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Patricof's focus was not on results or productive feedback from employees. He felt that style and a tolatarian approach to personnel management was best suited for this total quality (TQ) training program.
Other barriers Smithers faced was the possibility that employee expectations on the success of this new program may be too high given previous attempts to change Sigtek's differing engineering and manufacturing corporate culture. It would be difficult to unite these two internal organizations.
The major drivers to the success of the TQ program was that Sigtek was in desperate need of a change in its processes or face the risk of going out of business...
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