Bibliografías temáticas / Restaurant employee

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Literatura académica sobre el tema "Restaurant employee"

Autor: Grafiati

Publicado: 4 de junio de 2021

Última modificación: 13 de febrero de 2022

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Artículos de revistas sobre el tema "Restaurant employee"

McAdams, Bruce, Allison Deng y Tanya MacLaurin. "Food allergy knowledge, attitudes, and resources of restaurant employees". British Food Journal 120, n.º 11 (5 de noviembre de 2018): 2681–94. http://dx.doi.org/10.1108/bfj-01-2018-0028.

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Purpose Restaurants are unique and challenging environments for accommodating food allergies. The purpose of this paper is to evaluate food allergy knowledge, attitudes and resources among restaurant employees, and identify differences based on restaurant mode of operation. Design/methodology/approach A total of 209 food-service workers were surveyed in full-service restaurants across Southern Ontario, Canada. A paper-based questionnaire was used to evaluate participants’ food allergy knowledge, attitudes toward handling food allergy requests and emergencies, and the availability of food allergen resources at the restaurant. Findings Most participants were knowledgeable about food allergies, and valued being able to provide safe meals. However, there was a general lack of access to important food allergy risk management resources and training. Food allergy attitudes were significantly different between restaurant modes of operation. Also, food allergy training and resources were positively correlated with employee attitudes toward food allergies. Practical implications The results of this study show that engaging employees in food allergy training can contribute to greater levels in employee awareness and confidence in protecting health and safety of restaurant patrons with food allergies. Restaurants that demonstrate a strong preparedness toward handling food allergy requests can deliver a better customer experience and increase customer loyalty. Originality/value The findings of this study underscore the need for the restaurant industry, policy makers and food safety educators to work together to develop training programs and relevant resources to support and facilitate food allergy risk management in restaurants.

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DiPietro, Robin, Drew Martin y Thomas Pratt. "Understanding employee longevity in independent fine dining restaurants". International Journal of Contemporary Hospitality Management 31, n.º 10 (14 de octubre de 2019): 4062–85. http://dx.doi.org/10.1108/ijchm-10-2018-0869.

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Purpose This paper aims to investigate talent management (TM) practices of independent fine dining restaurant (FDR) organizations and explores why employee retention rates in FDRs are higher than other restaurants. This research adds to the TM literature by surfacing attitudes and influences that lead to employee retention. Design/methodology/approach The present study collects data using McCracken’s (1988) long interview method to provide insights into value similarities and differences between employees and independent restaurant managers. Fourteen interviews at two independent FDRs inform the results. This study employs a grounded theory approach. Findings Study results show that people take pride in working for the restaurants and the culture within the restaurant inspires a higher level of self-esteem. This independent, family-owned environment helps employees and managers achieve higher work performance and satisfy overall lifestyle needs. Respondents report their employment helps them to do things that bring out the best in them and allows them to accomplish other things that they want in life. The study also suggests that a shared value system between employees and managers creates a more stable workforce and longer tenure. Research limitations/implications The current study examines only two independent family-owned FDRs, so generalization is limited. The current study uses grounded theory to expand on research in the TM literature. Practical implications If owners and managers of FDR focus on addressing employees’ higher-order motivational needs, they have a better chance of retaining employees. Losing productive employees has high direct and indirect costs, and the restaurant industry is plagued with high turnover. Independent restaurants also need to evaluate their new employee orientations because unstructured training contributes to an environment of uncertainty. Developing a positive culture in an FDR is possible with a focused, family-oriented business. This work culture takes time to develop. Recruiting and selection methods to ensure a fit with the culture and values are a cost-effective method to ensure the continuation of this culture. The consistent values between employees and managers in this study demonstrate that hiring for personal values and not necessarily for skills already developed helps with positive TM in FDR. Originality/value The current study extends the knowledge in TM, ecological systems theory and motivational needs-based theory through detailed interviews and value analyses. Long interviews and triangulation of the data surface conscious and nonconscious memories from both employees and managers specifically relating to employee retention factors in FDR.

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Lee, Yee Ming y Erol Sozen. "Who knows more about food allergies – restaurant managerial staff or employees?" British Food Journal 120, n.º 4 (3 de abril de 2018): 876–90. http://dx.doi.org/10.1108/bfj-07-2017-0387.

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Purpose The purpose of this paper is to compare restaurant managerial staff and employees’ attitudes toward food allergies, their food allergy knowledge and food allergy-related training. Design/methodology/approach An online questionnaire was administered through a market research company (Qualtrics® Inc.). A total of 110 managerial staff and 229 restaurant employees completed this questionnaire. Findings Most restaurants were willing to modify recipes for customers with food allergies. Respondents felt that the customers should be responsible for expressing their food allergy needs. Both groups were able to identify certain symptoms of allergic reactions to food but lacked knowledge of allergen-handling practices. The managerial staff and employees had knowledge differences about how to respond to an allergic reaction (p<0.001) and how to identify peanut derivatives on food labels (p<0.000). In total, 70 percent of the managerial staff indicated that they provided employee food allergy training but only 40 percent of employees indicated receiving such training. The managerial staff identified a lack of employee commitment and interest as barriers to training provision. However, the employees identified different reasons (i.e. it is unnecessary and not beneficial). Practical implications Restaurants should have policies in place to accommodative customers with food allergies and make sure food allergy-related information is communicated to their customers via different outlets (i.e. restaurants’ websites and printed menus). Food allergy training should be designed based on the areas that need improvement, as knowledge may differ based on the position in the restaurants (managerial staff vs employees) and types of the restaurants (quick service vs casual dining). Pragmatic strategies need to be identified to better encourage and motivate restaurant employees to attend a food allergy training. Originality/value Understanding the similarities and differences in attitudes, knowledge and training on food allergies between restaurant managerial staff and employees would help restaurants to plan and implement policies and training that best fit both managerial staff and employees.

