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Terminated 8 at new branch, some had been FCs for >6 yrs. 1985 goals: complete office renovation, open new satellite office, and develop small business trade. Desire to build culture of “high producing, successful group of professionals who help one antoher and work together”
o On-the-spot informal, hands-on training. Very knowledgeable of product offerings, knack for matching to right client.
o Invests time & original training ideas (mentor program pairing successful/experienced top producers with new blood ? “learn firsthand superior customer service & prudent money management”
o Emphasis on compliance (avoiding unsuitability, misrepresentation, unauthorized trading) ? new compliance officer/administrative manager Fred Lewin
1) Identification of problem(s) in the case
• Primary: Ted’s rejection of corporate culture of sharing and cooperation
o private office space
? 8/45 with private offices ? the best & most experienced
? Request “totally inappropriate”, although 1 available
? Success symbol ? impact on rest of office, threat to culture
o Ted’s unwilling to assist others perceived as lesser status/classification, Ted’s sense of appropriate chain of command
o “Stiff formality and need for privacy” – objects to shared office space, rearranging materials prior to drop-in meetings (clash with Karen’s informal approach)
o Growing displays of ego & temper
• Ted’s alternative/independent business development approach
o Instead of traditional/customary (200+ daily cold calls, participation in seminars) ? Taiwanese community involvement
o Reluctance to accept assistance with account management using Merrill Lynch Asset Management, insistence to handle on own (not customary for large accounts)
• Ted’s investment in risky stocks & use of margin borrowing (is client aware? Client-focused?)
o Initial investments stuck to plan approved by Karen Leary (equal dist...
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