Parson at Morgan Stanley
From our previous analysis we concluded that It was the wisest choice to promote Parson.
However it is obvious that this sensitive case may bring some problems in the near future.
In the first place we have to analyze again who Parson is, the type of person he is and his personality. Then we have to agree on the path the company wish to take concerning it’s culture and it’s system of values.
Parson is a type C personality, he is highly active and efficient, but lacks some belonging feelings and managing skills. His key characteristics are that he is an innovative, individualistic, versatile person and is attracted to entrepreneurial ideas. Parson is resourceful in solving challenging problems but neglects routine assignments. Parson falls under only about five percent of the population.
We said is the previous analyses that the company culture was wanted to be shaken, but it’s path cannot deviate from it’s intrinsic and original values since it is was brings it all its particularity, ethic recognition and “ One Firm Firm” status. Therefore we’ll consider that the firm values will not deviate from what it is known to be.
We will divide this analysis in two parts, First we will analyse what problems this promotion could bring, and then we’ll try to give strategic answers to solve them.
We will first develop the problems that may cause Parson promotion in the business results of the company. Then analyze how this promotion can hurt the company culture and Morgan Stanley’s work force. Finally we’ll briefly analyze the dangerous lack of belonging feeling of Parson himself.
It may influence the business of the department :
Parson is the type of challenger needed to achieve the hard task in the department, he has been extremely efficient in the business and built some strong relationship with new clients. His promotion to senior manager may affect the business results for the following reasons.
- First, the fact that he has been
However it is obvious that this sensitive case may bring some problems in the near future.
In the first place we have to analyze again who Parson is, the type of person he is and his personality. Then we have to agree on the path the company wish to take concerning it’s culture and it’s system of values.
Parson is a type C personality, he is highly active and efficient, but lacks some belonging feelings and managing skills. His key characteristics are that he is an innovative, individualistic, versatile person and is attracted to entrepreneurial ideas. Parson is resourceful in solving challenging problems but neglects routine assignments. Parson falls under only about five percent of the population.
We said is the previous analyses that the company culture was wanted to be shaken, but it’s path cannot deviate from it’s intrinsic and original values since it is was brings it all its particularity, ethic recognition and “ One Firm Firm” status. Therefore we’ll consider that the firm values will not deviate from what it is known to be.
We will divide this analysis in two parts, First we will analyse what problems this promotion could bring, and then we’ll try to give strategic answers to solve them.
We will first develop the problems that may cause Parson promotion in the business results of the company. Then analyze how this promotion can hurt the company culture and Morgan Stanley’s work force. Finally we’ll briefly analyze the dangerous lack of belonging feeling of Parson himself.
It may influence the business of the department :
Parson is the type of challenger needed to achieve the hard task in the department, he has been extremely efficient in the business and built some strong relationship with new clients. His promotion to senior manager may affect the business results for the following reasons.
- First, the fact that he has been