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Shokhsanam, Zoirova y Young-joo Ahn. "Employee Service Quality at Uzbekistani Halal Restaurants Amid the COVID-19 Pandemic". Sustainability 13, n.º 10 (19 de mayo de 2021): 5712. http://dx.doi.org/10.3390/su13105712.

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In this study, we examined the employee service dimensions which are associated with satisfaction and customers’ intention to revisit among Uzbekistani customers who visit halal restaurants in Korea. We also investigated the situational factor of the pandemic outbreak and the moderating role of the restaurant locations. A total of 264 respondents participated. The results revealed that behavior quality and appearance were important employee service quality dimensions for halal restaurants. However, interaction quality and expertise quality were not associated with satisfaction. The results may indicate that consumers did not prefer human interactions at the restaurants because of the risk of Coronavirus disease (COVID-19). The results affirmed that customers who positively evaluated their restaurant experience showed a higher intention to visit again. Finally, the findings showed a moderating effect of the location (the capital city vs. others). The customers visiting restaurants in the capital city were likely to be satisfied with employees wearing masks and wearing clean uniforms. These findings could enrich the literature on the multidimensional aspects of service encounters at Uzbekistani halal restaurants considering the tangible and intangible service qualities of employees during COVID-19.

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Han, Hua y Yi-Chun Yang. "What makes a green citizen in Taiwan's restaurant industry?" Social Behavior and Personality: an international journal 49, n.º 7 (7 de julio de 2021): 1–13. http://dx.doi.org/10.2224/sbp.10275.

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Generating employees' altruistic behaviors toward green activities is important. We sought to understand what factors influence green organizational citizenship behavior of employees in the restaurant industry in Taiwan by examining the relationships among green human resource management practices, employee commitment toward the environment, and green organizational citizenship behaviors. We used convenience sampling to collect data from 512 frontline staff of restaurant chains in Taiwan. Structural equation modeling was conducted to test our hypotheses, and the results show that five green human resource management practices were positively related to employee commitment toward the environment, which, in turn, positively affected green organizational citizenship behavior. Managers of restaurants can adopt this understanding of the relationships of green human resource management practices with employees' commitment toward the environment and green citizenship behavior.

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Bi, Yahua, Sooyoung Choi, Jie Yin y Insin Kim. "Stress on Frontline Employees from Customer Aggression in the Restaurant Industry: The Moderating Effect of Empowerment". Sustainability 13, n.º 3 (29 de enero de 2021): 1433. http://dx.doi.org/10.3390/su13031433.

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In service industries such as restaurants, abusive customer (jay-customer) behaviors may evoke emotional exhaustion and burnout in frontline employees, threatening job satisfaction as well as sustainable management in the hospitality industry. Therefore, there is a need to identify whether (and to what degree) such customer behaviors stress frontline employees enough to affect their mental health, which may lead to employee turnover. To understand jay-customer behaviors in a restaurant setting, this study investigated the factors of jay-customer behaviors that induce job stress and decrease job satisfaction. Additionally, the moderating effect of empowerment was tested to see whether employee empowerment decreases the stress caused by jay-customer behaviors. Data collected from 302 restaurant employees from several cities in South Korea were analyzed using exploratory factor analysis and structural equation modeling. The study results demonstrate that three types of jay-customer behaviors (verbal abuse, physical abuse, and sexual harassment) are directly related to frontline employees’ job stress, which in turn, reduces job satisfaction. A moderating effect of empowerment on the relationship between verbal abuse and job stress is found. The results of this study suggest a conceptual model for understanding the process in which jay-customers negatively influence the frontline employees, threatening employee well-being, and they provide valuable implications for the restaurant industry, which can help develop strategies to improve employee welfare and provide better customer management.

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Raab, Carola y Shiang-Lih Chen McCain. "Employee Commitment and Restaurant Profitability". Journal of Human Resources in Hospitality & Tourism 1, n.º 3 (junio de 2002): 1–10. http://dx.doi.org/10.1300/j171v01n03_01.

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DiPietro, Robin B., Kimberly Harris y Dan Jin. "Employed in the foodservice industry: likelihood of intervention with food safety threats". International Hospitality Review 34, n.º 2 (12 de octubre de 2020): 243–62. http://dx.doi.org/10.1108/ihr-07-2020-0021.

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PurposeThe purpose of this study was to investigate restaurant employee behaviors and their likelihood of intervening when witnessing food safety threats.Design/methodology/approachA mixed method was used for this study with the focus group interview and survey questionnaire. A total of eight focus groups ranging in number of participants from to 6 to 12 were asked to respond to presented scenarios that depicted restaurant employees committing food safety risk behaviors and threats in the restaurant environment that would present food safety risks such as out-of-stock bathroom supplies, dirty tables in the restaurant dining area, employee personal hygiene issues and unclean production equipment. These participants were also asked to complete a draft of the survey that would later be edited and distributed to the sample population.FindingsResults suggest that social norms and perceived severity of threats impact the likelihood that restaurant employees will intervene. Implications for academics and practitioners are discussed.Originality/valueThis study was special as it provides a synthetic viewpoint that considers how service organizations can work to do a better job of interviewing employees before starting their jobs about their beliefs and personal practices of food safety at home, their previous work in the restaurant industry and food safety culture that they may have worked in before, as well as increasing the communication in restaurants to build a food safety culture. These practices can help to lower risks to the public regarding food safety and can help to build relationship trust in the brands that we all love to indulge in when dining out.

