Restaurant Job Titles and Descriptions

Restaurant Job Titles and DescriptionsRestaurant Job Titles and DescriptionsRestaurants are important employers, especially for young people just beginning their careers, and can be major economic drivers in areas dependent on tourism. While restaurants typically hire large numbers of entry-level workers, ansicht are not, for the fruchtwein part, unskilled jobs. Customer service skills honed in the front of the house are transferable to most other industries. Also, wait staff in high-end restaurants can often earn very good money in tips. And some restaurants hire for a very wide variety of positions, from highly trained chefs to administrative staff. Restaurant Jobs Vary by Restaurant Type The type of restaurant influences what jobs are available. A large fast-food or casual-dining chain will offer administrative, human resources, management, and absatzwirtschaft positions, whereas, in a small cafe or fine dining establishment, these duties are more likely to fall to the general manager, the proprietor, or even the chef. In general, the work in restaurants is divided into back-of-the-house and front-of-the-house positions. In large chains, there is also usually a corporate schauplatz where the upper management and administration will take place. If youre interested in working your way up at a restaurant, your chances are probably better at a chain establishment, where there are likely protocols in place for grooming and training staff for promotions. Back-Of-The-House Jobs Back-of-the-house positions pertain to the preparation of food, as well as the dishwashing staff. Small restaurants might only have a single chef or cook. Larger places might have an entire food preparation team, including a chef, sous chef, prep cook, line cook, and baker, plus a kitchen manager responsible for training, inventory and other supervisory and administrative duties. In chain restaurant locations, the general manager will have ultimate responsibility for both the front a nd the back of the house, but this role usually has no direct equivalent in proprietary restaurants. Front-Of-The-House Jobs Front-of-the-house positions are those that deal directly with the public. These titles may include host or hostess (or matre d, in more upscale restaurants), server (or waiter/waitress), busser (or busboy/busgirl, or back waiter), runner, and bartender. Some restaurants have specialized roles someone who advises diners on wine choices is a sommelier, and the manager of the cheese selection, both advising dining and supervising proper storage, is the matre d fromage. Fast-food restaurants will have cashiers and drive-through operators. There may be additional supportive or managerial positions, depending on the size and complexity of the restaurant, such as shift manager, floor manager, or table captain.The responsibilities of all these positions can vary from one restaurant to another, depending on the structure of the business. Restaurant Management J obs In regional or national restaurant chains, there will be an off-site corporate office which houses the upper management and their related support staff, including administrative assistants, office managers, IT specialists and cleaning crew members. Often, there will be separate administrative, communications, human resources, research and development, and marketing divisions. These positions are similar to those in the corporate office of any large company, in any industry. The corporate office is responsible for matters that involve the entire company, or entire regional divisions within the company, such as determining marketing strategy, defining the companys brand, and developing and enforcing company policy.

Seeking Job Search Inspiration Look to Music Lyrics

Seeking Job Search Inspiration Look to Music LyricsSeeking Job Search Inspiration? Look to Music LyricsSeeking Job Search Inspiration Look to Music LyricsI was listening to my iPod the other day when this thought crossed my mind There must be some songs whose lyrics could inspire job seekers. Now, my music tastes go back to the 60s, 70s, and 80s, so they may not be familiar to everyone. But here are four notable songs from that broad era with a key line from each, and the job-search lessons they teachYou Cant Always Get What You Want (The Rolling Stones - 1969)LINE but if you try sometimes, you might find, you get what you need.LESSON You really wanted that jobor a shot at that jobbut it wasnt meant to be, and you had to settle for something else. What you thought you wanted may turn out to be different from what you really needed. (This can also apply to salary.)Dirty Work (Steely Dan - 1972)LINE Im a fool to do your dirty work, oh yeah. I dont wanna do your dirty work, no more LE SSON Kind of synonymous with Johnny Paychecks Take This Job and Shove It, eh? But just a little less blunt. The homilie? If you hate your job, dont be foolish and stay. Look for another one.Shining Star (Earth Wind Fire - 1975)LINE When you wish upon a star, dreams will take you very far, yeah. But when you wish upon a dream life aint always what it seems, oh yeah LESSON Life will never be perfect, no matter how much you wish it could be. The same applies to work. A dream job? If there is such a thing, you may never land it. But make the best of what you haveuntil you find the next opportunity.Runnin Down a Dream (Tom Petty - 1989)LINE runnin down a dream, that never would come to me. Workin on a mystery, goin wherever it leads Theres somethin good, waitin down this road. Im pickin up whatever is mine.LESSONYoure searching for a job, but you just dont know where or how its going to end. Yet you know things will turn out fine if you keep your head up and trust that your next job i s just waiting down the road.

