Rob Parson Case
Would you promote Rob Parsons? Yes or No? Provide supporting argument/rationale
Drawing from the evaluation report that had been submitted to a 360-degree performance assessment. There are a number of things that had been presented by the colleagues working both internally and externally which indicates that it will not be a suitable choice promoting Rob Parson. Through the 360-degree performance evaluation, it is apparent that there are high levels of dissatisfaction in regard to his degree of professionalism. Also, the colleagues noted that his personality is very volatile. Even though Parson did not have enough education, he carried out negotiations that affected the company thus his minimal education cannot be regarded as an excuse. For instance, there was a mention by one of the colleagues that Parson once extended syndicate invitation which is a violation of the internal organizational policies. As a consequence, the violation led to a $20,000 error which is a great loss to the company.
On the other hand, there are positive aspects which can be examined by Parson. For instance, he is Morgan Stanley’s top profit maker. However, it should be considered that he is impatient and a very challenging man to work with thus promoting him might end up adding a lot of problems rather than solutions. Moreover, Parson does not believe in himself in addition to him being a revel which led him to drop out of school. Furthermore, the case shows that there were problems with the market division, for example, increasing turnover rates and understaffed employees. This is a great consideration that ought to be put under consideration before choosing to promote Parson. Due to the mentioned reason, I will not promote him.
How effective was Nasr as a manager? Explain
Drawing from the case study, Nasr was a very effective manager. First of all, he did not overlook the faults that Parson had although he was having challenges balancing them. According to him, Parson had some strengths that were very effective for the company. Therefore, as a manager, he was good for the business and thus opted to retain him as a producer. However, he noted that parson was having challenges adapting the organizational culture of Morgan Stanley. He can be categorized as an effective manager because he always kept into consideration the interpersonal challenges of his subordinates.
Contrary to his effectiveness as a manager, his ineffectiveness is evident since he underestimated how a person’s way of dealing with issues was against the norms of the company. Parson was not a team player and Nasr as a manager knew that this was not in line with the company’s culture. However, it should be noted that he is still an effective manager since it was his responsibility to make sure that the business was doing well and the parson was the right person for the job.
What should your objectives be for your conversation with Parsons?
One of the objectives during the conversation with parson will be to inform him why he will not receive the promotion. It will be good to find a way of informing him effectively so that he does not feel offended since the promise he anticipated will not come into play. The second objective will be to try and see if a solution can be found within the presented challenges reported against Parson. This will be imperative so that if Parson works toward adopting the company’s norms, it will be easy promoting him.
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