphasis is placed on job training for all students taking courses in the hospitality field, regardless of how high their goals are. The approach fosters the idea of dividing each semester equally between the classroom and a working establishment. By using this method, we give students the opportunity to see the good and bad aspects of the profession and also give them the chance to decide early, perhaps within the first year, if this is the type of career they really want to pursue. The practice has been observed at some of the U.S. post-secondary hospitality programs to provide students with a theoretical orientation and then send them out into the work force with the illusion that they are totally capable of earning and demanding high salaries. Hospitality employers today are seeking students with a combination of theoretical and “quality” practical training which provides a basis of knowledge on which the employing company can build. Only the internship experience can teach a student how to cultivate the wonderful gifts of communication, tolerance and interpersonal skills. While textbook knowledge is of the utmost importance, it must be coupled with on-the-job training to provide the student with a suitable entre to a career in hospitality, one which will hopefully be both stimulating and rewarding. The key to fulfilling this goal is through the use of a supervised, professional internship experience for students in post-secondary hospitality programs. Only this type vehicle affords them the best opportunity of applying the theory learned in the classroom to the practical working environment.
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Wallace, Mario D. "Practical Business Strategies Independent Quick Service Restaurants Use to Sustain beyond Five Years." Open Journal of Business and Management 10, no. 04 (2022): 1952–86. http://dx.doi.org/10.4236/ojbm.2022.104101.
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De la Cruz-Modino, Raquel, and Mel Cosentino. "Conservation Hub: The Added Value of the Whale-Watching Industry." Sustainability 14, no. 20 (October 19, 2022): 13471. http://dx.doi.org/10.3390/su142013471.
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Nature-based tourism activities are often sold as ‘ecotourism’, yet not all are educational, environmentally friendly, provide economic benefits to local communities, nor help achieve conservation goals. Whale-watching has the potential for ecotourism due to opportunities for supporting cetacean research, environmental education, and community engagement. Whalesafari, the first whale-watching company in the Arctic, is based in Norway and combines whale-watching with research, interpretation, and benefits for the local community. Researchers from around the world have carried out research on several aspects of sperm whales (the main target species), from abundance to diving behaviour, as well as other species. Tourists learn about cetaceans during a guided experience in the company’s museum before the trip. This whale-watching model has attracted over 350,000 tourists over the years, benefiting the local community (e.g., hotels, restaurants, other attractions). Tourism and whale research can establish synergistic relationships, involving several agents and promoting research careers, while at the same time leading to innovative advances in the ecology and tourism fields. Here, we summarise over 30 years of whale-watching eco-tourism activities and research in Northern Norway, highlighting synergistic examples and the opportunities opened through linking marine tourism and research.
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Wiastuti, Rachel Dyah, and Jenny Chandra. "ANALISIS FAKTOR PENENTU KEPUASAN KERJA KARYAWAN HOTEL." Journal of Indonesian Tourism, Hospitality and Recreation 2, no. 2 (October 1, 2019): 197–209. http://dx.doi.org/10.17509/jithor.v2i2.21000.
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ABSTRAKPenelitian ini bertujuan untuk mengetahui faktor yang menentukan kepuasan kerja karyawan Restoran Cinnamon di Hotel Mandarin Oriental Jakarta. Data didapatkan melalui survei menggunakan kuesioner dengan pernyataan tertutup dalam pilihan jawaban skala Likert. Wawancara juga dilakukan kepada karyawan sebagai data primer. Sampel penelitian adalah 36 karyawan Restoran Cinnamon, baik karyawan pada bagian pelayanan maupun bagian produksi. Deskriptif statistik digunakan untuk mengetahui faktor penentu kepuasan kerja, yang menunjukkan bahwa lingkungan kantor yang nyaman dan evaluasi sebagai pengambilan keputusan menjadi dua faktor utamanya. Sedangkan analisis faktor konfirmatori digunakan untuk mengkonfirmasi faktor penentu kepuasan kerja yang kemudian dikelompokkan menjadi enam faktor yaitu kompensasi dan dukungan, lingkungan dan peluang karir, evaluasi dan tanggung jawab, otonom, komunikasi dan konten pekerjaan. Implikasi penelitian ini untuk memberikan saran bagi manajemen hotel dalam memahami karyawan agar tercipta komitmen organisasi yang tinggi dan mengarah pada tingkat turnover yang rendah. Kata Kunci : Faktor Kepuasan, Kepuasan, Kepuasan Kerja, Lingkungan Kerja FACTOR ANALYSIS