Creativity and Innovation Management in Restaurant

Creativity and Innovation Management in Restaurant SUKHRAJ SINGH CREATIVE AND INNOVATION MANAGEMENT In this document I am going to discuss about the Sousa restaurant that located in the Auckland in CBD. This document is the further part of previous recommendation for innovation in Sousa. Mainly in this document discuss the innovation plan for Sousa. As well as focus on the how to increase the motivation of staff and stakeholder returns. Also talk about the key barriers and how to implement the new creative and innovation idea on the Sousa organization. Determine study on the key goals of Sousa and practice of reward management and performance of curve. Create a plan strategy to control the overcome barriers and how to evaluate the company overcoming barriers. KEY BARRIES TO INNOVATION AT SOUSA We all know that every company faces lot of barriers even if it is new entrant or an old company. Every company tries to develop new inventions and new ideas. When some new ideas implement on company system someone handle easily but some company face lot of barriers. RESOURCE BARRIERS Resource barriers are barriers which related to resource required for efficiently running business. For example: Finances, Human Resources, Technology. Sousa is traditional restaurant but it has some resource barriers which should be taken care for successful running of business. HR- Human resources at Sousa are working since its existence. But all of them lack skills that are trained and equipped with latest requirements of the market. Technology- Sousa is using traditional ways of working. Use of traditional cash register and order booking on memo pad are example of lack of latest technology. Leadership- Sousa has a traditional ownership and none of the past owners and future owners (sons of owner) have leadership skills or experience. Leadership generally directs the future of an organization. So, without skilled leadership, Sousa will experience hard times for innovation. Tools and processes- just looking for innovation and asking employees to do innovative way is not a solution of creating innovation in organization. However, without tools and processes employees find it difficult to generate new ideas. Overcoming the barriers While there are some barriers to innovation in Sousa, there must be some things to overcome these barriers. While overcoming these barriers to innovation; always dig deep to get better solutions to overcome barriers. Organizational culture and innovation Success of organization is so much depends on the culture of organization. Sousa has a very traditional culture of working without many efforts to do something new. Culture of organization impacts the employee’s performance, the interest of investors and suppliers behaviors towards organization. Alignment of the goals plans of organization with organizational culture is necessary. While, Sousa will need a big route level change to implement innovation in organization, culture change is necessary. Awareness of culture is necessary. At the moment, most of the employees are just working for day to day works without any future aspects worries about organizations future. They feel safe and secure with long term relations to Sousa, so making them feeling of new needs is necessary while providing them tools to enhance their interest and skills for innovation. Tools of creating culture of innovation: Increase passion- talk with employees, involve them in organization strategy, ask for solutions, and attach them to a mission of big organizational change and survival + growth of organization. Rewards – rewards and recognition culture should be aligned to involvement in organizational planning and implementation to new ideas. Each employee that comes up with some genuine ideas should be praised or provided some monetary rewards. Give confidence to employees- give confidence to employees to take decision to their own. Most of the employees take it difficult to decide on small issues by their own. Going to boss for every little decision decrease self confidence of employees. So, employees should be given confidence to take decisions which will enhance their ability and confidence for getting solutions to problems. Fail forward- give confidence to people who give ideas that ultimately results in failure when implemented. The main thing is to fail early and try something new, this will make it sure that time and resources are utilized properly. Think little- small organizations like Sousa thinks that they are not big enough to penetrate with new innovations. This mindset shouldn’t be encouraged in Sousa. Each large business started small some day in history. ATTITUDES In a practiced place of work location, bad attitude be able to influence everybody and reason clash with employees. In a number of cases attitude harms are capable to be unseen by the majority of workers and a creative employee through a small attitude difficulty is not a disruption. A boss needs to study how to identify increasing attitude problems inside the place of work to stop them as of suitable a disruption. Everyone face attitude in every place where they go like local area and where they work. In sample words attitudes are the way of thinking towards the person our work. This is also relating to the workplace and outside area. Mainly attitudes has three different components these are as Cognitive – it’s mean what we think, other one is Belief, Affective: the way how to dealing with feeling or emotions, Co native- this show that what action we will take towards something. According to the case study attitudes is the one of main barrier for Sousa, because Sousa used old methods of food making they can’t used new technology equipment so it’s hard to Sousa employee