Review of what a Chain Restaurant Company Chef is Supposed to do Everyday
How it works
Performance appraisals is a standard of measuring worker performance within an organization to determine some administrative decisions. According to Boice & Kleiner (1997), performance appraisals are most commonly undertaken to let an employee know how his/her performance compares with the supervisor’s expectations and to identify areas that require training or development. Employees have a legitimate need to know how their performance is viewed. At a basic level, without adequate communication between the employee and the supervisor, undesirable work habits may be formed or good work habits may be modified. It shows that evaluate the performance of the employee can improve communication which become a channel for chef and the manager communication. Managers can use it to help the chef to do his job more effectively.
For the chain restaurant company chef, they cannot make a decision for the menu design or the opinion on restaurant operation such as purchase some equipment or hire new staff. For the normal restaurant chef, they may concern about their welfare. Performance appraisals give manager a clearer understanding of the chef concerns. It provides an opportunity to them to give feedback to their superior on the kind of things they would like him to continue or stop doing and gives them a safe context in which to communicate their opinions and concerns, the restaurant can encourage teamwork spirit and strengthen relationships between managers and chef. The chef can share their opinion to the manager, it can create a sense of Importance. It gives staff and provide them a greater sense of value in the restaurant. The staff feel that they have a voice and the company will values their feelings for the effectiveness of management.
First of all, I will discuss the job description and job specifications. For the normal chef, their duties including follow the instruction to prepare, cooking and delivering the food to diners. For the head chef, they need to handle for the whole kitchen’s daily operations. For example, follow the budget established by the restaurant manager and raising the food’s profit margins, ensure meet and implement health and safety procedures, control food and labor costs, keep up with industry trends and creating new dishes and menus and hiring, firing and training employees. In knowledge, the chef requires a strong knowledge of proper food handling and sanitation standards and a deep understanding of different ingredients and produce. They need to figure out what time to cook of certain items for safety.
For skill, an ability to cook and knowledge of the kitchen is basic requirement, including knife skills and tasting skills. Chefs need to be able to cook effectively and efficiently. In ability, chef need a good communication and organization skill with excellent leadership and management. The ability to delegate tasks and understand how to help others in time of need, work well in a team including work with the cooks in the kitchen and other staff. Also, multitasking is important in the kitchen. A chef is working on multiple tasks always, he must be able to complete the tasks at the same time efficiently. In other characteristics, chef can able to work in a fast-paced environment under extreme pressure and make decisions quickly and efficiently. Moreover, creative is vital. Creating menus that are innovative to attract the customers coming back to a restaurant.
Secondly, I will explain what successful performance for a chef. A successful chef has good relationship with the staff in the restaurant and cooperate with others with a positive attitude. They can keeping create new and innovative dishes and serve a delicious meal to ensure diner satisfaction. It can be measure by rating from the staff, rating of diner satisfaction and count of monthly sales.
There are different issues of criterion-contamination, deficiency and relevancy should be considered. Firstly, rating from the staff may have a result of measurement biases, it may not be an objective evaluation because the employee may favor in one manager. They will punish those who give them more work and reward supervisors who give them less work. A success chef needs to make people listen to him and follow his decision. The rating from is about the rating for the chef’s attitude which is highly relate to the relationship, it means that the higher marks correlate to good relationship with the staff in the restaurant. Secondly, rating of diner satisfaction and count of monthly sales may have a result of measurement bias, a good dining experience may influence by many reasons including the restaurant design, interior layout, responsiveness of the frontline staff, price and food quality. A success chef needs to increase diner satisfaction and attract the customers coming back to a restaurant which can increasing customer loyalty. The rating from is about the rating for the diner satisfaction which is highly relate to the service, it means that the higher marks correlate to good service with the staff in the restaurant.
Thirdly, I will discuss what appraisal method should be used. In my opinion, individual method should be the appraisal method. It is because that teamwork within a commercial kitchen is crucial, they have to cooperate with each other. Using comparative method may encourage discrimination by comparing. Using the 360-Degree system which is the performance appraisal included all the levels such as the diner, self and supervisors. It can improve reliability of measurement because of multiple evaluations. The chef can share their opinion to the manager, it can create a sense of Importance. It empowers the chef and gives them a greater sense of value in the restaurant.
Finally, there is a challenge to reaching a valid appraisal. They may worry about retaliation after the appraisal. It may not be an objective evaluation because the employee may favor in one manager or ingratiate to the manager. In order to solve this problem, anonymity must be built into this system. they need to know that they can be honest without fear of retaliation.
How it works