Simulation of Information and Decision System

Question: Discuss about the Simulation of Information and Decision System. Answer: Introduction Kentucky Fried Chicken known to many as KFC is the organization I would like to work for in future. It history dates back in 1930 when Harland Sanders got in the business of selling chicken in Corbin, Kentucky, not satisfied with the way fried chicken was prepared Harland decided to come with his own recipe. This recipe grew to become Kentucky fried chicken and later turned to be the largest food chains that exist globally. Sander limelight came in play in 1935 after Governor Ruby Laffoon made sander a colonel and in the 50s he began cultivating his appearance and his image became a trademark (Paul Dana, 1999). Since its existence KFC main delicacies include fried chichken which is served in different forms. They also have two lines of sandwiches; the regular sandwich which is served with sesame seed or corn. A variety of small finger food products is served including chicken wings, nuggets and popcorn chicken. Pies are also of great value in KFC menu and they also sell kebabs (Apte Reynolds, 2005). In KFC the challenging situation which tends to emerge is on the culture of bureaucracy. According to Fey Denison (2013) the bureaucracy culture is a rigid and tight program or constraints where a company tends to react with stringent controls as well as the reluctance to change. It organization involves high degree formality in the mode of an organization operations. Decisions are normally conducted in an organized process and strict command tends to be in process. But, the existence of this culture in KFC has some negative impacts to the workers. Therefore, the development of this paper will focus on KFC organization culture. By definition culture is a pattern of shared basic assumption that is learnt by a group and solve the problem of external adaptation and internal integration. Hence, organizational culture is considered to be valid, and new members in an organization are taught the correct ways they should adopt so as to fit. To some, organizational culture tends to be shared understanding of organizations missions. This tends to be evident in things such as organizations formal charter, mission statement, goals, principles and the assumption that organization does what it does for its benefit. Organizations culture according to Fey Denison (2010) tends to be the values that guide decision making and the activities which exist in all levels of the organization. In this case, organization culture is perceived to promote safety, integrity, security, improvement and learning. When it comes to senior officers in a business, they undertake organization culture as a statement that makes the employees focu s and its a form of management style. Hence, organizations culture tends to act as an improvement factor for an organization in terms of relationship between the management, organization and clients. To further explain on organization culture there is also need of having a theory in support. In this case, we will look at organizational culture theory which is a major theoretical rallying point. The main theoretical principle built from this theory is that organizations life tends to be complex and researchers have effectively considered not only members of the organization but the business activities and stories. Hammer Champy (2009) perceives that the organization culture theory tends to be wide such that it leads to a heuristic theory. For instance, it has been able to frame research which examines Muslim employees, law enforcers and pregnant employees. In a significant way the theory has been used in higher education to study stories of undergraduate individuals and their perception of colleague or university. Hence, the information attained from the story tends to be significant as it direct relevance to diverse organizations and their employees. Since the theory has been ex amined in real life organization setting with the participation of real employees the theory is perceived to be useful and practical. From the above description of the theory, lets look at some of the effective critics about the theory. We begin with Li (2009) who begins by noting that the theory concentrates on unique value of an organization rather than reproduction and representation. This means that feasibility and effectiveness in terms of organizations character is vital. The theory further elicits the opinion that communication is an effective discipline. Thus, it policies on the need of rethinking about the significance of communication. Based on the theory, looking at an organizational culture in this way may enable businesses understand the need of streamlining people with performance of an organization. Limitations of the culture Looking back at our previous discussion on KFC culture of bureaucracy. Before providing an effective recommendation on how they could handle the situation discussing on the limitations that exist in such a culture tends to be necessary. The first limitation about bureaucracy culture is the alienating experience that employees and clients face. For instance, a worker without seek leave or a client who cues or waits for long. It may turn them down and think of making orders on restaurants that have quick service delivery (Bowditch et al, 2007). In bureaucracy culture there is overabundance of rules and over attention to them. This means that the ability of employees to work creatively is restricted and also there is limitation in independence. Hence, this means when challenges develop employees arent allowed to take any measures they have to wait for instruction from their superiors (Bowditch et al, 2007). The bureaucracy culture also tend to limit the levels of effectiveness. This culture tends to be limiting in that individuals tend to be promoted for work not excellently done. Hence, bureaucracy culture tends to promote the culture of organizations impediment in regards to effectiveness and efficiency. Bureaucracy culture in KFC tend to displace goals and built self-perpetuation. This means that the bureaucracy culture tends to concentrate more on the rules in the end there is loss of the designated goals. In this culture employees concentrate more on their job comfort and security rather than aiming at helping the organization in attaining its objectives (Bowditch et al, 2007). This may happen to an extent that the efficiency and effectiveness in KFC becomes weak. Conclusion The paper provides an in-depth analysis of the culture issue that exist in KFC. Further insights have been developed in regards to the cultural issue existing in the firm which is bureaucracy. We have also analyzed the organization cultural theory in terms of helping us understand the issue of organizational culture. Perhaps, it would be helpful to at least try and provide some effective recommendation that could be used by KFC in regards to the bureaucracy culture. Recommendations First, we will deal with the issue of employee incapacity. Here, to reduce this limitation KFC could consider organizing their employees in horizontal units which undertake full responsibility of the business process. This creates focus on unit completion rather than tacking on specified tasks in work. Encouraging employees to have an increased value for customer orientation may also be vital. This could lead to depersonalization because an employee title and limits tend to define his limits. Hence, the consumer oriented bureaucracy culture could lead to greater corporate culture ensuring that customers need are met and there is efficiency (Bonini, 2013). The modification of the bureaucracy culture may also be vital since it lends and develops resources for temporary projects units till the goal is achieved. Hence, this means KFC can perform special task which form groups that cut through the bureaucracy system allowing efficiency in an organization. References Paul Dana, L. (1999). Kentucky Fried Chicken.British Food Journal,101(5/6), 493-496. Apte, U. M., Reynolds, C. C. (2005). Quality management at Kentucky fried chicken.Interfaces,25(3), 6-21. Bowditch, J. L., Buono, A. F., Stewart, M. M. (2007).A primer on organizational behavior. Wiley. Fey, C. F., Denison, D. R. (2013). Organizational culture and effectiveness: can American theory be applied in Russia?.Organization science,14(6), 686-706. Bonini, C. P. (2013).Simulation of Information and Decision System in the Firm. Prentice-Hall. Li, D. D. (2008). Changing incentives of the Chinese bureaucracy.The American Economic Review,88(2), 393-397. Hammer, M., Champy, J. (2009).Reengineering the Corporation: Manifesto for Business Revolution, A. Zondervan.