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Kcc Case Essay

491 words - 2 pages

- focused on top-line sales growth
- impressing managers to drive sales
- little competition, huge margins

new:
- major competitors
- need a fresh management approach to do things better
- new divisionalized organization structure (can help to eliminate certain markets or products that are not producing results)
o not working very well → finger pointing between managers of new divisions and managers of corporate departments

The company
- lightweight portable chair that could be stored in a bag and carried anywhere
- extensive line of folding chairs (various size, model)
- sales products to major retail chains (wal mart, kmart, target)
- relocated core manufacturing facilities Mexico China (lower labor rates)
- customizing facilities in Denver
- high margins 50%
- borrowed 30 million to take a significant amount of cash out of the company to ...view middle of the document...


o Each manager would be free to choose how they did business and what they incorporated into their business model
- new company focus: creating value (eliminate unprofitable or marginally profitable products and customers)

responsabilities of division management:
- overall vision and strategy for their respective markets
- development and implementation of divisional annual budgets
- staffing
- operations, including purchasing of parts and materials specific to respective markets, receiving, warehousing, shipping, and inventory management
- controllership and accounting
- product-specific advertising and collateral material
- information technology support

PERFORMANCE MEASURMENT AND INCENTIVES
Robert developed “controllable returns”:
- defined as operating income (before tax) divided by controllable assets
- all the division direct expenses subtracted from division revenues
- assets deemed controllable by the divisions included their receivables, inventories, and an assigned cost of facilities they used.

Robert proposed an incentive plan:
- 22 managers
- cash award based on achievement of annual targets set for controllable return at the divisional and corporate levels/
- corporate managers: bonuses based solely on corporate performance
- managers assigned to a division: bonuses based 75% on division performance and 25% on corporate performance
- if annual performance targets achieved: Kevin and Weston would be paid an award of 40% salary/division managers 30%/managers lower in hierarchy 15-20%
- no payouts made if actual performance below plan
-

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