NAB as Paul Nasr for MORGAN STANLEY Case
•Download as DOCX, PDF•
0 likes•132 views
Negotiation and Bargaining taught by Prof. V. S. Veeravalli at Great Lakes Institute of management Chennai
Report
Share
Report
Share
Recommended
Lori Anderson_Recommendation_Bret
Lori Anderson worked as the head of marketing at River's End Trading for 2 years, where she implemented new initiatives to drive awareness while reducing staff and spending to meet financial goals. She adapted well to changes in leadership and took on additional responsibilities. Her former supervisor, Bret Slane, provides this recommendation letter and states that Lori has a positive attitude and is organized, diligent, and able to complete multiple tasks on time. He highly recommends Lori but she is unable to relocate to the new Madison office location.
Rec Letter - Rodney - no phone
Bonnie Morrill is highly recommended for any organization by her former co-worker and supervisor Rodney Ross. Rodney worked with Bonnie for 3 years and was impressed with her confidence, attention to detail, insight into customer needs, willingness to be a team player, and dedication. Bonnie helped build a new training curriculum at Elexio Software Systems, providing creative suggestions that improved the customer experience. Rodney believes Bonnie is well-equipped to grow from challenges and that her patience, insight, and positive attitude make her a strong candidate for any organization.
CASE STUDY OF Rob Parson
- Rob Parson received high ratings for his professional skills like market knowledge and commitment from his direct manager but lower ratings from colleagues.
- He received mixed ratings for his commercial orientation, particularly regarding relationship management and adherence to firm policies.
- Rob Parson received very low ratings from colleagues for his management skills like leadership, development of people, and management of a diverse workforce.
Case Study.pptx
Rob Parson worked at Morgan Stanley and was successful in bringing in profits. However, his manager faced challenges in getting Rob to fully embrace the company's goals and work ethic standards. While Rob was productive, his manager should have pushed him more to prioritize the company's goals over just his own targets. The HR manager recommends keeping Rob but altering the performance system. Rob's skills need more development in cultural fit areas, but he has leadership potential if his team skills are strengthened. With adjustments, Rob could continue being an asset to the company.
Rob Parson At Morgan Stanley
Feedback is important for self-improvement and growth. It allows individuals to understand how their actions are perceived by others and make adjustments to maximize their strengths and minimize weaknesses. At Morgan Stanley, feedback is an important part of the performance review process to help employees enhance their skills and value.
Morgan stanley case
The case talk about the two imp. people of the organization. There is very interesting facts in the case, which helps to take decisions in future.
morgan stanley
Morgan Stanley is a top global financial services firm founded in 1935. It has over 60,000 employees operating in 42 countries. While Rob Parson helped boost Morgan Stanley's market share through his skills and client relationships, his aggressive personality and lack of teamwork skills did not align with Morgan Stanley's culture of collaboration and respect. In 1993, Morgan Stanley implemented a 360-degree performance evaluation system to provide employees feedback. Rob Parson's evaluation showed strengths in business generation but weaknesses in management and teamwork. Ultimately, despite his contributions, Parson was not promoted due to not embodying Morgan Stanley's values.
Morgan stanley
This document discusses the case of Rob Parson, a banker at Morgan Stanley who is being considered for promotion to Managing Director. While Parson is a top performer who has significantly increased revenues, his individualistic work style and disrespectful behavior towards colleagues does not align with Morgan Stanley's culture. Paul Nasr, who recruited Parson, wants to promote him but others argue this could reward poor behavior and hurt company culture. A 360-degree performance review was implemented, finding that while Parson excels in professional and sales skills, he is weak in teamwork and cultural fit. The summary considers whether Parson should be promoted or given feedback to improve first.
Recommended
Lori Anderson_Recommendation_Bret
Lori Anderson worked as the head of marketing at River's End Trading for 2 years, where she implemented new initiatives to drive awareness while reducing staff and spending to meet financial goals. She adapted well to changes in leadership and took on additional responsibilities. Her former supervisor, Bret Slane, provides this recommendation letter and states that Lori has a positive attitude and is organized, diligent, and able to complete multiple tasks on time. He highly recommends Lori but she is unable to relocate to the new Madison office location.
Rec Letter - Rodney - no phone
Bonnie Morrill is highly recommended for any organization by her former co-worker and supervisor Rodney Ross. Rodney worked with Bonnie for 3 years and was impressed with her confidence, attention to detail, insight into customer needs, willingness to be a team player, and dedication. Bonnie helped build a new training curriculum at Elexio Software Systems, providing creative suggestions that improved the customer experience. Rodney believes Bonnie is well-equipped to grow from challenges and that her patience, insight, and positive attitude make her a strong candidate for any organization.
CASE STUDY OF Rob Parson
- Rob Parson received high ratings for his professional skills like market knowledge and commitment from his direct manager but lower ratings from colleagues.
- He received mixed ratings for his commercial orientation, particularly regarding relationship management and adherence to firm policies.
- Rob Parson received very low ratings from colleagues for his management skills like leadership, development of people, and management of a diverse workforce.
Case Study.pptx
Rob Parson worked at Morgan Stanley and was successful in bringing in profits. However, his manager faced challenges in getting Rob to fully embrace the company's goals and work ethic standards. While Rob was productive, his manager should have pushed him more to prioritize the company's goals over just his own targets. The HR manager recommends keeping Rob but altering the performance system. Rob's skills need more development in cultural fit areas, but he has leadership potential if his team skills are strengthened. With adjustments, Rob could continue being an asset to the company.
Rob Parson At Morgan Stanley
Feedback is important for self-improvement and growth. It allows individuals to understand how their actions are perceived by others and make adjustments to maximize their strengths and minimize weaknesses. At Morgan Stanley, feedback is an important part of the performance review process to help employees enhance their skills and value.