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Slamet, Slamet y Nor Ali Sukkron Imami. "Pengaruh Komunikasi Pimpinan dan Bawahan Terhadap Kinerja Karyawan pada Restoran Ayam Bawang Cak Per Cabang Malang". MOMENTUM : Jurnal Sosial dan Keagamaan 9, n.º 2 (22 de diciembre de 2020): 289–306. http://dx.doi.org/10.29062/mmt.v9i2.106.

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Abstract: This research aims to understand: 1) The communication intensity level at Ayam Bawang Cak Per Restaurant, Malang Branch; 2) The employee performance at Ayam Bawang Cak Per Restaurant, Malang Branch; and 3) To know the communication influence between branch managers to employees on employee performance at Ayam Bawang Cak Per Restaurant, Malang Branch. This research used quantitative methods in the process and consist of two variables, dependent and independent. Communication is the independent variable and employee performance is the dependent variable. The research sample was taken 99% of the total population 51, but due to the time and situation, the sample taken was only 40 employees of each division. The result showed that: 1) The communication intensity level between branch managers and subordinates was at a moderate level with a percentage of 75% of 30 employees; 2) The employee performance level was at the medium category with a percentage of 65% of 24 employees; and 3) There is a significant influence between communication on employee performance at Ayam Bawang Cak Per Restaurant, Malang Branch.

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Jung, Hyo Sun y Hye Hyun Yoon. "How do the Employees’s Perceptions of Abusive Supervision Affect Customer Satisfaction in the Chain Restaurants? Employee-Customer Level Analysis". Information 11, n.º 8 (3 de agosto de 2020): 384. http://dx.doi.org/10.3390/info11080384.

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The purpose of this study is to examine the effect of chain restaurant employees’ perception of abusive supervision on employee satisfaction and customer satisfaction. The sample for the survey was collected from 228 customers and 93 employees in a chain restaurant. The results showed a negative relationship between abusive supervision and employee satisfaction. However, abusive supervision did not have a significant, direct effect on customer satisfaction, but showed an indirect effect via employee satisfaction. In addition, employee satisfaction was positively associated with customer satisfaction.

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Tesis sobre el tema "Restaurant employee"

Johnson, Catherine. "EMPLOYEE MOTIVATION: A COMPARISON OF TIPPED AND NON-TIPPED HOURLY RESTAURANT EMPLOYEES". Master's thesis, University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2981.

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Employee motivation shall be defined by Robbins (as cited in Ramlall, 2004) as: "the willingness to exert high levels of effort toward organizational goals, conditioned by the effort's ability to satisfy some individual need." To engage in the practice of motivating employees, employers must understand the unsatisfied needs of each of the employee groups. This study desires to provide practitioners in the restaurant industry the ability to recognize motivators for these different employment groups and their relationship to organizational commitment. The restaurant industry consists of two types of employees: salaried and hourly. This study focuses on hourly employees, and their subdivision: tipped employees. For the purpose of this research hourly employees shall be defined as employees that depend on their hourly wage as their main source of income and tipped employees shall be defined as employees that depend on the receipt of tips as their main source of income. The purpose of this study desires to provide practitioners in the restaurant industry a comparison and analysis of employee motivation between the two employment groups and their level of organizational commitment. After formulating a thorough research review, a questionnaire instrument was assembled. The sample for this study was a convenience sample consisting of 104 restaurant hourly tipped and non-tipped, front of the house personnel employed in a single branded, national restaurant chain located in the metropolitan area of Orlando, Florida. The research instrument was a survey questionnaire instrument comprised of three sections: 1.) twelve motivational factors derived from Kovach (1995), 2.) nine questions from the reduced OCQ from Mowday, Steers, and Porter (1979), and a section concerning demographic information of gender, age, race, education level, marital status, job type and tenure in the industry. Results from the study revealed that firstly, all of the employees in this thesis study felt that management loyalty was the most important motivating factor; secondly, intrinsic motivation factors were more important to non-tipped hourly employees; thirdly, gender had a strong influence in half of the motivating factors; fourthly, promotion and career development was found to be more important to non-tipped employees; lastly, overall mostly medium positive relationships were found between employee motivation and organizational commitment. Implications, limitations, and suggestions for future research are discussed in the final chapter.
M.S.
Rosen College of Hospitality Management
Hospitality and Tourism Management

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Padron, Thomas C. "Retention of employees in the Wisconsin restaurant industry". Menomonie, WI : University of Wisconsin--Stout, 2004. http://www.uwstout.edu/lib/thesis/2004/2004padront.pdf.

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Carter, Danon R. "The influence of servant leadership on employee engagement| A qualitative phenomenological study of restaurant employees". Thesis, University of Phoenix, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3570203.

