...Importance of Teamwork In the Kitchen Teamwork in the kitchen is a basic requirement as it is the main key of successful performance for anyone who is, going to or will join this most important department of hospitality. The purpose of this essay is to explain the concept of teamwork and how it applies to kitchen environment. Also, examples of personal experience of teamwork in class are provided to illustrate its effectiveness as a way to achieve common goals. Dwyer (2013, p. 224) defines teamwork as a cooperative effort by the members of a group or team to achieve common goals and objectives. This means that in a team, all members need to contribute to the common effort communicate and help each other to achieve set goals. The characteristics of effective teams include having clear goals, results- driven structures, competent team members, collaborative climates, unified commitment, good communication, principle leadership, and internal and external support (Kayse, 2012). Teamwork is particularly important in the kitchen environment. In the kitchen, chefs are effectively team leaders who are responsible for organising the team to meet its goal(s), the quality of the team’s output, developing the team and the interface between the team and the organisation (Hardingham, 1995, pp.32-33). Carefully explaining goals to all kitchen staff and setting out all the standard requirements are some of the responsibilities of the chef. In the kitchen where...
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...BBHM105: Culinary Techniques and Standards Teamwork in the Kitchen Environment A competent chef, however, needs more than just good practical skills. To be a role model and encourage teamwork, the chef must demonstrate effective organisation, time management and meet occupational health and safety standards (OHS). These are equally important work practices, as they contribute to a safe and productive work environment. Furthermore, all these skills need to be consistently practised until they become an automatic part of the chef‟s daily working routine. Chefs have been called “the people in the middle” They are regarded as employees by higher management but are looked upon as members of management by employees below them. In reality they are both. They translate higher management‟s directives into an efficient food production service. They bridge the gap between policies and action, between goal setting and goal attainment. In fulfilling the position of kitchen manager, the Head Chef was empowered to hire and fire, to promote, and to award pay rises, with little accountability to higher authority. But with the appearance of large hotel groups has come a new managerial philosophy based on a growing recognition that chefs must posses flexible attitudes and develop social awareness if there subordinates are to work at maximum efficiency. Modern chefs must understand how their workplaces informal organisation works and how people are motivated. They must be able to plan ahead and...
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...Cardinal Ambrozic CATHOLIC SECONDARY SCHOOL HOSPITALITY & TOURISM TECHNOLOGY GRADE 10 – TFJ 201 MR. F. GROE Course Overview Hospitality and Tourism Technology, Grade 10, Open Mr. F. Groe Cardinal Ambrozic Catholic Secondary School Identifying Information Course Title: Hospitality and Tourism Technology Grade: 10 Course Type: Open Ministry Course Code: TFJ2O Credit Value: 1 credit Department: Technological Education Description/Rationale This course emphasizes the scope of the hospitality and tourism industry. Students study food origins, food handling techniques, food preparation, health and safety standards, and the use of specialized tools and equipment. They also investigate travel and tourism activities in Ontario, develop effective communication and management skills, and identify career opportunities in the hospitality and tourism industry. Unit Titles (Time + Sequence) Unit 1 | Safety and Sanitation | 10 hours | Unit 2 | The Scope of the Hospitality and Tourism Industry | 10 hours | Unit 3 | Food Preparation and Handling | 30 hours | Unit 4 | Food Origins and Tourism | 30 hours | Unit 5 | Communication and Management Skills | 30 hours | Unit Descriptions Unit 1: Safety and Sanitation Description This unit introduces students to basic principles of personal, workplace, and food safety in hospitality and food service. Students examine their role in safety and sanitation in the hospitality and food service...
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...Hospitality Management Competencies: do faculty and students concur on employability skills? Adeniyi, Adeolu Shola GTB Lagos, Nigeria adeolu.adeniyi@mail.com Abstract This paper is one in a series of establishing what competencies the various stakeholders (students, faculty and industry mentors) think are the ideal competencies needed by employees in the hospitality field in places such as hotels, food service providers, restaurants and lodges, compared to those actually displayed by hospitality management students. This particular paper reports on a comparison drawn between what the faculty and students believe are the ideal competencies compared to those that they actually have on completion of their academic studies, prior to the students engaging in their semester of work-integrated learning (WIL). The results would be used by faculty to focus on ensuring students are aware of the employability and management competencies they need in order to conduct themselves in the business world of hospitality with confidence and competently. Key Words: Competencies, hospitality...
