Competing values in the culinary arts and hospitality industry Leadership roles and managerial competencies Michael W. Riggs and Aaron W. Hughey Abstract: It is important that education and training programmes align with the needs of the professions they are designed to support. The culinary arts and hospitality industry is a vocational area that needs to be examined more closely to ensure that the skills and competencies taught are those that will actually be needed when students matriculate
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TAX INCENTIVES Alex Easson and Eric M. Zolt* OVERVIEW........................................................................................................................1 I. THE CASE FOR AND AGAINST TAX INCENTIVES..........................................6 A. Convention Wisdom ............................................................................................6 B. Advantages of Tax Incentives..............................................................................9 C. Disadvantages
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those questions extensively. Incentive Solutions CEO Steve Damerow sat down for an enlightening Q&A session. Who is Incentive Solutions? Technology making incentive rewards easy. Incentive Solutions is a 20-year-old‚ debt free‚ employee-managed incentive marketing agency that uses the cloud and Mobile Apps to manage and communicate sales incentives to in-house employees‚ distributor/dealer/value added resellers (VAR) utilizing three primary reward vehicles: Group incentive travel and corporate meetings
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Culinary Arts and Hospitality Management People today seem to think that culinary arts and hospitality management is the same field of work but‚ these two fields are entirely different in many aspects. There are a lot of careers that can be found that use both aspects of culinary and hospitality however‚ there are more choices for hospitality careers than there are culinary. Which of these two different yet similar fields dominates the other? Taking into account the classes needed to become
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The Tradition of Southern Hospitality “Southern hospitality… not a tangible thing‚ but an attitude which has been ingrained in southerners forever…” Bee Jackson. Bee Jackson states southern hospitality in perfect truth. Just as a bee’s instinct instructs the bee to concoct honey‚ so the culture dictates the hospitality of the south. I believe that the Gospel‚ taught from the pulpits of the many southern churches‚ inspires this hospitality. My southern experiences fill my mind with memories
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Francisco every other week supervising the marketing and operations of the five Peet’s stores. Starbucks employees began to feel neglected and‚ in one quarter‚ did not receive their usual bonus due to tight financial conditions. Employee discontent escalated to the point where a union election was called‚ and the union won by three votes. Baldwin was shocked at the results‚ concluding that employees no longer trusted him. In the months that followed‚ he began to spend more of his energy on the Peet’s
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opportunities‚ rewards‚ culture‚ and management style. The employee personal values should align with the company’s brand and be reflected consistently to employees. Otherwise‚ employees may grow cynical about the company and ultimately become less productive or leave the organization entirely. In addition to relevant skills‚ employers seek employees who have the personal values‚ characteristics‚ and personality traits that spell success. Minchington (2005) defines an Employer Value Proposition (EVP)
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Rights of Employees CONTENTS Introduction 1. Workers and employees 2. Length of service 3. Contracts of employment 4. Written statement of terms 5. Statutory procedures and the LRA Code of Practice 6. Wages 7. Hours‚ holidays and rest breaks 8. Sunday working 9. Time off provisions 10. Maternity‚ paternity and adoption 11. Part time workers 12. Fixed term employees 13. Discrimination 14. Whistleblowing 15. Employment protection in health and safety
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of management styles utilized to motivate and enhance employee performance. Thus satisfaction of employees is imperative to the success of any business. A high rate of employee contentment is directly related to a lower turnover rate and higher productivity. Thus‚ keeping employees’ satisfied with their jobs should be a top priority of every employer. There are numerous reasons as to why employees can become discouraged with their jobs and perform poorly or resign. This can include limited opportunity
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and culture‚ employee involvement‚ empowerment and autonomous workgroups. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. Questions relate to relate of pay‚ work responsibilities‚ variety of tasks‚ promotional opportunities the work itself and co-workers. Motivating factors are those aspects of the job that
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