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Uvod: Bolezni, povzročene s hrano, povzročajo velike zdravstvene, socialne in gospodarske posledice, zato je zelo pomembno, da nosilci živilske dejavnosti in vsi zaposleni upoštevajo zahteve za zagotavljanje varnosti živil. Okužbe in zastrupitve z živili so pogoste v gostinski dejavnosti, zato je zelo pomembno, da so zaposleni pri delu z živili usposobljeni, imajo ustrezno znanje, odnos in vedenje. Namen: Namen magistrske naloge je ugotoviti in oceniti, kakšno znanje, odnos in vedenje imajo zaposleni v gostinstvu na področju zagotavljanja varnosti živil v svetovnem merilu in na vzorcu zaposlenih v gostinskih obratih v Ljubljani in njeni okolici. Metode dela: Uporabljen je bil sistematični pregled literature po določenih podatkovnih bazah, z izbranimi ključnimi besedami. Z uporabo polstrukturiranih intervjujev smo želeli ugotoviti, kakšno znanje in odnos do varnosti živil imajo zaposleni in kako v praksi izvajajo delo z živili. Rezultati: S pomočjo metode sistematičnega pregleda literature smo v končno analizo vključili 20 člankov v angleškem jeziku, ki so ustrezali namenu raziskave. Opravili smo polstrukturirane intervjuje z osmimi zaposlenimi. Analiza rezultatov je pokazala, da je največji motivacijski dejavnik medosebni odnos med zaposlenimi, sledijo mu dobra komunikacija, dobri delovni pogoji in plača. Ugotovili smo, da je znanje zaposlenih pomanjkljivo, predvsem glede mikrobioloških dejavnikov tveganja, tudi pri temperaturnih vrednosti pri zagotavljanju in vzdrževanju tople in hladne verige, se niso najbolje izkazali. Kljub usposabljanju zaposlenih še vedno prihaja do nezadostnega prenosa znanja v prakso, predvsem zaradi motivacijskih in organizacijskih dejavnikov, ovir. Razprava in zaključek: Z opravljeno raziskavo smo prišli do ugotovitve, da so znanje in odnosi zaposlenih do zagotavljanja varnosti živil na zadovoljivih ravneh, vendar pa obstaja še prostor za izboljšave. Identificirali smo motivacijske, demotivacijske dejavnike ter ovire, ki zaposlenim preprečujejo izvajanje dobrih praks. Vzpostaviti je treba natančen in jasen načrt usposabljanja, boljšo komunikacijo zaposlenih z nadrejenimi ter spremeniti odnos lastnikov restavracij in ostalih nadrejenih do samega usposabljanja Introduction: Foodborne illness has major health, social and economic consequences, so it is very important that food business operators and all employees comply with food safety requirements. Foodborne diseases and poisonings are common in the hospitality industry, so it is important that employees are trained in food safety, have the right attitude and behavior. Purpose: The purpose of the master's thesis is to determine and assess the food handlers knowledge, attitude and behavior, in ensuring food safety on a global scale and on a sample of employees in restaurants in municipality of Ljubljana. Methods: A systematic review of the literature by specific databases was used. Using semi-structured interviews, we wanted to find out what knowledge and attitude employees have towards food safety and how they work/handle food in practice. Results: Using the method of systematic review of the literature, we included 20 articles in the final analysis, in English, which corresponded with the purpose of the research. We conducted semi-structured interviews with eight employees. The analysis of the results showed that the biggest motivating factor is the interpersonal relationship between employees, followed by good communication, good working conditions and salary. We found that the knowledge of employees is insufficient, especially in terms of microbiological risk factors, and in terms of temperature values in providing and maintaining a hot and cold chain. Despite the training of employees, there is still insufficient transfer of knowledge into practice, mainly due to motivational and organizational factors, obstacles. Discussion and conclusion: With the conducted research, we came to the conclusion that the knowledge and attitudes of employees towards ensuring food safety are at satisfactory levels, but there is still room for improvement. We identified motivational, demotivating factors and barriers that prevent employees from implementing good practices. It is necessary to establish a precise and clear training plan, better communication between employees and superiors, and change the attitude of restaurant owners and other superiors towards the training itself. |