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...9. Section 6: Human Resources Layla’s Gourmet is a high-end Middle Eastern restaurant that will be owned by Layla Aj-meel. Our management and operations team will be well balanced in terms experience and qualification in different fields of business and in delivering the best cuisines to our valuable customers. Layla’s Gourmet’s, with collective experience between the chief officers, understands the importance of a strong operations and management team. We believe that our success lays in the strength of our operations and management staff. Our operations and management team will be expected to use resources judiciously, abide rules and regulations; operate profitably and most importantly to provide the customers with top quality food and service. Our management philosophy will be based on teamwork, responsibility and mutual respect. We will operate in an environment, which will encourage creativity, diversity, growth and performance. MANAGEMENT TEAM (FRONT HOUSE STAFF) General manager: Our restaurant general manager will be responsible for keeping the units running efficiently and profitably. He/she will have a minimum of 5 years of experience in field of restaurant management and hospitality and also will be a graduate with certified restaurant management diploma. The most important duties of the general manager will be with the efficient overall management of the restaurant, procedures of opening and closing the restaurant, supervising the employees, tracking inventory...
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...Activity 19 Leading the team Purpose To encourage participants to recognise some of the key elements of effective teams by observing or taking part in teamwork, and to give them an opportunity to practise observation and feedback skills. 19 First-time Leadership © Fenman Limited 2000 Activity 19 Leading the team Introduction There are two threads running through any aspect of teamwork. One is the task the team has to achieve, and the other is the process by which they achieve it. Being aware of both can be a challenge to those new to the leadership role. This activity makes use of a series of role-plays to explore the elements of tasks and process, allowing participants to clarify their understanding of what goes on in teams. Purpose To encourage participants to recognise some of the key elements of effective teams by observing or taking part in teamwork, and to give them an opportunity to practise observation and feedback skills. This activity, together with Activity 20, forms a comprehensive introduction to team formation and the leadership of teams. It can also be used to help participants improve their meeting skills and to provide development of observation and feedback skills. You start with a brief introduction session and then talk about the two threads in teamwork – task and process – and the responsibility of the team leader to be aware of both. You then set up a role-play in which (if the group is large enough) each character has a shadow whose role...
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...Play is of an enormous importance in a young child’s life. Through play the child’s social and motor skills develop greatly. Three forms of social play have been identified as parallel play, associative play, and cooperative play (Belkin & Faw, 1980, p. 340). The child starts out at a young age enjoying their play with themselves rather than people (Gibson, J.T., 1978, p. 300). Toddlers then play house with their dolls and stuffed animals. When the child engages human peers instead of toy objects in play this is the start of social play (Gibson, J.T., 1978, p. 300). Through this development comes aspect of parallel play. Here this child may play alongside a fellow peer, but they may be engaging in two completely different activities (Belkin & Faw, 1980, p. 340). Side by side the children play, observing each other and enjoying the fact that they are present with that peer, while not directly interacting with them. At two years of age a child with participate in parallel play (Gibson, J.T., 1978, p. 300). Associative play proceeds parallel play starting at age three. The children play in groups with the same toys as their peers, but each child uses the materials in very different ways (Belkin & Faw, 1980, p. 340). When asking a child engaged in associative play to describe his activity, he often times describes a totally different activity then the other children (Belkin & Faw, 1980, p. 341). A major part of associative play is imitation. A younger...
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...Report into Organisational Culture and the Professional Kitchen Name: Marie Martin Course: FT408/1F Date: 09/01/06 Lecturer: Mark Gallagher Abstract It is common knowledge that the role a head chef plays in a professional kitchen is a vital one and that the culture of a kitchen is a unique one. The common person views a kitchen as a manic, hectic place where the head chef shouts and roars in order to assert authority and get the job done. The likes of Gordon Ramsey have gone a long way to fuel this image. But just how accurate is this? Surely no one would become a chef if this was so, why put oneself through such an ordeal to cook others their dinner? This paper sets out to establish the culture of the professional kitchen, identify the role the head chef plays within this culture and establish who wants to be a chef and why? Table of Contents 1. Introduction 4 2. Culture is: 5 3. Organizational culture 5 4. The Kitchen 7 4.1. The Head Chef. 8 5. Levels of Culture 9 5.1. Artifacts 9 5.2. Espoused Values 10 5.3. Underlying Basic Assumptions 10 6. Change in the Kitchen 12 7. Conclusion 13 8. Bibliography: 14 1. Introduction The role of the head chef has changed over the years being a leader in the kitchen is no longer enough. The Head Chef is among those professions that people dream about, leading a platoon of sous chefs in a glamorous, stainless steel kitchen and presenting fabulous meals to hundreds of people...
