8/10/2019 Brussels and Bradshaw

1/7

Submitted by:Himanshu jain

Debeshi surMehtab singh lala

Soumendu mukhopadhyayAprakhar pandey

Ankit jaiswal

8/10/2019 Brussels and Bradshaw

2/7

Abstract

Some of the most sort after internships or jobs are notalways what they seem to be.

In the case study Brussels and Bradshaw we get tolook at some of the hurdles a young intern must face.

We will then look at ways to improve an old fashionmonolithic organization like Brussels and Bradshaw.

We will look as to how to remove the obstacles thatthis intern endured.

8/10/2019 Brussels and Bradshaw

3/7

It is about a young female intern (Audrey Locke) working

for a firm named Brussels and Bradshaw. Brussels and Bradshaw is a well-known investment

banking company that Audrey Locke desired to intern for.

Audrey was well prepared for this opportunity and had the

resume to back it up. The down turn in the economy made this internship more

competitive and prized.

Audrey was warned of the intensity, at Brussels andBradshaw, by some of her friends.

The position was offered to Audrey and she immediatelyaccepted it.

Audrey made it through the whole summer, but she couldhave been given a better work experience.

8/10/2019 Brussels and Bradshaw

4/7

Issues faced

The issues that troubled Audrey were many, and may be too

burdensome to overcome. The training, in Chicago, went rather smoothly for Audrey and

she was eager to report to the Toronto office and begin working.

The initial assignments given to Audrey, were given withoutinstruction. Audreys mentor (Jake Frescott) and assigned buddy

(Christine Page) were nowhere to be found. Audrey was not formally introduced to Christine until the

fourth week of the internship.

When Audrey and Christine were seen together, they weredubbed the sorority girls. This was a monolithic organization

comprised of mostly males and apparent gender issues. The Project manager (Sean Patterson) that Audrey was working

under was stagnate in his position for years. Sean seemed to bedisgruntled by the lack of mobility and took it out on Audrey.

8/10/2019 Brussels and Bradshaw

5/7

8/10/2019 Brussels and Bradshaw

6/7

ways to improve

Audrey completed the summer internship, but couldhave had a much better experience.

Brussels and Bradshaw can hire qualified and trainedHuman Resource professional to address all theseissues.

Introductions to a mentor and buddy should be madethe first day or week.

Detailed expectations should be outlined andreviewed regularly. All employees should be given

training in diversity, discrimination, and ethics. Understanding others goes an extremely long way. A

trained human resource professional would be able toredesign Seans position to find ways to motivate him.

8/10/2019 Brussels and Bradshaw

7/7

ways to improve

Job demands and schedules adjusted to healthy levelswould increase the organizations health.

If Brussels and Bradshaw had trained human resourceprofessional, then Audrey would have had a healthier

experience.Audrey showed signs of emotional stability and that

helped her endure the internship.

If Brussels and Bradshaw were a healthier

organization, then Audrey would have been able toenjoy her internship.