Explain how Nutrition has become a Hot Topic or Current Issue in the Food Service Industry specifically. Explain how Nutrition became a hot button issue for the food service industry. Describe how the Food Service Industry is responding to or adapting to this issue. What is it doing to address this current hot topic? Include specific industry references and examples to reinforec points, including the National Restaurant Association. Finish by describing how nutrition could continue to influence or affect the food service industry in the future; how will the industry handle this issue going foward?

The table of contents below should be the next page in your manual, after the title page. All the elements listed must be included, but you may add in sections as you deem necessary. Remember to keep your target audience in mind. The Table of Contents is in bold, and the explanation of what should be included in that section is in italics. Only the bold text needs to be in the table of contents (not the explanation). The explanation is there for clarification of what is expected to be included in that section. This is what you will add in that section of the manual.

Include page numbers in the Table of Contents and format your manual professionally, keeping in mind your target audience. Develop the manual thoroughly. This will be used as a tool in your establishment to ensure food safety. You may use pictures or industry aids, just be sure they are properly cited.

The final page of your project should be your Reference page. Use APA format for your references. Have Fun!


Table of Contents
Purpose and Scope of Manual
Who is responsible for ensuring safe food?
How will this manual help prevent foodborne illnesses?
Foundations for Use
What are the food safety hazards?
What are the 5 main risks leading to foodborne illness, as defined by the CDC?
Who are at greater risk for foodborne illness and why?
How does the CDC define an outbreak of foodborne illness?
Safe Food Handling
Define how foodhandlers can contaminate food
Define guidelines for a good personal hygiene program and describe the steps for proper handwashing
Define requirements for employee work attire, proper use of gloves, and develop policies regarding eating, drinking or smoking while preparing food. What should an employee do when the first arrive at work?
The Flow of Food
Purchasing and Receiving - Define general guidelines/procedures for purchasing and receiving
Storage - Describe general storage guidelines. Address only dry storage and refrigerated items
Preparation - Provide guidelines for thawing, cooking, cooling and reheating food. Provide minimum cooking temperatures for at least 4 different items.
Service ? Establish guidelines for servers and procedures for safe food service. (You do not need to include details on holding food for service or serving off-site unless it is applicable to your establishment)
Hazard analysis Critical Control Point (HACCP)
Describe the steps involved in a HACCP system. Do not just list the steps, define them in your own words, as they relate to your facility.
Employee Food Safety Training
Develop a food safety training program for your employees. You do not need to include all the details, but be sure to explain the importance for having such a training program and identify the frequency with which this training should take place. In addition to the use of this manual, explain the type of training you will use and how you will determine when training will happen.

ALL SOURCES NEEDED HAVE BEEN UPLOADED.

Hi
this is tiffani~this essay is about food service, and the reference style must be Harvard and the writing style have to be acadamic. and all the detail i will send to you by e-mail~please check and read carefully!!
thank you
There are faxes for this order.

Essay question:
Critically discuss why the concept of food has become increasingly popular as a leisure activity.

Background Information:
Food for many people is not solely about just the 'food as fuel'. Food, for some, has taken on aspects of a leisure activity: shopping [for example farmer?s markets], eating, cooking, reading, TV viewing, blogging etc.

?The purpose of the essay is to investigate the concept of food as a leisure experience, and build your understanding of what consumers are looking for and why. This understanding is important in recognising how and why many food experiences are structured the way they are (eg, cooking TV show: Masterchef) , and how they are interlinked with other cultural experiences. For the hospitality practitioner, this understand is central to the management of any food and beverage operation.



In essay body, I would like to include these major factors which have changed the concept of food as a leisure activity.

? The globalisation
- It has led a stable and abundant food supply at national and international levels which therefore creates a greater variety of food choices for people.


? Media impact
- Mass medias such as culinary TV programmes and recipe books etc designed to entertain viewers by helping them acquire new knowledge and skills of cooking, have changed the notion of cooking as a fun activity by unique ways (igniting in the general public a passion for food and innovative cookery).

- Recipe books edited by famous celebrity chefs / restaurant review websites engage the viewer?s interests and curiosity making them want to have more new and dining experience. (increasing portions of society that are excited to dine out at restaurants as this gives them the opportunity to learn more and understand the artistry and different techniques that can be used in cooking, as well as exposing them to new foods and different tastes.)


? Contemporary philosophy of food (Today, besides physiological needs, higher-level needs are the consumer?s major motivations of food consumptions.)

- People?s eating behaviour has changed/transformed by modernity?consider eating as an experience of food as a part of their status, psychological fulfilment, and considering restaurants as a public space for socialisation.

- Maintaining high quality of food (the process of cooking, ingredients, tastes, visual presentation, inherent theme etc) is important for food service operator.

- Consumers are becoming more like sensational seekers.
- The strategy reflects the innovative concept or novelty is the key to successful food industry.



p.s. In these points, I would like to focus on describing the details of ?Impacts of Mass Media? and ?Contemporary philosophy of food? to clarify and expand the arguments towards the essay topic.
Overall, I would like to emphasise the idea of ?experience engagement by stimulating people?s sense and participation? in the essay.

Basic Hotel Management food and beverage cost control including organization, profit planning, sales and break even analtsis, menu pricing, food purchasing, storeroom control, food production, beverage and bar control laws and food service.

Required Text:Basic Food and Beverage Cost Control,2nd edition ISBN# 0471355151 Author: Miller

You work in the food service department of a large hospital. The holidays are coming up and you have identified a number of patients that follow either Kosher or Halal food laws. You approach the food service director about this issue and he says he doesn?t have time to deal with it. You realize that these cultural preferences should not be ignored.

In a 2 ? 3 page report, explain how you would respectfully defend your positions (and your patients) to your food service director. As part of your paper, include a special holiday menu for either the Kosher or Halal Food Laws and for the regular diet. Keep in mind that the two menus should be as close as possible to each other because your food service director will need to save money and the hospital will try to offer patients the same level of service.
I copied the pages of the book that may help you but I have to email them to you.

I would like writer with username philipj to complete this paper if possible.

