safety and sanitation in the kitchen Essays - 7609 Words

Safety and Sanitation in the Kitchen Safety in the kitchen means using precautionary methods in the kitchen to prevent an accident. Most accident in the kitchen is due to carelessness. Safety Procedures: Basic Rules of Kitchen Safety 1. Wear appropriate, clean clothing on the lab days. 2. Never cook in loose clothes and keep long hair tied back. 3. Store knives in a wooden block or in a drawer. 4. Keep potholder nearby and use them. 5. Don’t let temperature-sensitive foods sit out in the kitchen. 6. Separate raw meat and poultry from other items whenever you use or store them. 7. When possible use a kitchen tool, not your hands to complete tasks. 8. Wipe up spills immediately. Keep the floor dry so that no one slips†¦show more content†¦Waste Disposals Food Waste Disposal Units The Kitchen Layout If you understand the basic principles of kitchen layout will help take much of the mystery out of the design process. The most basic layout principle is the work triangle. The work triangle is the line drawn from each of the three primary work stations in the kitchen – the food storage, cooktop, and sink. By drawing these lines, you can see the distance you’ll walk to move to and from each area. The sum of the ideal triangle is supposed to be between 15 and 22 feet, putting each of the three appliances within two or three steps of one another. The three primary kitchen work stations which create the work triangle are: 1. Food storage - Your refrigerator and pantry are the major items here. Cabinetry like lazy Susan or swing-out pantry units adds function and convenience. Options like wine racks, spice racks, and roll-out trays help to organize your groceries. 2. The preparation/cooking station – Your range, oven, microwave, and smaller appliances are found in this area. Counter space is important in this section. Conserve space by moving appliances off the counter with appliance garage cabinets and space-saving ideas like towel rods and pot lid racks. 3. The clean-up station – Everyone’s least favorite activity is one of the kitchen’s most important – clean-up. This area is home to the sink,Show MoreRelatedGood Personal Hygiene And Food Safety1906 Words   |  8 PagesFood safety is determined not only by proper sanitation, food storage or cleaning methods, but the importance of personal hygiene is a major part of food safety as well. Unclean hands, filthy dingy clothing, uncovered hair and other improper habits in a kitchen can cause food contamination through bacteria, dirt or germs. When food contamination occurs, those consuming the food can experience sickness, these sicknesses are known as a food-borne illness. The illnesses can be the demise of many restaurantsRead MoreThe Art Of A Pastry Chef1534 Words   |  7 Pagesprograms, help prepare students with the practical and technical skills necessary to be a pastry chef. There are 2-year degree programs and they usually focus on kitchen instructi on. Courses may include: baking fundamentals, nutrition, cake design, chocolate arts, confectionaries, specialty cakes, plated desserts, sanitation and safety/ culinary management, and apprenticeship. Several chefs are trained in dessert and pastry arts through apprenticeship programs (Education portal). The American CulinaryRead MoreResearch Report About Culinary Arts1593 Words   |  7 Pages......INTRODUCTION Page 2 †¦.......................................................................HISTORY Page 3 †¦.......................................................................CULINARY ARTS BASICS : The Fundamentals of Cooking A. Food Safety Page 4 †¦........................................................................ B. Knife Skills amp; Basic Knife Cuts Page 5 †¦........................................................................ C. Cooking Principles D. Stocks amp; SaucesRead MoreEssay about Public Health Care Reform in America1352 Words   |  6 PagesDay after day. There are several public health measures that need to be actively engaged in order to help reform health care in America. Public health measures focus on the population, sanitation, disease control, infant mortality, nutrition, occupational health, and environmental health. Modern sanitation was one of the greatest public health accomplishments of the late 19th and early 20th century. Contamination of drinking water supplies by human waste is a cause of many deadly infectiousRead MoreAssignment 1 Pret a Manger892 Words   |  4 Pagesas long as the store meets its customers’ requirement. c. Wholesome ingredients indicate a store image of being healthy, fresh, and delicious, thus making itself a preferred one compared with other fast food restaurant. d. Each store has its own kitchen to prepare food, except those tiny ones, thus making its products better than anyone else. e. No overnight food rule guarantees its freshness which is highly pursued nowadays, especially those office workers. f. The discussion of food, recipes,Read MoreJob Evaluation and Job Structured Essay1000 Words   |  4 Pagesresponsible for unloading kitchen deliveries and cleaning all of the dishes, utensils, pots and pans. Other areas of responsibility include food prep work and maintaining food quality and sanitation in kitchen. A Dishwasher must ensure that all production teams have sanitary tools and workspaces. JOB F Stock Leader Team Leader Assist with scheduling, supervision of team members and in organizing and developing promotional displays. Communicate and maintain Team Member safety and security standardsRead MoreConsiderations of Food Safety1128 Words   |  4 PagesFood safety is one of the primary concerns in our industry, especially to those who process food in large amounts. Therefore, proper