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Servant leadership is one leadership philosophy, which addresses the concerns of ethics, customer experience, and employee engagement while creating a unique organizational culture where both leaders and followers unite to reach organizational goals without positional or authoritative power. With employees viewed as one of the greatest assets for organizations, maintaining loyal, productive employees while balancing profits becomes a challenge for leaders, and drives the need to understand employee engagement drivers. The experiences of 11 employees and two managers from Celebration Restaurant in Dallas, Texas explored the qualitative phenomenological study of servant leadership and its influence on employee engagement. The modified van Kaam method contributed to data analysis, which examined manager and employee responses for comparison and assessment. The themes that emerged from interviews and focus groups found were:

1. Servant Leader Experience;

2. Why People Stay at Celebration;

3. Servant Leader Traits;

4. Impact of Servant Leadership;

5. Application of Servant Leadership.

The themes revealed servant leadership positively influences employee engagement while contributing to employee loyalty to the workplace. Based on the servant leader experience, participants were more committed, built healthy work relationships, and actively participated in achieving organizational goals.

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Johnson-Tate, Dawn Renita. "Effective Strategies Used by Restaurant Managers to Reduce Employee Absenteeism". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5089.

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Employee absenteeism costs organizations in the U.S. restaurant industry more than 15% of profits each year. Some restaurant managers lack strategies to reduce employee absenteeism. Using the expectancy theory, the purpose of this single case study was to explore effective strategies that restaurant managers use to reduce employee absenteeism. The target population was managers of a single restaurant, known for successfully implemented strategies to reduce employee absenteeism, located in the Baltimore-Washington, DC, metropolitan area. Data collection included semistructured face-to-face interviews with 3 managers and a review of company archival documents such as memorandums, training documents, employee records, and employee performance reviews. Data were analyzed using inductive coding of words and phrases from the interviews and noted from the company archival documents. The findings revealed themes that represented restaurant managers' strategies for reducing employee absenteeism including communication, consistent enforcement of management policies, and a positive environment. Managers who used the strategies of communication, consistent enforcement of management policies, and a positive work environment reduced employee absenteeism, which might increase productivity and profitability in the restaurant industry. The implication for positive social change is that restaurant managers might reduce employee absenteeism through implementation of these effective strategies and, in turn, encourage new or sustained employment opportunities, organizational sustainability in the community, and sustained financial well-being of employees and their families.

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Smith, Jaun Derek. "Successful Strategies for Reducing Employee Turnover in the Restaurant Industry". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5040.

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Employee turnover remains a ubiquitous phenomenon that could negatively impact the operations and profitability of any business entity. For decades, managers, business leaders, and individuals in academia have devoted considerable time and resources to understanding and reducing the phenomenon. This qualitative multiple case study was conducted to explore the successful strategies that restaurant managers used to reduce employee turnover. The population sample consisted of 4 restaurant managers from Port of Spain, Trinidad and Tobago who had successfully used strategies to reduce employee turnover. The conceptual framework used was the transformational leadership model. Data for the study were gathered using semistructured interviews, employee records, and company documents. The data were analyzed using cross-case synthesis. The findings included 4 emergent themes. Two themes were tethered to the transformational leadership model with the focus on the constituents of individualized consideration, inspirational motivation, and intellectual stimulation. One theme was linked to the transactional leadership style under the element of management by exception active approach. The 4th theme was unexpected and tethered to practice; actions involved the use of various labor configurations to reduce employee turnover. The results of the study might be beneficial to managers not only in the restaurant industry but within the wider business ecology. With the implementation of successful strategies to reduce employee turnover, business operations and profitability could be spared degradation from operational disruptions due to frequent recruitment and labor shortages. The improved margins could be reinvested towards improving the communities and the lives of workers through positive changes in wages, therefore, contributing to positive social change.

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Oliver, Laura A. "Work Breaks, Employee Morale, and Satisfaction in the Restaurant Industry". ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3057.

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Work breaks during an individual's shift can be a powerful motivational tool for management; however, not all individuals receive breaks during their shifts. The purpose of this phenomenological, qualitative study was to explore how work breaks affect employee morale and satisfaction in the casual and fine dining restaurant industry. The questions explored in this study were related to the breaks effect employee satisfaction and morale in the casual and fine dining restaurant industry. Thirteen participants with a minimum of 5 years' experience as wait staff who worked more than 6 hours per day were interviewed using semi structured interviews. The results were analyzed using a modified version of van Kaam's method and MAXqda software. The results suggested that breaks did not directly affect employee satisfaction and morale; however, management style directly affected employee satisfaction and morale. The results from this study may help managers have a better understanding of how their interactions and dealings with employees affect employee satisfaction and morale. This research may spur a field-changing management training, which could promote positive social change for employees.

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Racey, Tim. "Employee Selection Strategies in Casual Dining Restaurants". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3317.

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Annual turnover for hourly employees in the hospitality industry averages 102%. The costs associated with hiring and training new employees are estimated at 150% of an employee's salary for businesses with more than 30 employees. The purpose of this case study was to examine the personnel selection strategies used in the casual dining sector. The sample for this study was 6 casual dining restaurant managers in the central Georgia area. Three of the participants used online selection strategies and 3 participants used intuition-based strategies. The objective of this study was to compare the similarities and differences between each respective personnel selection strategy. The conceptual framework employed is a resource-based view of the firm. Data were collected through semi structured face-to-face interviews. Data analysis occurred through coding and theming and revealed common themes between both groups. These themes were related to assessment of the application, applicant experience, applicant skills, traits, and abilities (online), and interviewing of the applicant. By implementing the recommendations from this study, managers in casual dining restaurants could affect social change whereby selecting employees who fit the restaurant environment and would demonstrate a higher self-efficacy and a better work-life balance. Promoting traits of self-efficacy and work-life balance would also create retention among hourly employees, saving restaurant organizations millions of dollars.

