Michael-Lean In the case study of Brussels and Bradshaw

Michael-Lean In the case study of Brussels and Bradshaw, it is apparently clear that Audrey Locke, summertime intern, was faced with many unnecessary workplace created stresses. Russell and Bradshaw is a well-known investment banking company that Audrey Locke strives to intern for. Audrey was well prepared and had an astonishing resume. The downward spiral in the economy made this internship more competitive and desired. Audrey was warned of the intensity she would endure at Brussels and radish by some of her friends, but Audrey relished in the opportunity the position

Mould provide as she immediately accepted it. The May two week training, in Chicago, Net rather smoothly for Audrey and she was eager to report to the Toronto office and begin working. On August 26th, Audrey is sitting outside the acting Business Development Manager’s (Kelly Richards) office awaiting her final review, pondering the mass amount of issues during the last few weeks at B, and whether she wants to accept a position with the company if offered. Out of the eleven possible workplace stresses outlined in the textbook, ten were apparent in this case study.

Role conflict, role ambiguity, work overload, occupation, resource inadequacy, working conditions, management style, Job insecurity, incivility in the workplace, and perceived gender issues. Had Mrs.. Richards received HRS training, she would be in a better position to help interns coming in, which would lead to a sense of placement for intern given a position in the company. When paring up groups for projects, Mrs.. Richards could keep problematic relationships amongst the workplace in mind to insure less stressful environments.

Mrs.. Richards should have also introduced Aubrey to her assigned buddy (Christine Page) and her assigned mentor Cake Prescott) in her first few days at the firm instead of letting 4 weeks pass before the introductions. When Audrey and Christine were seen together, they were dubbed “the sorority girls”. This Nas a monolithic organization comprised of mostly males and apparent gender Issues. The initial assignments given to Audrey by her Project manager (Sean Peterson) were given without instruction.

He appeared stagnate in his position and mimed to be disgruntled by the lack of mobility, therefore taking it out on Audrey. If Audrey had a department to file management complaints to, Mr.. Peterson would have had stricter parameters set on how to treat Audrey, resulting in less unnecessary stress set on her which in turn would benefit the company by retaining personnel like Audrey instead of possibly losing her to another company. Many of these issues could have been avoided with proper training, role description, rules and guidelines on treatment of others in the workplace, and gender equality.

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