Morgan stanley case
The case talk about the two imp. people of the organization. There is very interesting facts in the case, which helps to take decisions in future.
morgan stanley
Morgan Stanley is a top global financial services firm founded in 1935. It has over 60,000 employees operating in 42 countries. While Rob Parson helped boost Morgan Stanley's market share through his skills and client relationships, his aggressive personality and lack of teamwork skills did not align with Morgan Stanley's culture of collaboration and respect. In 1993, Morgan Stanley implemented a 360-degree performance evaluation system to provide employees feedback. Rob Parson's evaluation showed strengths in business generation but weaknesses in management and teamwork. Ultimately, despite his contributions, Parson was not promoted due to not embodying Morgan Stanley's values.
Morgan stanley
This document discusses the case of Rob Parson, a banker at Morgan Stanley who is being considered for promotion to Managing Director. While Parson is a top performer who has significantly increased revenues, his individualistic work style and disrespectful behavior towards colleagues does not align with Morgan Stanley's culture. Paul Nasr, who recruited Parson, wants to promote him but others argue this could reward poor behavior and hurt company culture. A 360-degree performance review was implemented, finding that while Parson excels in professional and sales skills, he is weak in teamwork and cultural fit. The summary considers whether Parson should be promoted or given feedback to improve first.
Please post # and name next to each reply #1 davidIn the a.docx
Please post # and name next to each replyÂ
#1 david
In the article of the 10 lessons parts 1 through 4 are compared to transformational leadership theory, and a bit of leader–member exchange theory. Transformational Leadership is about new leadership and getting rid of your multiple top members of your leadership can be a bad idea. Not only can this affect the future leaders, but also many of the employees. I was in a unit and they fired our Commander (CC) and our Director of Operations (DO), our unit was in a very low standard until we received our new CC and DO. Losing them at the same time was hard on them, because they had to gain our trust quickly and some of the advice they got wasn’t from the best of other employees. Replacing one at a time is better for many reason, but mainly for continuity and to give the employees time to adjust and adapt to their new leader. The leader–member exchange theory is shown in 1 through 4 because when you have a great relationship with your previous boss, it can carry over with what they say about you. In the military when the new leaders come in to the unit the higher-ranking members normally go over the members of the unit and give an insight on the member. This is usually a good thing and also sometimes can be a bad thing based on the relationship that you made with the leadership.
In 5 the Great man theory is present based on getting the right man for the job. This theory is part of the trait approach, so giving a person a job that he excels at is better than a person who doesn’t have the right qualities for the position. I am not a very good writer and organizer, so being an assistant or secretary is not a good job for me. My wife would be great because she is very organized and can write very well, she would be the better fit if we both went for a position.
For 6 through 10 the leader–member exchange theory could be close to these. Your relationship with your people will open you up to want to know more about the culture and make it right within your area. With 7-9 the trust that you get is giving each member a special relationship with them. This is built on trust and communication with these members. Telling the truth is pivotal to the relationship with the unit or company that you lead. I was in a meeting and a fellow Airman told me that his Commander failed his physical fitness test, and he got up and told his unit that he failed them and couldn’t not continue to be in command until he was fit. My friend had great respect for him because I am sure that was very hard to do. When you are in a leadership position keeping communication limited is key. How many times have you heard people in leadership positions spreading gossip? I have and that makes me stay away from them and not want to tell them. 10 is difficult because sometimes you may not know your leadership is changing. Being myself in a leadership position, I also use my relationships to train others to do my job in case of an absen ...
Selection of Right Partner in Business or Partnership firm
The selection of the partner is one of the important toll to grow the business. The selection of partner shows the Growth and Failure of Business.
Managing Up Grace - Case Study
1) The document discusses the relationship between Grace, a new employee at a consulting firm, and her manager Landon. It provides advice to Grace on how to effectively manage her career goals within the hierarchy and leadership style of the organization.
2) It recommends that Grace understand Landon prefers following rules and taking direction from experts rather than ambitious changes. She should focus on learning and creating value before seeking promotions.
3) Directly contacting Landon's superior could damage both their reputations and negatively impact Grace's career ambitions by making her seem untrustworthy and like a rule-breaker to colleagues.
The Best Way for a CEO to Start Is with HR by His Side
Human Resources could be a big reason why the CEO transitions correctly and succeeds, thus taking the company towards growth.
When we say HR Business Partner, do you think, "strategic"?
More than one business leader in our orbit has recently questioned the value of the Human Resources Business Partner in today's organization. They wonder if the HRBP — traditionally a liaison between the business unit and HR centers of excellence — should be phased out.
Well, we think there's still a uniquely valuable role for the HRBP in the organization... but some changes need to be made. In fact, we felt strongly enough about it that we put together a 3 minute postcard on the subject. Enjoy!
PSD HR In Focus - Latest Interview
I interviewed Duncan Forbes about all things HR, Recruitment and being a successful interim.Thanks @HRanarchist
PSD HR in Focus
Welcome to our HR in Focus article .... Duncan Forbes talkes with PSD HR team about his experiences as Interim an HR professional
PSD HR in Focus
The document summarizes a discussion between PSD Group and Duncan Forbes, an experienced HR interim professional. Duncan believes interims must be realistic about assignments and able to adapt to changing needs, as well as challenge norms constructively. He notes HR's increasing complexity and argues it should focus on analyzing people data and adding business value like finance does, to improve its credibility internally. Duncan advocates focusing on customer goals over politics and views change as inevitable, advising interims to seek new challenges regardless of title or location.
