Group 3 - Morgan Stanley

Rob Parson at Morgan Stanley
1
About Morgan Stanley:
2
 Morgan Stanley is an American multinational investment
bank and financial services company.
 Headquartered at New York City.
 It came into existence on September 16, 1935.
 The main areas of business for the firm today are institutional
securities, wealth management and investment management.
3 Mission or Vision Statement :
 At Morgan Stanley, an investment bank,
its mission or vision statement clearly defines
what it values as an organization –
“ exceptional performance, absolute integrity, teamwork ,

innovation, dignity, and respect towards others”
SWOT Analysis Paul Nasr
Strength : Weakness :
• 20 years of Experience • Always treated Rob with Kid
gloves
• Considered as highly •Less Experience in Morgan
ranked banker Stanley
Opportunity : Threats :
•Leadership •Fear of losing Rob Parson
•Delivering the capital market •Fear that group is thinking that he
services to the banks and is acting as protector or Godfather
insurance of Rob
SWOT Analysis Rob Parson
Strength : Weakness :
• Performance • Impatient
• Client Delight • Aggression
• Networking skills • Lack Communication
• Accepts challenges • Lack Empathy
Threats :
Opportunity : Parson will not be promoted
Promoted to the position of a and in order to fulfill his long term
Managing Director goal, he will have to switch the job
Views :
6
 Psychological Contract during recruitment. Paul needed
someone to take on a challenging job and Parson
wanted the opportunity to be creative as well as the
chance to achieve a promotion to managing director.
 Rob seemed to be exactly what they needed and but
now he isn’t. The company’s hiring practices should be in
sync with its culture.
 Expectancy theory: Parson was only interested in
producing results which he expected would result in his
promotion to managing director.
 Herzberg’s Two-Factor theory of motivation is also present.
Parson’s dissatisfaction (extrinsic) factor was company
procedures and his satisfaction (intrinsic) factor was
responsibility, possibility of growth, and advancement.
 Everyone shouldn’t be evaluated on the same criteria
and the evaluation shouldn’t be the only factor in
determining promotions.
Performance evaluation technique
7
 The performance evaluation process was intended to
provide comprehensive developmental feedback so that
employees could continue to improve their skills in four areas:
 Market/Professional skills;
 Management and Leadership effectiveness;
 Commercial Orientation; and,
 Teamwork/One Firm Contribution.
 Morgan Stanley use
360 degree performance appraisal
that delivers
employee`s job measurement
by combine information from
managers, peers, subordinates, self and customers

Group Rating Chart
8
Direct Down Ward Colleague

Downward/Colleague Criteria Manager Score Average Score Average Score
1.Professional Skills
A. Market and Product Knowledge 4.3 4.0 4.5
B. Analytical/Quantitative/Problem
3.5 4.0
Solving Skills 3.8
c. Creativity 3.5 3.0 4.0
D. Initiative and Commitment 4 4.5 4.3
E. Judgment and Decision Making 3.5 3.0 3.8
F. Versatility 3 3.0 4.3
G. Oral Communication Skills 3.1 3.5 4.0
Written Communication Skills NA NA NA
I. Professionalism 3.7 3.0 4.0
2. Commercial Orientation
A. Relationship Management 4 3.5 4.3
B. Cross-Selling/Selling 4 3.0 3.7
C. Commercial Instincts/Revenue
3.5 3.5
Contribution 4.0
D. Enhances PBT/ Expense Control 3.5 4.0 3.0
E. Adherence to Firm Policies/Limits 2.7 2.0 3.5
F. Deal Execution/ Project Management 3.6 4.0 3.8
Group Rating Chart cont..
9
Direct Down Ward Colleague

Downward/Colleague Criteria Manager Score Average Score Average Score
3. Management Skills
A. Global Business Management 3.1 3.0 NA
B. Leadership and Management of
2.2 3.0
People 2.5
C. Evaluation, Development and
2.3 NA
Coaching 2.0
D. Management of Diverse Workforce 2.3 NA 2.0
E. Management of Firm's Resources 4 4.0 4.0
F. Time Management 4 3.5 3.5
G. Planning 3.8 3.0 3.7
4. One Firm Contribution
A. Team Player Skills 2.3 2.5 4.0
B. Contributes to MS and External
NA NA
related Community NA
Arithmetic Average 3.1 3.4 3.6
Overall Rating: 3.5 3.5 2.8
10
Group Rating Graph
11 Learning :
A star from previous company, when joining new

company, not only has to understand the products
but also The people, processes, platform, and politics
that delivers collaborations and delegation of

organization culture
HR Practices :
12  How to say to Rob Parson?
Acknowledge Provide the Talk about the

What the positive negative future
Say “As
Say “It’s supervisor I
Say “What
company didn’t do
can we do
decision that good job
How together to
he would not orienting and
improve in
get the developing
the future”
promotion” Rob to fit the
culture”
Make it informal, to create a dialog in a relax place

Where to get Rob Parson to talk (discussion).
Preferably outside the company e.g. cafe
13
Recommendations :
 Hire Strategically not reactively
 Developed the company stars to create the sustainable
competitive advantage
i.e. Mapping and create the program
 Compensation for stars
i.e. Compensation based performance
 On board deep orientation
i.e. Emphasized the important of the organization culture and
goals since the 1st day to every new employee
 Performance feedback to every employees
i.e. Unfortunately, the people who typically receive the least
attention from their boss are the average performers.
However, they are the ones who could probably benefit from
it the most
14
Thank You

Group 3 - Morgan Stanley

Uploaded by

Copyright:

Available Formats

Group 3 - Morgan Stanley

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Group 3 - Morgan Stanley

Uploaded by

Copyright:

Available Formats

What is Morgan Stanley's mission or vision statement?

What is Morgan Stanley's mission or vision statement?

What are the strengths and weaknesses of Rob Parson according to the SWOT analysis?

What are the strengths and weaknesses of Rob Parson according to the SWOT analysis?

Rob Parson at Morgan Stanley

 Headquartered at New York City.

 It came into existence on September 16, 1935.

its mission or vision statement clearly defines

what it values as an organization –

“ exceptional performance, absolute integrity, teamwork ,

 Morgan Stanley use

360 degree performance appraisal

employee`s job measurement

by combine information from

managers, peers, subordinates, self and customers

Direct Down Ward Colleague

Direct Down Ward Colleague

A star from previous company, when joining new

but also The people, processes, platform, and politics

that delivers collaborations and delegation of

Acknowledge Provide the Talk about the

Make it informal, to create a dialog in a relax place

You might also like

Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.