Academic literature on the topic 'Research Chefs Association'

PurposeThis paper aims to understand the relationships among calling, employee engagement, work-life balance and life satisfaction for executive chefs based on role theory and spillover theory.Design/methodology/approachSurveys were completed by members of the American Culinary Federation in North America, the Nevada Restaurant Association and attendees at the ChefConnect Annual Conference. The data were analysed with confirmatory factor analysis and structural equation modelling.FindingsAll relationships in the model were significantly positive except for calling to life satisfaction. Importantly work-life balance was a significant mediator between calling and life satisfaction as well as for employee engagement and life satisfaction.Research limitations/implicationsThe research provides a more comprehensive framework for hospitality scholars to understand the outcomes of work as a calling through meaningfulness. The sample of executive chef limits generalizability.Practical implicationsThe identification of a calling through in-depth interviews is recommended. Once recognized, managers should further foster chef’s passion through employee engagement facilitated by workplace autonomy and continuing education and work-life balance supported with human resource management practices including time off for critical life events. This will allow calling to flourish, increase life satisfaction and reduce the likelihood of turnover and burnout.Originality/valueOutcomes reveal the complexity of the relationship between calling and life satisfaction. Contrary to previous findings, the presence of positive work-life balance was critical to attain life satisfaction, even when work was viewed as a calling.

A commercial kitchen can be an aggressive environment. Research on aggression in kitchens and the hospitality sector is important as it illuminates environmental, vocational and cultural issues. This article explores how upmarket chefs, many of whom are now proprietors, have experienced aggression. Information for this article was collected during a wider study on how the impact of compulsory celebrity within kitchen culture has affected upmarket chef proprietors [1]. Its contribution is in providing a New Zealand context to research on kitchen aggression. Data were analysed, grouped and coded using grounded theory methods, which allow findings to be extracted from the data without using any preconceived theoretical framework [2]. Analysis revealed that all chefs had experienced aggressive behaviour or had been the perpetrators themselves. Research such as this hopes to encourage frank discussion that can demystify aggression and reduce harm. Aggressive behaviour within kitchens can be faced by all, including kitchen workers, front of house staff, management, proprietors and suppliers. It can be a factor in poor staff morale and result in staff turnover [1, 3]. The inclination for a person to act aggressively in a kitchen can be influenced by environmental conditions including an uneven workload, low margins, poor wages, irregular working hours, and difficult working conditions such as insufficient space and heat. All of these factors create an ‘aggression-ready’ environment [4]. Further, kitchens are hierarchical in structure with those who may be the most susceptible to aggressive acts also being those least likely to have the confidence, status or ability to voice their concerns. It takes years of training to be a chef, and it is during this process that aggression is most likely to be experienced [5]. Well-known chef Gordon Ramsay calls this “the knowledge”, stating: ‘‘this job is the pits when you’re learning. You have to bow down and stay focused until the knowledge is tucked away … The weak disappear off the face of the earth” [6]. However, aggression within kitchens is now being publicly discussed, with websites such as ‘FairKitchens’ (https://www.fairkitchens.com) spotlighting negative kitchen culture and creating a space for shared stories and industry unity. Other research is taking place, such as the five-year-funded, Australian-wide industry study focusing on the mental health of chefs and examining adverse practices within kitchen culture [7]. Initiatives and research such as this seek to contribute to real-world solutions. The research above strongly suggests that the culture and environmental conditions that result in aggressive acts in commercial kitchens are real. From a New Zealand perspective, all 20 chefs interviewed had experienced aggression. Reflecting on his early vocational experiences, one interviewee, James, stated: “It was a tough environment; I got my hand fractured by one of the head apprentices with one of those big wooden spoons. Probably I said something I shouldn’t of. I got hit. However, I thrived in it.” Troy supported the assumption that part of the learning involved accepting physical aggression: “It was discipline. We didn’t think about it like being hit, you expect it, but it taught you, because you had to be perfect all the time.” Because this research focussed on chef proprietors, these comments may reflect a time when aggression was seen as an important part of being a chef. However, with experience and on reflection, several participants lamented their own aggressive actions. June stated, “It was just natural … I stomped on a lot of people. I thought that everybody else wanted to get to the top so therefore I was probably harsher on people than what I needed to be.” Some chefs now focus on their own and their staffs’ general well-being. Jeremy discussed that, “I always like to work with people that didn’t yell and scream. I don’t think that’s appropriate in a kitchen because it is already hard enough. Without some chef yelling and screaming at you … staff are the most important.” These statements perhaps reflect a desire, a need, and the will for kitchen cultural change. Additionally, it shows the importance of educating individuals entering the commercial kitchen environment about the stressors that they will face and how to deal with them, with the aim of reducing the occurrences, severity and overall harm that aggressive acts cause. It is only through the education and support of young chefs entering kitchens, and acknowledgement by more experienced chefs that the kitchen culture needs to change, that lasting benefits for all will occur. Read the full research here: https://openrepository.aut.ac.nz/handle/10292/9559 Corresponding author Scott Wright can be contacted at: scott.wright@aut.ac.nz References (1) Wright, S. D. The Compulcelebrity Effect: Upmarket Chef Proprietors and Compulsory Celebrity. Master’s Thesis, Auckland University of Technology, 2015. https://openrepository.aut.ac.nz/handle/10292/9559 (accessed Nov 25, 2017). (2) Díaz-Andrade, A. (2009). Interpretive Research Aiming at Theory Building: Adopting and Adapting the Case Study Design. The Qualitative Report 2009, 14 (1), 42–60. https://nsuworks.nova.edu/tqr/vol14/iss1/3 (3) Johns, N.; Menzel, P. J. (1999). If You Can’t Stand the Heat!: Kitchen Violence and Culinary Art. Hospitality Management 1999, 18 (2), 99–109. https://doi.org/10.1016/S0278-4319(99)00013-4 (4) Meloury, J.; Signal, T. (2014). When the Plate is Full: Aggression among Chefs. International Journal of Hospitality Management 2014, 41, 97–103. https://doi.org/10.1016/j.ijhm.2014.05.006 (5) James, S. (2006). Learning to Cook: Production Learning Environment in Kitchens. Learning Environments Research 2006, 9 (1), 1–22. https://doi.org/10.1007/s10984-005-9001-5 (6) Duncan, A. Andrew Duncan Meets Gordon Ramsay. Radio Times Feb, 2001, 10 (16), 8–12. (7) Robinson, R.; Whitelaw, P.; Lyman, D.; Rogers, L. (2019). Are Things Just Too Hot in the Kitchen? Chefs’ Mental Health & Wellbeing. Presented at the Travel and Tourism Research Association Conference, June 25–27, Melbourne, Australia.