Write a five page paper in which you:
Determine the challenges involved in managing a restaurant operation that are specific to your state, as well as how you would address those challenges. Such challenges to the restaurant industry may include regulatory issues, social concerns, competitive issues, and / or demographic and geographic issues.
Determine the impact of computerization on food service and lodging operations in your state, particularly in the areas of reservations, accounting, personnel management, and the recording of sales transactions. Consider the quality of technology infrastructure in your state and the degree of technology usage by potential customers visiting or using these services within your state.
Analyze the interdependence of food service, lodging, and meeting segments of the hospitality industry and make two (2) recommendations for how the synergy between the three (3) could be improved, using examples from your state to illustrate your case.
Consider how these segments can improve their relationships between one another and how they can combine their services in order to be more marketable in your home state.
Determine the likely consequences of the introduction of gaming entertainment into your state, or if your state already allows gaming, the impact of significant economic expansion of the segment upon other segments of the hospitality industry.
Use at least three (3) quality references. Note: Wikipedia and other Websites do not quality as academic resources.

Research and recommend the best fit for a hotel. you are a managing partner in a group of investors that own an independent 150 room hotel with a 100 seat restaurant attached to the building. Your property is located just off an interstate highway, with an on-off access to the hotel. Occupancy hovers at around 55% on an annual basis, which is not adequate to meet expenses and produce a profit

Research and recommend two hotel brands and two management company options and why you choose them for your hotel. You will also need to determine if the restaurant should be part of the hotel brand selected, or if it would make sense to brand the restaurant interdependently and not operate it under the hotel brand. If you choose this option you will also need to recommend 2 restaurant brands that will best fit your concept. Remember, it is not always best to keep your food service under the hotel brand, and if your a hotel does not keep the food service under the restaurant/catering operation it is the wrong choice.

Graphics, charts, graphs, and/or statistical information required.

Topic: Should non-instructional services (e.g., food service, janitorial service) be provided by contract services rather than by school employees?

Write a three to four (3-4) page paper in which you:

1. Provide an appropriate title and an interesting opening paragraph to appeal to your stated audience (appeal with logic, ethics, or emotion).

2. Include a defensible, relevant thesis statement in the first paragraph. (Revised from Assignment 2)

3. Describe the history and status of the issue and provide an overview of the problem(s) that need to be addressed. This should be one or two (1or 2) paragraphs.

4. Explain the first problem (economic, social, political, environmental, complexity, inequity, ethical/moral, etc.) and provide support for your claims. This should be one or two (1 or 2) paragraphs.

5. Explain the second problem (economic, social, political, environmental, complexity, inequity, ethical/moral, etc.). and provide support for your claims. This should be one or two (1 or 2) paragraphs.

6. Explain the third problem (economic, social, political, environmental, complexity, inequity, ethical/moral, etc.) and provide support for your claims. This should be one or two (1 or 2) paragraphs.

7. Provide a concluding paragraph that summarizes the stated problems and promises a solution.

8. Develop a coherently structured paper with an introduction, body, and conclusion.

9. Use effective transitional words, phrases, and sentences throughout the paper.

10. Support claims with at least three (3) quality, relevant references.

This essay is for my college which called "degree program rationale."
My personal background: I?m 42 yrs old male, was born in Korea (speak fluent Korean), moved to U.S. when I was 18 yrs, and joined U.S. Army as a Food Service Specialist when I was 28 yrs old (curently serving 14yrs).
The reference that I attached is the sample essay, so please make an essay with the same pattern. All the infomation in the essay was already modified with my status.
If you have any question please ask asap.

Thanks,

Jeff

PS. double space, Times New Roman, Font/ 12

Basic Math Stastics Assignment answer these Questions.


1) Fluctuation in the prices of precious metals such as gold have been empirically shown to be well approximated by a normal distribution when observed over short interval of time. In May 1995, the daily price of gold (1 troy ounce) was believed to have a mean of $383 and a standard deviation of $12. A broker, working under these assumptions, wanted to find the probability that the price of gold the next day would be between $394 and $399 per troy ounce. In this eventuality, the broker had an order from a client to sell the gold in the client's portfolio. What is the probability that the client's gold will be sold the next day?

2) Why is sampling important to business? Are there situations in business where sampling would not be effective?

3) Why is it important for you to study regression analysis in a business course? Are there situations in business where you will need to use regression analysis?

Please use 1 page for question (4)

4) Identify and briefly discuss two concepts that you believe are best applicable to your professional discipline

Profession: Food Service Industry & 2 concepts are,

A) Frequency Distributions & Sampling

B) Probability & Measures of Central Tendency

McDonald's Company is a truly international company. In order to train their workforce and franchisees, McDonalds started the Hamburger University.

Big Mac's McGlobal HR secrets
Solomon, Charlene Marmer. Personnel Journal. Santa Monica: Apr 1996. Vol. 75, Iss. 4; pg. 46, 5 pgs

Abstract (Article Summary)
McDonald's International now serves up a fast-food extravagazana ranging from soup to nuts in 18,380 restaurants in 91 countries. This is an organization that knows how to grow globally. McDonald's recipe for global success is translating its winning people and employment practices into many different cultural settings. Its way of careful planning is a lesson for every business. The company reveres flexibility and sensitivity to local cultural mores. For example, McDonald's will open its first restaurant in India this year without any beef products at all. Vegiburgers, or burgers made from mutton or lamb, may take their place. In Saudi Arabia, the company has a restaurant with 2 dining rooms - one for men and the other for women and children. Having the right employees in place is just the first step. Then there is training. Hamburger University may be headquarterd in Oak Brook, Illinois, but it is set up to provide training in 22 different languages, to provide simulation translation, and even to teach in 2 languages at the same time. McDonald's also has training centers in other countries.

[Headnote]
McDonald's recipe for global success is translating its winning people and employment practices into many different cultural settings. Its way of careful planning is a lesson for every business.

It's no small potatoes. McDonald's International, that is. Cooking up its first international revenues in 1967 with restaurants in Canada and Puerto Rico, McDonald's now serves up a fast-food extravaganza ranging from soup to nuts (or nuggets, in this case) in 18,380 restaurants in 91 countries. Total revenue for 1995 was more than $10 billion, and total sales outside the United States contributed 54% to the firm's consolidated operating income for the year.

