please answer the highlighted questions in depth

Problem-Sotiing Perspective 1. What is the underlying problem in this case from co-CEO Haselden's point of view? Do you believo co-CEO Korcy has a different point of view? 2. What do you think Away needs to do to reduce employee stress and barnout? Application of Chapier Contewt 1. Use the Big Five peryonality dimensions to describe co-CEO Korey, Justify your description. 2. How would you characterize co-CEO Korey's emotional intelligence? 3. How does the company view employees who want to take time off or who do not immediately answer messages? Use attributional tendencies in your analysis. What impact does Away's culture have on employec engagemitnt, job satisfaction, and organizational commitment? Explain. Which batriers to diversity is Away displaying? 6. What sourees of job-related stress exist at Away? How can these be remedied? Emotional Baggage at Away Lusgage desegner, manufeturef, and retailer Away was tounded in 2015 by Stcphanic Korey and Jennifer Rubia. Their gaal was to create stylish lugengo that cost less thail exisiling brands because it would be sold direetly to cossamers, climinating the midudeinaili fs first produet was a fourwheel, hard-shell bag that fit into an overhead compartment, came in 10 colors, and cost $225 ( similar ifem from Tami cost $525). The femalespanded startup was a hit and the company resched a valuatien of $1.4 bellion in 2019 . Korey. Who led the company as CEO. Was featared on the cover of Forber's " 30 under 30issue and credited with designing a unique sales strategy. This stratcgy incladed 1,000 influencers pushing the brand on lnstagram, keeping it top of misd for travelees.378 Korcy soon became even more famous for her ambitioes attitnde, but not in a good way. A series of reports from former employens told a workplace hortor story, uncovering a "cutthroat culture" whert employees were regularly "brutally criticized." As a result, a negative liget was shone on the online laggape retailer and Korey was forced to temporarily resign. 379 Let's inspect Away's bageage. ABUSIVE MANAGEMENT PRACTICES Employees are attracted to Away's mission, which promices a lifestyle of inclusion and nice vacations. -In my mind, it's a trivial product thur. the brand is more than gust luggage.... It's about travel," says Avery, a former employee who blew the whistle on the company's tosic practices (her last name has not been pubtished). Away's core values include being thoughtfal, customerobsessed, iterative. en povered, oceessible and in it togethet. Bat Avery aad other emplayees say the conpany's globally minded mision and values are just a emokencreen to eet employces to work harder and cope with the resultiag seress. They claim the following: - Bripowered means don't schedule time off, no matter how much you've been woiking. - Cismomerabressed equals do whatever it takes to make the customer happy, even if it costs you your weltbeing - In if sogebher means exploiting the fact that employees are close. For example, if one person is forced to work evenings, weekends and bolidays, the entire team does so in solidarity. 380 Part of Away's accessible eore value is to use Slack, an instant-messaging platform designed for workplaces, Slack users can utlite public or private channels of commanication to discuss workplace issues and tasks that nced to be completed. Away, thoagh, has made it clear that privacy isn't an option. The company not only asks employes to refrain from private Slack aiessages. it teportedly tans them from using e. mail to communicate with one another. The compary calls it tranparency; cmployees call it surveillance. And Auxy has done a good job of making its emplogee' point for them. Korey, for instanes, firod several enployes after readiye their conplaints abour the company's diversity practices in a private LGBTQ ehannel they had started. 381 Bmployee stress ast't just coming from the feeling of being watehed. Forner employees paint a pietere of a company that demanded they work exceedingly loog hours and limit time of for entire months at a time. For example, when Away introdiced oce. luggage castomization options abcut 4,000 customer inquities went unanswered. even as some Away employes loged 16 -hour days. These types of situations happen "because senior leaders love cotming up with ideas, bet bate what happens to their profit mareins when they bire more people, +acconding to Blowmherg. 382 Ovtrwotked Away enployees abo couldn't keep up by answering menages immediately, even Late at nipht of on weekends would receive a pubic reprimand on Slack, worsening their meotil state. It was tike having ycur pants pulled down in front of the company," a former employee told Sisities: Inuider. 38! AWAY MAKES CHANGES... SORT OF Away decided to ast in response to the bad prss it was setuigg. CFO Korey releasd an apology a fler viewiag icreenshots of her 5 liek: messages, particularty une is which she called a manager "brain dead, " 1 can imagine how poople felt reading thore mesaes froin the past, because I was appalled to sead them mynelf... I am sinserely sory for what 1 said and hos I said it. It was wroag, glain and wimple." Away took it a step further, forcing Korey to resige and appointine Latelemon COO Stuart flaselden as the new CEO. A few dugs later, the company changed courve. It attacked the media for its reporuing on the towic caltare and announced that Kores would be atayging on wirh. emplopee eriticism. (She elaims the exilet started a "heial media mob. 1 tas IS THE COVERAGE FAIR? Some experts agee with Away's reversal, calligg the news conerage of Korey a "hut piece" and sayine "pople are getting mete- - ws th Eict. Kosey wase' denanding of oebers what she did net demand of hareelf The IS THE COVERAGE FAIR? Some experts agree with Away's peversal, calling the news conerage of Korey a "hit picce" and saying "people are geiting unt." 196 In fict, Kore wasat demanding of others what sle did not demand of hersalf. The same former employees who complained to the prets never denied their leader's work ethic. Korey was always in the office. managed atl the cocngary's cpenations, and was rerulirly online pant midnighe. Moreover, she belicwed she was helping her emplogees' growht and development by providing clear and blunt feadhack But Managemenf expert and former Moeilla exncutive Melissa Nighaingale points to the fict that most employee complaints cume from Axay's customer epperience (CX) team. She believes CX as "the lifelood of our ores" but is oftea ienored by leaders like Koresy and tald fo sack it up (because that's what Korey woald do) "We bore them [CX] oat and we totally know it." ays Nightingale. 388 Lambda School founder Ausen Allred, a cilic of how Korey is being treated, believes that the same isspes could be encovered at "romethine like 99% ' of all higherowth starbaps, should a reporter to looking for it. It's true. Away's culture allowed it to growat hyper. wed, forming a cult-like foblowing with celebrities and Millennials. Former emplegees say Away's rrowing pain is different thoogh. They believe the compaay rold them a bill of zoods, promising to diarup the travel industry, but insead disrupted their family dinners and lose distance travel plans 30 Away, it seems, has become a brand consomen adore, intigates a culture people fear, and prodoces former engloyees wha are burned eut. Does its leader see a problem with this picture