That observation did not make me very enthusiastic about posting anything else in the future. Who wants to be part of a committee that makes a wildebeest? [That's the proper spelling, by the way.]
Please don't quit Red Bead. I found your post informative and helpful. As a matter of fact, this was an incredible thread, peppered with some excellent posts from some folks that have been around here for a while, and some that were new.
For the Original Poster and all others: take head of
every suggestion given in these threads. Build a toolbox of sorts of methods/philosophies to invigorate the QMS system. Don't ever just approach the problem with one tool or one solution.
If you read virtually every post on this thread, you will see the significance and mention of upper management and their support. E
very passionate practitioner will need to be a student of their management, and their organization's culture. Yes management needs to support it, but one may need to be a bit creative to gain that support. So thank you, for all the input from everybody. I learn from your suggestions.
This is an oldie but a goodie:
You catch more flies with honey than vinegar.
Are these not reasonable scenarios?
1. New management; don't understand the QMS.
2. New employee turnover; don't understand the QMS.
3. Good management; willing to listen.
4. Bad management; not willing to listen.
5. Dumb management; don't know the difference.
6. Poor procedures; need to be revised to reflect current practices.
7. Good procedures; current practices need to reflect procedures.
Shall I go on?? All different scenarios, and they cannot all be approached and banged in like a tin can with a hammer. It may require several passes with different approaches.
Not all of us have the luxury of just leaving a less-than-ideal job, just because they don't reside on the same philosophical quality plane where we reside. It may take some time, but you know, maybe you can change management. If they're willing, you might can educate them. Maybe you can start improvement one person at a time with the janitor, until it makes it to the CEO. Honestly too, maybe reading the writing on the wall will let you know when it's time to update the resume and move on.
I laud the input and feedback from my friends and associates here at the Cove. Please do continue to learn new tools, and please offer up as many suggestions as you have for advancing the quality system.
, already in it's 37th Edition, helps you identify the grumpy covers, who have not learnt yet that they should avoid posting when they are "extra-grumpy".
Design_by_committee.
.... You are right that an organization gets the QMS it deserves but .... if it takes the time and expense to hire an enthusiastic quality professional then there is a good chance they will take some notice of what they say - especially when they have a couple of wins under their belt. 
