The analysis will be focused on identifying the major problems, analyzing the situations, and making feasible and thorough recommendations for the board of Morgan Stanley to improve the existing situations.
After assessing this situation and the impact of promoting Parson on the culture and values of Morgan Stanley, I recommend deferment of his promotion till the cultures of Morgan Stanley can be fully inculcated in him through training and counseling for the following reasons: It should be easier to mobilize a consensus on Parson Promotion this year.
It seems that there was no prior communication of the expectations of the key performance indicators with specific values to Parson.
Parson had a proven track record in financial services and Nasr felt that Parson had the type of energetic, entrepreneurial nature that Morgan Stanley needed to penetrate the sector.
Unfortunately, Parson was sharp tongued, impatient and often difficult to work with. However, there was little consensus on what the degree evaluation actually meant in practice since its implementation in What were the criteria to evaluate item 4A in the Summary of Performance Ratings.
The main purposes of carrying out an efficient degree performance assessment in Morgan Stanley are to develop, to manage and to pay ;amp; promote.
Clients loved him and always looked forward to doing business with him as they felt he was one of the most amusing, entertaining and interesting people to be with. Indication of rating scale from and with interpretations for each rating.
What were the benchmarks? There was inherited bias from Nasr that he treated Parson harsher because he wanted to show to everybody in Morgan Stanley that he would not treat a subordinate who was hired from his previous life better.
So enough talk, lets get down to the nitty gritty of the case study. How to Write a Summary of an Article? Rob Parson had to pass the degree performance evaluation process to secure his promotion to the position of Managing Director.
Problem 2 -Rob as Irreplaceable Staff. Indication of involvement from each rater and excludes the ratings from evaluators who had limited interaction with Parson when coming up with average score in every performance criteria to ensure fair evaluation.
I look forward seeing a more constructive and productive team lead by Parson in the coming future. The degree performance evaluation was a platform through which all professionals in the firm were evaluated by superiors, colleagues and subordinates with the aim of providing every employee the opportunity to know how well they faired and advice on their potential areas for development.
After illustrating the underlying causes of the problems, we have to consider whether the efforts Parson had made were sufficient to be promoted, promoting Parson would mobilizing a lot of support from within the firm.
To fine tune the process with more specific definition for each of the ratings. He made things that otherwise would never have happened to happen. Quote concrete example for his weak areas.
It is doubt that raters knew how to effectively participate in the process and the Paul knew how to use the data. It is doubt that the degree performance evaluation process at Morgan Stanley yield data that were valid and reliable.
Continuous to carry out performance appraisals training to make sure all the staff understands the logic behind. Therefore, it is critical to come up with a fair judgment for Parson, review and improve for any loop holes in the existing performance assessment process.
Though the position that Parson was hired to fill had a reputation for being notoriously difficult to perform and had seen a tremendous amount of turnover at Morgan Stanley, Parson was a strong revenue producer and had generated a great deal of new business for the firm.
There were no indications of key success factors for Parsons that would link to the performance evaluation process. Rob Parsons -Promote Not Promote This report presents an independent analysis addressing the insights for important management issues associated with performance appraisal and performance management in the Capital Market Services of Morgan Stanley.
The outcome of the decision is vital to the retention of Parson in the company. The management needed to reconsider the motivation elements and to come up with a through career development plan for Parson rather than just focus on using the review result as a promotion justifications.
It is also important to verify the two performance evaluation results and bjectively induce the implications so that Gary or the board could effectively manage the situation.
The process had been improved when compared with the last year exercise in the following ways: I recently stumbled on this interesting case study by the harvard business school on Rob Parson.
The firm should reward those who acting in accordance with the mention notions as well as great business generators.View Essay - Rob-Parson-Case-Study-Question-answers from HR at Amity University.
1. What is your assessment of Rob Parsons Performance?
Should he be promoted? Why? After assessing the evaluation.
And thereby difficult to promote. iv) 93%(14). According to my assessment of Rob Parsons i am not going to promote him. In Morgan Stanley its Mission and Vision statement clearly defines what its values as an.
Rob Parsons -Promote Not Promote. This report presents an independent analysis addressing the insights for important management issues associated with performance appraisal and performance management in the Capital Market Services of Morgan Stanley. The analysis will be focused on identifying the major problems, analyzing the.
Rob Parson Performance Appraisal. Although Rob Parson was initially skeptical about not fitting into Morgan Stanley’s profile for the job, he accepted the offer with the understanding that he would be on the fast track to Managing Director (his previous position at a smaller firm).
Rob Parson at Morgan Stanley (A) Case Solution,Rob Parson at Morgan Stanley (A) Case Analysis, Rob Parson at Morgan Stanley (A) Case Study Solution, SITUATION ANALYSIS The case is about a young banker named Rob Parson, who was hired for a very challenging job of market coverage professional by the Paul.
Parson's performance issues had been making his two immediate supervisors, Paul Nasr, the senior managing director in early and Gary Stuart, the just promoted managing director in early faced the dilemma whether to promote Rob Parson as managing director. Problem 2 -Rob as Irreplaceable Staff.Download