This is an organization that knows how to grow globally. Each day, more than 33 million people around the world are gobbling down McNuggets and Big Macs faster than you can say: "two all beef patties special sauce lettuce cheese pickles onions on a sesame seed bun." And they're served by more than one million employees, with estimates that the number will double by the year 2000.

If you've ever tried to open a business in another country, you can appreciate the difficulties that Robert Wilner, home office director international HR for McDonald's faces in staffing globally. Read how he, and the rest of the HR staff, does it.

It's a company that reveres flexibility and sensitivity to local cultural mores. You may think that translates into flavoring the burgers a little differently from country to country, but the company's global astuteness is much more farreaching and profound. For a business, in the minds of Americans, that's synonymous with all-beef hamburgers, McDonald's will open its first restaurant in India this year without any beef products at all. Vegiburgers, or burgers made with mutton or lamb, may take their place. And, as an organization that holds distinction for actively promoting diversity in the United States, it has a restaurant in Saudi Arabia with two dining rooms-- one for men, the other for women and children. These are lessons in profitable cultural sensitivity.

This cultural sensitivity spills over to the company's HR practices. "One of our guiding principles is that our restaurants should always be a reflection of the communities they serve-not only the individuals we employ and the culture and ethnicity of those communities, but also the employment practices," says Rita Johnson, staff director in international human resources with responsibility for Central Europe.

That means not stuffing the American way down their throats, but rather taking the company's best practices from around the world and working with local staff to blend those into local practices. McDonald's then comes up with the most effective way of doing things in a particular location.

"While there may be some specific differences worldwide in local labor laws or employment practices, our philosophical approach to employment is the same whether we're in Beijing or Budapest," says Robert Wilner, home office director, international human resources.

Adds Johnson: "Our global perspective is that whatever market or country we're going into, we always employ the most positive people practices and exceed the expectations of our employees."

McDonald's vision is just the beginning. Exceeding expectations is something McDonald's does well. Try to remember life before drive-thrus and you get a taste of the influence this corporation has had on our lives. It's not just vision. Good ideas wilt like week-old lettuce if there's no business acumen to propel them. And, while McDonald's may convince its customers that they "deserve a break today," the company is relentless in its pursuit of expansion based on solid business goals. All you have to do is look at the organization's selection, hiring and training procedures to know instantly that it works very hard to align HR systems with business objectives. And the planning required before entering a new country is anything but fast-food casual.

"When we open in a country [that's] new to us, we do exploratory visits-- sometimes several years in advance of building the first restaurant," Johnson explains. "We collect information so we can approach it from a fact-based, decision-making standpoint. We need to be sure the market is going to be profitable for us so we take a look at the demographics." The company asks itself: Would this particular market support a restaurant? What other food-service industries are currently in this country? Would we be the first food-service company or are our competitors currently established in the country? What kind of success are they having?

In addition, the company benchmarks with other companies already in the country to find out what their problems and issues are. What would they do differently, and what are their HR issues? What kind of business infrastructure already has been established?

As those questions are answered, HR rolls up its proverbial sleeves and steps up to the front of the line. It has a newcountry outline that contains a list of employment-practice questions that must be answered as part of the fact-gathering stage. What are the labor laws? Would the company be able to establish part-time and flexible work schedules? Are there a specific number of hours employees are allowed to work? Can the company employ youth under the age of 18? What other services must the company provide?

In many countries in Central Europe, for example, employers must provide showers and lockers. This may be from a lack of shower facilities where individuals live, an inadequate supply of hot water or simply the high cost of using standard utilities. So the employer is expected to provide some of the services that may not be easy to get at home. McDonald's already does this in many of the countries in which it operates, including Rumania, Slovakia, Latvia and Poland.

In many locations, just building the golden arches and locating food that will meet company standards requires hiring an entire network of support services such as engineers, construction workers and agricultural experts. It's a tall order for HR professionals to fill. But one they have had lots of practice doing.

Entering a new country requires extensive planning and flexibility. To enable McDonald's to open restaurants in new countries, the new local HR managers, as well as the local restaurant managers, must receive training. So they can observe real operations, the training often takes place in a country where there's already an established restaurant. A sparkling-clean, stainless-steel counter with quiet cash registers and no customers is quite a different work scene than one with bustling crew members reaching over each other to scoop fries into paper bags, fill beverages and scurry to get the requisite Filets-O-Fish and Quarter Pounders on trays or in takeout bags while people are lined up 10-deep.

Consequently, training new managers often requires that they cross borders regularlyto train Monday through Friday and then travel home on the weekends. This means visas and work permits have to be in order for each employee, which can be a tricky balancing act. HR must ensure all paperwork is prepared accurately well in advance, but not too far in advance-because these individuals can't be employed too far ahead of the training period.

"We currently have managers training in New Zealand who live in South Africa," says Johnson. "When we interviewed in South Africa, one of the questions we asked was if the person had a passport. That's a question we wouldn't ask in the United States."

And, early on, local attorneys well versed in labor laws coordinate with the HR director for the country to establish what the policies are going to be. "We have a responsibility to ensure that all the local employment practices, policies and regulations are met. We do a lot of research to ensure that happens. We understand as a global company that we can't simply take the employment practices as they are in the United States and transplant them," says Johnson.

However, there are times when McDonald's introduces American ways to other countries-for everyone's benefit. "Typically, when we go into a new country, there are lots of times when the quick-service restaurant industry is either nonexistent or very new. As a result, the culture, laws and customs don't accommodate the things we need to operate our business properly. It becomes an opportunity for McDonald's to bring some of these things into a country and to put some folks into the workforce who wouldn't normally be in the workforce, particularly homemakers and university students who are working for the first time," says Dan Laino, home office director, international human resources.

"We often introduce the concept of flexible scheduling or part-time scheduling. It's quite a common occurrence for us to go into a market and have our practices of flexible and part time schedules be the first that have ever been introduced. Sometimes we have to be very adaptable and patient in trying to establish these practices," says Laino.

For instance, it isn't something the company can implement immediately in some cases, especially if the common employment practice is to hire individuals full time. It may require a lot of time talking to labor ministries as well as other local business people to explain the advantages of having flexible or part-time scheduling as an employment practice. Full-time employment precludes young people and students in some cases from holding a job. "We provide the fact based rationale that you can actually employ more individuals if you have a practice of part-time employment because some of those people have children at home or are students and aren't able to be employed full time," says Johnson.