sanitation must be provided in order to destroy microorganisms that could possibly spoil and contaminate food products. Sanitizers are substances used to reduce and inhibit most microorganisms present in surfaces of equipment and utensils. They are usually in the form of liquid mixture applied directly on the surface of equipment or any material that may come in contactRead MoreSatisfaction of Customer in Fast Food787 Words   |  4 Pagesremoval of expired food from display bins. Sanitation and Food Temperature * Food service workers must be properly trained on sanitation, such as when to wash their hands and for how long. For example, a person handling money would be trained to wash her hands before touching any food. Food service worker training can also entail teaching employees the proper temperatures at which to store or serve hot food, especially beef or meat items. Sanitation training is extremely important for preventingRead MoreHotel Management Team Project : Cycle Of Employment1474 Words   |  6 Pages2. Job Summary Support and assist Executive Chef by daily monitoring and overseeing kitchen/culinary operations including: †¢ Selection of kitchen staff †¢ Training of kitchen staff †¢ Evaluate performance of kitchen staff †¢ Staff supervision according to company’s standards and safety regulations/procedures †¢ Monitor to ensure proper procedures (food storing, receiving, rotating, preparing, etc.) †¢ Monitor kitchen operations for areas of improvements, adjustments, quality, etc. †¢ Bookkeeping and administrativeRead MoreHuman Resource Information System : An Integrated Plan Set Up For Cafe Vevo1649 Words   |  7 Pagespolicies. 3 position descriptions of company: 1. Position description for Cafà © Vevo Kitchen Hand: †¢ Kitchen Hand is responsible for ensuring the cafe clean through mopping and sweeping the floor. †¢ Kitchen Hand is responsible for cleaning the utensil such as the knives and other equipment and appliance in the kitchen such as the refrigerators and blenders, along with cleaning the work station of the cooks or chefs. †¢ Kitchen Hand is responsible for separating the trashes in terms of biodegradable and non-biodegradable

Behind Women s Prostitution Prostitution - 1561 Words

Behind Women’s Prostitution Prostitution, as many of you may know is an exchange of sex for payment. It should be illegal everywhere in the world because of the extreme lifestyle women are forced to live and because of the increase in crime rates. There are three different types of prostitution. The first and most known- street prostitution, the second being escort prostitution and last but not least-sex-trafficking. Prostitution in general is often looked at as shameful in society, however for many women/ young females around the world, this decision was not made by them. What most people don’t know is that many of them have been forced or lured into prostitution by traffickers or pimps. For others, they depend on this exchange because†¦show more content†¦These prostitutes are known to serve many men a night and like the other types of prostitution, they are controlled by pimps and if they disobey him, they can be beaten or punished another way. The prostitutes attract strangers and criminals, such as drug dealers to their neighborhoods, increasing the risk of burglaries, muggings, and other crimes. Prostitutes themselves are especially vulnerable to robberies and assault. Most prostitutes are also drug addicts, making it hard for them to leave prostitution and in some cases, the pimp is the one who introduces them to drugs, causing them to become addicted in order for them to manipulate the prostitute. Another way a pimp might manipulate someone into becoming a prostitute is by acting like a friend or boyfriend to her and shows her he cares about her, but soon she is unfortunately forced to work for him. On the other hand, some prostitutes may use drugs just to cope with their stress and everything that they have to go through. However, used needles are often found on streets along with used condoms, creating an even more unpleasant environment to live/ be in. Escort Prostitution Escort prostitution, also known as a â€Å"call girl† is a woman prostitute who arranges appointments by telephone or computer. She typically meets at a hotel, the client’s home, or even her house to protect themselves fromShow MoreRelatedShould Prostitution Be Legalized?889 Words   |  4 Pages Prostitution has been described as one of the oldest professions know to man. Although women inparticular have had the ability to sell their bodies in order to gain assets doing so has not only been frowned upon but illegal. Some find this option as a last resort. They have depleted resources and don’t know where else to turn. Many argue that morally prostitution is wrong and they may have merit in saying so. Despite this prostitution should be legalized not only because women should have the rightRead MoreThe World s Oldest Profession For Nothing1613 Words   |  7 Pagesâ€Å"Prostitution isn t inherently immoral, any more than running a company like Enron is inhe rently immoral. 