5 Essentials for Successfully Reboarding Employees
Reboarding is not the same as onboarding. Let's look into exactly what you need to do to make returning to work easier.
Morgan stanley case
The case talk about the two imp. people of the organization. There is very interesting facts in the case, which helps to take decisions in future.
Jsrobinson_resume
Jason Robinson is applying for an open position at the company. He believes he is a good fit based on his experience and qualifications. He has strong analytical, detail-oriented, and interpersonal skills from previous roles in production, food service, and sales. Robinson would welcome an interview to further discuss how he can contribute to the company. He has included his resume for reference.
Po report 4
It is generally easier to be promoted internally into a leadership position than as an outsider for several reasons:
- Internally promoted leaders are already familiar with the company culture, people, and challenges of the role.
- Their skills and performance are known, reducing orientation costs.
- It promotes employee commitment and retention by offering advancement opportunities.
However, external hires can bring new ideas and expertise not available internally. The choice depends on each situation's unique factors.
Breaking Off Our Engagement 3-13-09
An employee writes a letter to the CEO explaining why he feels disengaged from his job and company. He says it's due to a buildup of small issues over time, like increased workload without reduced responsibilities. Only 30% of employees feel engaged at work. The employee provides suggestions to improve communication and engagement, such as ensuring messages are relevant to employees' jobs, stopping overcommunication, and treating employees like adults.
Negotiation Bootcamp Assignment ENG
1) The document discusses the author's job interview process with SAP Value Engineering (VE) in India. It analyzes the interview as a negotiation using the 4-step method.
2) In preparing, the author's objectives were to learn about the group and get a job, while SAP's was to find the best candidates. The author gathered information on SAP and was willing to compromise on salary for growth and work-life balance.
3) The author planned to use a rational, flexible, and low-pressure strategy to showcase their qualifications and gather information, while keeping withdrawal as an option.
Discussion 1Questiondiscuss the risks of avoiding confrontat.docx
Discussion 1:
Question:
discuss the risks of avoiding confrontation with a problem employee.
Communication is a basic need to maintain any kind of things in an aligned manner whether in an organization or in society. In the perspective of the organization, communication plays a pivotal role in all aspects. Good communication develops the coordination among the people in a company in which it enhances the performance of every individual and team. Moreover, it establishes strong bonds among the employees and higher staff which accomplishes the objectives of an organization. If the authority neglects to confront a situation with employees, they get annoyed and feel frustrated about being avoided. Those kinds of feelings in employees will not let them do useful things for the company. If any disputes raised between an employee and their superior, it is better for them to clear the conflicts at that moment only. Such kind of mutual understanding will eradicate future consequences. If they fail to do so, then they would not be able to work together for organizations in the future. Such an uncompromising behavior of authority even force the customers to not experience the services and products produced by the company up to the fullest. ("The Role of Job Satisfaction as Mediator Between Human Resource Practices and Employees' Performance Among the Cargos' Employees at Saudi Ports Authority Based on the Motivation Theories", 2018) Â
Moreover, avoiding confronts employees would not satisfy the professional life of the staff. Such unsatisfactory professional life becomes a barrier for employees in which they lose hope and trust in the organization. Due to this the performance and the growth of the company will get devastated. Such a kind of culture in workplaces would lead to disasters. It is the responsibility of the authority to respect the dignity of each individual and they should not show their legacy and supremacy at all times. This kind of behavior by higher officials may hurt the personal feelings of employees. So, they need to satisfy the employees in all aspects and it is equally important to recognize the individuals for their efforts and contributions. (SUN, DUAN & TIAN, 2013)
Discussion 2:
Question:
discuss the risks of avoiding confrontation with a problem employee.
Problems and issues cause damage to organizations. For better performance, it is advisable to solve it quickly. As immediate effect on organization is the disturbance of organization culture. Organization culture has essential importance for employees. As organization culture disturbed performance of employees get affected. It will have negative impact on organization. Later on other employees performance gets affected and they will not able to work properly as compare to others. Therefore they will have conflict in between each other and even after motivation they will respond in correct direction. This will cause a big problem to company. It can be biggest negative e ...
Process Of Interacting With A Recruiter
1. The recruiter will get to know the job seeker's skills and expertise through meetings and ongoing communication to help prepare them for their next role.
2. Once the job seeker is ready to leave their current job, the recruiter will discuss topics like non-competes, technical skills evaluation, and skills testing required by clients.
3. For senior candidates, the recruiter will help create a business plan for the next role, either for an existing opening or a new position created specifically for the candidate.
Shawn Krysa - Letter of Recommendation
Shawn Krysa worked as a Manager of Supply Chain for Victory Blue, LLC from mid-2015 to mid-2016. Despite less direct experience than other candidates, Shawn stood out for his eagerness to learn and positive attitude. During his tenure, Shawn operated with minimal guidance, was well regarded by his peers, and showed dedication to helping others. Unfortunately, his position was eliminated when the company was acquired by a third party. His former director highly recommends Shawn as a motivated and dedicated individual with great potential.
WOC 2016: Daring to be Different; Breaking the Glass Ceiling and Riding the G...
WOC 2016: Daring to be Different; Breaking the Glass Ceiling and Riding the G...Career Communications Group
Dr. Maya Angelou stated, “Achievement brings its own anticlimax.” Nowhere is this truer than in the lives of women of color, as they seek accomplishment and prominence in the face of adversity. In addition to the glass ceiling, which already is stopping women from climbing higher in success in the workplace, a parallel phenomenon called the "glass escalator" is also occurring. This can be defined as how more men are joining fields that were previously occupied mainly by women and within these job fields, the men are riding right past women and going straight to the top, similarly to if they were on an escalator and a woman was taking stairs.
