| Strategic Barriers | Contextual Barriers |
| - Unjustified TQM programme | - Inappropriate organizational culture |
| - YQM adoption barriers | - Difficulties in changing organizational culture |
| - Unrealistic expectations | - Lack of team orientation |
| - Deficient leadership Poor management | - Poor and ineffective communication |
| - Lack of top management support | - Poor coordination |
| - Management turnover | - Lack of employee trust in senior management |
| - Middle management resistance | - Problem solving mindset |
| - Inappropriate planning | - Lack of innovation |
| - Lack of constancy of purpose | - Political behaviors |
| - Lack of long-term view | - Diversity of workforce |
| - Lack of vision and clear direction | - Mindset barriers |
| - Conflicting goal and priorities | Procedural barriers |
| - Placing a poor priority on quality improvement | - Lack of process focus |
| - Experience of previous failed change initiatives | - Lack of proper process management |
| - Lack of government support | - Lack of customer focus |
| - Political uncertainty | - Lack of supplier involvement |
| Human recourses barriers | - Bureaucracy and paperwork |
| - Lack of employee interest | - Lack of evaluation and self-assessment |
| - Lack of employee commitment and involvement | - Incompetent change agent or quality consultant |
| - Incompetent employees | - Ineffective corrective actions |
| - Employees resistance in change | - Time consuming quality improvement efforts |
| - Lack of good human resources | Structural Barriers |
| - Inadequate empowerment at all levels | - Inappropriate organizational structure |
| - Employee shortage and increased work load | - Lack of organizational flexibility |
| - Lack of employee training and education | - Lack of physical system |
| - Lack of employee motivation | - Lack of information system |
| - High employee turnover | - Lack of financial support |
| - Lack of recognition of rewards | - Time shortage |