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Leson, Suzanne M. "Restaurant-style dining in skilled nursing facilities : resident and employee satisfaction". Diss., Manhattan, Kan. : Kansas State University, 2009. http://hdl.handle.net/2097/1680.

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Tao, Chen-Wei. "Development of restaurant service sabotage scale". Diss., Kansas State University, 2017. http://hdl.handle.net/2097/36211.

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Doctor of Philosophy
Department of Hospitality Management and Dietetics
Junehee Kwon
Service sabotage refers to employees' deliberate actions that negatively affect service, functional quality, employee-customer rapport, and company performance. Almost all frontline employees in the hospitality industry have witnessed service sabotage behaviors, and 85% admitted to engaging in such misbehaviors. Despite the prevalence and profound impact of service sabotage, it has been a challenge for researchers to measure the construct and understand specific and contextualized restaurant service sabotage behaviors. Thus, the purpose of this dissertation was to develop a reliable and valid scale to measure restaurant service sabotage. A mixed methods research design was applied. A qualitative study was conducted to explore prevalent restaurant service sabotage behaviors and to generate an item pool for the initial scale, followed by two quantitative studies with two different groups of non-managerial frontline employees in full-service restaurants to refine and validate the scale. Guided by critical incident technique, 243 critical incidents were derived from the in-depth interviews (n = 26). Of those, 28 explicit types of restaurant service sabotage behaviors were identified and further categorized into three behavioral groups: targeting customers, colleagues, and restaurants. In conjunction with scale items extracted from related measures, an initial instrument consisting of 39 items was developed and administered to an online restaurant employee panel by hiring a professional research firm. A total of 419 usable responses were collected and analyzed using principal axis factoring with a promax rotation. Results revealed a 13-item scale with three dominant factors. To validate the scale, 463 usable responses were gathered for data analyses. Results of the confirmatory factor analyses indicated a good model fit of the three-factor model, Chi-square/df=3.15, GFI=.96, CFI=.97, NFI=.95, and RMSEA=.07 while reducing the scale items from 13 to 10 and supporting the scale's dimensionality. Tests for validating construct validity were all fully supported. Cronbach’s alpha coefficients were all greater than .70, showing internal consistency of the scale. This psychometrically valid and conceptually sound scale may be applied in future restaurant service sabotage research and may stimulate additional studies to advance the theory and explore the criterion network. Implications, limitations, and direction for future research are discussed.

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Linknerová, Alena. "Analýza pracovnej spokojnosti zamestnancov". Master's thesis, Vysoká škola ekonomická v Praze, 2012. http://www.nusl.cz/ntk/nusl-162697.

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The subject of my theses is the analysis of employees' satisfaction in a concrete company. The goal is to discover weaknesses in this area through a survey on employees' contentment and consequently creating a concept of how to improve current status in particular areas. The theoretical part includes specification of basic terms, clarifies importance of research of employees' contentment and presents results from other surveys. It also deals with particular elements of staff contentment and specifics of work in restaurant facilities. The practical part shows the application of theory into the business practice through actual research of employees' contentment in the restaurant XY. The survey focuses on employees' reflection in respect of selected areas of their work contentment. It uses a questionnaire and interview as research methods. The final output of the theses consists of recommendations and suggestions which should increase staff contentment in the chosen restaurant.

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Más fuentes

Libros sobre el tema "Restaurant employee"

Survival Spanish for the hospitality industry: Employer-employee relations. New York, N.Y: Van Nostrand Reinhold, 1991.

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Miller, Stephen G. Protecting restaurant profits: Managing security. New York: Chain Store Pub. Corp., 1988.

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The restaurant training program: An employee training guide for managers. New York: J. Wiley, 1992.

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Restaurant management: Customers, operations, and employees. 3^a ed. Upper Saddle River, N.J: Pearson, Prentice Hall, 2007.

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Mill, Robert Christie. Restaurant management: Customers, operations, and employees. Upper Saddle River, N.J: Prentice Hall, 1998.

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Restaurant management: Customers, operations, and employees. 2^a ed. Upper Saddle River, NJ: Prentice Hall, 2001.

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Restaurant babylon. London: Bantam, 2013.

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Edwards-Jones, Imogen. Restaurant Babylon. Rearsby: Clipper Large Print, 2014.

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Sasaki, Noriko. Tian guo can guan: You xiao you lei de can ting wu yu. Taibei Shi: Dong li chu ban she you xian gong si, 2002.

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Litrides, Carol A. Restaurant service: Beyond the basics. New York: Wiley, 1994.

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Capítulos de libros sobre el tema "Restaurant employee"

Nonaka, Tomomi, Toshiya Kaihara, Nobutada Fujii, Fang Yu, Takeshi Shimmura, Yoshihiro Hisano y Tomoyuki Asakawa. "Employee Satisfaction Analysis in Food Service Industry – Resultant of Questionnaire to the Restaurant Staff". En Serviceology for Designing the Future, 23–36. Tokyo: Springer Japan, 2016. http://dx.doi.org/10.1007/978-4-431-55861-3_2.

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Shimmura, Takeshi, Toshihumi Takahashi, Syuichi Oura, Tomoyuki Asakawa, Toshiya Kaihara, Nobutada Fujii y Tomomi Nonaka. "Enhancing Kitchen Layout and Training to Improve Management and Employee Satisfaction at a Multiproduct Japanese Cuisine Restaurant". En Serviceology for Smart Service System, 139–45. Tokyo: Springer Japan, 2017. http://dx.doi.org/10.1007/978-4-431-56074-6_16.