Selecting the best from a menu of talent. Whether hiring full-time managers or part-time cooks, recruitment is easy for McDonald's. When it began hiring for its restaurant in Moscow's Pushkin Square, 27,000 applicants tried out for the opportunity to don Ronald McDonald's colors. This initial rush of applicants is typical because of the company's immediate brand recognition. "We put the arches in a newspaper [ad] and we get an onslaught," says Laino. "The trick is to maintain that employer image and enhance that image so we're the employer of choice in a country."

McDonald's establishes itself as an employer of choice by paying top wages for high-quality employees and providing a benefits package-that exceeds the minimum. "If you want to employ the highest caliber of individuals, you need to pay them a wage that draws [them in]," says Johnson.

What does that high-caliber individual look like? The most common trait McDonald's employees share is an attitude that customer service is most important. "The employee's ability to be customer-service oriented is just as important whether [he or she is] serving the customer directly or whether [he or she is] serving someone who's serving the customer directly," says Wilner.

Selection, therefore, focuses on identifying employees-whether entry-level or management-who are customer focused. It begins with recruitment advertising that emphasizes customer service and continues with preliminary screening that restates this theme: The right attitude is equally as important as-or more important than-technical competency. Then, as the company moves into its selection systems, it looks at specific skills, general knowledge and customer service. "Finding, developing and retaining the best people is one of our most important functions in HR, and we see it as an integral part of our success as a company," says Wilner.

Some nay sayers don't believe the McDonald's attitude translates into every language. Before opening Russia's Pushkin Square restaurant, now the busiest one in the world serving 40,000 to 50,000 customers daily (for a total of 50 million since 1990), many people on the sidelines expected it wouldn't be easy to motivate employees: that this crew of 1,560 individuals weren't going to want to wait on customers, smile and have a good time doing it.

"I think back when we first opened in Moscow and people said they weren't going to be the type of employees who were going to get turned on," says Laino. "When we opened the first restaurant, worldwide video coverage showed that customers would walk in and they thought they'd landed on another planet. They faced a highly enthusiastic, high-spirited crew at the front counter [with arms extended, and with] smiles on their faces, asking if they could be of help. That's what we call `ketchup in the veins."'

How does McDonald's ensure it hires these kinds of individuals? Already in the hopper is research about successful McDonald's managers and the knowledge, skills and abilities they possess. A success profile includes leadership skills, ability to manage people in the restaurant environment and high work standards.

For store management positions, after the initial screening and before the final decision, people are invited to work for three to five days in one of the restaurants. "It gives the applicants a chance to try out the job and screen themselves out. It also gives us an opportunity to see how the people actually function in the environment they actually are going to be working in," says Wilner.

With a strong commitment to staffing locally and promoting from within--even when opening locations in new countries-McDonald's HR finds good talent efficiently. The commitment initially is to find good people and be able to turn over the operation to local employees who will run and manage it.

Take Beijing, for example. The Tieneman Square McDonald's opened with approximately 100 managers for a large, 26-cash-register restaurant. After they were hired, workers began training in Senzhen, which is approximately 1,000 miles away. "We have them work in a restaurant working typical shifts, working shoulder-to-shoulder with an existing manager learning some of the basics of the management job, and at the same time we get a chance to try them out," says Wilner. The manager fills out an evaluation, and the individual fills out one to determine whether or not a job offer should be made.

"Our belief in promoting people from within, throughout all levels of the company, is a major way we source our management people in China, as well as in other markets around the world," Wilner says. With a large percentage of store managers who have come up through the ranks, it helps attract people because they know they can work hard and move up. "It also fills our recruiting needs. When we have someone who understands our corporate culture, understands our way of doing business and understands the local culture, it's a successful part of the way we develop our global talent."

Comprehensive training assures uniformity. Having the right employees in place is just the first step. Then, there's training. And, if the company serves up anything well, it's certainly training. Hamburger University may be headquartered in Oak Brook, Illinois, but it's set up to provide training in 22 different languages, to provide simultaneous translation and even to teach in two languages at the same time. There are also training centers in Munich, Germany; Tokyo; Sydney, Australia and London. The training centers get it down to such details as being sure crew members know at what temperature hamburgers are supposed to be cooked and how to inspect restaurant facilities to ensure quality standards are met.

The average local McDonald's restaurant, like this one in Egypt, employs 50 people in 25 different jobs. McDonald's carefully blends U.S. HR practices with host-country norms-a delicate balance you must have to staff operations globally.

There's a complete training department in mainland China as well. Managers are taught to give performance reviews, including how to give feedback, how to listen and what to do if a person becomes defensive. And, similar to other locations around the world, the China facility trains managers on every facet of the operation. They, in turn, train their crew employees.

Little things such as logistics may get in the way, but McDonald's managers consider them only hurdles to overcome. For example, when the company was opening new locations in South America, some pieces of equipment were available, but managers learned that the hamburger grill and the deep-fat fryers wouldn't arrive in time to train employees before the store opened. So, what did they do? They created mock-ups of the equipment out of cardboard. Crew members practiced cooking burgers on a cardboard grill and worked dummy fryers to perfect their skill in cooking McNuggets and fries. Indeed, by being able to simulate the training it needed for the crew, the restaurant opened on time with a trained staff.

McDonald's sees its biggest challenge today as trying to set itself apart from its competitors. In its 1994 annual report, McDonald's says: "In a copycat world, the best way to stand out from the crowd is through customer satisfaction-100% of the customers, 100% of the time.... It's no longer enough to measure restaurant performance by our internal standards, no matter how exacting. Success has to be measured through the eyes of the customer and the people who serve them."

While many businesses may not need to approach their operations with this level of exactness and attention to detail, McDonald's way of careful planning is a lesson for every business. It's a multinational company that's able to deploy its HR talent globally to painstakingly address local concerns. It requires flexibility and creativity-and some of those special ingredients-that all companies can create if they desire.

[Author Affiliation]
Charlene Marmer Solomon is a contributing editor at PERSONNEL JOURNAL.

Please write a full page paper about the international training at the McDonald's Company. There are several Hamburger Universities, located in several countries and on several continents. Please first identify them, by searching the McDonald's website. Next, please comment on McDonald's Company international training.