to used new food making equipment like new BBQ chambers. They fellows also do not know how they take order with new ipad and how the show the new deals to customer on ipad. Sousa management should provide proper training to front staff how they used this things. Otherwise this put negative attitudes on customers and become barrier for Sousa. Management know that if they can invest lot money on new food making machines but they cannot trained our employees it’s become big barrier towards the Sousa marketing. Sousa management try to fined the sample and easy way to how they trained our staff and staff should learn new skills and delivery service. REWARD MANAGEMENT Reward means that thing given to employee because of his contribution to company. Most of company gives rewards in incentives and some company give employee of month and some give like pay increments. Few companies design reward system regular with organizational goals, visions, missions and job performances. In other words reward systems define that total return given by an employer to a company staff. Simply reward management main motivate is to give motivation to our employees. According to Sousa case study they need to make a perfect reward management because Sousa implements lot of new things in our store. Sousa has 14 restaurant employees and 2 duty managers. Sousa management makes new reward policy when company any employee helps Sousa to achieve goal a reward often follow, but one thing management keep in mind because some time one employee feel jealous to other employee like cast, color and some other reason like harassment. When these type of happen seen in company and workplace area it also put bad impact on the employee work ability. PERFORMANCE OF CURVE The change curve model is originated in 1969 by Elisabeth Kubler-Ross to reveal the performance of people while they come to identify that they have sickness. These years this model is new to each challenge and emergency at what time an organization change their offered strategies or method of job. Likewise as among all models opinion, it has difficulty and debaters, on the other hand, it is a good equipment to use to understand anywhere individuals are in their tour during change. Thus this sympathetic can help director adapt approach and doing well communication to people organization the change, selection them through the move about effectively. Sousa restaurant follow the old traditional way to food making and order taking. But if they can want change in our restaurant then they can try to some changes in staff area like hire new employees those are well experience in food making area, they also know how they can used the new food making machines like they can know what food need how much time and how much temperature because every dish making style is different. Nowadays in Auckland there are lot new people arrive like Indian, Japanese, and European. FIRST STAGE Sometimes any change set up to people in early stages people get shocked and mostly someone are probably they just say straight way disagree to adopt this change. Sousa employee should be shocked when the owner represents the new plan like hire new employees and new technologies machines. SECOND STAGE Anger- is the next stage. The scapegoat, inside the structure of the business, group or exacting person, is often practical. Focus the fault through an individual or one item will let am additional room of the denial by generous one more importance for the doubts since fine anxieties the potential shock can be produce. THIRD STAGE Retaining the exacting commitment to working of individuals, facilitating these people from the change curve, it will eventually grow to be obvious how the change will be here to keep. It is not any fashion and also large changes into their day-to-day lives could possibly be ought to take place. At this stage, folks will frequently try to skimp on a good end result to the change. Communication plan for implementing innovation in Sousa Stakeholder: Stakeholders are someone who have any type of interest in the business activities of organization. Stakeholders of organization I am going to discuss the most important stakeholder of Sousa, that are customers. Customers in Sousa are long term customers and were very loyal till times, but due to introduction of new restaurants in Auckland and change in customer mindset forced them to change to other restaurants which results in falling sales for Sousa. Communication plan for stakeholders: Customers adapt new thing very quickly these days. They get bored very quickly and always look for something new that is convenient to use and interesting. So, communication of innovation in Sousa to customers is necessary. Strategic communication plan This is a planned strategy that is analytical to get par the challenges of getting innovation in Sousa. Communication plan pre requirements: Analysis of stakeholders analyse the customers and their needs for communication. Channel assessment which should be the best channel of communication. For example, advertisement is one of the ways to communicate to customers. Development of communication plan: Time of communication innovation should be communicated while implementation is in process and when it is fully implemented. So, communication with customers should be regular. Required changes in customer behaviour customers should be positively adapting innovation in Sousa. This should result in most customer visits and sales. Message of occasion message should be clear to customer. They must get that which innovation ideas are implemented and what is new in Sousa. Channels of communication best channel of communication to customers are one to one talks within the restaurant. Apart from that, social media and posters should be also used.

