I.

Executive summary

Investment banking was a business that focused more on providing capital to its clients
during growth or expansion, and they were never known for its progressive human resources
policies. Many job seekers grab their opportunities in investment banking due to their lucrative
bonuses. But throughout an investment banker’s career, a substantial portion of compensation
was derived from performance-based bonuses. Brussels and Bradshaw are one of the companies
that really reflect the attitude and policies of investment banking. It is a well-established banking
institution that provides its clients with efficient and competitive solutions for their community
and institutional environment. As a result of its competitiveness B&B pushes its employees to
their limits in order to meet the client’s demands. B & B is one of the well-known investment
banks in several countries which has a capacity to adapt innovative abilities to adapt to different
market trends. In contrast, the company and management push the workers to their own limits.
This research will assist employees and Brussels and Bradshaw company to select what course of
action they will be implementing to improve their working environment and supply what the
company lacks which consists of their working environment and firm structure. The researchers
recommended that B & B companies should support learning proper handling of employees from
managers and new employees should go through proper induction and this will ensure
performance throughout the employees' stay in the organization. In addition, the management
should seek to address the pertinent issues like the misleading disciplinary regime that has
impeded employee performance in the workplace.

II. Statement of the problem

There are key organizational behavior issues evident in this case especially since the company
offers competitive, innovative , and feasible solutions for the betterment of their organization and
community environment. The following are the issues that this study encountered:

Lack of Proficiency in the working environment. Brussels & Bradshaw has an immediate
problem with the design of the firm. They have assigned personnel who are responsible for
reviews, employee placement, and tasks of a human resource employee, despite the fact that the
firm does not have the training to do so. Lack of Efficient Firm Structure. Due to the present
firm structure in the study, employees don’t have any authority to enforce any change in the way
subordinates are treated. Applying unnecessary pressure to multiple projects. Putting pressure
on the new employee even if it wasn't necessary, they said that they do this for them to know if
the new employee is not weak for the position that they are trying to get. Ineffective managerial
coaching. Reveals that the vast majority of ineffective coaching behaviors encompass
communication barriers, the flow of information, and improper behaviors and approaches to
working with employees. Excessive use of Coercive Power. B&B heads threats and force
employees to push their limitations in projects in order to achieve desired results of the project.
And if employees don't meet the goal, they will surely experience different kinds of
consequences. Lack of Proper Business Ethics. Every organization requires the presence of
proper business ethics. This study found that the organization lacks ethics since abuse to
employees and unfair treatment are present. To find possible answers and recommendations, it is
critical to understand a company's problems. In the case of Brussels and Bradshaw Company,
there are both short-term and long-term issues: Short-term Issues- Abuse to employees right,
Aggressive treatment towards to the new employee Long-term Issues- Monetary difficulties

III. Causes of the Problem

The issues highlighted in the Statement of the Problem are Lack of Proficiency in the working
environment, Lack of Efficient Firm Structure, Applying unnecessary pressure to multiple
projects, Ineffective managerial coaching, Excessive use of Coercive Power and Lack of Proper
Business Ethics . These are six issues that might result in a toxic environment and a high rate of
employee attrition. The effectiveness of the workers and their attitudes in the workplace are
based on how they were treated in the company. These issues in a company should be given
serious consideration and improved for the employees' and the entire company’s betterment.

According to the study of Kishori Singh & Reetu Singh (2019), Employees are the most valuable
assets of an organization. It is they who add value to the organization in terms of quantity and
quality as well. Therefore, it is indispensable to maintain a permanent and promising workforce;
which over the years has become a tough task for employers and thereby increased attrition in
the organizations. Company with an unhealthy working environment or ineffective leadership is
one of the reasons for employee attrition.

As stated in the study of Ellinger, Hamlin and Beattie (2008) entitled Behavioral indicators of
ineffective managerial coaching that ineffective coaching practices that had previously been
identified in research shared a large majority of them. Using an autocratic, authoritarian,
controlling, or dictatorial style, inadequate communication and information distribution, and
improper behaviors and working methods with workers were the most prevalent ineffective
behaviors.

According to Bhutta et al. (2021) managers with better ability take initiatives and innovative
actions to utilize firm resources for long-run financial sustainability. Additionally, they found
that a manager’s personality traits and competencies drive optimal resource utilization.

Demerijan (2012) found that managerial ability is significant in establishing, progressing, and
achieving firm success, measured by productivity, investment decisions, compensation, and
overall firm performance. Literature shows that specific manager traits, such as ability, skills,
and talent, affect a firm’s performance, such as finance, accounting, and managerial research and
practice.

According to the researchers' investigation, the management's abusive goals or beliefs are the
cause of the unfavorable environment in the B&B organization. This relates to their mentality
that, regardless of the circumstances that may confront employees, delivering the clients with
high-quality service is of the utmost importance. Employee rights are not taken into account;
rather, the company's state is what matters most to them. Conflicts inside the organization may
arise as a result of an unhealthy work environment.

IV. Decision criteria and alternatives

Every organization's human capital provides an overview of personal history that is
integrated into the group's ability to disclose the best strategy from its various employees. Future
success and stability of an organization depend on competence and talents. It is generally
acknowledged that education and preparation received during the course of a person's working
career increase that person's willingness and capacity to work, overcome obstacles, and exercise
inventiveness (Rahman, 2021).