At the end of this seminar participants will be able to:
Better understand these phenomena
Identify techniques and strategies to successfully navigate these challengesÂ
ASSIGNMENT-21ASSIGNMENT-2.docx
ASSIGNMENT-2
1
ASSIGNMENT-2
6
Conestoga College
LEADERSHIP AT BATNA CASE STUDY
Name
Institution Affiliation
Course
Professor’s Name
Date of submission
6/15
LEADERSHIP AT BATNA CASE STUDY
“Everyone has his or her limitations and skills”, Branson the CEO of Batna quotes. Batna is a web based company and invites customers and other companies to bring in ideas for new products. . The company was initially started to make iPod accessories but Branson being a man of weird charisma and vision does not want to be limited in his production line. At Batna product development cycle involves a lot of people unlike other companies where only a bunch of marketing professionals design new products. These made a lot of people praise him for being smart but he convinces himself that he is not a leader and demotes himself from being a leader. This is when he realizes that the company needs good management in order to venture more capital and to make sales. The paper seeks to explain the differences between leadership and management based on the behavioral theories. It will also explain the leadership strengths and weakness Branson have as well as the leadership style Branson is using.
1. 1/3 Leadership and management are both necessary for success. This is why you need to be familiar with the differences between the two. Successful organizations make the two distinctions clear in order to develop more opportunities in the business venture as well as guide those with leadership skills. Branson points out that, managers promote stability while leaders press for changes when he says he closely supervises people in the company but at least tries to make sure that every employee in his company is happy. This clearly shows he was a leader and a manager at the same time until when he demotes himself from being a leader. The aspect of being a leader is shown when he points it out that he tries to make every of his employee is happy or at least sort of happy while being a leader is clearly shown when he says that he closely supervises people in the company. Leaders provide directions, align people as well as motivation while managers plan, organize and makes coordination’s. More detail required in your answer in terms of answering the question “What is the difference between leadership and management?” On that note, we can conclude that Branson was both a leader and a manager. Branson is a leader
2. 2/5 Branson has several leadership styles as based on leadership theories. Leadership theories are classified based on the specific behaviors of a leader. For instance, there is the Great man theory Great Man is not a behaviorial theory. This is a behavioral theory that was formulated after studying those men who were born in leadership. There is also the trait theory, which focuses on those men who were born with inherited leadership traits. However, these leadership theories can be clearly identified by the leadership styles one e.
Keynote Address by A.K. Mishra at Workplace2020 14th HR Leaders Roundtable on...
This document contains a summary of a keynote address given by A.K. Mishra, Chief Operating Officer of Innodata Inc. The keynote addressed challenges in building a high-performance culture, the role of HR leaders in culture building and talent acquisition. Some of the main challenges discussed include the need to support a high-performance culture from outside the organization as well as moving more of the workforce towards high performance. The role of HR leaders is discussed in areas like talent acquisition, building a win-win culture, and becoming global managers. The importance of leadership communication style and measuring candidate experience are also covered.
Depression
The speaker was once a high-achieving student who faced immense expectations to continually succeed. After getting top scores on exams, the speaker began facing only mediocre results. Along with this, the speaker developed depression characterized by feelings of emptiness, sadness, and isolation. The depression grew severe over time. The speaker realized they needed help after relating to the suicide of their favorite singer. They began addressing their depression through strategies like keeping busy, exercise, and focusing on positive thoughts. The speaker encourages facing depression with hope, courage and resilience instead of giving it permission to take control.
ES SPSS results
An SPSS data analysis was conducted to assess the reliability of customer delight and six independent variable constructs related to price, emotional appeal, technological affinity, retention capability, user friendliness, and design and features. Cronbach's alpha was calculated for each construct based on responses from 120 participants to multiple survey questions for each construct. The Cronbach's alpha for each construct was above 0.60, demonstrating good reliability and consistency in the data collected. Composite average scores were then calculated for each construct to be used in further correlation analysis.
More Related Content
Similar to NAB as Paul Nasr for MORGAN STANLEY Case
Please post # and name next to each reply #1 davidIn the a.docx
Please post # and name next to each replyÂ
#1 david
In the article of the 10 lessons parts 1 through 4 are compared to transformational leadership theory, and a bit of leader–member exchange theory. Transformational Leadership is about new leadership and getting rid of your multiple top members of your leadership can be a bad idea. Not only can this affect the future leaders, but also many of the employees. I was in a unit and they fired our Commander (CC) and our Director of Operations (DO), our unit was in a very low standard until we received our new CC and DO. Losing them at the same time was hard on them, because they had to gain our trust quickly and some of the advice they got wasn’t from the best of other employees. Replacing one at a time is better for many reason, but mainly for continuity and to give the employees time to adjust and adapt to their new leader. The leader–member exchange theory is shown in 1 through 4 because when you have a great relationship with your previous boss, it can carry over with what they say about you. In the military when the new leaders come in to the unit the higher-ranking members normally go over the members of the unit and give an insight on the member. This is usually a good thing and also sometimes can be a bad thing based on the relationship that you made with the leadership.
In 5 the Great man theory is present based on getting the right man for the job. This theory is part of the trait approach, so giving a person a job that he excels at is better than a person who doesn’t have the right qualities for the position. I am not a very good writer and organizer, so being an assistant or secretary is not a good job for me. My wife would be great because she is very organized and can write very well, she would be the better fit if we both went for a position.