Try and think of how the Global Training at McDonald's company matches the global strategies of the company. What are the characteristics of the global training at McDonald's?

Restaurant Evaluation in essay format.


Minimum information to be included in your evaluation is as follows:

Name of the restaurant
Address of the restaurant
Date of visit
Time of day restaurant was visited
Number of persons in your party
How busy was the restaurant? Seats available/occupied?
What was the Clark County Health Department rating of the restaurant?
Was the Health Inspection Rating prominently displayed? If so, where?

Was a reservation required for your visit?
Were reservations available?
If a reservation was made, were you promptly seated upon arrival?

What style of service did the restaurant provide (See AYS for service styles)

Name of employees observed (Host/Hostess, Server, Bus person, Supervisor/Manager)


Description and initial impression of front of the house areas (address cleanliness, neatness, orderliness, layout and design) to include lobby/reception areas, dining areas, tabletop, restrooms.

How long was the wait time in each of the following areas?
To be greeted by the Host/Hostess
To be seated
To be greeted by the server after being seated (Who made the initial
contact at the table?)
To receive the wine list
To place the beverage order
To receive a menu
To obtain the food order
To obtain water/coffee/rolls & butter
For server to check back after order was delivered
For server to offer dessert
For server to offer after-dinner coffee/tea
For the server to offer after dinner drinks
To receive guest check after meal (How was guest check presented? How long for change to be delivered?


Description and impressions of dining equipment / materials

Tabletop materials (china, glassware, flatware, linen, centerpieces, etc.)
Was tabletop appropriately set?
Service materials (carts, gueridons, wine service implements, etc.)
Overall ambiance/atmosphere
Description and impressions of services, attitude, body language, tone of voice,
facial expressions, eye contact, smile, using names, attentiveness, menu
guidance, suggestive selling, problem solving, etc.}
Servers' attitude toward the guest
Servers knowledge of items on the menu
Servers' knowledge of how menu items were prepared
Servers attempt at suggestive selling (did you choose any items up-sold?)
Servers attempts to solve problems that arose during the meal


Description and impressions of procedural/technical competence (incremental flow of service, timeliness, accommodations, anticipation, communication, grooming of servers, customer feedback, supervision, etc.)

Was beverage/wine service performed correctly
Was the beverage quality/presentation what you had expected
Was the food service performed correctly
Did you receive exactly the items promised and ordered
Was the food served at the appropriate temperature
Was the food quality what you expected
Was the food presented in a pleasing manner
Did you see any safety or sanitation violations

Were there any specific problems encountered during your dining experience? If so, how were they resolved?

How did the food and beverage prices compare to the quality of your meal?

Would you return to this establishment?

This paper calls for you to develop a business plan for operating a child care facility in New York City.

The paper will be comprised of five components that can form preliminary sections to a business plan to open an early child care center. The paper includes: feasibility/needs assessment, statement of philosophy, goals, objectives, budgeting, policies and procedures manual, staff manual, enrollment policies, and evaluation plan, while using the governmental and state rules and regulations of the state of New York.



Toward this end, for each section you are to develop a component to a business plan and develop it within a particular context. Some operating constraints within the particular context are:

that your center will provide services to no infants, 12 toddlers, and 72 preschoolers

two of the pre-schoolers are special education children with ADHD

This will have a bearing on the state licensing requirements, staffing, and budgeting. Also, you should select one state's early childhood education guidelines and regulations to work within and develop the components according to those guidelines and regulations. If desired you may select an area or region within one state for your center. Be aware of any local constraints on operating a business as well.



Section 1
2 page narrative essay discuss your response to the following topics. Respond to the following assignment criteria.



-Name the state and Location within the state.



-Locate and determine the guidelines and regulations that must be followed to operate a child care facility.



-Discuss the state and local region. Include a brief mention of the state labor statistics and economic outlook for this field.



-Discuss the state's licensing and certification requirements.



-Explain the state's Department of Human Resources requirements as they apply to the operation of a childcare center, e.g. hiring practices, teacher/student ratios, licensing, etc. Recall that our SLP constraints are that your center will provide services to no infants, 12 toddlers, and 72 preschoolers.


Section 2
In a 2 page narrative essay discuss your response to the following topics. Respond to the following assignment criteria.

Childcare centers can become a nexus point where many societal, personal, and cultural issues and ideals merge and manifest themselves in day to day reality. The last module provided you an overview of socio-cultural issues within which we understood the larger dimensions to the need for child care. we explored the local dimensions to the need for child care, i.e. family and community.



For this section you will explore local needs assessments and how they relate to a program's philosophy. You will develop your own child care development center philosophy.

Determine some aspects to family and community needs in your region. This may be by talking with a few families, by getting local census, and/or demographic information, etc..

Locate two child care centers in your local region that have websites. Explore their websites and look for their program philosophy and information on who they serve. Respond to the following assignment criteria.



-Describe what you have done, comparing the local region needs assessment and family needs to the two programs philosophies.



-Critically analyze the philosophy statements and how they meet or do not meet the family and community needs.



-Evaluate if you agree with the program approach of each center. Explain, if so, why? If not, why not?



-Develop a philosophy for your child care development center based on the needs assessments conducted.


Section 3
Prepare a 2 page narrative essay and complete two tables. In the essay discuss your response to the following topics.



-Begin to address the budget and finance issues that will undoubtedly arise for you. Complete Table 1 with best estimates for your hypothetical Child Development Center in your selected state and region.



-Modify Table 2 to meet your hypothetical center's constraints on child enrollment. Compute an estimated cash flow calculation for one month.



-After you determine your operating costs and estimated income, determine best sources of funding to begin the start-up phase, the development, and the operation of your Child Development Center for the first year. Keep in mind the general 60/40 split for revenue sources noted on the homepage.



-Describe the budget and finance process followed for your child care development center, include a brief description of the tables' contents, and discuss possible sources revenue for your center.



-Include the tables with the narrative.