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The law bannedRead MoreShould Prostitution Be Legal? Essay1261 Words   |  6 PagesProstitution has existed in history since before most people can remember. In our time, prostitution is hotly debated as to whether it should be a professional working job, or whether it is immoral and oppressive to women. This debate has existed since the dawn of time, and there is still no clear answer. Society demands that police should stop certain illicit activities from happening in their neighborhoods, but should law enforcement be made to waste their time and effort to arrest those thatRead MoreShould Prostitution Laws Be Legal?1304 Words   |  6 PagesMost people morally oppose the profession of prostitution because they consider it to be a taboo. While others believe that it is their right and personal freedom to choose what to do with their life and body. Recently, the debate about how laws should address prostitution legally has become a subject of legisla tive action. Prostitution itself is not a criminal offence under the Constitution, but there are certain laws under the Criminal Code that discourage it and makes it unlawful. For exampleRead MoreGrowing Field Of Prostitution And Prostitution1323 Words   |  6 PagesGrowing field of prostitution Sergelen Batsaikhan Assignment #3 COMP 1011 Feb 24 2017 Growing field of prostitution There have been many attempts to stop prostitution, but the field is growing more and more. Prostitution has existed for about 2000 years. Throughout the history of humankind, there were many attempts to eliminate prostitution, but no one could stop prostitution. Prostitution is one of the main survival methods for women who don’t have income to support themselvesRead MoreThe Canadian Justice System1714 Words   |  7 Pages We say that slavery has vanished from European civilization, but this is not true. 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In fact, people possessing negative judgments toward prostitutionRead MorePro-Prostitution (The Advantages of Prostitution)1469 Words   |  6 PagesProstitution is the act or practice of engaging in sexual activities in the exchange of money (Dictionary.com). Prostitution is believed by many to be the world?s oldest profession with its roots tracing back to ancient times (Otchet). It is a common belief that prostitutes are only women, but the truth is that prostitutes are predominantly of the female gender. In today?s modern society prostitutes are frowned upon by society because they see it as being on the same category as drug addiction andRead MoreThe Issue Of Legalization Of Prostitution1103 Words   |  5 Pagesdefines prostitution as â€Å"the act of having sex in exchange for money.† In recent years, there has been speculation of the laws in place that criminalize prostitution. While there are advocates that want prostituti on to be decriminalized, there are also advocates for the legalization. Decriminalization would simply repeal the laws making prostitution illegal, whereas full legalization would allow the government to put regulations and safety requirements in place. The legalization of prostitution would

International Human resource Management The Traditional Theories

Question: Describe about the International Human resource Management for The Traditional Theories. Answer: The traditional theories of Human resource Management suggest that HRM is a support function and not a business function because it does not generate revenue. However, in recent times the multinational organizations have realized the importance and strategic nature of Human Resource Management function. It is important that the strategies and policies around human resource management function should be linked with the overall business level strategy of organizations. In recent times, the large and multinational organizations have been practicing the HRM function in an integrated manner. In the current business environment, organizations have started to focus on the integration of HRM with Information Technology. Many functions carried out by the HR department have now been made electronic and people are becoming more comfortable to use them in interacting with the business. Technology advancements have allowed the jobs that HR has to perform to become more streamlined. The role of HR M in multinational organization is definitely working in conjunction with the company's strategy. The objective of this essay is to analyze and discuss the importance and challenges of integrating the International HRM function and the organizational strategy for the large and multinational organizations (Nankervis, 2011). The initial research suggests that the importance of integrating HR strategies is the overall improvement in the productivity level of employees. The large and multinational organizations have realized that the productivity, innovation and commitment level of employees are the drivers of competitive advantage. Therefore, multinational organizations want to have high level of integration between HR strategies and business level strategies so that organizations can have overall productivity improvement. The HRM function could be complicated in the multinational organizations because the HR executives of multinational firms would have to manage to employees from different cultural and backgrounds. For example, the HR policies of Microsoft cover the employees across multiple countries. The HR managers have to modify the HR strategies for different regions. Therefore, it is important that the HR strategies should derive from the business level strategies of organizations. At a high level, the multinational organizations can have the business level strategy of cost leadership of differentiation. The HR managers of multinational organizations have to manage the cross functional teams. Daft (2013) described cross-functional teams as being comprised of employees of similar rank. These employees often come from different functions of the company. One of the primary concerns when working with cross-functional teams is finding a balance and common ground to build off of between the different concerns and perspectives from each function. The most productive way to address the challenge of leading and working with cross-functional teams is to continue to reiterate that the overall goal is everyone's responsibility and not just a particular part of the