For 6 through 10 the leader–member exchange theory could be close to these. Your relationship with your people will open you up to want to know more about the culture and make it right within your area. With 7-9 the trust that you get is giving each member a special relationship with them. This is built on trust and communication with these members. Telling the truth is pivotal to the relationship with the unit or company that you lead. I was in a meeting and a fellow Airman told me that his Commander failed his physical fitness test, and he got up and told his unit that he failed them and couldn’t not continue to be in command until he was fit. My friend had great respect for him because I am sure that was very hard to do. When you are in a leadership position keeping communication limited is key. How many times have you heard people in leadership positions spreading gossip? I have and that makes me stay away from them and not want to tell them. 10 is difficult because sometimes you may not know your leadership is changing. Being myself in a leadership position, I also use my relationships to train others to do my job in case of an absen ...
Selection of Right Partner in Business or Partnership firm
The selection of the partner is one of the important toll to grow the business. The selection of partner shows the Growth and Failure of Business.
Managing Up Grace - Case Study
1) The document discusses the relationship between Grace, a new employee at a consulting firm, and her manager Landon. It provides advice to Grace on how to effectively manage her career goals within the hierarchy and leadership style of the organization.
2) It recommends that Grace understand Landon prefers following rules and taking direction from experts rather than ambitious changes. She should focus on learning and creating value before seeking promotions.
3) Directly contacting Landon's superior could damage both their reputations and negatively impact Grace's career ambitions by making her seem untrustworthy and like a rule-breaker to colleagues.
The Best Way for a CEO to Start Is with HR by His Side
Human Resources could be a big reason why the CEO transitions correctly and succeeds, thus taking the company towards growth.
When we say HR Business Partner, do you think, "strategic"?
More than one business leader in our orbit has recently questioned the value of the Human Resources Business Partner in today's organization. They wonder if the HRBP — traditionally a liaison between the business unit and HR centers of excellence — should be phased out.
Well, we think there's still a uniquely valuable role for the HRBP in the organization... but some changes need to be made. In fact, we felt strongly enough about it that we put together a 3 minute postcard on the subject. Enjoy!
PSD HR In Focus - Latest Interview
I interviewed Duncan Forbes about all things HR, Recruitment and being a successful interim.Thanks @HRanarchist
PSD HR in Focus
Welcome to our HR in Focus article .... Duncan Forbes talkes with PSD HR team about his experiences as Interim an HR professional
PSD HR in Focus
The document summarizes a discussion between PSD Group and Duncan Forbes, an experienced HR interim professional. Duncan believes interims must be realistic about assignments and able to adapt to changing needs, as well as challenge norms constructively. He notes HR's increasing complexity and argues it should focus on analyzing people data and adding business value like finance does, to improve its credibility internally. Duncan advocates focusing on customer goals over politics and views change as inevitable, advising interims to seek new challenges regardless of title or location.
5 Essentials for Successfully Reboarding Employees
Reboarding is not the same as onboarding. Let's look into exactly what you need to do to make returning to work easier.
Morgan stanley case
The case talk about the two imp. people of the organization. There is very interesting facts in the case, which helps to take decisions in future.
Jsrobinson_resume
Jason Robinson is applying for an open position at the company. He believes he is a good fit based on his experience and qualifications. He has strong analytical, detail-oriented, and interpersonal skills from previous roles in production, food service, and sales. Robinson would welcome an interview to further discuss how he can contribute to the company. He has included his resume for reference.
Po report 4
It is generally easier to be promoted internally into a leadership position than as an outsider for several reasons:
- Internally promoted leaders are already familiar with the company culture, people, and challenges of the role.
- Their skills and performance are known, reducing orientation costs.
- It promotes employee commitment and retention by offering advancement opportunities.
However, external hires can bring new ideas and expertise not available internally. The choice depends on each situation's unique factors.
Breaking Off Our Engagement 3-13-09
An employee writes a letter to the CEO explaining why he feels disengaged from his job and company. He says it's due to a buildup of small issues over time, like increased workload without reduced responsibilities. Only 30% of employees feel engaged at work. The employee provides suggestions to improve communication and engagement, such as ensuring messages are relevant to employees' jobs, stopping overcommunication, and treating employees like adults.
Negotiation Bootcamp Assignment ENG
1) The document discusses the author's job interview process with SAP Value Engineering (VE) in India. It analyzes the interview as a negotiation using the 4-step method.
2) In preparing, the author's objectives were to learn about the group and get a job, while SAP's was to find the best candidates. The author gathered information on SAP and was willing to compromise on salary for growth and work-life balance.
3) The author planned to use a rational, flexible, and low-pressure strategy to showcase their qualifications and gather information, while keeping withdrawal as an option.
Discussion 1Questiondiscuss the risks of avoiding confrontat.docx
Discussion 1:
Question:
discuss the risks of avoiding confrontation with a problem employee.
Communication is a basic need to maintain any kind of things in an aligned manner whether in an organization or in society. In the perspective of the organization, communication plays a pivotal role in all aspects. Good communication develops the coordination among the people in a company in which it enhances the performance of every individual and team. Moreover, it establishes strong bonds among the employees and higher staff which accomplishes the objectives of an organization. If the authority neglects to confront a situation with employees, they get annoyed and feel frustrated about being avoided. Those kinds of feelings in employees will not let them do useful things for the company. If any disputes raised between an employee and their superior, it is better for them to clear the conflicts at that moment only. Such kind of mutual understanding will eradicate future consequences. If they fail to do so, then they would not be able to work together for organizations in the future. Such an uncompromising behavior of authority even force the customers to not experience the services and products produced by the company up to the fullest. ("The Role of Job Satisfaction as Mediator Between Human Resource Practices and Employees' Performance Among the Cargos' Employees at Saudi Ports Authority Based on the Motivation Theories", 2018) Â
Moreover, avoiding confronts employees would not satisfy the professional life of the staff. Such unsatisfactory professional life becomes a barrier for employees in which they lose hope and trust in the organization. Due to this the performance and the growth of the company will get devastated. Such a kind of culture in workplaces would lead to disasters. It is the responsibility of the authority to respect the dignity of each individual and they should not show their legacy and supremacy at all times. This kind of behavior by higher officials may hurt the personal feelings of employees. So, they need to satisfy the employees in all aspects and it is equally important to recognize the individuals for their efforts and contributions. (SUN, DUAN & TIAN, 2013)
Discussion 2:
Question:
discuss the risks of avoiding confrontation with a problem employee.