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...and the number of graduates who are without work on the other. It seems paradoxical that a country with a high unemployment rate, has graduates without work, and that professionals need to be imported or lured to the country. This situation may arise from the fact that students lack employability skills. Behavioural (soft) skills such as those gained through curricula that embed critical outcomes such as analytical skills, teamwork, organize and manage oneself, usually deliver more competent and employable graduates (Coll & Zegwaard, 2006). Employers have indicated that students are often not prepared for the workplace and call on universities to produce more employable graduates (Barrie, 2006; Kember & Leung, 2005) by providing transferable skills that can be taken into the workplace (Smith, Clegg, Lawrence & Todd, 2007). Students’ subject matter knowledge is usually satisfactory (Crebert, Bates, Bell, Patrick & Cragnolini, 2004; Hind, Moss & McKellan, 2007) but by improving and developing their competencies such as interpersonal skills, teamwork, communication and problem solving skills, value will be added to their intellectual capabilities making them more employable (Hind et al., 2007; Maher & Graves, 2007). Employers are expecting graduates to be work-ready and demanding a range of competencies and qualities of them (Yorke & Harvey, 2005). Educational institutions should be critical of their programme offerings and question if they are nurturing the appropriate...
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...LEARNING &DEVELOPMENT PROJECT DONE AT THE RAINTREE HOTELS [pic] SUBMITTED To: Mrs. JAYANTHI PETER SUBMITTED By: JULIA SHALINI [pic] OBJECTIVES A mechanism that helps enhancing performance through building behavioral and functional/technical competencies required for Individual and Organizational development. The policy contains guidelines on identifying learning and development needs, develop plans and approve, and training to employees. POLICY DETAILS Purpose of Training * Training is a process through which there is a transfer of knowledge on technical/functional/behavioral area(s) to the employees. Such as: * Workshops – experiential activities that increase job related knowledge and expertise. * Short courses – Technical / Functional/Behavioral/Leadership skills that increase productivity and efficiency of the employee. * In-service training – on the job training where job related knowledge are either provided/strengthened. * Hotel Tour – where the employee gains knowledge by observing the procedures practiced in Hotel. * Employee training expenses (both onsite and offsite) will be fully borne by the Hotel. * Each employee will be subject to training according to needs arising from: * Competencies required during the annual Performance Appraisal. * Training stated in the Personal development plan during the counseling sessions. ...
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...Conferences and Banquets and Maintenance Department. Due to the large number of employees employed, many assets owned and increasing number of guests every day, managing of its staffs by Personal management is done with challenges because personnel management as defined by an internet website, eHow.com as, ‘personnel management is vital component of any organisation which deal directly with the workplace of company or organisation’. The following report below stretches how Human Resource manager with top management team manages their employees which I encountered when I was doing my Hospitality Internship Training with them from 24th July to 31st August, 2012 and the report also further outlines the Importance of having an effective personnel management in organisations or company. 1. Importance of Effective Personal Management. The Personal Management consists of wider number of topic and that includes recruiting, training and maintaining a content workforce with taking into consideration workers welfare and condition of employment which complies with Domestic Labour law and International Labour Law also. Effective personnel management of the Personal Manager is far more important than the Organization or company itself because human resources are the important asset in any organizations or companies. This argument is further supported by Trivology.com stating that ‘every organisations look into personal managements as very vital for the survival of its...
