What Is The Company's Underlying/Main Problem?

Read the questions carefully and answer in paragraph form.
1. What is the company’s underlying/main problem? Explain your answer. (5 points)
Personal relationships was highly prioritized by the organization which led to lack of power assertion among supervisors to avoid conflict and lack of communication among the associates and low-level managers resulting to conflict escalation.
This is evident in how previous supervisors depicted Terri as a model employee even if she was not able to be of the standards of the organization and even claimed her to be a problem employee from day one. There is a misalignment of how documents were written and how the supervisors actually perceive Charlene to be. Due to the high prioritization of personal relationships
There was too little communication among them which led to conflict because individuals do not know enough of their intentions, goals, and plans making coordination more difficult. In the case of Charlene and Terri, Terri was the only one concerned about the performance Charlene was putting up: tardiness and errors. When Charlene was asked by Terri about what problems she can help her with, she refused to open up and just said that she would do better. Even though Terri showed Charlene signs that she was concerned, Charlene just dismissed them because she does not want to be seen as vulnerable. As the case said, one word description of Charlene’s response to the evaluation is indifference. There were no meetings mentioned in the case where associates and supervisors come together to solve the problem. This is important because the issue does not solely lie between Charlene and Terri anymore, other senior tellers were showing signs of sympathy to Charlene, leading to uncooperativeness towards
This is evident by how Terri asked for advice with the operation managers and her friend who is not even involved in the company’s problems. According to totaljobs.com, operations managers’ role in the company are to oversee the production of goods and services, making smooth and efficient services that meet the expectations and needs of the clients and customers. Consulting with operation managers might not be a good idea because they are the ones managing the whole production of goods/ services and not the conflicts of the employees so they do not have expertise in resolving this kind of conflict. HR supervisor or head should be the one coordinating with Terri on how to fix the conflict. It seems like the organization lacks coordination and communication also with other respective