Problems and issues cause damage to organizations. For better performance, it is advisable to solve it quickly. As immediate effect on organization is the disturbance of organization culture. Organization culture has essential importance for employees. As organization culture disturbed performance of employees get affected. It will have negative impact on organization. Later on other employees performance gets affected and they will not able to work properly as compare to others. Therefore they will have conflict in between each other and even after motivation they will respond in correct direction. This will cause a big problem to company. It can be biggest negative e ...
Process Of Interacting With A Recruiter
1. The recruiter will get to know the job seeker's skills and expertise through meetings and ongoing communication to help prepare them for their next role.
2. Once the job seeker is ready to leave their current job, the recruiter will discuss topics like non-competes, technical skills evaluation, and skills testing required by clients.
3. For senior candidates, the recruiter will help create a business plan for the next role, either for an existing opening or a new position created specifically for the candidate.
Shawn Krysa - Letter of Recommendation
Shawn Krysa worked as a Manager of Supply Chain for Victory Blue, LLC from mid-2015 to mid-2016. Despite less direct experience than other candidates, Shawn stood out for his eagerness to learn and positive attitude. During his tenure, Shawn operated with minimal guidance, was well regarded by his peers, and showed dedication to helping others. Unfortunately, his position was eliminated when the company was acquired by a third party. His former director highly recommends Shawn as a motivated and dedicated individual with great potential.
WOC 2016: Daring to be Different; Breaking the Glass Ceiling and Riding the G...
WOC 2016: Daring to be Different; Breaking the Glass Ceiling and Riding the G...Career Communications Group
Dr. Maya Angelou stated, “Achievement brings its own anticlimax.” Nowhere is this truer than in the lives of women of color, as they seek accomplishment and prominence in the face of adversity. In addition to the glass ceiling, which already is stopping women from climbing higher in success in the workplace, a parallel phenomenon called the "glass escalator" is also occurring. This can be defined as how more men are joining fields that were previously occupied mainly by women and within these job fields, the men are riding right past women and going straight to the top, similarly to if they were on an escalator and a woman was taking stairs.
At the end of this seminar participants will be able to:
Better understand these phenomena
Identify techniques and strategies to successfully navigate these challengesÂ
ASSIGNMENT-21ASSIGNMENT-2.docx
ASSIGNMENT-2
1
ASSIGNMENT-2
6
Conestoga College
LEADERSHIP AT BATNA CASE STUDY
Name
Institution Affiliation
Course
Professor’s Name
Date of submission
6/15
LEADERSHIP AT BATNA CASE STUDY
“Everyone has his or her limitations and skills”, Branson the CEO of Batna quotes. Batna is a web based company and invites customers and other companies to bring in ideas for new products. . The company was initially started to make iPod accessories but Branson being a man of weird charisma and vision does not want to be limited in his production line. At Batna product development cycle involves a lot of people unlike other companies where only a bunch of marketing professionals design new products. These made a lot of people praise him for being smart but he convinces himself that he is not a leader and demotes himself from being a leader. This is when he realizes that the company needs good management in order to venture more capital and to make sales. The paper seeks to explain the differences between leadership and management based on the behavioral theories. It will also explain the leadership strengths and weakness Branson have as well as the leadership style Branson is using.
1. 1/3 Leadership and management are both necessary for success. This is why you need to be familiar with the differences between the two. Successful organizations make the two distinctions clear in order to develop more opportunities in the business venture as well as guide those with leadership skills. Branson points out that, managers promote stability while leaders press for changes when he says he closely supervises people in the company but at least tries to make sure that every employee in his company is happy. This clearly shows he was a leader and a manager at the same time until when he demotes himself from being a leader. The aspect of being a leader is shown when he points it out that he tries to make every of his employee is happy or at least sort of happy while being a leader is clearly shown when he says that he closely supervises people in the company. Leaders provide directions, align people as well as motivation while managers plan, organize and makes coordination’s. More detail required in your answer in terms of answering the question “What is the difference between leadership and management?” On that note, we can conclude that Branson was both a leader and a manager. Branson is a leader
2. 2/5 Branson has several leadership styles as based on leadership theories. Leadership theories are classified based on the specific behaviors of a leader. For instance, there is the Great man theory Great Man is not a behaviorial theory. This is a behavioral theory that was formulated after studying those men who were born in leadership. There is also the trait theory, which focuses on those men who were born with inherited leadership traits. However, these leadership theories can be clearly identified by the leadership styles one e.
Keynote Address by A.K. Mishra at Workplace2020 14th HR Leaders Roundtable on...
This document contains a summary of a keynote address given by A.K. Mishra, Chief Operating Officer of Innodata Inc. The keynote addressed challenges in building a high-performance culture, the role of HR leaders in culture building and talent acquisition. Some of the main challenges discussed include the need to support a high-performance culture from outside the organization as well as moving more of the workforce towards high performance. The role of HR leaders is discussed in areas like talent acquisition, building a win-win culture, and becoming global managers. The importance of leadership communication style and measuring candidate experience are also covered.