In evaluating the working environment of the B&B company, the researchers offer the following
solution based on the statement of the problem:
● Employee satisfaction
● Environmental implications
● Risk level
● Ease of implimentation
● Communication
The researchers also suggested the following alternatives:
● Offer support and service
● Work on company’s value and culture
● Employee proficiency
● Support diversity and inclusion

PROS AND CONS

Researchers provided data for Brussels and Bradshaw company to interpret and evaluate in the
proposed alternatives that consist of :

DIVERSITY INCLUSION

PROS CONS

Innovation and Creativity- Diversity Transitioning Challenges- Clashing cultures

supports market growth and fosters may create instances of misunderstanding of
innovation. meanings. Something may be highly
disrespectful to one culture when it is a joke
in another.
Competitive on a Global Scale- To
effectively compete on the global stage,
companies must seek out diverse workforces
that mirror the diverse population in the points
of view they serve.
Financial Impact in the Short-Term - You
may already have experience in the area of
accommodation in the workplace if you’ve
been in business for some time and diversity
will also require some flexibility and initial
cost outlay

SUPPORT AND SERVICES

PROS CONS

Increased productivity- When employees get Complicated access system- Complicated

the support and learn the coping strategies processes mean support can be delayed. It
they need to feel better; employees can focus makes it challenging for employees to
on their work and leave worries behind. navigate the EAP services and get the help
they need.

Awesome reporting- These insights will help Expense- While many EAPs are covered by
you take care of your team better in ways the company and free for the employee, some
outside of your EAP service. are not. If employees have to pay, that
increases entry barriers and excludes many
people who need these services.

MEASURING EMPLOYEE PROFICIENCY

PROS CONS

Employees can assess their current
performance and determine whether their
skills and abilities act in accordance with the
organization's expectations by using a
performance review system that has been
properly implemented.
Lack of written objectives or interactions with
an employee may persuade the manager that
he is unable to render a meaningful
assessment.

The procedure satisfies employees' wants for Negative feedback may lead to aggressive or
recognition and promotion while enabling confrontational behavior, which puts the
management to establish standards for manager in a challenging situation.
acceptable performance.

IMPROVING COMPANY'S VALUE AND CULTURE

 PROS CONS

A better work environment. The right
culture can enhance daily interactions
between employees and contribute to a more
efficient workplace.
Cultural changes that miss their target.
Cultural changes should be focused at specific
aims, such as enhancing performance.
Miscalculations, however, may have no effect
at all or even the opposite consequence of
what was intended.

Increased efficiency of business processes. Placing more emphasis on company culture

Individual performance improvements result
in improvements throughout the entire
company because culture fuels it.
than on performance. Organizational culture
modifications are often meant to promote
organizational performance, organizational
transformation, or other purposes. However,
placing too much emphasis on culture may
divert attention from those goals.

V. Recommended Solution, Implementation, and Justification

Brussels and Bradshaw has become well known investment banking in almost 25
countries. B&B took pride in its creative capacity to respond to market trends and complete some
of the biggest deals in North America. However, there are still areas that the company should
improve.This research will enable employees and Brussels and Bradshaw company to decide
what course of action they will be implementing to improve their working environment and
provide what the company lacks, namely Proficiency in the working environment, Firm
structure, and managerial coaching.

The study recommends that since the current discipline affects employee performance to
a very great extent, there should be increased support for learning proper handling of employees
from managers and new employees should go through proper induction and this will ensure
performance throughout the employees' stay in the organization. Managers and supervisors
should therefore be responsible for the investigation of counterproductive behavior of their
employees and theirs as well.
The study also recommends that although high standards in an organization are important
in bringing success to the organization, the management should seek to address the pertinent
issues like the misleading disciplinary regime that has impeded employee performance in the
workplace.
The study finally concludes that three components are necessary for the effective
maintenance of a disciplinary procedure in an organization: consultation or negotiation,
communication with everybody concerned regarding the exact way in which the system operates,
and training of the individuals involved in a disciplinary process. The application of discipline
should be immediate, with warning, consistent and impersonal.Human resource management
could utilize the recommended guidelines for more effective application of discipline in
organizations. These guidelines encompass the process of positive discipline. Positive discipline
corrects defiant employee behavior through support, respect, and people-oriented leadership.
Positive discipline is a management philosophy that assumes that improved employee behavior is
most likely to be long-lived when discipline is administered without revenge, abuse or nastiness.

VI. External Sourcing

A comprehensive approach to the development phase and recognition by the top executive
that the most significant factor in effective change implementation , in particular the process of
strengthening employee participation, wherein the managers and the organization itself are
involved,was critical for the overall success of the project. Effectively instructing individuals
about the goals, activities, and expectations that an organization has for them allows them to
better comprehend the need for change and their involvement in the overall process (Griffin,
Baszczyk, 2018).
According to Aon Hewitt's assessment, the most important factor in fostering employee
commitment is a job placement index, followed by performance management and the
organization's integrity. Wages are ranked fourth, and communication is placed fifth. Managers
and senior managers had the highest degree of participation (75%). (Aon Hewitt, 2017) In
contrast, according to research conducted by Bruce and Tulgana from 2016 to 2017, cited by
Jaboska (2020), the most significant individual within the organization for employees is the
immediate supervisor, and they want to receive information about their tasks or work evaluation
from them.
According to Rob Cross (2022), in an article in HBR magazine, managers in charge of the
organization's change process were aware that in order for the entire process to be effective, one
must first persuade managers to change. It was agreed that they would be at the heart of the
transition in order to link them as much as possible with the changes that are taking place and to
allow them to adjust as quickly as possible and respond to any incompatibilities. The supervisor
who is immersed in and persuaded by the notion of change, who has adopted new values and the
management style desired by the organization, will be more dependable during discussions with
workers.
The research indicates a complicated perspective on human resource management. At the
same time, the research provides a precise explanation as to what aspects influence the job
performance of an employee, such as Locke's. Simultaneously, it is discovered which areas
require additional attention by the organization in order to boost employee work satisfaction and
motivation, and hence the overall performance of the organization.
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