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Description
Migali C-RO4B-24GL-NG 48" 4 Burner Gas Range w/ Griddle & (2) Standard Ovens, Natural GasMigali C RO4B 24GL NG Description The Migali C RO4 24GL NG Competitor Series four burner gas range has two ovens in the base with one adjustable rack each to bake two dishes at once. Users can also make soups, fry chicken, and boil water for pasta on the four burners, which operate at 32,000 BTU each. Because this unit has removable cast iron grates, it is convenient to clean out food debris that falls in the cracks. To cook foods quickly and evenly,
Migali C-RO4B-24GL-NG Description
The Migali C-RO4-24GL-NG Competitor Series® four burner gas range has two ovens in the base with one adjustable rack each to bake two dishes at once. Users can also make soups, fry chicken, and boil water for pasta on the four burners, which operate at 32,000 BTU each. Because this unit has removable cast iron grates, it is convenient to clean out food debris that falls in the cracks. To cook foods quickly and evenly, the griddle on the left side of the open burners has a 3⁄4-inch plate.
Equipped with a rear-located backsplash, the Migali C-RO4-24GL-NG gas range keeps food particles and grease from splattering on the kitchen wall. Because the burners and gas tubing are made of stainless steel, they won't corrode over time. The exterior is also made of stainless steel, so it will withstand the wear and tear of a commercial kitchen.
- Part of the Competitor Series
- (4) 32,000-BTU burners
- Burner grates made of cast iron
- Manually ignited operation
- Includes backsplash to prevent messes on rear wall
- Stainless steel exterior, gas tubing, and burners
- Comes on casters
- (1) 24-in. griddle with polished steel griddle plate
- Plate is 3⁄4-in. thick for even cooking
- 2 ovens for cooking multiple dishes at once
- 1 adjustable rack per oven
- Porcelain-enameled interior can be wiped clean
- Temperature is controlled with chrome knobs
- High-limit switch shuts off unit when temperature rises to unsafe levels
- 224,000 total BTU
Migali C-RO4B-24GL-NG Specifications
| Spec Attribute | Spec Value |
|---|---|
| Manufacturer | Migali |
| Additional Info | Contact Customer Service for altitudes above 2,000 feet |
| Application | Restaurant |
| Base | Standard Oven |
| BTU / Burner | 32000 |
| Burner Configuration | Standard |
| Burner Style | Grates |
| Burner Type(s) | Open |
| Controls | Manual |
| Depth (in) | 31 |
| Gas Inlet Size | 1.5 |
| Gas Type | NG |
| Griddle Location | Left |
| Griddle Width (in) | 24 |
| Heat | Gas |
| Height (in) | 56.4 |
| Installation Type | Freestanding |
| Max Temp | 535 |
| Number of Burners | 4 |
| Number of Ovens | Double |
| Open Burner BTU (ea) | 32000 |
| Plate Thickness (in) | 3/4 |
| Product | Gas Ranges |
| Product Type | Cooking Equipment |
| Rack Positions per Standard Oven | 3 |
| Racks per Standard Oven | 1 |
| Range Configuration | Burners/Griddle |
| Rating | Good |
| Series | Competitor Series® |
| Special Features | Casters Included - Uninstalled |
| Standard Oven BTU/hr | 24000 |
| Standard Oven Dimensions | 20.6"W x 25.8"D x 13.9"H |
| Total BTU | 224000 |
| Vent | Backriser w/ hi-shelf |
| Warranty | 2-year Parts & Labor |
| Width (in) | 48 |
| Weight | 772.00 |
Documents
Residential Users: This unit is not to be installed or operated in a residential or other non-commercial setting. Check local codes to ensure your foodservice kitchen is properly equipped for this piece. Use in an improper setting will void the warranty and the manufacturer will not provide parts or labor coverage for damage, failure, or other issues with the product. While this product may be covered by a manufacturer's warranty, vendor assumes no liability for product failure or any damages/injuries.
Important Prop 65 information for California residents.
- Burner work surface: 11.8 in. W x 11.8 in. D
- Griddle work surface: 24 in. W x 20.5 in. D
- Oven interiors: 20.6 in. W x 25.8 in. D x 13.9 in. H
- Overall: 48 in. W x 31 in. D x 56.4 in. H
- Powered by natural gas
*Image may not depict product color, inclusions or accessories.
*Free shipping on Migali C-RO4B-24GL-NG within the 48 contiguous states.
Additional Product Information
Manual Controls
Simple controls; may require more operator attention
Casters Not Installed
Ships with casters that must be installed by end user
Certifications
C ETL US Listed
Tested by Intertek & found compliant with applicable U.S. & Canadian safety standards
ETL-Sanitation
Meets applicable ANSI/NSF sanitation standards in testing by Intertek
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- Free Standard Shipping on $100+ Orders to the USA.
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Exchange/Return Notes
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4.6 ★★★★★
Based on 392 reviews
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Product Reviews
★★★★★ 5
A wonderful telling of history.
Format: Kindle
A wonderful telling of history by an enjoyable author. It isn't light reading per se but if you want a read that will enhance your understanding of the American people this is a good book.