Similar to NAB as Paul Nasr for MORGAN STANLEY Case (20)
Please post # and name next to each reply #1 davidIn the a.docx
Please post # and name next to each reply #1 davidIn the a.docx
Â
Selection of Right Partner in Business or Partnership firm
Selection of Right Partner in Business or Partnership firm
Â
The Best Way for a CEO to Start Is with HR by His Side
The Best Way for a CEO to Start Is with HR by His Side
Â
When we say HR Business Partner, do you think, "strategic"?
When we say HR Business Partner, do you think, "strategic"?
Â
5 Essentials for Successfully Reboarding Employees
5 Essentials for Successfully Reboarding Employees
Â
Discussion 1Questiondiscuss the risks of avoiding confrontat.docx
Discussion 1Questiondiscuss the risks of avoiding confrontat.docx
Â
WOC 2016: Daring to be Different; Breaking the Glass Ceiling and Riding the G...
WOC 2016: Daring to be Different; Breaking the Glass Ceiling and Riding the G...
Â
Keynote Address by A.K. Mishra at Workplace2020 14th HR Leaders Roundtable on...
Keynote Address by A.K. Mishra at Workplace2020 14th HR Leaders Roundtable on...
Â
More from Disha Ghoshal
Depression
The speaker was once a high-achieving student who faced immense expectations to continually succeed. After getting top scores on exams, the speaker began facing only mediocre results. Along with this, the speaker developed depression characterized by feelings of emptiness, sadness, and isolation. The depression grew severe over time. The speaker realized they needed help after relating to the suicide of their favorite singer. They began addressing their depression through strategies like keeping busy, exercise, and focusing on positive thoughts. The speaker encourages facing depression with hope, courage and resilience instead of giving it permission to take control.
ES SPSS results
An SPSS data analysis was conducted to assess the reliability of customer delight and six independent variable constructs related to price, emotional appeal, technological affinity, retention capability, user friendliness, and design and features. Cronbach's alpha was calculated for each construct based on responses from 120 participants to multiple survey questions for each construct. The Cronbach's alpha for each construct was above 0.60, demonstrating good reliability and consistency in the data collected. Composite average scores were then calculated for each construct to be used in further correlation analysis.
Market research project MR_1
The document summarizes a market research project report on factors that drive satisfaction in motorbikes for men. It begins with an introduction on how satisfaction can be driven by various internal and external factors. It then outlines the research methodology which included a literature review, focus group discussions, hypothesis building, and data collection via questionnaires. The data analysis found that satisfaction is significantly influenced by two key factors: 1) a quality factor comprising brand, technical specifications, and aesthetics, and 2) an economic factor comprising price, mileage, and after-sales service. The economic factor was found to have a relatively greater impact on satisfaction.
Are humans born evil?
The passage discusses the question of whether humans are born evil or become evil later in life. It references several examples of truly evil acts committed by humans, such as the George Floyd killing, feeding a pregnant elephant explosives causing its death, and serial killer Ted Bundy's brutal murders of dozens of young women. While some studies suggest certain individuals like Bundy were predisposed to mental illnesses like bipolar disorder from birth, the passage argues that one's upbringing and environment also play a large role in shaping whether cruel or violent tendencies develop. It concludes that cultivating empathy, compassion, and a good education focused on non-violence are needed to curb humanity's potential for evil and keep people from harming each other.
Know Your Customer
Classic Tyre Company wants to better understand its customers in the replacement market in India but finds it difficult due to its multi-tier distribution network. It can incentivize customers to provide feedback, build relationships with distribution partners and local shops to engage directly with customers, and use customer analytics and predictive modeling on data collected from all sales touchpoints to understand customer preferences and patterns. Technology like CRM databases and social media engagement can also help CTC gain better customer insights.
Shneider contest: Ad on Wheels
This document describes an initiative called "AD on Wheels" that aims to promote sustainable transportation through electric vehicles. The initiative pays owners of electric vehicles to have their cars wrapped with advertisements. This helps offset the costs of owning an electric car for customers while also serving as a mobile advertising platform. The document provides details on popular electric car models in India, costs for advertisers to participate, and payments provided to vehicle owners. It also includes a basic financial and business plan analysis to demonstrate the initiative's viability.
Managerial implications of Empirical Study
• When customer expectations and perceptions meet, it is called customer satisfaction and when expectation exceeds perception it is called customer delight. The scope of our research delved into the factors that provide a feel-good factor to the customer and narrowed down the impacting variables including store lighting, store music, haptics, sales experience, location and visual merchandising.
CRM: MAHINDRA FIRST CHOICE SERVICES: CREATING A VALUE PROPOSITION
As part of Customer Relationship Management taught by D. Sriram who is an ace in the field of Market Research and Marketing Management and teach at Great Lakes Institute of Management Chennai
Information was complied by the data available on the Internet, personal interviews, a social experiment and I have tried my best to maintain correctness and credits as far as possible. This is a Value Proposition Case Study.
Economics of Strategy: Strategies of Related Diversification
As part of Economics of Strategy taught by Dr. Suresh Srinivasan at Great Lakes Institute of management Chennai. Information was complied by the data available on the Internet and have tried my best to maintain correctness and credits as much as possible.
To market or not to market
The document discusses how marketing strategies must change in response to the COVID-19 pandemic and resulting lockdowns. Customers will now seek more value and be more cost-conscious in their spending. The lockdown provided an opportunity for companies to better understand changing customer trends. Effective marketing approaches will need to address the empathy deficit caused by the pandemic and lack of regular communication during lockdowns, moving beyond just transactions to focus on emotional connections with customers. Strong market research will be essential to design future branding strategies that adapt to changing consumer behavior and focus on product bundles to suit new customer demands in the "new normal" post-pandemic environment.
