values play a pivotal role in KFC restaurant

Today, the successful organisation to competitive advantages in the businesses is more depend on the value that applied in the organisation. The key values that organisations tend to subscribe are such as individual-collectivism, power distance, achievement-nurturing and the several key values. When we talking about quick-fast services and food we will always thinking about the Kentucky Fried Chicken (KFC), Mc Donald, and Kenny Roger restaurants. Today what I want talking is we always feed at this kind of the service product but have we think that this organisational value or cultures are? Of course, we will not think about that, but what I would like to share is the organisation value of these entities (KFC restaurant). See first what is KFC restaurants http://www.kfc.com.my. Before I go on, I would like to clear that the high values are important in certain organization to determine that the success of the organisation goal and mission. The value of an organisation are determining by the better value culture of the organisation. In Malaysia KFC restaurants, the value culture among the staff can be saying high or moderate but is depend on certain area or branch. For example, I have seen that the relationship among the staff and employees in KFC restaurant in Gajah Berang, Malacca is very good during my secondary school time and this create a better value culture to the organisation. The benefit of the high or moderate value culture also leads to the low turnover among the staff or employees and the organisation can gain more profits due to the more skillful and experiences workers. Individualism and the collectivism is the two commonly mentioned cross-cultural value. The individualism is the extent to which a person values independence and personal uniqueness, while the collectivism is extent to which people value duty to groups to which they belong and to group harmony. Individualism value in KFC restaurants can be tend moderate low because most of their workers are been control by their staff or top management people, so they are not freedom or self-sufficient during working time. In contrast, collectivism value could be say high because the organisations are prepared the security and the uniform for their workers. For example, the workers who wear the company uniform with the KFC logo can be easy known among of them and these create a tradition and conformity of the company. Power distance is importance and it considers very high values in the Asian countries including in Malaysia. The power distance is the extent to which people accept unequal distribution of power in a society. The power distance in this organisation can be considered high. For example I have seen that branch manager given the command to the new staffs about the cleanness of the company and the staffs are receiving without any prejudice or egoism. My experiences also have seen a new staffs are able to conduct my order and even sometime also the staffs are aided by their senior or superior indirectly through formal procedures rather than directly. The achievement-nurturing is reflecting a competitive versus cooperative view of relations with other people. Example people with high achievement orientation value assertiveness, materialism and competitiveness. While in contrast, the nurturing oriented cultures are emphasize relationship and the well-being of others. They are very high achievement oriented in this organization and their people. Why I has saying it? What will I mention later may be some of the people will agree with it. I have the experiences before and recently on this restaurant in one of the Malacca branch where when I need to pay the order is all RM 6.90 for that meal and I give RM 10 for the transaction and the counter did not paying back in RM3.10 but RM3.00, when I asking where is the balance of RM0.10 and she say that is not coin. So the people in the organisation are sometime very materialistic. However, the nurturing oriented in these restaurants could be saying moderate high because each of the workers in this kind of restaurants is same. As we known, malaysian people are very caring and human interaction. Why I saying that because this is ours value cultural for the centuries ago. We can saw that people in Malaysia are more caring the people around them without look at race, religion and nation. The experience I have in this restaurant where their services are better good and difference we got from others restaurants. For example, when I have an order the staff will ask as with more manners and preparing meal in a few minute only and sometime I have see that the manager come out and ask for the customers about their services, products and cleanness of their restaurant. Sometime I have say that KFC restaurants is more nurturing oriented is because their meal especially meat are in the safe-keeping by HALAL in Malaysia. The halal in Malaysia is more responsibilities in doing jobs rather than the outside of our countries because some countries we can see they slaughtered the animals in very cruelty. So my opinion was the KFC restaurant in Malaysia are very nurturing on Malaysian people or consumers and this will bring the consumer have the trust on the organisation while make more return or profit to the organisation. http://www.youtube.com and type in chicken process. The uncertainty avoidance is the degree to which people tolerate ambiguity or feel threatened by ambiguity and uncertainty. The uncertainty avoidance score on these restaurants can be considering moderate high. The restaurant employee is usually preferred to direct communication. Example when the employee have doing the wrong order their will make a new order for the customers. The above cross-cultural values are very importance to the all kinds of organizational but they have the difference value across boundary. Difference culture have difference values, and it same to the difference countries too. The successful apply the better value will help the organisation more sustainable and gain more profitable than others. 863 words Reference: 1. Mc Shane, SL & Von Glinow, MA2008 Organizational Behavior, 4TH edn, McGraw- Hill, USA 2. Chanpoux, JE 2006, Organizational Bahavior: Integrating individuals, groups and organizations, Thomson, USA. 3.Ivancevich, JM, Konopaske, R & Matteson, MT 2008, Organizational Behavior and Management, 8th edn., McGraw-Hill, USA. 4. www.kfc.com.my