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This study aims to conceptualise how the occupational socialisation of young chefs is conducted in Michelin-starred restaurants in Great Britain and Ireland; the key role of banter and bullying in this process is explored and critically discussed.

This qualitative research critically discusses the data from 54 in-depth, face-to-face interviews with male and female Michelin-starred chefs in Great Britain and Ireland. A flexible interview guide was used to ensure all key areas, and topics discussed earlier in the literature review were covered. The rich data from the interviews were categorised in four different themes.

Drawing upon the fieldwork, fresh insights into the social structures, processes and group dynamics which underpin the socialisation process of young chefs are revealed in the participants’ own words. Four areas emerged from the usage of thematic analysis: occupational status, discipline and hierarchy in kitchen brigades, gender segregation in kitchen brigades and the role of banter and bullying in occupational socialisation.

This study generates empirical data that inform contemporary debates about the role of banter and bullying in the occupational socialisation process of new members in Michelin-starred restaurants. A conceptual framework on the process of occupational socialisation in Michelin-starred kitchen brigades in Great Britain and Ireland is also provided.

The findings of this study suggest that banter and bullying are deeply embedded in chefs’ occupational culture; they also play a key role in the process of induction and occupational socialisation of the new recruits. In addition, gender segregation was found to be a persistent problem in commercial kitchens – young female chefs have to endure the same harsh conditions during the induction and occupational socialisation process. A recommended course of action to eradicate this phenomenon involves HR professionals, hospitality managers and the Michelin Guide.

The understanding of chefs’ induction and occupational socialisation is deemed crucial for successful hospitality operations; nevertheless, this still remains an under-researched area. This study is unique in terms of scale and depth; it is expected to provide useful insights in both theoretical and practical perspective, regarding the induction, socialisation and eventually, retention of young chefs in Michelin-starred restaurants.

Focuses on good practice and ethical concerns around general occupational test usage. Exemplifies this through a UK survey of test practices and a short case study of one organization in the north west of England which has evolved a sustainable quality approach. Competency‐based qualifications form the basis of a UK national standard backed by professional codes of practice. They have had a positive impact on the quality of test use and training. However, evidence is reported to suggest that a number of organizations are not operating to the desirable levels of good practice. Examines through discussion and a case study additional avenues, in particular continuing professional development, that may be explored to promote quality test usage in line with ethical and good practice.

The purpose of this study is to conceptualise how the occupational identity and culture of chefs is constructed and maintained through both work and social interaction.

The study follows a qualitative interpretivist approach; in total, 54 unstructured, in-depth, face-to-face interviews were conducted with Michelin-starred chefs in Great Britain and Ireland.

Drawing upon the fieldwork, fresh insights into the social structures and processes which underpin the creation and maintenance of the occupational identity and culture of chefs are revealed in the chefs’ own words.

This study generates empirical data that inform contemporary debates about the role of work in identity formation with particular emphasis on the induction–socialisation process. In addition, the findings of this study suggest that identity and culture are interrelated in the sense that the cultural components of an occupational culture operate to reinforce a sense of identity among its occupational members.

The findings suggest that Michelin-starred chefs have a strong occupational identity and culture. Strict rules and discipline are often used in kitchen brigades as a means of monitoring quality and maintaining the high standards of performance. The occupational socialisation of new members is a long and painful process that very often exceeds the limits of banter, and it is analogous to the military induction. The phenomenon of bullying and violence in commercial kitchens is identified as an unacceptable behaviour that needs to be eliminated. This can be achieved with changes in the education and training of the young chefs and the strict enforcement of the anti-bullying policies.

The understanding of chefs’ occupational identity and culture is critical for successful hospitality operations; nevertheless, this is an under-researched area. This study is unique in terms of scale and depth; it is expected to provide useful insights in both theoretical and practical perspective, regarding the formation of chefs’ identity and culture in organisational settings.

Although the global economic crisis that began in 2007 has renewed interest in Keynes among the wider educated public, graduate courses in macroeconomics usually teach little about Keynes and the issues he analyzed, and what little they teach is often wrong (e.g., that Keynes assumed an arbitrarily fixed money wage rate or that he ignored expectations). Consequently, as macroeconomists turn their attention to the possibility, causes and consequences of financial crises and global depression, they do not have access to the insights into these questions produced by earlier generations of economists. The time and attention constraints of theory courses do not allow simply directing the students to the extensive scholarly literature on the economics of Keynes, so this paper offers a suggested introduction to the economics of Keynes for a graduate course in macroeconomics.