team. Also, it is important to validate the concerns and input of each functioning part of the team in an effort to not stop growth and team cohesion. The work of HR managers is particularly difficult in multinational organizations because HR managers also have to manage the team in virtual environment. Virtual teams are not necessarily more difficult to manage but they are different than managing a team that is able to meet at a specific time and physical location. The distinctions of managing these teams can be learned and implemented successfully (Lepsinger DeRosa, 2015). The tools to enable this success are multiplying as it becomes easier to share documents in the cloud, post videos online, and set up virtual workspace s. According to (Farnham 2010 pp3), to be effective in the competitive business world today HR professionals need to have full knowledge of the external contexts (STEEPLE) in which their company operates and the driving force behind the changes facing it. The HR professionals can have the complete knowledge of external factors only when they have a deep understanding of the overall business strategy of organization. The level of competition in an industry has an influence on a companys ability to find qualified workers because in most cases the big companies because of their branding power or reputation need not advertise their vacancies because the candidates seeks them out, therefore the HR has to develop programs and incentives to attract new employees as well s retain key employees. For example, Deloitte an international consultancy firm assist organizations strengthen their strategic objectives by placing HR functions at the forefront of the business strategies. Deloitte has a ten- step approach divided into three categories; namely, defining human capital value; alignment of HR products and services; and value delivery (Deloitte, 2009). One of the greatest challenges of operationalizing strategy across various business functions is creating and sustaining the synergy that is needed to have an organization that function efficiently. As companies realign the structure of the organization to be more market-oriented and responsive to changing customer requirements and competitive conditions, there is a greater need to share information across functional groups and organizational boundaries (Hunt Speh. 2007).Challenges can change depending on the circumstance. When the strategy is well received and individuals see benefits for not only the organization but for them, change can be welcomed and implemented rather quickly. It would be correct to say that HR mangers should change the focus of Human Resource Management function from a reactive function to a proactive function. The greatest challenge of operationalizing strategy across various business functions are convincing employees that change is needed.Change for most isnt an easy task. The challenge is convincing people to change when they feel that there is no change needed. Basically its about the art of persuasion. So appealing to the heart is the best way to implement change (Fujimoto, 2007). The most challenging part of implementing and integrated human resource management strategy is the human aspect. How workers will accept their role, how they will evolve, how to keep the organization balanced with a healthy work environment and productivity. People are resistant to change and strong leaders with a good vision and communication skills are needed to lead effectively. The greatest challenge of operationalizing and an integrated HRM strategy across business functions is execution. Managers can guide their teams towards the strategic plan, but most of the time provides little leadership or feedback on how to get there (Mathews, 2016). Thus, without effective leadership, the strategic plan will fail (Daft, 2013). Ways in which to effectively operationalize strategy across business functions can be achieved in the following ways: Planning- Identify key areas of the business that need to be tackled. Strategic initiatives should focus on products/services for profitability and sustaining growth (Mathews, 2016). Transform strategy into tactical- Effective business plans target key areas that will steer the organization in the direction it wants to go and contains the tactical steps on how to achieve the goal. Unfortunately, this is where things can get muddled and companies fail to produce (Mathews, 2016). A successful business plan will identify which strategies will result in profitability, identify who will be responsible, which departments will execute on the plan and how to get there (Mathews, 2016). Team Approach-Successful strategic plans are well communicated throughout cross-functional teams. Although most strategic planning is done at a senior level, heads of different departments are accountable for communicating the plan throughout their teams and establishing steps on how to achieve the goals. Establish benchmarks-Establishing benchmarks and timetables assists with ensuring the strategic plan is carried out and communicating often is key to success (Mathews, 2016). Benchmarks helps to transform the goal into small steps that are achievable in everyday tasks. Monitoring progress-Strategic plans can be overwhelming at best when looked at in its entirety. By breaking down the strategic plan into manageable steps, can help people stay focused and on target. The tactical execution should be communicated often, celebrating milestones when benchmarks are met along the way to help keep people motivated and working towards the strategic goal. Although challenging, the leader still has a responsibility to honor stakeholders concerns even though emotions are tied to feeling of change. They just have to figure out