This research includes findings and interpretations aiming to determine theoretical information on gastronomy tourism and international visitors’ gastronomy behaviors and expectations in terms of Aydın province model. The problem sentence of the research in which Aydın province’s gastronomic properties are aimed to be determined and the fulfillment level of the international visitors’ gastronomy behaviors and expectations are aimed to be measured accordingly has been determined as: “what is the fulfillment level of the international visitors’ gastronomy preferences and expectations within the scope of Aydın province gastronomic properties?”. Along with this general problem sentence, other sub-problems have been tried to be replied as well. The first stage of the research was completed with a questionnaire applied to tourists staying in Kuşadası in order to determine the preferences and expectations of the tourists who visited the region. At the second stage of the research, a semi-structured interview form was applied to the participants in order to determine Aydın province’s gastronomic properties from a qualitative point of view. At the third stage of the research, international food festival attendants were requested to make an assessment on the menu which reflects the gastronomic properties of Aydın province through the assessment form of the World Association of Chefs' Societies with the intention of assessment of the determined gastronomic properties of the province.

Culinary tourism also referred to as food tourism or gastronomy tourism, is engaged in by individuals who seek out culinary experiences to broaden their understanding of food culture or lifestyle while travelling. Tourism is very lucrative to local, state and national economies. Over the past decade, tourists have transitioned to seeking cultural experiences, where individuals immerse themselves in the cuisine and lifestyle of a culture, from street food to gourmet and fine dining. According to World Food Travel Association (WFTA), 80% of travellers research food and drink options while travelling to a new destination. Moreover, the organization states that 53% of these travellers consider themselves “culinary travellers.” With the COVID-19 pandemic limiting international travel, the impact has been greatly felt across all industries. The use of technology has been widespread during this time. During the height of lock-downs, with some of our favourite restaurants and food services unavailable, many people turned to social media to learn how to make their favourite dishes at home. So, from virtual cooking shows and tutorials, to live tastings and remote social eating have all been used to keep people engaged and interactive temporarily replacing the traditional experience. In support of the United Nations World Tourism Organization’s #TravelTomorrow campaign, chefs from around the world, including UNWTO Ambassadors for gastronomy tourism, shared their local recipes, giving audience a taste of what to expect when people start to travel again, and highlighting the unique potential of culinary. This paper using integrative literature review will highlight some of the impacts and challenges that food business especially small and medium establishments faced as a result of this pandemic. Caring about local food businesses and markets can help preserve our culinary roots. The recovery plan might be slow, but the tourism industry has always been resilient, it will survive. Key Words: business, challenges, culinary, impact, tourism JEL Classification: M19, L83