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Sato, Koya, Mizuki Oka y Kazuhiko Kato. "Early Turnover Prediction of New Restaurant Employees from Their Attendance Records and Attributes". En Lecture Notes in Computer Science, 277–86. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-27615-7_21.

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Margulis, Alexander R. "Entertaining Employees, Equals, Prominent Guests Either at Home, in the Office or Institution, or in a Restaurant". En How to Rise to the Top...and Stay There!, 149–54. New York, NY: Springer New York, 2011. http://dx.doi.org/10.1007/978-1-4419-7503-4_46.

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von Gaudecker, Hans-Martin y Bettina Siflinger. "Labor Supply and Well-Being During the Early Stages of the COVID-19 Crisis in the Netherlands: Lessons from Microdata". En The New Common, 67–74. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-65355-2_10.

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AbstractLike many other countries, the Netherlands shut down large parts of economic and social life in the spring of 2020 in response to the COVID-19 pandemic. Between late March and early May, schools and childcare facilities as well as restaurants, cafes, and bars were shut down; contact-related occupations were closed; gatherings were prohibited; and employees were advised to work from home as much as possible. While these regulations represented a sharp cut in individuals’ personal lives, they were more relaxed in the Netherlands than in many other European countries. At the same time, the Netherlands has enacted large-scale economic relief programs.This chapter gives an overview of how labor supply and well-being have changed in the Netherlands in the early stage of the COVID-19 pandemic. We show that changes in the labor market have affected different groups of people differently and we discuss reasons for these differences. In addition, we illustrate how the consequences of the lockdown have altered the well-being of Dutch workers.

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"Human Resources Management". En Strategic International Restaurant Development, 34–51. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-4342-9.ch003.

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This chapter presents the human resources department's critical role for foodservice operations, which are very labor-intensive by nature. The chapter introduces the reader to what it takes to be successful in human resources management, H. R. manager's role, and its role in the operation and its relationship with other departments. The content includes planning, organizing, staffing, leading, and controlling in the context of H.R. management. Most importantly, it emphasizes the importance of knowing the federal equal employment opportunity legislation and the employee occupational safety and health regulations. It makes recommendations for developing training manuals, job descriptions, employee policy manuals, and applications. In addition, it proposes strategies as to how and where to recruit the best-qualified employees and retain them. Lastly, it shows practical examples of proficiency in forecasting human resources demand by using mathematical formulas and directions and makes the reader aware of the challenges and opportunities of the human resources manager.

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Imran, Muhammad y Hammad Wajid. "Employee Performance in the Fast Food Industry". En Handbook of Research on Developing Circular, Digital, and Green Economies in Asia, 387–400. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-8678-5.ch019.

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The main purpose of this research is to find the relationship of role overload (RO), love of money (LOM), empowerment (EMP), and work engagement (WE) on employee performance (EP) in the fast food industry and also to find the mediating effect of happiness (HAP) between RO, LOM, EMP, and WE on employee performance and moderating role of the spirit of work (SOW) on happiness and employee performance (EP). The data was gathered using the online survey method through questionnaires from the employees of fast food restaurants of South Punjab, Pakistan. The sample size was 297. The smartPLS 3 was used to analyze the data. The result findings show that LOM, WE, and HAP have an influence on EP while RO and EMP have no influence on EP. There was a mediating effect of HAP between EMP and EP whereas there was no mediating influence of HAP between RO, LOM, WE, and EP. No moderating role of SOW between HAP and EP was found. This study findings are very useful for manager/owner of the restaurant the increase their employee performance, which leads to firm high performance.

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Widjaja, D. C., R. S. T. Putri y D. E. Febrianto. "Transformational leadership, perceived organizational support, and workplace spirituality on employee engagement of restaurant employees in Surabaya". En Promoting Creative Tourism: Current Issues in Tourism Research, 174–81. Routledge, 2021. http://dx.doi.org/10.1201/9781003095484-27.

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Hollinger, Richard C., Karen B. Slora y William Terris. "Deviance in the fast-food restaurant: correlates of employee theft, altruism, and counterproductivity". En Occupational Crime, 257–86. Routledge, 2020. http://dx.doi.org/10.4324/9781003073666-16.

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Hollinger, Richard C., Karen B. Slora y William Terris. "deviance in the fast-food restaurant: correlates of employee theft, altruism, and counterproductivity". En Occupational Crime, 257–86. Routledge, 2018. http://dx.doi.org/10.4324/9781315193854-14.

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Actas de conferencias sobre el tema "Restaurant employee"

Takehara, Masanori, Hiroya Nojiri, Satoshi Tamura, Satoru Hayamizu y Takeshi Kurata. "Analysis of customer communication by employee in restaurant and lead time estimation". En 2014 Asia-Pacific Signal and Information Processing Association Annual Summit and Conference (APSIPA). IEEE, 2014. http://dx.doi.org/10.1109/apsipa.2014.7041701.

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Jurgena, Inara, Aina Muska y Elina Jurjane. "Reduction of non-value added activities in restaurant services: the case of BBS-Dizain Ltd". En 21st International Scientific Conference "Economic Science for Rural Development 2020". Latvia University of Life Sciences and Technologies. Faculty of Economics and Social Development, 2020. http://dx.doi.org/10.22616/esrd.2020.53.021.

