After reading The Unmanageable Star Performer, it is clear that there is unresolved conflict between the members of Leman Highlander & Company. Some of this stems from the organizational structure. While they have surveys that employees fill out to report and discontent or issues, there is no system of accountability to implement any changes to improve the lives of their staff. Anyone who disagrees with Vijay Kumar doesn’t voice their opinions or just leaves the company. By ignoring the issue of Vijay, they have created a dictatorship where one person controls all major decisions with little respect or tolerance of any outside opinions. Another component of the conflict arises from incompatible goals between Vijay and the rest of upper management. They are impressed with the figures of the Mumbai branch’s growth, but they also care about the well-being of their employees, whereas it is obvious Vijay only cares about the former. This misalignment of goals for the organization lead to the “ends justify the means” approach the Vijay is using with an iron grip. Because he cannot see past the shortcomings of his performance driven goals for the firm, they have begun to taint the name of the founder Leman. A third facet to the conflict lies in the fact that they need to develop better ways to communicate between branches. It is obvious that the employees are reporting that they are far from being happy in the workplace, yet everyone is reluctant to communicate with Vijay, even Stefan who is his equal in the firm. The lack of accountability ties in with the poor communication. When someone doesn’t perform well, or with Vijay who is acting like a tyrant, no one has bothered to communicate with said party about the grievances brought up against them so the issue just festers and gets worse over time. It is also important to note that there is normally a high power distance