Participatory action research can improve scientific knowledge and community capacity to address disaster resilience and environmental justice. Evidence from the literature suggests that resident participation enhances assessment of environmental risks, raises awareness and empowers residents to fight for equitable distribution of hazard and climate risk adaptations. Yet, risk assessment and urban planning processes still frequently operate within expertise-driven groups without significant community engagement. Such fragmentation results in part from a lack of appreciation for community expertise in built environment adaptations and educational tools to support resident involvement in the often technical built environment planning processes.

A participatory research and place-based education project was developed that enhanced co-learning between residents and researchers while collecting and analyzing local data on flood resilience in the built environment. Five research activities constitute the curriculum of resilience education on stormwater infrastructure: establishment of partnership agreement/memorandum of understanding, participatory GIS to identify flooding issues, water quality testing and health survey, stormwater infrastructure assessment and urban/landscape design. Partners included high school and college students, residents and environmental justice organizations.

Outcomes include a stakeholder-approved infrastructure assessment smartphone application, neighborhood maps of drainage issues, a report of water containments and neighborhood-scaled green infrastructure provisions and growth plans. Findings indicate that participatory research positively contributed to resilience knowledge of participants.

This paper outlines an interdisciplinary pedagogical strategy for resilience planning that engages residents to assess and monitor the performance of stormwater infrastructure and create resilience plans. The paper also discusses challenges and opportunities for similar participatory projects.

A species of moral malaise afflicts the professions today, a malaise that may prove fatal to their moral identities and perilous to our whole society. It is manifest in a growing conviction even among conscientious doctors, lawyers, and ministers that it is no longer possible to practice their professions within traditional ethical constraints. More specifically, the belief is taking hold that unless professionals look out for their own self‐interest, they will be crushed by commercialization, competition, government regulation, malpractice actions, advertising, public and media hostility, and a host of other inimical socio‐economic forces. This line of reasoning leads the professional to infer that self‐interest justifies compromises in, and even rejection of, obligations that standards of professional ethics have traditionally imposed.

Investigates the devolution of human resources (HR) responsibilities to the line within a large food manufacturing company. A total of 13 senior/board level line managers took part in this study. Records questionnaire and interview data with reference to line manager perceptions of their involvement in HR activities. Of interest is the finding that the line managers claimed to be satisfied with the HR responsibilities that have been devolved to them and are keen to take on activities that relate explicitly to the development of their team. Most line managers report working closely with their HR counterparts and see the configuration moving towards a partnership. The line managers’ main concern is that a lack of support from HR during the delivery of the service can detract from the overall effectiveness. They also note that junior level line managers are likely to feel less supported by HR and comment that it is merely their high level position that drives the HR‐line partnership in their situations. Suggests that this research will act as a first step in exploring the relationship between varying levels of line managers and their HR counterparts in order to ascertain whether the higher your status in the organisation, the better your relationship is with HR.

We can divide the humanity into 5,000 ethnic groups who reside in 160 distinct states in the world. On an average this implies that only one randomly picked state out of every 10 states is ethnically homogenous. In other words the borders between different ethnic groups do not accord with national borders. We, hence, live in a melting pot of ethnicity and most countries are ethnically heterogeneous. In an alternative fashion, we can make a statement about our ethnic diversity by making a simple observation that there are over 600 living language groups in 184 states in the world. There is thus a reason to believe that the human race confronts a serious and endemic ethnic diversity, which is also increasingly accompanied with unprecedented ethnic rivalry, competition, conflicts, violent clashes and all-out wars. Our chapter provides a comprehensive investigation into the economic causes and consequences of ethnic heterogeneity in our modern world. In order to understand the basic economics of ethnic diversity, we will focus our attention to what is commonly known as ‘global firms’ who employ people from diverse ethnic backgrounds. The consequences will be examined in the context of modern societies where the global firms play an important economic role.

Data from sophisticated portable heart‐rate monitors and “work diaries” were used to relate in Mintzberg's “nature of managerial work” to physiological stress in a small sample of working principals. Subjects were categorised by years of experience, Type A and Type B personality, and were “shadowed” for three complete work days in their schools doing regular activities to learn what management functions were stressful. Principals were found to be working under extreme stress (a few at catastrophically high levels), for long hours, and that certain managerial activities were more physiologically stressful than others. Implications for training, deployment and the use of bio‐feedback techniques are discussed.