Kinross Gold Corporation Accounting For Stock Based Compensation Case Study Solution


Home >> Harvard >> Kinross Gold Corporation Accounting For Stock Based Compensation >>

Kinross Gold Corporation Accounting For Stock Based Compensation Case Study Help

Background and Facts

Kinross Gold Corporation Accounting For Stock Based Compensation a workplace products retailer for tiny as well as average sized businesses has recently been involved in preparing for a merging with its competitor Home Deport, which has actually affected efficiency degrees in departmentswith the elderly manager associated with lawful problems presented by the federal Profession Commission. With the Advertising and marketing Head putting forward the information of his separation from the business in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the duty in the future. With obstacles in the type of a possible social change and reduced worker morale, the organization requires a complete reengineering effort at the advertising division.

Issue Declaration

The potential cultural adjustment at the advertising department of Kinross Gold Corporation Accounting For Stock Based Compensation is raising unpredictability in the workplace leading to different challenges for the Jeannie Lewis that would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing strategic decisions because Stapes Inc. needed to desert its strategies of merging with Workplace Deport after the Federal Profession Commission's intervention at the same time. Provided the truth that the store has an international visibility with branches in UK, U.S.A., Canada and also Germany, political consider each of these nations may have the ability to influence efficiency or strategic goals. Federal Trade Compensation's antitrust fit against the merger took up valuable time of the company's elderly administration recommending that 'political' factors can have serious effects for a worldwide organisation.

Economic Factors: Financial factors such as the appearance of small companies in the global situation recommend that Kinross Gold Corporation Accounting For Stock Based Compensation is flourishing in a setting where there is possible development of companies. Reality that store customers are primarily looking for office supplies for house offices suggests that the market has a climbing trend of entrepreneurs and home based services.

Social factors: Social patterns in the economy show that customers are searching for comfort along with appealing costs. Market research demonstrates how the client for Kinross Gold Corporation Accounting For Stock Based Compensation does not have recognition concerning locating solutions which can offer a mix of convenience as well as low costs.

Technical factors: Modern technology plays a vital function in Kinross Gold Corporation Accounting For Stock Based Compensation's organisation approach especially as the company is piloting Innovation centers which would certainly offer innovation sales and support in the form of memory upgrades, peripheral setups. (Summary of INSECT in appendix 2).

OB Issues as well as Manifestations.

A number of underlying Organizational Habits issues can be seen in Kinross Gold Corporation Accounting For Stock Based Compensation's case as highlighted in this area.

Concerns regarding cultural change: There is uneasiness about a cultural change that would certainly take place once Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising with most of the employee already showing unhappiness over this prospective step. This expected change has actually produced anxiety in the work environment which has been combined with the previous stress and anxiety of preparing the company for a potential merging with House Deport.

Difficult Job Environment for Newcomers: There is shortage of workers that can match the stressful setting of a hectic company. Not just does this result in difficulty in locating the ideal people, it places stress and anxiety on brand-new hires as can not hold up against the rate and also stress that the organization anticipates them to birth.

Dual Reporting Lines: Novices locate this business culture cumbersome as well as challenging to deal with specifically as dotted line relationships are meant to be weaker generally as well as objective setup as well as performance assessment is still done by the solid line manager. This suggests that beginners can lose quality concerning their corresponding functions as well as objectives particularly as dotted line reporting does not keep them in direct communication with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles even though it had actually been guessed that the last would take Krasnow's setting came as a strike to her morale. Lewis might have been capable and also suitable for the work however the reality that Kransnow's departure would make Coles a direct record to Lewis might have been the reason for Coles' resignation from solutions.

Anxiety & Work Instability: Fear as well as instability can be determined as 2 major issues that Lewis would certainly be handling specifically as the merging has now be terminated and 2 elderly execs of the advertising department would be leaving. The whole responsibility of the division would certainly be falling on Lewis's shoulders who would not simply supervise of brining concerning a social change but would likewise have to confirm herself in her brand-new function.

Inappropriate Administration Style of Leader: Lewis's monitoring design and also its conflict with the advertising and marketing division's function can also be viewed as an OB obstacle specifically as she has been used to handling problems in the procedures division where personnel are taught to focus on processes and also obtain them right. The advertising and marketing division on the various other hand can be seen as a group of people who are utilized to being supported by Krasnow who focused a lot more on result than procedures.

Interdepartmental Arguments: Interdepartmental disputes in between 3 departments, advertising and marketing, merchandizing and operations specifically over the allocation of the advertising and marketing mix can be recognized as another OB issue. The marketing department does not share the exact same vision as the various other 2 divisions pertaining to the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing and also operations departments do not concur over the advertising and marketing mix allotment amongst one an additional either.

Fragmentation in Advertising And Marketing Department: Fragmentation in between the advertising and marketing divisions can be identified as another OB problem which could need additional attention. The reality that the advertising and marketing sections in the marketing department are disconnected is avoiding both departments from obtaining from each other's experience and competence. Combination of advertising with retailing and also operations would certainly become more difficult if the marketing division itself is degenerated which can be another possible OB worry.

Kinross Gold Corporation Accounting For Stock Based Compensation Analysis

Numerous theories have actually been made use of to discuss the conditions to obtain more clarity concerning the circumstance handy.

McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most managers think that staffs are easy and lazy, have little ambition and withstand change. The circumstance at Kinross Gold Corporation Accounting For Stock Based Compensation is not entirely adhering to Concept X, it can be seen that new hires are discovering this atmosphere rather demanding which may at some point lead to a higher inclination of the management towards Theory X. Even while examining Lewis's administration design, theory X might have been ideal in the operations division to some level however the Marketing division would call for reliance on Theory Y in order to get the creative thinking as well as originality from the groups.

Tuckman's Teamwork Concept: As much as Lewis's worry concerning bringing consistency in between the advertising and marketing division is worried, this would originally lead to clash as discussed by Bruce Tuckman in his 'Team effort Concept'. By incorporating the advertising and marketing as well as advertising department's work, there may be the exact same preliminary disconnect which can lead to the second phase of 'storming' where the groups test one another.

When individuals are presented with adjustment, they enter stage one and also so there may be feelings like despair, unpredictability, irritation, temper, anxiety, denial as well as disorientation.The situation at the advertising and marketing division of Kinross Gold Corporation Accounting For Stock Based Compensation is comparable so Lewis can obtain comfortable with the idea that it is not remarkable actions. It is throughout this phase that Lewis will have to give advice to the department so that they can find a sense of instructions. It can be seen just how Krasnow has already made this change simpler by making Lewis obtain entailed in the department a year before his actual departure.

Maslow's Requirement pecking order: The OB issue related to insecurity at the workplace has been caused firstly by the modification in management and also secondly by the truth that the merging will certainly no more be launched. Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has goes over the relevance of 'security requires as being a lower degree requirement of a human for causing motivation. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the need to feel safe and untouched' is at the second degree of demands. Before a staff member can be made to create psychologically, he needs to have his 'Physiological 'as well as 'Safety and security' requires fulfilled. This shows that unless the workers are made to feel protected concerning their current employment condition in Kinross Gold Corporation Accounting For Stock Based Compensation they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Kinross Gold Corporation Accounting For Stock Based Compensation Case Study

Implication of Analysis.

The OB analysis has actually taken a look at different concepts to recognize exactly how to deal with the current circumstance at hand. The complying with three options have actually been recommended to aid Lewis take care of the organizational difficulties in the advertising division. Each of these alternatives has actually been recommended for relieving the change needed to bring the marketing department in accordance with the needs of the marketplace and for making the cultural modification that would certainly follow when the existing leader leaves.

Assimilation of marketing and advertising features. Dividing Adverting as well as Manufacturing features. Assimilation of Marketing with Operations.

Evaluation of Alternatives.

Judith Shapiro who has actually earlier been spoken with by Lewis throughout the earlier merger days has competence in business-to-business marketing along with firm and retail marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to manage both advertising and advertising features.

The benefit of this strategy is that it will certainly integrate both functions while minimizing the demand for working with an added resource for advertising. Along with this, Lewis would be heading the advertising and marketing division and in any case her substitute would be needed for the present function that she is doing. The drawback of this choice is that exterior hiring might bring about animosity from inner employees that may be eying the setting of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting as well as Manufacturing: Given the affordable stress and also high quality work required from the advertising and marketing agency, it is recommended that Lewis must allow the manufacturing unit to be a separate function from the advertising and marketing system. Considering that most advertising and marketing firms had these two features as different devices, it makes even more sense to comply with the norm.

Combination of Advertising with Operations: Given that Lewis is currently caring for the advertising and marketing and operations divisions simultaneously; it makes good sense to integrate both features since she has been effectively caring for both ends. The truth that both divisions already have major distinctions over allotment of resources suggests that this integration might have the ability to cause harmony especially as Lewis would be heading both ends.However there are different disadvantages of this relocation particularly as it would certainly place too much problem over Lewis's shoulders. The truth that Lewis needs to adapt her management design for the advertising and marketing department suggests that these 2 divisions would certainly be culturally varied. Along with this, Lewis might not be able to apply one kind of management design to both divisions which could lead to inefficiency in either one of both features.


An analysis of the three options suggests that combination of advertising and marketing as well as procedures would not be a possible step due to the substantial differences in between both departments despite the fact that presently Lewis is handling both. While splitting up of the manufacturing function might have been a favorable step for the advertising and marketing department, the truth that it would imply putting a 3rd function under Lewis's wing suggests this must be stayed clear of. The integration of the marketing division is the most effective alternative in regards to obtaining the optimum results from the department. An activity plan for this choice is talked about below.

Action Plan.

Lewis will certainly take over the function of EVP Advertising after Krasnow leaves.

Advertising and Marketing functions would certainly be merged.

Judith Shapiro will be employed to take Lewis's location as SVP of advertising and marketing.

Manufacturing feature will certainly continue to be component of advertising and marketing under advertising and marketing feature.

Lewis will divide herself from procedures.

A democratic management style with worker empowerment will certainly be made use of in advertising division.

Open door policy and also emphasis on cross department interaction will be targeted at eliminating disharmony.

Contingency strategy.

If the assimilation does not work out as intended, a backup plan would comply with which would separate the manufacturing feature from the advertising feature to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the advertising and marketing department without an SVP. Because case the manufacturing function will absolutely be separated by positioning it under an SVP production.