Rob Parsons assessment is not an ordinary performance evaluation or promotion process when we look in to the Morgan Stanleys perspective.

Especially, Morgan Stanley describes their culture and people as an environment that fosters teamwork and innovation, by developing and utilizing their employees abilities to the fullest, and by treating each other with dignity and respect. Crucial statements are teamwork, dignity and respect. However, Parson defies Morgan Stanleys missions and culture. At this point of view, promotion should not happen if someone obviously contradicts with Company Culture. Initially, Nasr promised a promotion but right now Parson is not fit to be managing director. Nasr should focus on developing Parsons Skills so he will eliminate the risk of Parson leaving. It is going to be a fair evaluation so Nasr should briefly explain that Parson have to neutralize adaptation problems and if Parson reaches these goals, he will be promoted. Nasr should offer 6-9 month evaluation to improve some of the critical&downward skills such as Leadership and Management of People (2.5), Evaluation/Development&Coaching (2.0), Management of Diverse Workforce (2.0) and Team Player Skills (2.5). Also Nasr has to be direct and straightforward while he is talking with Parson. Guidance into unknown culture should be an important learning mechanism for Parson.

Evaluation and Development Summary

Performance Summary, Including Accomplishments Accomplishments: Produced strong revenues and generated a great deal of new business for the firm. Makes things happen that wouldnt otherwise happen Establishing Strong and solid customer relationships. Helped to expand many of the clients accounts to other divisions of Morgan Stanley Helped to increase Morgan Stanleys market share %2 to %12.2.

Parson is a perfect man of duty. Especially, he knows what needs to be done to win a client and increases the business success. He reached business objectives set earlier year. But there are some skills have to be improved before he promoted as a managing director. He should develop himself such as understanding company culture, rules and norms. 6-9 months evaluation process will help to improve Parsons Skills to become a managing director.

Evaluation Themes Strengths 1. 2. 3. 4. 5. 6. Knowledge of the market and product Initiative and Commitment Connecting well with clients Pursuit of business and ambition Customer relationship Expanding accounts and increasing market share

Development Areas 1. 2. 3. 4. 5. Adherence to Firm Policies Leadership and Management People Evaluation, Development and Coaching Management of Diverse Workforce Team Player Skills

Performance Objectives for Next Year Business Goals

Increase market share from %12.2 to %18. Establishing permanent connections with customers. Customer Satisfaction Survey should be implemented and measure how successful company are. Cross Selling: Expand many of his customers accounts to other divisions of Morgan Stanley. Professional Development Goals

Developing internal communication skills (inside of the company and colleagues) Understanding company rules, norms and culture Becoming a team player (working with divisions and colleagues) Objective judgment without emotional distractions Chasing customers

CAREER GOALS

In the short-term, he is going to be a Managing Director. He has a big potential and knowledge about entire market. But at first, he has to develop his downward skills as soon as possible and then he will be promoted. In the long-term, He can improve his management skills and get involved in management duties as well.