Preformance Management

Module 3

Case Study

Rob Parson at Morgan Stanley (A)

April 10, 2016

Situation Analysis

                In this case, it gives a good example that not everyone is cut out to be leaders companies have to find the right person for their organization to be able to lead the whole organization. Parson seemed to have all the skills to sell and cross sell even know he had no education he was very knowledge of the market, he lacked leadership quality and skills to be to show senior leadership roles.

                Nasr thought that Parsons was a good fit for the position and felt that after a year he should have been ready to promote him up two managing director. Nasr should have not jumped the gun so to speak, he only implied that he could have that position in a year. Nasr never went into details of what was expected of that position, nor was there a contract.

SWOT analysis for  Rob Parson at Morgan Stanley

Strengths- Rob has excellent selling and cross selling skills, Rob is highly knowledgeable of  market, Rob is very  aggressive

Weaknesses- Rob not a team player, Poor leadership skills, Temper,

Opportunity- Advancement

Threats- loss of clients to competitors, Rob could stay in the same position, leave and go to a competitor.

Assumptions and missing information 

        I am assuming that Rob Parson did in fact receive his promotion it may not have been right away, but I'm assuming he did not get fired. I think Nasr was aware of these issues that were happening to Parson and could have helped him work through these problems.

         Statement of the problem

                Paul Nasr senior director in Capital Market Services at Morgan Stanley has to         make a decision on whether to or not  promote Parson to the managing director position .         After seeing performance evaluations like the ones he had this was going to be a tough         decision to make.

        Develop alternatives 

        Parson needs to work on poor interpersonal skills, as well as become a good team leader by getting more personally involved with the team may be doing exercises with the team to better get to know him and them.

        Nasr needs to look at the evaluations instead of a yearly evaluation maybe make it every three or six months and not using the same standards for all employees. When doing evaluations looking at other alternative evaluations besides the ones they already have in place.

Evaluation of alternatives 

        Parson may decide that he does not need to work on his interpersonal skills and might decide to go to another company. On the other hand, he could enroll in some leadership skill classes as well as team exercise classes to improve his interpersonal skills, as well as adjusting to the company culture and improving.