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...THAI RESTAURANT 1 CASE STUDY REPORT Restaurant Management in The U.S. : In Case of Thai Restaurants in 2005 Parinya Maglin EDWARD S. AGENO SCHOOL OF BUSINESS GOLDEN GATE UNIVERSITY Date: September 17, 2005 THAI RESTAURANT 2 EXECUTIVE SUMMARY The purpose of this case study was to motivate the owners or managers of Thai restaurants to increase their definitions of Thai restaurant management and get the edge to make their restaurants a going concern and to provide some insight into many issues and some value for the management of Thai restaurants. The primary goal of the study was to increase awareness of the areas in which the owners or managers of Thai restaurants in the U.S. could be further improved. This case study utilized the qualitative research methodology. All of interviewees are owners or managers of Thai restaurant in the U.S., a total of 10 participated in the study consisting of 9 owners and 1 manager. Data for the study was collected from various evidences gathered by systematic interview, direct observation, and participant observation. Information from the data collected confirmed the need for owners or managers of Thai restaurants to increase their definitions of Thai restaurant management, get the edge to make their restaurants a going concern, and increase awareness of the further improvement. There are such an analysis and conclusion provided with some useful recommendations for the owners or managers of Thai restaurants in the...
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...CHAPTER 1 INTRODUCTION The term paper is based on different types of works of a Super Shop named Whole Foods. There are nine types of jobs given in the question without any job title; it says what the jobholders need to do, and what requirements the jobholders need to have. We need to assign titles to each job and do job descriptions and job specifications for all the job positions, and conduct Job Evaluation of all the jobs using the Point Method. To do the point method we need to identify and define the compensable factors on which we will do the evaluation, then justify why we have chosen those factors, decide the scale for the factors, assign weight to the factors, then justify why we gave such weight. At last, from the result, we need to prepare a job structure. 1. Objective: The objective of the report is to have the real time experience of preparing the following things: ✓ Job Description ✓ Job Specification ✓ Job Evaluation by using Point Method ✓ Job Structure. We have prepared these things from information provided from Whole Foods Market. 2. Scope: The report contains detail job description, job specification, job evaluation using Point method of Whole Foods market. And from the results of job evaluation, we have prepared the job structure. It helped us to develop these things by our own which would help us later in our jobs. ...
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...Chapter 1 The Problem and Its Settings Introduction Competence is defined as the skills, knowledge and other attributes that lead to success in a chosen area. One of the major factors for students to ponder upon after graduation in college is whether they became competent to the different challenges of the global market. Acquiring techniques or knowledge for new trends is a head start for being a competent employee which can be learned through quality education. Job qualification for Hotel industry is essential in finding a competitive work in the Philippines or even in other countries. Due to the rampant growth in hospitality industry, there has been a major concern for the Hotel and Restaurant Management students to be highly competitive or highly qualified in terms of hotel and restaurant preferences and standards. The job market in the hospitality industry is very competitive, employers will always want new graduates who are ready to “jump in” and start working immediately. Equipped with knowledge on the new trends for today’s hospitality industry, in order to be competitive in this market, newly graduates must possess the maximum skills required to perform efficiently and effectively in the hospitality industry. Industry professionals often claim that what educators teach in the classroom is out dated (Kang, Wu, & Gould, 2005). Technology, the workforce, hospitality and tourism products, and customers are constantly changing. As a result, relevant competencies...
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...MEMORANDUM/POLICY "THE CMC-HOOTERS MANAGEMENT MANIFESTO" GUIDE TO HOOTERS RESTAURANT OPERATIONS EXCELLENCE By James E. Cornett III, with J. Philip Cornett All Rights Reserved Copyright 1998 Created: December 1996 Last Updated 11-04-10 MANAGER RESPONSIBILITIES This memo will highlight responsibilities for the Hooters Manager position. Many duties are for the position of General Manager. However, any "assistant" manager performing these duties well will progress and perform much better than one just merely going through the motions. This set of philosophies and operating policies was derived from the CMC-HOOTERS GENERAL MANAGER MANIFESTO. OVERVIEW There are many responsibilities that will be defined in terms of mechanical responsibilities.... But more important than that, and therefore things that I will list first, are philosophical and attitudinal responsibilities. Most managers can run a typical restaurant. But Hooters is not a typical concept or restaurant operation. It takes a special person to manage a Hooters and an even more special person to be a excellent manager of a Hooters Restaurant. You have to run the restaurant like it's yours and the GM's to own and run, working as a team, and make yourself only settle for being the BEST in town. Nothing second rate. You must know that settling for mediocrity means death to the restaurant, any potential bonuses, and death to job security and career growth. That means always concerning yourself...
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