OF EMPLOYEE JOB SATISFACTION AT HOTEL INDUSTRY ABSTRACTThe objective of this research is to identify the determinant factors of employee job satisfaction at Cinnamon Restaurant, Mandarin Oriental Hotel, Jakarta. Data was collected through survey using questionnaires with close-ended statement and Likert scale. Additional interview was conducted to support the data. Sample of this research is 36 employees of Cinnamon Restaurant, production and service department. Descriptive statistic was used to determine the job satisfaction factors. It shows that workplace environment and evaluation-based decision- making become the two major factors that determine the employee satisfaction. While, confirmatory factor analysis was used to confirm the existing factor of employee satisfaction. As a result, six factors were formed and named as benefit and support, environment and career opportunities, evaluation and responsibility, autonomous, communication, and job content. This research implication provide suggestion for the hotel management to better understanding their employee to enhance the organizational commitment that lead to low turnover rate. Keywords: Employee Satisfaction, Factor Analysis, Job Satisfaction, Working Environment
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Rodríguez-Monteagudo, Eliseo, Tatiana Hidalgo_Marí, and Jesús Segarra-Saavedra. "La gastronomía como producto de entretenimiento. Análisis de restaurantes y programas culinarios de éxito en España desde una perspectiva creativa." Pangea. Revista de Red Académica Iberoamericana de Comunicación 5, no. 1 (December 10, 2014): 145–57. http://dx.doi.org/10.52203/pangea.v5i1.93.
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La gastronomía está muy presente en la actual economía creativa. Tanto la televisión como las principales guías de crítica gastronómica están acercando la cultura gastronómica a un gran número de públicos, gracias a estrategias creativas que envuelven los productos vinculados al entorno creativo. Así pues, la cocina está ocupando cada vez más un lugar predominante como elemento sociocultural y económico. El presente artículo trata de profundizar en el nexo de unión entre la gastronomía, como fenómeno con alta carga cultural, y las Industrias Creativas, un sector dinámico cuyos modelos de negocio emplean la creatividad y el capital intelectual para generar productos y servicios con un valor añadido simbólico. Se pretende, pues, analizar la actual situación de la gastronomía y su constante aproximación a la sociedad del entretenimiento a través del estudio de múltiples actividades creativas gastronómicas, partiendo de los programas televisivos y restaurantes de éxito en España e identificando la tipología y finalidad de todas ellas. Para ello se realiza un análisis de casos de estudio tanto de programas de gastronomía en formato cooking show como de restaurantes 3 estrellas Michelín en España. Todo ello con el fin de establecer la evolución de la gastronomía como un modelo de Industria Creativa.
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Lobanova, Tatiana. "The Study of Labor Interests of Young Workers in the Selection and Adaptation of Personnel." Behavioral Sciences 10, no. 1 (December 31, 2019): 22. http://dx.doi.org/10.3390/bs10010022.
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The issue of actualization of labor interests as a motivational driver and one of the sources of labor productivity has received little study in applied and organizational psychology. The study given in the paper fills some “blanks” of this problem. The leading approach to research is the mechanism of motivation, including the phenomenon of interest in work proposed on the basis of theoretical analysis. Using the methods of a special survey, questioning, and interview guides, the analysis and comparative assessment of the labor interests of 50 candidates for the service manager position (entertainment and restaurant industry field) was conducted, as well as of 45 employees in this industry aged 18 to 25. The main results of the paper show the connection of labor interests with the company’s personnel management system, namely, with the processes of selection, adaptation, and training. It was revealed that the candidates selected for the service manager position were of primary group interest and financial incentive was secondary. At the same time, financial incentive contributed to the successful passage of the adaptation period. Occupational interests of employees depended on their education and job specifics. Career interests were influenced by the time spent with the company. The recommendations necessary for employers to create the conditions corresponding to the leading labor interests of employees were substantiated.
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Rutten, E. P. A., M. P. K. J. Engelen, N. E. P. Deutz, E. F. M. Wouters, and A. M. W. J. Schols. "The effect of a glutamate load on symptoms of the Chinese restaurant syndrome." Clinical Nutrition 22 (August 2003): S27. http://dx.doi.org/10.1016/s0261-5614(03)80100-0.
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