The value of appreciation Convincing skeptics

The value of appreciation Convincing skepticsThe value of appreciation Convincing skepticsMany business and organizational leaders are skeptical about the value of appreciation. Leaders frequently ask*What benefits will I or my organization gain from training my leaders and staff in communicating appreciation to one anotlageher?*Why should we be concerned about whether our employees feel appreciated?*Whats the potential benefit for the time, energy and cost it will take?Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moraThese questions are neither unusual nor unreasonable for those who are responsible for the financial well-being of a business. The world of work is a demanding environment with harsh realities and no one has extra time or energy to waste on projects that do not contribute to the success of the organization. So,why is appreciation so important to the success of a business?The import ance of employee engagementAppreciation in the workplace is directly related to employee engagement. The level of employee engagement within a workplace is important to leaders because it has been shown to be highly predictive of numerous positive benefits that impact the functioning of a company. Over several years theGallup organization conducted research and interviewswith one million employees across the world, found that employees feeling appreciation is one of the core factors that can improve employee engagement.Additionally, numerous studies (over 50 are cited in our new, revised version ofThe 5 Languages of Appreciation in the Workplace)have identified significant positive results when team members feel valued and appreciated. For example, AGlassdoor surveyfound four out of five employees (81%) say they are motivated to work harder when their boss shows appreciation for their work. Additional benefits to companies and organizations includeLowering staff turnoverFewer on-the -job accidentsLess employee theftLower staff turnoverHigher customer ratingsGreater productivityThe bottom line Increased profitabilityFor those who are driven by the bottom line of profitability, the data is clearengaged employees increase a companys profitability.In ameta-analysis of 263 research studies, employers with the most engaged employees were 22% mora profitable than those with the least engaged employees.The same study showed that businesses with more disengaged employees have 51% more turnover than businesses with more engaged workers. Good employees are not easy to find, develop or keep. Hiring a person with the training and experience needed to do the job is difficult enough, but finding someone who has the character qualities you desire is virtually impossible. So, keeping the good employees you have is a huge benefit to any organization.The disconnect between supervisors and employees Its not about moneyAs a business leader, you are at risk for misunderstanding how to keep your team members. Many owners and managers believe their employees are motivated primarily by financial gain that employees will stay if they are given more money. Research studies for decades have debunked this belief.Most employers (88%) believe employees go to another job for more money, but only 12% of employees report that is the reason they are leaving.The vast majority of employees, when they voluntarily leave a company, report they dont leave for more money. In fact, 79% reportthat a primary reason they leave isbecause they dont feel appreciated.Many business leaders dont believe this, so let me offer you some compelling data. In a globalstudy of 200,000 employees, the Boston Consulting Group found the 1 factor employees related to enjoying their job was that theyfelt appreciated(financial compensation didnt show up until 8).WARNING Your employees dont feel as appreciated as you thinkYou may think you are doing okay in this area that your employees know you appreci ate them. Sorry, probably not. A nationalGloboforceemployee recognition surveyfound that 51% of managers think they do a good job of recognizing employees for work well done. But the problem isonly 17% of the employeesfelt their manager did an adequate job of recognizing them for doing a good job. That is less than one out of five employees believe their supervisor adequately communicates appreciation for the work they do. Obviously, there is a disconnect somewhere.What we have found is thatEmployees want to feel valued and appreciated at work.Most employees dont feel appreciated.Many leaders either Dont care how their employees feel-Think they are doing an adequate job of communicating appreciation, or Dont know what else to do (beyond what theyve been doing.)If you (or your leaders) fall into one of these categories, WAKE UP. The issue is important and can be remedied. We have repeatedly been able to improve staff morale, increase employee engagement, and create more positive work places across numerouswork settings and industries. Want some testimonials?Click here. Want to learn how to make it happen in your organization? Start with thebookor ourtraining resources. Being totally straightforward they work.This article originally appeared on Appreciation at Work.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people