This document provides an overview of Morgan Stanley, including its vision, mission, and history. It then discusses two individuals - Paul Nasr and Rob Parson. Paul Nasr is a senior managing director at Morgan Stanley who recruited Rob Parson from another small organization due to his expertise and strong client relationships. While Rob Parson generated significant revenue, he did not fully adapt to Morgan Stanley's rigid culture. This created a problem for Paul Nasr around whether he should promote Rob Parson as promised despite the cultural fit issues.

1. PRESENTED BY:
SHAMBHAVI NANDA
RICHA SHRIYA
BIRENDRA BANKOTI
PIYUSH KUMAR
ANSHUMAN SAXENA
Md. AMIR
ABHISHEK SINGH
SIDDHARTHA DIXIT

2. INTRODUCTION
 One of the world’s top financial services company.
 Leader in:
 Investment banking
 Private wealth management and
 Bond and stock trading.
 Founded on September 5, 1935.
 CEO: James P. Gorman.
 Founded by : Henry Sturgis Morgan and Harold Stanley.
 Its headquarter is in New York City, NY, United States of America.
 operates in 24 countries and has more than 1300 offices and 60,000 employees.
 In its first year the company operated with a 24% market share (US$1.1 billion).

3. VISION
““ONE-FIRM FIRMONE-FIRM FIRM””
Lead with Integrity.
Put client first.
Win in the marketplace.
Think like an owner.
Keep your balance.

4. MISSION
“Our goal is to be world best investment bank andOur goal is to be world best investment bank and
firm of choice for our clients, our people, and ourfirm of choice for our clients, our people, and our
shareholders”shareholders”
Means ‘Win in the Marketplace, Think Like anMeans ‘Win in the Marketplace, Think Like an
Owner, Keep Your Balance, Put Client First &Owner, Keep Your Balance, Put Client First &
Leads with IntegrityLeads with Integrity’.

5. PAUL NASR
• Senior M.D in CMS appointed by Jhon Mack.
• 20 years of past experience.
• Was a very regarded banker.
• good in building formidable capital market
business.

6. SWOT ANALYSIS OF PAUL NASAR
• Not a good
disturbance handler
Banker

7. ROB PARSON
• Recruited by Paul Nasr in Morgan Stanley
• Earlier he worked as M.D. in a small organization.
• High knowledge and expertise in his field.
• Has strong relationships with the important players in the
banking and insurance industries.
• Joined as a market coverage professional and assigned the title
“Principal” in Morgan Stanley.
• Had Deep insight knowledge of market.
• He new that he is not fit for the culture of the organization
as he was not Morgan Stanley type.

8. SWOT ANALYSIS OF ROB PARSON

9. MINTZBERG’S MANAGERIAL
ROLES

10. MOTIVATION (TWO FACTOR THEORY)
- BY FREDERICK HERZBERG
Rob Parson
Dissatisfaction (extrinsic) factor :
company procedures & culture
Satisfaction (intrinsic) factor :
Responsibility, possibility of growth,
and advancement.

11. PERCEPTUAL ERROR
ATTRIBUTION ERROR :
over estimation of INTERNAL CAUSES and
under estimation of EXTERNAL CAUSES

12. POWER TACTICS OF ROB PARSON
RATIONAL
PERSUASION
LEGITIMATE
PERSONAL
APPEAL
COALITION

13. • IT is an information.
• IT may be positive and negative.
• IT interpreted in terms of performance.

14. WHY FEEDBACK IS IMPORTANT
• Decision making
• Improve performance
• Continue learning
It helps to enhance whether an individual,
Group , business unit company or organization.
It also allows us to build and maintain communication with
others.

15. WHAT IS STAR PERFORMER
 Star performer is always a game
changer
 Basic traits of star performer are
• High concern for
• production
• people (BLAKE & MOUTON
• LEADERSHIP GRID)
 THOSE WHO ARE AT (9,9) IS A
 “STAR PERFORMER”

16. WHY ROB PARSON WAS STAR
PERFORMER ?
• His track record and performance were outstanding and untouchable.
• High knowledge and expertise.
• Accepts challenges.
• Amazing decision making sense.
• Generated high revenue for Morgan Stanley.
• Excellent interpersonal and negotiating skills in respect to his client.
• He alone on his capabilities took the company from 10th
to 2nd
rank.
• Deep insight knowledge of market which others did not have.
• He create needs for his clients.
• He was star performer because he is scarce person for Morgan Stanley.

17. 3600
APPRASAL

18. GROUP RATING

19. PROBLEM
 Paul Nasr promised the PROMOTION when recruited
Rob Parson to Morgan Stanley
 ROB has done tremendous work but unable to adapt
the rigid culture
 due to this It creates confusion in the mind of Paul
whether to promote him or not?
 But Problem with Paul Nasr was that he never give right
feedback to Rob Parson at right time and he handled
him with kid gloves.

20. PROMOTE OR
NOT ?
YES