Immigration New Zealand (INZ) recently announced changes to the skilled migrant residence and essential-skills work visas based on a strong association between skills and salary. This shift will impact both employers and migrants, especially in hospitality. According to the INZ, the hospitality sector was the fourth-largest recipient of skilled migrant residence visas in their last reporting year [1,2]. INZ expects migrants employed as chefs, café/restaurant managers and retail managers to be the hardest hit by these changes [1,2]. Residence under the skilled migrant policy can be gained for jobs in skill levels 1–3 as defined in the Australian and New Zealand Standard Classification of Occupations (ANZSCO). Traditionally, hotel managers, chefs, and café/restaurant managers have been classed as level 2, and bakers at level 3 in accordance with ANZSCO. However, skills levels are now also assessed based on salary (at least $23.49 p/h) and specialist skills obtained through qualifications and/or work experience. Migrants paid a justifiable $35.24 p/h for a position previously considered unskilled (levels 4–5), or those with positions unclassified by ANZSCO, could gain residence under the new policy shift. While this could mean a residence visa for people whose jobs do not neatly fit within ANZSCO, INZ are not easily deceived. Indeed, the Labour Inspectorate reports that 20 percent of the published list of employers currently barred from recruiting migrants (due to breaches of employment and immigration laws) are in the hospitality sector. Accordingly, there is little to be gained by migrants claiming to be paid $80,000 for a housekeeping position. Approximately 21 percent of essential-skills work visas issued by Immigration New Zealand in the last reporting year were for migrants in the hospitality sector [1,2]. Essential-skills work visas cover five skills levels (as indicated by ANZSCO) but now have accompanying salary thresholds. The main change affects migrants earning below $19.97 p/h because they will now be unable to sponsor their partner’s work visa or child’s domestic student visa. While their partner and child would still be able to apply for visas, the partner would have to meet the visa requirements in their own right to obtain a work visa, and their child could only obtain an international student visa – the costs associated with which would likely consume the ‘low’ salary of the migrant worker. Additionally, this ‘low-skilled’ migrant will only be able to obtain one ‘low-skilled’ essential-skills work visa of three-year duration before experiencing a 12-month stand-down period, during which they would be barred from applying for another low-skilled essential-skills work visa. This does not, however, prevent the migrant from applying for an essential-skills visa at a higher skill level or for a visa in another category entirely. Those in positions assessed as skill levels 4–5 under ANZSCO and paid below $19.97p/h will only be issued a 12-month work visa, and will be unable to sponsor a partner for a work visa or a child for domestic student status. There are some elements of the policy change that are not retrospective. It is, therefore, vital to seek specific advice in each case. Many employers will now be faced with the prospect of increasing salaries to attract migrants or expending more time and resources to recruit and train New Zealanders. However, it is recalled that many employers, particularly in the regions, have experienced recruitment difficulties for decades. It is, therefore, unclear whether these changes will produce the desired increase in job opportunities and salaries for New Zealanders or whether they will only add to the recruitment woes of employers. Corresponding author Stewart is a Senior Solicitor with Ryken and Associates (www.rykenlaw.co.nz). He assists in all aspects of immigration and refugee law, including advising on visas, deportation and humanitarian claims. He has experience in representing clients at the Immigration and Protection Tribunal, Family Court, District Court and High Court. Stewart is an active member of the Auckland District Law Society’s Immigration and Refugee Law Committee, where he engages with Immigration New Zealand, the Immigration Protection Tribunal, and other outside organisations, to help shape and inform discussion on immigration and refugee-related policy matters. His work has been published in the New Zealand Law Society’s official magazine (LawTalk) and the New Zealand Law Journal. Stewart Dalley can be contacted at: stewart@rykenlaw.co.nz References (1) New Zealand Immigration. www.immigration.govt.nz/about-us/research-and-statistics/statistics (2) Ministry of Business, Innovation and Employment. Aide Memoire Information for Ministers: Composition of the Skilled Migrant Category – updated slide pack, May 26, 2016.