the most strategic way to implement changes that will be the most effective way, otherwise they will fail. They must understand that in order to grow, you must respond to the needs of your employees, otherwise they are less likely to be as productive.Also, there will some resistance. Whenever there is change, there are people who are going to be resistant. Most people understand that in order to improve, there must be change, however there are always a small group of people that are resistant to change because they dont do well with a changing system (Corbridge, 2010).The most important thing is to have structure, and include youre employees in so that they will feel part of the process. Once you have the majority of employees accepting changes in the system, then others will likely follow.It would be correct to sa y that the organizational leaders should be able to implement the HRM strategies in an effective manner. According to Daft (2016) there is no value in the most creative HRM strategy if it cannot be translated into action. Implementing IHRM strategy is the most important, but also the most difficult part of strategy. The greatest challenge is related to the inability of people to adopt new behaviors. Dekhane (2014) stated that several studies have confirmed that poor strategy implementation is the number one reason strategies are not successful and thatless than10% of all business strategies are effectively implemented. This emphasizes the point that the poor output of the strategy may well be a result of the poor implementation, and not necessarily the strategy itself. There are many factors that make operationalizing IHRM strategy difficult. First and foremost, change involves people, and many different kinds of people with different values, goals and fears. Attempting to create anything new will always be difficult because someone will be negatively affected by the change, or will per ceive a negative threat. Resistance will look different depending on the situation, what change is being affected and who will be affected. Leaders must be able to assess the situation and determine how to best move forward (Scott, 2012). Having a variety of plans will assist the leader in successfully implementing products or larger scale cultural changes. Understanding the reason or the resistance will help determine which implementation plan would be most useful.Successful change and innovation also requires a great deal of teamwork and creativity. These are two qualities that leaders should look for in new hires but something that is also fostered at the work place. To create or implement new products, training or strategies, the teams must work collaboratively and identifying roles and encouraging cross participation can foster this. The roles are inventor, champion, critic and sponsor. Daft (2013) explains that products that are successful almost always had champion, someone w ho believed whole-heartedly in the products and was willing to fight for it. It is important to look at all sides though to ensure a product isnt being allocated too many resources and will be flop, so having a critic is crucial as well. The leader can do a variety of things to lessen the resistance but the challenge will always be there. For example, these five tactics can be utilized to lessen the resistance of employees by educating/training, brining them in a participatory nature, negotiating, using cohesion (only in emergency situations) and obtaining top management support (Daft, 2013). Communication is essential and even though all the details may not be available from the get go, there remains the ability to enlighten people as to the reasoning behind why there are plans in the works and how those plans will impact not only the organization, but also how they will impact the individuals involved (Holland, 2006). By including members from numerous departments during the early stages, will be invaluable in getting their input on issues. By developing surveys, focus groups, town hall meetings, all members of an organization can feel involved and meaningful in the process. These shows that they are valued members, and that their thoughts and contributions matter. References Deliotte (2009)Creating value through HR: HR StrategySweden. [Accessed on the 08thSeptember, 2015]https://www2.deloitte.com/content/dam/Deloitte/de/Documents/human-capital/creating-value-through-hr.pdf Farnham D., 2010. Human resources management in context. 3rded. Hutt, M. D., Speh, T. s. (2007). Undergraduate Education: The Implications of Cross-Functional Relationship in Business Marketing-The Skills of High-Performing Managers. Journal Of Business-To-Business Marketing, 14(1), 75-94. doi:10.1300/J033v14n01ÃÅ'Â ±08 Hartel, C.E.J., Fujimoto, Y., Strybosch, V.E., Fitzpatrick, K (2007). Human Resource Management Transforming Theory into Innovative Practice. Australia: Pearson Nankervis, A, Compton, R Baird, M (2011), Human resource management: Strategies processes, 7th edn, Thomson,Victoria. Pilbeam, S. Corbridge, M. (2010)People Resourcing And Talent Planning: HRM in Practice. 4th Ed. Financial Times Prentice Hall Lepsinger, R., DeRosa, D. (2015). How to Lead an Effective Virtual Team. Ivey Business Journal, 2-6. Mathews, J. (2016). Operationalizing Your Strategic Plan. Retrieved from https://graycatenterprises.com/operationalizing-strategic-plan/ Murphy, M. (2016). The Tug of War Between CHANGE RESISTANCE. Educational Leadership, 73(9), 66. Scott, A. (2012) "Don't Confuse Passion with Competence" Hardvard Business Reviewhttps://hbr.org/2012/02/dont-confuse-passion-with-comp/ (Accessed 09 August 2016) Teicher, J., Holland, P., and Gough. R. (Eds.), (2006). Employee Relations Management, Second Edition. Frenchs Forest, NSW: Prentice-Hall.