NEGOTIATING ON THIN ICE- NHL DISPUTE A
Negotiation and Bargaining taught by Prof. V. S. Veeravalli at Great Lakes Institute of Management Chennai
NAB – LEARNINGS FROM MY PERSONAL EXPERIENCES
Negotiation and Bargaining taught by Prof. V. S. Veeravalli at Great Lakes Institute of management Chennai. Final Paper on total understanding of NAB by relating to personal experiences
Negotiations on Updown Equity Splits
Negotiation and Bargaining taught by Prof. V. S. Veeravalli at Great Lakes Institute of management Chennai. Generic Game Plan for Updown Equity splits
FAKE INFORMATION & WORD-OF-MOUTH BEHAVIOR
As part of an assignment of a course in Brand Management taught by well renowned Prof. Sridhar Samu and S Bhardwaj who are ace in the field of Market Research and Brand Management and teach at Great Lakes Institute of Management Chennai
Information was complied by the data available on the Internet, personal interviews, a social experiment and I have tried my best to maintain correctness and credits as much as possible.
FAKE INFORMATION & WORD-OF-MOUTH BEHAVIOR
This document discusses the sharing of fake information on social media. It notes that fake information is shared for quick publicity, criminal intentions, or to generate controversy. Many people share fake news because they believe it is genuine due to how messages are crafted or their lack of media literacy. Fake information is often shared to warn others of health or financial risks or with people who share similar interests or can be influenced. However, consumers often do not check the authenticity of information they receive, which allows fake news to spread. An experiment showed how quickly and widely fake news about a classmate getting married was shared and believed on social media.
Village report on Kadambadi Village
As part of an assignment of a course in India Marketing taught by well renowned Prof. Harish Bijoor who is an ace in the field of Market Research and Marketing.
Information was complied by personal interviews and three field visits made by the group in the month of February and March 2020 and have tried my best to maintain correctness and credits as much as possible.
Micro- Business Plan for a remote Village in Mahabalipuram
As part of India marketing Course by Harish Bijoor At Great Lakes Chennai. Micro Business plan to set up a weekly Bazaar for Kadambadi village
India Marketing _ Interview of Villagers to seek Business Insights for Rural
1. The document summarizes insights from talking to Mrs. Shivranjani, the principal of a local primary school in a village called Kadambadi, about technology usage, transportation, and daily needs in the village.
2. While many villagers now have access to smartphones and use apps like WhatsApp and Facebook due to affordable data plans, high-involvement purchases of things like new vehicles are still less common as people prioritize functionality over upgrades.
3. The village lacks grocery stores and access to a variety of fresh produce, as residents have to travel to nearby cities to buy vegetables, showing a need for improved local infrastructure and businesses to bring more convenience and options to villagers.
Brand Key: Kia Motors
Kia Motors is focused on turning cars into lifestyle spaces through continuous innovation. Its key strengths are futuristic goals to establish itself globally and create a safer, more convenient future. Its main competitors are Hyundai, Ford, Chevrolet, Honda, FCA, Daimler, Toyota and Volkswagen. Kia's management philosophy focuses on accountability, realizing potential, and practicing humanity. Its discriminators are promoting customers, embracing challenges, collaboration, respecting talent, and respecting diversity globally. Kia targets young couples and sports lovers interested in new technology.
Census 2011: Rural Urban Skews
As part of our India Marketing course by Mr. Harish Bijoor, here are various insights on Census 2011 based on certain parameters as specified in the course.
More from Disha Ghoshal (20)
CRM: MAHINDRA FIRST CHOICE SERVICES: CREATING A VALUE PROPOSITION
CRM: MAHINDRA FIRST CHOICE SERVICES: CREATING A VALUE PROPOSITION
Â
Economics of Strategy: Strategies of Related Diversification
Economics of Strategy: Strategies of Related Diversification
Â
Micro- Business Plan for a remote Village in Mahabalipuram
Micro- Business Plan for a remote Village in Mahabalipuram
Â
India Marketing _ Interview of Villagers to seek Business Insights for Rural
India Marketing _ Interview of Villagers to seek Business Insights for Rural
Â
NAB as Paul Nasr for MORGAN STANLEY Case
- 1. NAB as Paul Nasr for MORGAN STANLEY Case FT201032 Disha Ghoshal Answer 1. Yes, I as Paul Nasr will recommend Rob Parsons for a promotion because I have worked with him previously and I am fully aware of his expert potential in Capital Market services which is an imperative field for Morgan Stanley if we want to maintain our status quo as leaders in BFSI. I firmly believe that Parson is a strong revenue generator and has provided a great deal of new business for the firm. He wants to be in a senior leadership role as his long term goal however does not want to deal with the operational transactions where he has to deal with a lot of people from Morgan Stanley. He is goo with clients and he just wants to build up on that forte more rather than become a holistic leader. So. I would ask him to be promoted to an MD role because if not he will leave and that will be loss making for Morgan Stanley. But there are some conditions that I will put before him and come up with a suitable plan. Answer 2. I will nominate three very people friendly managers from the firm to be upgraded to a position just below the MD (not an executive assistant but more like a shadow recruit who can step up into a director position later) who gels with Parsons as well and will take care of all the organizational responsibilities of Parsons. HE will be the face of Parsons’ deals within Morgan Stanley and help keep the value system intact whilst not compromising on the deals that Parsons will crack with his network and partnerships outside the firm. Dilemmas in the case: 1. Parsons’ lack of people’s skills and steadfast individualistic approach to doing things 2. Lack of sync between the way Parsons functions and the way the other employees work at Morgan Stanley 3. Lack of initial guidance to Parsons informing him about the behavioral requirements at Morgan Stanley. 4. Finding a right suitor for this role might be a huge task. 5. Acceptance of a shadow to an MD within the organization