Table 1 -- Start?up Budget



Expenses Amount

Personnel (costs prior to opening) _______

Occupancy _______

Down payment or purchase of building _______

Remodeling costs _______

Rent deposit _______

Utilities deposit _______

Equipment

Office _______

Program _______

Installation fee _______

Supplies

Program _______

Office _______

Housekeeping (toilet paper cleaning supplies) _______

Food service _______

Miscellaneous

Advertising _______

Food (first month) _______

Legal and professional fees

Operating cash _______

Insurance _______

Depreciation _______



Expenses Total _______





Income Total _______

_______________________________________________________



Table 2
D:modulesmodule03
esourcesSampleBudget.pdf


Section 4
Prepare two 1 page policies and manuals. Respond to the following assignment criteria.



-Prepare two policy / procedure manuals, and complete a staggered enrollment chart for the toddlers only in your center. Merge the three parts into one final document. For this section prepare two brief policies and procedures manuals, one for staff and one for enrollment practices, that could be used in your child care center. Each should be 1 page long, e.g. could be a bullet list of practices and expectations.



-Complete the Staggered Enrollment Plan for the toddlers only. D:modulesmodule04
esourcesCaseStudy.pdf



-Prepare a short statement on roles and responsibilities of different staff members


Section 5
In a 2 page narrative essay discuss your response to the following topics. Respond to the following assignment criteria.



-Prepare an essay about an evaluation plan that would address staff, curriculum, and health related needs. The plan should include reference to formative and summative evaluations for teaching and learning, make reference to health and safety concerns, and discuss how staff could be evaluated.

I need a budget analysis of information that I will fax for a fictional school system. The following 8 items need to be addressed. They should be in question answer form. Also please include a short conclusion of the budget analysis highlighting these areas. I have included my own calculations but please verify my numbers) Thank you David
Areas/Questions:
1. What dollar amount and percentage of increase/decrease is recommended in the area of student transportation? What were the expenditures in column 4 and compare with the School Board recommendations in column 6. (should find on page 1) ($242,758.97 47.26% increase)
2. What is the total dollar amount in debt service including principal and interest as recommended by the Budget Committee? (should find on page 1)($1,115,463.00)
3. Did the school board recommend the Budget Committees appropriation for Special Programs? Was the School Board recommendation and increase or decrease from the Budget Committees recommendation? And if so how much? (should be on page 1) (No--increase of $28,080)
4. What are the results for food service concerning the expenditures for the year 05-06 as compared to the approved appropriations for that year? (on page 2)(Exceeded appropriations by $22,999.34)
5. What are the top 3 in monetary costs for capital improvement projects recommended for the ensuing fiscal year? ( on page 3)(De-watering $86,000,Safety locks $56,431, Emergency access $44,000=$186,431)
6. Excluding food service sales what are the top 3 revenue budget lines for the year 05/06? (on page 4)(Local Source,Federal Grants, school building aid)
7. What is the total dollar amount for appropriations recommended by the School Board?(on page 6)($19,514,314)
8. What dollar amount and decrease or increase is this over the current adopted budget? (refer to question 7)( Increase $1,738,437 9.78%)


There are faxes for this order.

CULTURAL DIVERSITY

For this assignment you will need to first determine what is the cultural diversity of your district and community. Cultural diversity can exist in many forms such as ethnicity, race, color, income, or something that shows a difference. This does not include special education as a type of diversity.

1. Research your local, state, and county federal documents to determine the cultural diversity in your schools and community. A good starting point is the diversity form you were to submit with your initial Practicum paperwork.
2. Discuss with various district employees how diversity issues are handled. Are there specific programs in place? Does the district print and distribute information in various languages? Does the district celebrate all types of holidays? (not just Easter and Christmas)
3. What types of services are available for non-English speaking families and students?
4. Does the food service department cater to the needs of all cultures? How?
5. Write a 4 to 6 page paper (not including the cover or bibliography) with the following:

a. What is the cultural makeup of your school, your district, and your community?
b. What services are in place to work with culturally diverse populations?
c. Based on your research what programs and services will you recommend be maintained, added or deleted?
d. Succinctly write a brief summary of what you consider to be an ?ideal? cultural diversity program for your school, district and community.

Contrary to Carrs assertion that IT Doesnt Matter, many companies are using IT/IS to achieve competitive advantage. Please read Porters paper on How Information Gives You Competitive Advantage . While Porters paper was written in the mid-1980s, its ideas are timeless and are still relevant today. Porter and Miller (1985) point out that the information revolution is affecting competition in three ways:
1. Changing industry structure, consequently changing the rules of competition
2. Creating competitive advantage by giving companies new ways to outperform their rivals.
3. Spawning new business, which could leverage a companys existing business.


After reading Porters paper, please visit Food Services of America (FSA)s website at http://www.fsafood.com. FSA is the 6th largest broadline foodservice distributor in the U.S., serving customers in 15 western and mid-western states from nine regional distribution centers.

FSA prides itself on the partnerships it nurtures with its suppliers/partners and customers. Its strategy for delivering value to its customers is based on the triad of Quality, Reliability and Service.

Questions
Please write a report answering the following questions:
1. What competitive strategy do you think FSA is using to compete (cost leadership, differentiation, niche market, or hybrid)? On page 4 of the Porter paper, they mention that competitive scope (along segment, geographical, vertical, and industry) is a powerful tool for creating competitive advantage. How is FSA using competitive scope in its strategy? (You may get an insight to FSAs industry at http://subscriber.hoovers.com.ezp.lib.cwu.edu/H/industry360/overview.html?industryId=1361).

2. At http://www.fsafood.com, from the top menu, browse through About FSA and Become A Customer, and then browse through the individual items under Tool Box on the left-hand side. Discuss how FSA is using IT/IS to support its competitive strategy along the dimensions of Quality, Service, and Reliability. What specific informational challenges does FSA face in its type of business (i.e., agricultural products)? Porters paper on page 11 talks about information intensity in the value chain and information intensity in the product. Tie into your discussion how different systems in the Tool Box enable FSA to address these information intensity challenges.


3. Referring to Porters five steps senior executives can follow to leverage IT/IS competitive advantage discussed on pages 11-13 of their paper, it what other ways could FSA leverage IT/IS to compete against industry giants?