The Key Into Ketogenic Diets :: Health Fat Weight Loss Dieting Essays

The Key Into Ketogenic Diets Come on now...we have all done it. You know the feeling. You are walking down an aisle in the supermarket craving â€Å"bad†. Instead of going for the Oreo cookies you feel are loaded with fat, you opt for the Snackwells Fat Free Devils Food Cake Cookies and feel like you are a saint for making the least harmful choice. You feel great...that is until you get home, open the package, eat one cookie, then two...then in a matter of minutes the whole box has been consumed. But you think, its not that bad...no fat!!!! But, what about everything else in that box In the last couple of decades, dieting trends have astronomically increased. The average dieter has trained his or her ears and eyes to react to the word ‘fat’. Low fat, reduced fat, fat free- these are all words that until recently have set alarms off ringing in the typical dieter’s head. Recently, new vocabulary, such as ketogenic, ketosis, and low carbohydrate have stepped into the dieter’s world and questioned, or rather challenged, the ‘fat’ free method of dieting. So, after you have devoured the entire box of ‘fat’ free cookies perhaps you will ask yourself....WHAT ABOUT THE CARBOHYDRATES Ketogenics...Low-Carbohydrate...Ketosis...what does all this mean? Ketogenic diets, often called low-carbohydrate (low carb is slang), seem to be the latest diet trend. There are many different forms, all varying in different degrees. Ketogenic diets focus primarily on the limited intake of carbohydrates in the food pyramid. In order to clearly understand ketogenic diets, one must start with the basics-what are ketones and where are ketones found and produced What are ketones Ketose is any sugar that contains a ketone group. Ketone bodies are the normal physiological defenses in starvation. Ketone bodies are normal products of lipid and pyruvate and found within the liver. When an impaired or absent carbohydrate intake occurs, the body increases its production of ketone bodies and metabolizes them as an energy source. Ketogenesis, which is the production of ketone bodies occurs in ketogenic diets, resulting in a ketotic state( Miller-Keane 1997). So, â€Å"when the requirement for glucose cannot be met by other means, the tissues of the body rely increasingly on ketone bodies as an energy source† (Volpe 1983).