Purpose Trastuzumab is effective in treating human epidermal growth factor receptor 2 (HER2) –positive breast cancer, but it increases frequency of cardiac dysfunction (CD) when used with or after anthracyclines. Patients and Methods National Surgical Adjuvant Breast and Bowel Project trial B-31 compared doxorubicin and cyclophosphamide (AC) followed by paclitaxel with AC followed by paclitaxel plus 52 weeks of trastuzumab beginning concurrently with paclitaxel in patients with node-positive, HER2-positive breast cancer. Initiation of trastuzumab required normal post-AC left ventricular ejection fraction (LVEF) on multiple-gated acquisition scan. If symptoms suggestive of congestive heart failure (CHF) developed, source documents were blindly reviewed by an independent panel of cardiologists to determine whether criteria were met for a cardiac event (CE), which was defined as New York Heart Association class III or IV CHF or possible/probable cardiac death. Frequencies of CEs were compared between arms. Results Among patients with normal post-AC LVEF who began post-AC treatment, five of 814 control patients subsequently had confirmed CEs (four CHFs and one cardiac death) compared with 31 of 850 trastuzumab-treated patients (31 CHFs and no cardiac deaths). The difference in cumulative incidence at 3 years was 3.3% (4.1% for trastuzumab-treated patients minus 0.8% for control patients; 95% CI, 1.7% to 4.9%). Twenty-seven of the 31 patients in the trastuzumab arm have been followed for ≥ 6 months after diagnosis of a CE; 26 were asymptomatic at last assessment, and 18 remained on cardiac medication. CHFs were more frequent in older patients and patients with marginal post-AC LVEF. Fourteen percent of patients discontinued trastuzumab because of asymptomatic decreases in LVEF; 4% discontinued trastuzumab because of symptomatic cardiotoxicity. Conclusion Administering trastuzumab with paclitaxel after AC increases incidence of CHF and lesser CD. Potential cardiotoxicity should be carefully considered when discussing benefits and risks of this therapy.

Very little is known about officer-involved domestic violence (OIDV). Although the International Association for Chiefs of Police has developed model policies about OIDV, the extent to which agencies adopted these policies across the United States remains unclear. Similarly, research on and attention to OIDV have diminished substantially since the 1990s. Officer training on OIDV is also rare, but pilot studies examining the use of new curriculum show promise. Yet, there is so much more to be done. This article reviews research and policy on OIDV and seeks to provide motivation for uniformity of policy implementation and officer response to OIDV, calling for transparency via research and reporting.

Alumina to Zirconia is a history of the CSIRO Division of Mineral Chemistry, and tells the story of a significant part of Australia's mineral heritage. This history draws on the authors' long associations with the Division, anecdotal material, scattered records and photographs. What unfolds is a fascinating history of the Division of Mineral Chemistry, from its war-time origins as the Minerals Utilization Section in 1940, through several organisational changes under the guidance of four chiefs, until the end of 1987, when the name of the Division was changed to Mineral Products. In telling the story, Dr Joy Bear and her co-authors outline many of the main projects undertaken, highlight the achievements as well as the difficulties encountered in both the scientific and technological research itself, and in the commercialisation of newly developed processes. They also acknowledge the vital contributions of support staff, and acknowledge the close association of the Division with, and the contribution to research by, the Australian minerals industry. This is a story of scientific and technological achievement of the highest order. Alumina to Zirconia is essential reading for all those interested in the history of Australian science and its role in supporting the development of Australia's world class minerals industry.

"There are three kinds of lies," said Benjamin Disraeli, Queen Victoria's favorite prime minister: "lies, damned lies and statistics." Scientists are inclined to argue with this, holding that statistics (properly used) are one of the glories of the scientific method. But since statistics are often not properly used it must be admitted that Disraeli had a point. As used, statistics are often a sort of black magic, accompanied by a disparagement of common sense. That won't do. As the logician Willard Van Orman Quine has said: "Science itself is a continuation of common sense. The scientist is indistinguishable from the common man in his sense of evidence, except that the scientist is more careful.” The physicist John Platt agrees in minimizing the distance between science and common sense: "It may surprise many people to know that the chain of new scientific reasoning in a whole research study is frequently less complex than an everyday business decision or a crossword puzzle or a game of chess. It would have a salutary effect on our attitudes if for twenty-four hours we could cross out the words 'science' and 'scientist' wherever they appear and put in their place the words 'man reasoning.'" Stereotypes of scientists often imply that being scientific means having a perpetually open mind. Not so. A claim that lies too far outside the accepted view of things is often completely ignored by the scientific community. For instance, half a century ago the writer of a letter to the British journal Nature claimed that the average gestation period of different animals, from rabbits to cows, was an integral multiple of the number pi (3.14159 . . .). The evidence was ample, the statistical agreement was good. But, to this day, the scientific community has ignored this claim. No understandable reason was proposed for the association of the two phenomena, and no one has been able to imagine any. It is just too ridiculous. Evidently the scientific mind is not completely open. To what extent is it closed, and how is this partial closure justified? Since population inquiries are beset by statistics, we need to understand the accepted limits of scientific inquiry.