Submitted by:

Himanshu jain
Debeshi sur
Mehtab singh lala
Soumendu mukhopadhyay
Aprakhar pandey
Ankit jaiswal
Abstract

Some of the most sort after internships or jobs are not
always what they seem to be.
In the case study Brussels and Bradshaw we get to
look at some of the hurdles a young intern must face.
We will then look at ways to improve an old fashion
monolithic organization like Brussels and Bradshaw.
We will look as to how to remove the obstacles that
this intern endured.

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 and
Bradshaw, by some of her friends.
The position was offered to Audrey and she immediately
accepted it.
Audrey made it through the whole summer, but she could
have been given a better work experience.
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 without
instruction. 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 were
dubbed 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 be
disgruntled by the lack of mobility and took it out on Audrey.
Issues faced
Sean may have been altering Audreys work to make her
look bad. Fake deadlines were given regularly to
employees, which put unneeded stress on them.
There is no one employed by the company to handle any
Human resource issues.
Kelly Richards handled some human resource
administration but was not formally trained in the field.
When Audrey would inform Kelly of issues, Kelly told
her to handle them herself.
Long hours were worked on a regular basis and there was
no evidence of any work life balance in this organization.
Money was the only motivation in this organization.

ways to improve
Audrey completed the summer internship, but could
have had a much better experience.
Brussels and Bradshaw can hire qualified and trained
Human Resource professional to address all these
issues.
Introductions to a mentor and buddy should be made
the first day or week.
Detailed expectations should be outlined and
reviewed 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 to
redesign Seans position to find ways to motivate him.

ways to improve
Job demands and schedules adjusted to healthy levels
would increase the organizations health.
If Brussels and Bradshaw had trained human resource
professional, 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 to
enjoy her internship.