Malunggay and Spinach Essay

I.Chapter I (Introduction) Background of the Study (Rationale) â€Å"He gives us that vast goodness of nature and vegetation is among those. As man propagates for abundance; he deserves to harbor tremendous benefits from it.† The discovery of herbal plants made the possible existence of modern medicine. Modern medicine makes use of these plants in making capsulated herbal medicine or food supplements. It is scientifically proven that numerous of vitamins and minerals are found in herbal plants that can supply the needs of living things, specifically humans. These vitamins and minerals help supply energy within a person’s body, which is needed for everyday activities in order for them to perform well. Herbal plants nowadays are not just made as medicinal purposes but also as food ingredients so that it may add a unique and healthier flavor to foods. Malunggay was once considered a â€Å"poor man’s vegetable† but now it is known as a â€Å"miracle tree† or â€Å"nature’s medicine cabinet† by scientists and health care workers from around the world because it is loaded with vitamins and minerals that can be an effective remedy against many kinds of ailments such as arthritis, anemia, ovarian cancer, heart complications, kidney problems, asthma and digestive disorders. Each ounce of Malunggay contains seven times the Vitamin C found in oranges, four times the Vitamin A of carrots, three times the iron of spinach, four times as much calcium as milk and three times the potassium of bananas. Spinach is well-known in stabilizing the blood sugar among diabetics, it serves as an anti-oxidant, an anti-cancer agent, it prevents from atherosclerosis or thickening and hardening of arteries and it aids in the formation of the blood substance required for blood clotting. Besides of it being considered as an herb rich in Iron, it is also a rich source of Carbohydrates, Dietary fiber, Fat, Protein, Vitamin A, Beta-carotene, Lutein, Zeaxanthin, Folate, Vitamin C, Vitamin E, Vitamin K and Calcium. The combination of both herbs can surely make a nutritious supplement for all ages. This study aims to presents the result of the beneficial mix of Malunggay and Spinach called as Malunggay and Spinach powder. A power duo, a product of nature, harness within reach and concocted with simplicity. II.Statement of the Problem The study aspired primarily, to search for alternative ways of utilizing the common backyard plants Malunggay and Spinach so that it won’t be placed into waste. Secondarily, make a different and simple preparation of it right in one’s home aside from the usual capsule and tablet forms, which currently dominate in the market. Lastly, to disseminate the information on how to augment a nutritional need within in reach and friendly to the pocket. The study addressed the following specific questions: 1.) What are the procedures in preparing the Malunggay and Spinach powder? 2.) Is there a specific expiration for this product? 3.) Are there different processes of drying each kind of leaves? 4.) How long can the end product be stored? 5.) Is it advisable to dry the Malunggay and Spinach leaves under direct sunlight? 6.) What are the uses of the Malunggay and Spinach powder as an additive? 7.) What specific amounts of Malunggay and Spinach to be prepared to meet our nutritional needs? 8.) What are the nutritional values from the combination of Malunggay and Spinach? 9.) Can this research work possibly be pursued in the future? III.Significance of the Study Health awareness is the prime investment, ingenuity is the investors joining effort and wellness is the net gain. Most people think that adapting a healthy and well-conditioned life is expensive and difficult to achieve. The significance is just how one resourcefully utilizes the cheap, the natural abundance of nature, and the untiring quest to alternatives and remedies. Malunggay and Spinach are kind of vegetables that are rich with vitamins, minerals and amino acids that are needed for optimum health. The purposeful cahoots will serve as a supplement Malunggay, touted as All- around miracle tree or Natures medicine cabinet contains a wide variety of nutrients in high amounts and Spinach, known as Powerhouse of Nutrients fill in essential Potassium, Phosphorus and Niacin that Malunggay does not have. This potent combination in powder form add nutrition to our deficient diet due to modern farming methods, nutrient-deficient soils, high levels of pollution that places more stress, and busy lifestyles that make it hard to prepare healthy balanced diet. It acts as an inexpensive insurance against nutritional deficiencies. This study will promote awareness on the relevance of serving of vegetable meals, soup, bread, dessert, shakes, juices and mixes with Malunggay and Spinach powder. It encourages households to plant Malunggay and Spinach in backyards for personal consumption. Finally, it inspires people to study and search for benefits on vegetables and other agricultural produce. IV.Scope and Limitation of the Study The study focused on the specifications of how to procure the major quality ingredients, the Malunggay and Spinach leaves and conscientiously observed the proper storage and maintanance of suitable room temperature. It took two (2) months and a half to get the final result of the research work using the method of experimentation. As Malunggay was readily cultivated in the backyard on the contrary, Spinach was a hard find. It started from a given tiny seedling from mountainous Busay and was replanted.

The Cultural Acceptance Of Sex Trafficking And Child...

Steven Ragnauth 5/11/16 POL 266 Professor Judith Duncker Final Paper Chapter 13: Because She Looks Like a Child Kevin Bales’ Because She Looks Like a Child is an editorial piece that enlightens readers on a tragedy that has befallen the country of Thailand for decades, sex trafficking and child prostitution. Aside from the horrific realism of the stories portrayed throughout the piece, the cultural acceptance and evolution of the epidemic is truly frightening and eye opening. Furthermore, Bales explains how in time, sex trafficking and child prostitution has reached American soil in efforts to expand profits and the market for these young, child slaves. While many steps have been taken by the United Nations to help condemn slavery and†¦show more content†¦However, towards the northern mountains of Thailand, people aren’t as lucky to live in the luxuries their brothers and sisters do in the south of Thailand. The mountainous regions are home to harsh living conditions, where only a tenth of the land if fit for agriculture. The result is, those who control good land a re well off; those who live in the higher elevations are not. So, without being able to farm, or hunt, many families in the north have to look towards other sources of income. These other sources often result in the selling of a child, presumably a girl child. The choice to sell a daughter is a part of Thai culture; although it was not preferred, it was accepted as a valid means of survival. Many girls would be sold to the South Thailand as a belief that they would be working in service as housemaids or servers. Instead, many girls are being bought as sex workers. Families would be compensated and would be able to pay for foods, and survival for sometimes close to a year. So in hindsight, selling off one of your children to keep your family alive seems like a logical thing to do. That saying, â€Å"kill one, save a million,† applies here. The economic boom of 1977 to 1997 had a dramatic impact on Thailand’s northern villages. While the center of the country, Bangkok, was rapidly industrializing, the north fell behind. Due to a lack of income and resources, the north had to watch the