My Resume is below. I need to write a Bio about myself and my 10yr history of manging/owning bars & Restaurants. I have won awards in Mycology, bartending, Menu design, and best overall bars. I have opened 9 venues in 10years. I successfully managed 3 bars in state while over seeing 3 out of state for 4 years. My reputation is among the best in the business for night club, lounges, and new hybrid sports bars. I am very detailed in all my marketing, operations, management of the staff. I am very healthy and do rarely drink. I am fully focused on costumer services and bringing new excitement to night life. Please E-Mail me for any more question you might have about me to help complete this Bio.



Michael Alexander
OBJECTIVE: My objective is to expose prospective students to my extensive knowledge and background within the bar and nightclub industry.
EDUCATION:
Associates in Applied Science (AAS)
Scottsdale Community College (2004)

Arizona State University (2006)
MEMBERSHIPS:
Pi Kappa Alpha (2001-2004)
Arizona Restaurant Association

EMPLOYMENT SUMMARY:
Lucid Entertainment
2003-2006 ??" Director of Operations
2006-present ??" Management Consultant
BarUniversity
2008-Present ??" Founder/Operator

EMPLOYMENT OVERVIEW:
Lucid Entertainment
Oversaw opening and training of Blonde (Kansas), Baja Junkie (Cabo San Lucas), Pussycat Lounge (Scottsdale), Dirty Pretty (Scottsdale), Nikkis (Venice Beach), and American Junkie (Scottsdale).
Currently overseeing operations of American Junkie, PCL, and Dirty Pretty. Currently consulting at Nikkis and Baja Junkie.
Directed food/beverage, promotions, and operations for American Junkie (high volume themed restaurant/nightclub seating over 420 guests and generating $2 million annually).
Managed multiple shifts with staff including: waiters, bussers, bartenders, security and hosts.
Trained all new employees with a formal ten day program. Demonstrated proper skills in accommodating private parties featuring corporate heads, sports figures and celebrities; credited with a high degree of diplomacy resolving problems without sacrificing customer relations.
Currently, managing all sponsors, liquor promotions, and relations with suppliers; updating and maintaining functionality of all computer systems.
Directed 18 staffers in a lounge operation (Dirty Pretty and PCL) for full service themed restaurant, seating 280 guests and generating $1.3 million annually.
Emphasis on inventory control and business development for all six Lucid locations.
2005-2006- Mon-Thur in Venice Beach opening/managing Nikkis. Thur-Mon in Arizona managing PCL.
Managed and opened one bar a year consistently for six years.

BarUniversity
Wrote textbook material for Beginning and Advanced Bartending, Marketing/Social Media, Food Service, and Bar Ownership and Management.
Consulted with web designers, programmers etc. and compiled the BarUniversity.com website.
Constructed a national marketing campaign along with reaching out to bars/nightclubs to utilize our services.
Formed a partnership with ICU servers; every BarU student who completes our program will have access to a potential job.
Formed a partnership with efoodhandlers.com. BarU students can obtain their food handler card online.
Formed a partnership with 360training.com. BarU students can obtain their alcohol seller/server certification, food safety manager training, and sexual harassment training online.

BarUniversity.com is the first one-stop-shop website for all industry education needs.

STRENGTHS:

Managing staff
Customer relations
Defining requirements for company organization
Selecting suppliers and managing the relationship
P&L (profit and loss) review
Maintaining a healthy bottom line
Cutting cost
Brining sponsor ship money to the company
My career has included working in a leading nightclub entertainment development company and consulting firm. My project management experience is founded upon 10 years background in hospitality business development.

COMPUTER SYSTEM EXPERIENCE:
Accounting
Customer Billing
Distribution
Document Management
Economic Statistics
Education and Training
Financials

Research how VF?s strategy is progressing by reviewing the content available on VF?s website (http://www.vfc.com/) and through other Internet sources. Write a (one page synopsis) predicting if your research indicates that VF?s strategy is a success or a failure, or if it is still too early to tell. Support your argument by comparing and contrasting the success or lack of success of VF with competitors.

At Yum! Brands website (http://www.yum.com/) and through other Internet sources, research how their strategy to become the leading food service brand in China is progressing. Write a (one-page synopsis) predicting, based on your research, if Yum! Brands' strategy is a success or a failure, or if it is still too early to tell. Support your argument by comparing and contrasting the success or lack of success of Yum! Brands with competitors.

clinical case study that illustrates collaboration between the emergency room nurse(RN). clearly indentifies the other health care and social services groups with which you collaborated. Describe the most common situation in which collaborative care is provided. Differentiate between nursing diagnoses and collaborative problems. Identify potential barriers to sucessful collaboration. Must have an introduction and conclusion. This is some of the ionformation I would like included in the paper(We are receiving many patints from Kelly Air Force Base from the Katrina Tragedy. They were sent to the ER most without given food, They were tired, and had stained ripped clothing on no shoes, some with paper scrubs that were torned and dirty. WE had to correlate with food services to fix up box lunches and get cases of gatorade, water, etc. we had to get with laundry service to provide extra scrubs/shirts and pants. We provided individual bags of personal items combs, shampoo,soap, lotion, and were letting them take showers in the ER. Social worker was involved with getting vouchers for us to call in medication for the people who were discharged to go back to base(we had to call the prescritions into the pharmacist at Walgreens and then we had vouchers for cab service to Walgreen's to pick up medication and take the patint's back to base.The patient's were brought over by ambulance's to our ER, but had no way back. The patients that were being admitted were the ones that were sick and couldn't be taken care in hangers that re set up for the victim's of Katrina. This was and still is a physically and mentally situation at work. We have adults, and kids from Katrina. WE have kids with no mom/dad/ or family.There is a big collaboration in the ER staff(doctors,nurses,technicians, xx-ray techs,laboratory,radiology(CT),housekeeping, laundry, food service, pharmacist,yellow cab service, social workers, the list goes on. Everyone is pulling together to get the job done.

Discussion Forum 4
For each of the following brands/products, determine which of the five generic strategies are being used.
Give your reasons.
? Swatch watch
? McDonald?s Dollar Value Meal
? Starbucks coffee
? Subaru cars
? University of Phoenix online academic degrees
? Dick?s Sporting Goods store
? Lens Crafter eye glasses
? WalMart
? Tide detergent

Discussion Forum 5
? Assume you are in charge of developing the strategy for a beer making company in the U.S. You are looking at expanding your sales outside the U.S. where incomes are rising fast. One issue is whether you should pursue a multidomestic or a global strategy. Explain which strategy will be appropriate to increase the sales of your beer in foreign markets. Give reasons for your answer.