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In order to ensure the development and competitiveness of an organization, it is essential to continuously enhance processes, particularly those that generate revenue, i.e. business processes, as well as to introduce innovations. One of the business processes at BBS-Dizain Ltd that needs to be enhanced is the catering service. The aim of the research is to examine possibilities for shortening order processing times at BBS-Dizain Ltd. The research concluded that the average rating of order processing time at the restaurant given by the employees of BBS-Dizain Ltd (internal customers) was higher (4 points) than the rating given by visitors (external customers) (3.49 points). A contingency analysis showed that there was no correlation between the ratings given by external and internal customers; therefore, the restaurant’s personnel did not critically assess their performance in terms of order processing time. Since changes in the demand for the dishes on the menu of the restaurant exceeded 25%, and none of the dishes on the menu was a leader in terms of revenue generated, there were no dishes, the cooking process of which BBS-Dizain Ltd needed to optimize. The chefs of BBS-Dizain Ltd could enhance their skills in preparing Group AY meals, as the demand for them was relatively steady. Rearranging the workplace of a chef, using the 5S methodology, and replacing the worktop for the chef with a freezer allows significantly – two-fold – reducing the number of the steps made during the shift. However, rearranging the restaurant’s storeroom, using the 5S methodology, allows saving 95 % time spent on searching for things needed. Therefore, the possibilities to reduce order processing times at the restaurant of BBS-Dizain Ltd involve decreasing unnecessary movements of chefs at their workplaces and reducing the time spent on searching for things in the storeroom.

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Zuraida, R. y H. Iridiastadi. "Evaluation of subjective fatigue tool - a study addressing restaurant employees in Indonesia". En 2015 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2015. http://dx.doi.org/10.1109/ieem.2015.7385815.

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Kim, Min-Gyu, Minjung Park, Juhyun Kim, Yong-Seoup Kwon, Dong-Seop Sohn, Heeyoon Yoon y Kap-Ho Seo. "On the Common and Different Expectations on Robot Service in Restaurant between Customers and Employees". En HRI '21: ACM/IEEE International Conference on Human-Robot Interaction. New York, NY, USA: ACM, 2021. http://dx.doi.org/10.1145/3434074.3447172.

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Kim, Min-Gyu, Heeyoon Yoon, Juhyun Kim, Jungjun Kim, Dong-Seop Sohn y Kyungho Kim. "Investigating Frontline Service Employees to Identify Behavioral Goals of Restaurant Service Robot: An Exploratory Study". En 2021 18th International Conference on Ubiquitous Robots (UR). IEEE, 2021. http://dx.doi.org/10.1109/ur52253.2021.9494675.

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Šugar, Violeta. "Budućnost u inovativnim hibridnim radnim mjestima: što smo naučili tijekom korona krize o kvaliteti na poslu?" En Kvaliteta-jučer, danas, sutra (Quality-yesterday, today, tomorrow), editado por Miroslav Drljača. Croatian Quality Managers Society, 2021. http://dx.doi.org/10.52730/imzm9517.

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Sažetak: Jedna od posljedica pandemije korona virusa velik je šok i za europsko i za svjetsko gospodarstvo. Utjecaj na razne sektore i poduzeća ovisi o nizu čimbenika, među ostalim o mogućnosti prilagodbe radnih mjesta, odnosno načina obavljanja radnih zadataka u kontekstu epidemioloških mjera. Organizacije se suočavaju s potrebom novoga strateškog pristupa u organizaciji poslova, zaštiti zdravlja na radnome mjestu, komuniciranju u novim okolnostima, vođenju, motiviranju, te upravljanju prihodima i troškovima. U New Yorku se, primjerice, samo 14% od više od milijun službenika do sredine siječnja vratilo u svoje urede, čime su ugroženi mnogi mali poduzetnici (trgovine, restorani), ali i život na Manhattanu. Za vrijeme proljetnog zatvaranja 62% zaposlenih Amerikanaca radilo je od kuće, što je više nego dvostruko više u odnosu na nekoliko godina ranije. Mnogi su od njih izrazili zadovoljstvo brzom prilagodbom i učinkovitošću, međutim novija istraživanja pokazuju kako rad od kuće ima i negativnih učinaka, poput onih vezanih uz izravnu komunikaciju, dijeljenje znanja, kreativno rješavanje izazova, ali i odvajanje privatnog i poslovnog života. U ovome se radu analiziraju elementi kvalitete radnoga mjesta, načini prilagodbe i organizacije rada različitih djelatnosti u pandemijskim uvjetima, te prednosti i nedostaci rada od kuće / na daljinu u potrazi za odgovorom na pitanje je li budućnost u hibridnim radnim mjestima. Abstract: One of the consequences of the corona virus pandemic is a major shock to the economies worldwide. The impact on various sectors and companies depends on several factors, including the possibility of adapting jobs, i.e., the way of performing work tasks in the context of epidemiological measures. Organizations face the need for a new strategic approach in work organization, in workplace health protection, with communication under new circumstances, as well as in leadership, motivation, and revenue and cost management. In New York, for example, only 14% of more than a million employees returned to their offices by mid-January, threatening many small businesses (shops, restaurants) but also the living in Manhattan. During the spring lockdown, 62% of employed Americans worked from home which is more than twice as many as a few years earlier. Many of them expressed satisfaction with the quick adjustment and efficiency, but recent research shows that working from home also has negative effects, such as those related to direct communication, knowledge sharing, creative problem solving, but also the separation of private and business life. This paper analyses the elements of workplace quality, ways of adapting and organizing the work of different activities in pandemic conditions, and advantages and disadvantages of teleworking in search of an answer to the question of whether the future is in hybrid workplaces.

