“He just didn’t seem to understand the banter”: Bullying or simply establishing social cohesion?

Alexander, Matthew; Maclaren, Andrew; O’Gorman, Kevin D.; Taheri, Babak

doi:10.1016/j.tourman.2011.11.001

Cited by 103 publications

(75 citation statements)

References 78 publications

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“…The process of occupational socialisation is deemed crucial for the induction and integration of newcomers to the occupational culture in the case of young chefs (Burrow et al, 2015;Mac Con Iomaire, 2008). A significant part of chefs' socialisation occurs through banter in the kitchen (Alexander et al, 2012). Friendly banter, verbal insults, teasing and mockery, and practical jokes and pranks, serve to induct new recruits into the familial group but also serve to construct the social hierarchy of the kitchen: "I wouldn't say chefs are the most politically correct people, but it's never done in a malicious way.…”

Section: Occupational Socialisationmentioning

confidence: 99%

“…Alexander et al, 2012;Bloisi & Hoel, 2008;Johns & Menzel, 1999), is the problem of bullying and violence in commercial kitchens, which is further enhanced by the exposure of celebrity chefs in the global media. The image of the creative and violent chef is definitely not the right message to pass on to the young aspiring culinary arts students.…”

Section: Practical Implictationsmentioning

confidence: 99%

“…It is not surprising therefore that little methodical analysis has been carried out about the work of chefs (Alexander et al, 2012;Wood, 1997) and, in particular, the social structures and processes (i.e. the kitchen 'ideology', symbols, rituals, rites and myths) which underpin the creation and maintenance of the occupational identity (Palmer et al, 2010) and culture of chefs (Cameron, 2009).…”

Section: Introductionmentioning

confidence: 99%

“…Murray-Gibbons & Gibbons (2007) investigated the effects of occupational stress on chefs' behaviour and locus of control; they reported a high level of stress, problems in communication and in some cases the existence of bullying and violence. Alexander et al, (2012) investigated the bullying behaviour experienced mostly by younger and junior ranked chefs. They found such behaviour to be a cohesive aspect of the chefs' culture, which affects neither job satisfaction nor commitment.…”

mentioning

confidence: 99%

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Occupational identity and culture: the case of Michelin-starred chefs

Cooper

Giousmpasoglou

Marinakou

2017

IJCHM

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Purpose -This study seeks to conceptualise how the occupational identity and culture of chefs is constructed and maintained through both work and social interaction.Design/methodology/approach -The research follows a qualitative interpretivist approach; in total 54 unstructured, in-depth, face-to-face interviews were conducted with Michelinstarred chefs in Great Britain and Ireland.Findings -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.Theoretical implications -This study generates empirical data that informs 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.Practical implications -The findings suggest that Michelin-starred chefs have a strong occupational identity and culture. Strict rules and discipline are often used in kitchen brigades 2 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.Originality/value -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.

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Section: Occupational Socialisationmentioning

confidence: 99%

Section: Practical Implictationsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

mentioning

confidence: 99%

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Occupational identity and culture: the case of Michelin-starred chefs

Cooper

Giousmpasoglou

Marinakou

2017

IJCHM

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“…We adopted a two-stage mixed methods, sequential explanatory design approach combining quantitative and qualitative data (Teddlie & Tashakkori, 2009;Alexander, MacLaren, O'Gorman & Taheri, 2012) allowing the collection of diverse perspectives on the research topic. In doing so, a series of semi-structured interviews were used as the initial mode of enquiry, followed by a two-stage questionnaire.…”

Section: Data Collectionmentioning

confidence: 99%

Heritage tourism, CSR and the role of employee environmental behaviour

et al. 2015

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. (2015) 'Heritage tourism, CSR and the role of employee environmental behaviour.', Tourism management., 48 . pp. 399-413. Further information on publisher's website:http://dx.doi.org/10.1016/j.tourman. 2014.12.015 Publisher's copyright statement: NOTICE: this is the author's version of a work that was accepted for publication in Tourism Management. Changes resulting from the publishing process, such as peer review, editing, corrections, structural formatting, and other quality control mechanisms may not be re ected in this document. Changes may have been made to this work since it was submitted for publication. A de nitive version was subsequently published in Tourism Management, 48, June 2015, 10.1016/j.tourman.2014.12.015 . Additional information:Use policyThe full-text may be used and/or reproduced, and given to third parties in any format or medium, without prior permission or charge, for personal research or study, educational, or not-for-pro t purposes provided that:• a full bibliographic reference is made to the original source • a link is made to the metadata record in DRO • the full-text is not changed in any way The full-text must not be sold in any format or medium without the formal permission of the copyright holders.Please consult the full DRO policy for further details.

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A conflict resolution model for sustainable heritage tourism

Zhang

Lee

Xiong

2019

Journal of Tourism Research

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This paper uses Ajzen's theory of planned behavior (TPB) model to explain the formation of behavioral frameworks for conflict resolution. Using data about the Chengqi Earth building, UNESCO World Heritage Site, it puts forward an integrative TPB model with self-regulation and social capital as a good fit to that data, which has better predictive power in relation to intentions than the original model.The results show that attitudes, subjective norms, perceived behavioral control, and self-regulatory behavior positively affect intentions to seek conflict resolution. The paper concludes with insightful implications that can be applied to other areas of China and beyond. KEYWORDS conflict resolution, cultural heritage tourism, self-regulatory, social capital, theory of planned behavior

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“He just didn’t seem to understand the banter”: Bullying or simply establishing social cohesion?

Cited by 103 publications

References 78 publications

Occupational identity and culture: the case of Michelin-starred chefs

Occupational identity and culture: the case of Michelin-starred chefs

Heritage tourism, CSR and the role of employee environmental behaviour

A conflict resolution model for sustainable heritage tourism

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