1 Reference

Discussion Forum 6
? In 1998, DaimlerBenz and Chrysler, two auto companies, merged with great fanfare. Ten years
later, terming the merger as a ?mistake?, DaimlerBenz bailed out. Why did this diversification into
a related business by DaimlerBenz not work out? Looking back, what should have been done
differently?

1 Reference

Discussion Forum 7
The Marriott Corporation is in the following businesses, among others:
? hotels of different types
? long stay residential hotels
? luxury resorts
? time share properties
? airline catering
? institutional food services
? franchised operations
? credit card tieins
? travel operations

Given the above listing, would you say that Marriott?s business lineup reflects a strategy of related or unrelated diversification? Explain your answer in terms of the extent to which the value chains of Marriott's different businesses seem to have competitively valuable cross business relationships.

Discussion Forum 8
? Transparency International, an antibribery advocacy group, issues an annual ranking of countries based on how widespread corruption is around the world. Fast growing countries such as China and India rank highly in terms of being corrupt. Foreign companies seeking to gain a slice of business in these countries are often faced with the need to give bribes. Using the various ethical frameworks you have studied in Chapter 9, what would you recommend a foreign company should do if bribes are expected to win a lucrative business contract?

1 Reference

Your answer to each essay question should be complete approx. 200 words.

1. The text highlights the economic, political and social forces responsible for moving the health services system beyond the largely reactive acute care paradigm to a more holistic paradigm, emphasizing population-based wellness. These forces are causing a fundamental shift in the way health care is viewed. Compare and contrast the major elements of this "transformation" of health care. In your opinion, is this shift better for the patient or for the health care system? Explain your answer.
2. The processes that occur in health services organizations can be described in terms of six primary functions. Expound upon these six functions, detailing how each is vital to the organization. Do you think that the functions are equally important, or do you believe that one or more should be viewed as more vital than others? Explain your answer.
3. The national debate concerning health care reform and national health insurance provides one of many good issues for applying the open systems model and the resource dependence view of organizations. In your opinion, is health care a social good or an economic good? Support your view, reflecting on how the different managerial roles might support and have to apply these positions. If health care is a social good, then should we have a national health insurance plan that guarantees access? Why or why not?
4. Refer to the "IN PRACTICE" sections of Chapter Two, regarding "A Medical Center in Transition" from four different perspectives. Explain the managerial role and how it pertains to the changing environment of the Mary Hitchcock Memorial Hospital. Discuss the executive leadership challenges posed by the need to integrate and align the internal organization structure and culture at MHMH with the external environment. Explain the strategic context of organizational effectiveness, regarding the transformation of the MHMH and its implications for managerial action. Describe the simultaneous roles of managerial process management and executive leadership as this "new organization vehicle" takes shape.
5. Compare and contrast the four content theories/perspectives on motivation. As a health care manager, which theory/perspective would be most valuable to you, in motivating your employees? Which do you consider the least effective? Justify your answers
6. Compare and contrast the roles of management and leadership. Refer to the traditional, functional roles of managers: planning, organizing, staffing, directing, and controlling. In your opinion, do these functions describe management or leadership? Explain your answer. Are effective managers always effective leaders? Why or why not? What types of traits, skills, knowledge, and abilities are necessary for the leadership role, as opposed to the management role?
7. Groupthink occurs when maintaining the atmosphere of the team implicitly becomes more important to members than reaching a good decision, and it is more likely to occur when there is an implicit avoidance of all conflict. These decisions can sometimes result in unethical or immoral consequences, an example of which was the Nazi mentality during World War II. Illustrate the difference between functional and dysfunctional conflict. Describe examples in which groupthink has led to decisions being made or actions being taken that were not in the best interest of the groupat the organizational level as well as governments and societies. What do you see as possible implications, when leaders discourage conflict of opinions?
8. As the newly hired manager of an Adult Day Care Center, you are also new in the community. Wanting to take an active roll and become involved in Eldercare issues, you attend a meeting of the local Mental Health and Aging Coalition, only to find yourself appointed as the leader of an existing team whose goal is the promotion of Elder Abuse awareness. How would you determine your team's stage of development? Once you identify the stage of development, describe the strategies you would use to make the team more effective. Because of your "newness" to the situation/location, are there any strategies you might avoid? Why or why not?
9. Consider the effect diversity plays in the mix of members of a group--ethnicity, gender, skills, expertise, traits, abilities, and attitudes. Discuss the pros and cons of group diversity and the value of heterogeneous groups. Detail the benefits that diversity should bring to the group, and detail the problems that could also result from that diversity.
10. Given three positions in a health care organization--a food service worker, a nurse, and a physician--analyze each position in terms of how each would rate the motivating potential, based upon the five core job dimensions of skill variety, task identity, task significance, autonomy, and feedback. Generate ideas for improving the motivating potential for each position, based on the five core job dimensions.

A 400-500 word essay describing your interest and passion for the food service industry and what you would like to get from the program.

"500 words about the person in your life who most influenced your interest in the food service and hospitality field. Include in the essay a discussion of your future career goals.Please add a separate paragraph indicating any volunteer organizations to which you belong, leadership roles held in these organizations, extracurricular activities, and professional experience, whether in the food service industry or another field."

Key/minor points; Wolfgang Puck has influence me, I'm applying to the pastry 2 year degree program. I already got a certificate in culinary arts in college. I currently work as a baker for the past year at an resort , last job was a pastry cook for a year. Goals is to be a pastry chef so I can eduacated people, it's like my way to give back. The only extra activity I do is improv comedy for my theater. I did help the theater move from one location to another. I did make a cake for them. I bake for friends sometime.

Most organizations hire contractors in some capacity, either to aid in production work or to provide ancillary services, such as cleaning, maintenance, remodeling, and food service. Identify the types of contractors used by your current organization or an organization with which you are familiar, and discuss how the contractor?s operations could adversely affect the health and safety of your organization?s employees. What procedures are in place, or should be in place, to prevent any adverse effects?

Your response must be at least 300 words in length. You are required to use at least your textbook as source material for your response. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations.