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Food Groups


2 daily servings
E.G. wholemeal biscuits, bread or crispbreads; brown rice; muesli; oat porridge; whole-wheat pasta.


2-4 daily servings
E.G. milk, butter, cheese (soft and hard), cream, vegetable oils (olive and walnut especially, but also corn, groundnut, safflower and sunflower), yoghurt.


At least 2 daily servings
E. G. beans (dried), grains, beef, chicken, eggs, oily fish (herring, mackerel, sardine, tuna, salmon), offal (kidney, liver), meat (beef, lamb, pork, poultry), nuts, game (rabbit, venison etc.), seeds (good sprouted as well), shellfish and white fish (cod, monkfish etc.).


4-5 or more daily servings
Some vegetables and fruit should be eaten raw. Hard vegetables may be cooked. It is wise to eat some raw food at every meal because this supplies an important enzyme, which is destroyed by cooking. Also more vitamins and minerals are retained in the food if uncooked; some water-soluble vitamins are actually lost when the food is cooked.

Source: Blanc Vite

Henry Mintzberg Theory

Theory on Organizational Forms The organizational configurations framework of Mintzberg is a model that describes six valid organizational configurations: Entrepreneurial organization Machine organization Professional organization Diversified organization Innovative organization Missionary organization Regarding the coordination between different tasks, Mintzberg defines the following mechanisms: Mutual adjustment, which achieves coordination by the simple process of informal communication (as between two operating employees) Direct supervision, is achieved by having one person issue orders or instructions to several others whose work interrelates (as when a boss tells others what is to be done, one step at a time) Standardization of work processes, which achieves coordination by specifying the work processes of people carrying out interrelated tasks (those standards usually being developed in the technostructure to be carried out in the operating core, as in the case of the work instructions that come out of time-and-motion studies) Standardization of outputs, which achieves coordination by specifying the results of different work (again usually developed in the tech
Source: Henry Mintzbergh

Sharpening Skills and Operational Design


What are the best techniques for fostering innovation in multicultural teams?
I want my functional experts to influence high-level strategy.
How can managers get the best thinking out of support staff?
What role does information technology have in promoting a decentralized organization? 


The more your network includes individuals from different cultural backgrounds, the more you will be creatively stimulated by different ideas and perspectives. Importantly, these ideas do not necessarily come from the network members who are culturally different from you.
Experimental research found that cultural heterogeneity induced creativity for tasks that required the use of varied cultural knowledge resources. But for other types of tasks, cultural heterogeneity had no effect on creative performance.
The research is relevant to business practitioners because creating a multicultural workplace is often touted as a strategy to foster organizational creativity. While this is sometimes effective, managers still need to seek other drivers of creativity. 


The Cholesterol Debate

The Cholesterol Debate

Cholesterol is a substance naturally manufactured by the body, and it is found in most animal tissue. Cholesterol is transported in the body attached to chemicals called lipoproteins, which can be high density (HDL) or low density (LDL). LDL deposits cholesterol in the membranes of the arteries while HDL mobilises cholesterol. It is when LDL cholesterol is oxidised that atherosclerosis occurs. Olive oil protects LDL from oxidation and the body from heart disease and strokes. Wine also increases the activity of HDL. Sugars, however, can lead to an increased oxidation of LDL.

Source: Blanc Vite

Micronutrients: Vitamins and Minerals

Micronutrients: Vitamins and Minerals

Macronutrients – proteins, carbohydrates and fats – require micronutrients, which included vitamins and minerals, to work efficiently. All the vitamins are essential for good general health, and at least fifteen minerals are considered to be necessary. Most of these are obtained from the diet. Micronutrients also clear ‘rust’ from the body, oxidised material which is irritating to the tissues and contributes to disease – the notorious ‘free radicals”. Antioxidants – especially Vitamins A, C and E and glutathione with the mineral selenium – help to rid the body of these.

Source: Blanc Vite

Basic Components of Diet FAT


Fats come from animals, fish and vegetable sources. Animal fats are largely what are called saturated. We need some of these – including cholesterol (although our bodies actually manufacture this, see part 14) – to make our own hormones like cortisone and the sex hormones, but too much can be provided in the diet which is quickly converted to body fat (as are excess glycaemic foods).

Vegetable fats, which included olive oil, nut and seed oils, are unsaturated fats. These contain the essential fatty acids which the body cannot manufacture, and which are necessary for making healthy tissues (and many indeed reverse the effects of saturated fats). The best are mono-unsaturated fats such as olive oil. Some fish oils are also unsaturated and essential, and can be protective.

These are two main families of unsaturated fatty acids: the Omega-6 and Omega-3 series. The chart following shows where they are to be found.

Source: Blanc Vite

Manage Conflict

1. Listen – Listening is important in all communication scenarios, even more important when there is conflict. Listening allows you to gather information – Who is involved, history, interest in resolving the issue and even potential solutions. Put yourself in the other person’s shoes’, see the issue through their eyes. Don’t interrupt. Clarify anything you aren’t clear about and confirm what you are hearing.

2. Common Ground – State the problem as you understand it and have the others build, clarify or confirm. If you can’t agree then shift up a level to something you can all agree on e.g. perhaps the conflict is around the strategy or action to get new business so move back to confirm that you all agree that you need more business to increase sales or that the three possible areas to get new business are xyz etc. Having common ground frees everyone up to finding a solution that is win-win.



We’ve all made “that” hire. Great résumé, great interview, great job stability, great appearance, great references and great personality. Hired!The GM hired offers a solid year’s performance. Then, something happens. A couple of guests complain about the GM’s attitude. Financial auditors find a few “missed” invoices. Guest satisfaction scores take a slight dip. Several “issues” from the corporate payroll department about timeliness arise. There’s a misstep on the recent brand quality assurance exam.

Maybe the GM is bored or maybe he is having a bad couple months. Whatever the truth is, the GM’s boss should be focused on the point when the GM was hired and placed at that property. It’s possible the right person wasn’t hired for the right property. If it is determined he is not right, then swift action should be taken. But for this article, we’ll focus on how NOT to let it get to that point.


Training! Beliefs!

Review outside training support that is available from the hotel’s brand  or membership group.  Reach out in advance to find out what training they will be offering in the coming year. When in-house and brand or management company training resources are limited, or have already been used for your staff, consider outside training support from companies like ours (KTN) and others that come up in an Internet search.   Select a company that specializes in hotel industry training not one that teaches generic sales or service programs. Where possible, coordinate plans for training with sister properties.  For outside training support this will help bring down the costs, as most companies allow sister hotels to share the fees.  For in-house training this is also a great approach, as there may be managers or trainers from the other hotel(s) that can bring a new  perspective. Encourage your local hotel association, visitor’s bureau, or other destination marketing organization to organize area-wide training sessions for the member hotels.  Again this is a great way to reduce the costs as fees can be shared by all the hotels that participate. Don’t skip training when it is busier than exp

Changes in behaviour

Consumers are altering their behavior Yet are consumers willing in the first place to alter their behavior accordingly? A study conducted by BSH Bosch und Siemens Hausgeräte GmbH and power utility E.ON addressed this issue. Participating households shifted half of all their washing and dishwashing requirements to other times of the day to take advantage of cheaper tariffs, managing to save 25 percent of their electricity costs compared with the standard tariff. However, they tended to overestimate the savings associated with flexible electricity usage. Although many consumers are keenly interested in the issue of energy costs, they often lack any detailed knowledge of their electricity tariffs. Given that consumers are, however, willing to alter their behavior to take advantage of flexible tarifs, Siemens will continue to work consistently on equipping household appliances with relevant smart functions.
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