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Agarwal, Ramesh, Ping Wang y Lee Chusak. "Integrative Analysis of Non-Renewable and Renewable Energy Sources for Electricity Generation in U.S.: Demand and Supply Factors, Environmental Risks and Policy Evaluation". En ASME 2010 4th International Conference on Energy Sustainability. ASMEDC, 2010. http://dx.doi.org/10.1115/es2010-90365.

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An equilibrium economic model for policy evaluation related to electricity generation has been developed; the model takes into account the non-renewable and renewable energy sources, demand and supply factors and environmental constraints. The non-renewable energy sources include three types of fossil fuels: coal, natural gas and petroleum, and renewable energy sources include nuclear, hydraulic, wind, solar photovoltaic, biomass wood, biomass waste and geothermal. Energy demand sectors include households, industrial manufacturing and commercial enterprises (non-manufacturing businesses such as software firms, banks, restaurants, service organizations, universities, etc.). Energy supply takes into account the electricity delivered to the consumer by the utility companies at a certain price which maybe different for retail and wholesale customers. Environmental risks primarily take into account the CO2 generation from fossil fuels. The model takes into account the employment in various sectors and labor supply and demand. Detailed electricity supply and demand data, electricity cost data, employment data in various sectors and CO2 generation data are collected for a period of seventeen years from 1990 to 2006 in U.S. The model is calibrated for the aggregate data. The calibrated model is then employed for policy analysis experiments if a switch is made in sources of electricity generation, namely from fossil fuels to renewable energy sources. As an example, we consider a switch of 10% of electricity generation from coal to 5% from wind, 3% from solar photovoltaic, 1% from biomass wood and 1% from biomass waste. It should be noted that the cost of electricity generation from different sources is different and is taken into account. The consequences of this switch on supply and demand, employment, wages, and emissions are obtained from the economic model under three scenarios: (1) energy prices are fully regulated, (2) energy prices are fully adjusted with electricity supply fixed, and (3) energy prices and electricity supply both are fully adjusted.

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Ramesh, Aparna. "Le Corbusier in Chandigarh: A Search for the Natural Order". En LC2015 - Le Corbusier, 50 years later. Valencia: Universitat Politècnica València, 2015. http://dx.doi.org/10.4995/lc2015.2015.784.

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Abstract: This paper is an attempt to analyse and decode Le Corbusier’s application of his exceptionally singular and complex understanding of the order of the natural world in his urban masterpiece- Chandigarh City. It was Le Corbusier’s strong belief that architecture was a personal search for truth, a truth that was contained in the organic harmony of nature. He was convinced that with the advent of the machine in the 19th century, ties between man and nature had been severed. For the sake of the citizen’s physiological and psychological health, he felt it was essential that future cities focus on reconnecting man to nature through large green parks open to the sky, unpolluted by the machine. His own formative years in the lush forests of the Swiss countryside, sketching and abstracting natural forms helped him observe and internalise the inherent logic in their geometry. Over the years, a deeper study of mathematical proportions of the human body led Le Corbusier to propose the Modulor as a standard for the human scale in architecture. This only further cemented his belief that there was no separate natural order and man-made order; man was a part of nature and therefore a part of the natural order as well. However, it was the spiritual aspect of city planning that fascinated Le Corbusier the most. After a life long study of natural forms, he was fully convinced that this Spirit was hidden in the geometries of nature. To him, it was essential that the twentieth century city employ this spiritual order as a means restore harmony between man, nature and the cosmos. Resumen: Este trabajo conforma un intento para analizar y decodificar la aplicación de Le Corbusier en su comprensión excepcionalmente singular y compleja del orden del mundo natural en su obra maestra urbana - La Ciudad de Chandigarh. La firme creencia de Le Corbusier era que la arquitectura constituía una búsqueda personal de la verdad, una verdad establecida en la armonía orgánica de la naturaleza. Estaba convencido de que con el surgimiento de las máquinas en el siglo XIX, los lazos entre el hombre y la naturaleza se habían roto. Por el bien de la salud fisiológica y sicológica de los ciudadanos, sentía que era fundamental que las ciudades futuras se enfocaran en reconectar al hombre con la naturaleza a través de grandes parques verdes abiertos al cielo, sin ser contaminados por máquinas. Sus propios años de formación en los frondosos bosques del campo Suizo, esbozando y captando formas naturales lo ayudaron a observar e internalizar la lógica inherente en su geometría. Con el transcurso de los años, un estudio más profundo de proporciones matemáticas del cuerpo humano, llevaron a que Le Corbusier propusiera el Modulor como un estándar para la escala humana en arquitectura. Esto sólo consiguió consolidar aun más su creencia de que no había una separación entre el orden natural y el hecho por el hombre; el hombre era parte de la naturaleza y por lo tanto parte del orden natural también. Sin embargo, fue el aspecto espiritual de la planificación de la ciudad lo que más fascinó a Le Corbusier. Luego de un estudio de formas naturales a lo largo de la vida, se convenció por completo acerca de que este Espíritu estaba escondido en las geometrías de la naturaleza. Para él era primordial que la ciudad del siglo veinte empleara este orden espiritual como un medio para restaurar la armonía entre el hombre, la naturaleza y el cosmos. Keywords: Chandigarh; City Planning; Capitol Complex; Modulor Man; Open Hand; Natural Order. Palabras clave: Chandigarh; Planificación de la ciudad ; Capitol Complex; Modulor Man; Open Hand; Orden del Mundo Natural. DOI: http://dx.doi.org/10.4995/LC2015.2015.784

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