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Reviewed in the United States on December 15, 2013
★★★★★ 5
Scholarly and Readable, Too
Format: Paperback
I read the first volume in this series (about the Great Depression), and now I'm in the midst of this one. Kennedy's very-lucid prose keeps the reader moving along, and of course, the sweep of the story he's telling is nearly-irresistible. But in lamer hands, the prose might well have bogged down in turgidity--not so in this case!
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Reviewed in the United States on June 23, 2014
★★★★★ 4
Good but not as good
Format: Kindle
Freedom From Fear #1 was one of the most interesting and informational books I've ever read. Part Two was interesting but I did not learn much more about the war than I had known before other than the fact that, while Japan lost the war, Anglo-Saxons are no longer in control in the Far East. I somewhat disagree with his ending ideas about the "good" war, that it wasn't so "good" after all in it's outcome. However, those who fought in it and their families would probably disagree.
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Reviewed in the United States on May 22, 2014
★★★★★ 5
The Innovator's DNA - Disruptive Research - Disruptive Writing
A Politically Correct Status Quo
It is politically correct in management circles to say that you are "results oriented" or that you "drive for results" in your organization.
The status quo in business schools is to indoctrinate students in the delivery skills of analyzing, planning, detail-oriented implementing, and disciplined executing.
This book and the research upon which it is based disrupts that politically correct status quo.
Clayton Christensen has spent close to two decades creating the research, conceptual, and application foundation of the disruptive innovation body of knowledge. He has been working for more than 8 years with Jeff Dyer and Hal Gregersen, both gifted researchers, teachers, and consultants in their own right, on this project. These guys are a disruptive "dream team" of contributors.
This book articulates an extension of the disruptive innovation body of knowledge that clearly describes an individual profile of the disruptive innovator and an organizational profile of an organization that makes disruptive innovation happen.
So what makes this book disruptive?
The first thing is timing. It arrives on the scene at a time when innovation is one of the most critical components of a solution to our global financial and organizational mess. If we are to get out of our morass of debt and sluggish growth and respond to the continually emerging challenges of a burgeoning global society it will ride on the backs and wings of innovation. The status quo must be disrupted for us to survive and thrive!
Second is the audacity of the core models. The authors claim that innovation can be learned at both the individual and organizational level. Individuals can increase their ability to discover (Discovery Quotient - DQ) and learn to be more innovative. They cite the four specific behavioral skills of asking questions, engaging in observations, networking with people who have a different point of view, and experimenting to figure out what can work as the common elements of what innovators do. They also identify the cognitive skill of associational thinking, the ability to find connections between ideas that do not seem to be related to each other, as the connection between the behavioral skills and the generation of ideas. They extend their claim that the innovation competency can be learned to the organizational domain by saying that organizations can become more innovative through developing and leading people, designing and implementing processes, and advocating and living by philosophies that support innovation. These two arguments stand in stark contrast to the beliefs and practices of a vast majority of leaders and institutions.
(For a diagram of the Model see [...])
'And all of this is built upon the third source of disruption: research. Their work is based on well-founded research into the "DNA" of the world's leading innovators and the world's most innovative organizations. The authors conducted nearly 100 interviews of world class innovators and their colleagues to get at the heart of what innovators do. They also interviewed and surveyed executives who are not innovators. (Their survey data base has over 5000 respondents in it.) So they have been able to compare and contrast the two populations to more clearly see what it takes to effectively innovate.
They have also done research on business results attributable to innovation. Collaborating with HOLT (a division of Credit Suisse) they were able to craft a measurement called the "innovation premium." This measure identifies if an organization's market capitalization can be accounted for by existing cash flows or if there is an innovation influence on the stock price. By using this measure, they have been able to clearly and objectively identify which organizations are benefiting from innovation.
Yet to Explore
The tension in the balance of influence and power between the leaders with predominantly "Discovery" or "Delivery" mindsets is an area that has yet to be explored. If the premises of this book are sound, and I believe they are, we need to figure out how to manage that tension and balance in order to generate, incubate, and strengthen innovative ideas as we bring them to full fruition in the marketplace. Great ideas that are not delivered upon are simply recreational pursuits that do not build great people, great institutions, and great societies. So there is work yet to do.
Invest Your Time and Effort
This book makes a significant contribution to both the disruptive innovation body of knowledge and the evolving body of practice on innovating disruptively. It is well worth reading, pondering, and acting upon.
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Reviewed in the United States on August 18, 2011
★★★★★ 5
Inspiring and well-written
This is a very interesting book written by some Harvard profs. They did a large national survey of innovative businesses and their leaders. The book posits that innovative people follow five skills: associating, questioning, observing, networking, and experimenting. These skills can be found at the individual or organizational level. The idea is that most people have these skills in their DNA and can bring them out with some practice. There are a lot of interesting and inspiring examples like Steve Jobs and Jeff Bezos. Although this book seems like a self-help type book with a lot of hype, it has an academic underpinning. Any organization that is interested in promoting innovation could benefit from encouraging these 5 skills. If you are interested in innovation or creativity in business or any organization that produces something, you will like this book. The books is a little distracting to read because it has sidebars all through it giving interesting examples that break up reading concentration. Aside from that, it is a well-written book that is easy and enjoyable to read. I enjoyed the book greatly and found it to be inspiring.
WAS THIS REVIEW HELPFUL?YesReportShare
Reviewed in the United States on December 5, 2015
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