Ask ten people what makes a product “good quality” and you’ll likely get ten different answers. One person swears by a phone because it lasts five years without a hiccup. Another insists quality means the camera captures colours exactly the way they appear in real life. A factory manager might say quality is simply about building every unit to match the blueprint. They’re all correct, yet none of them tell the whole story. Understanding quality requires looking at it through two complementary lenses: what the user experiences and what the producer delivers. This dual view sits at the very heart of Total Quality Management.

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Why quality resists a single definition

Quality is a slippery word. Philip Crosby famously called it “conformance to requirements,” while Joseph Juran defined it as “fitness for use.” The ISO 9000 family of standards describes quality as the degree to which the inherent characteristics of a product, service, or process fulfil requirements. Each definition captures something real, but each also leaves something out.

Harvard Business School professor David A. Garvin tried to resolve this tension in a landmark 1984 paper. Garvin proposed that quality could be understood through five complementary approaches: the transcendent, product-based, user-based, manufacturing-based, and value-based views. Of these five, two have become the backbone of most quality conversations in business and operations management: the user-oriented view and the production-oriented (or manufacturing-based) view. These are the perspectives we’ll unpack here.

The user-oriented perspective: Quality is in the eye of the beholder

The user-oriented perspective starts from a simple premise: quality is whatever the customer says it is. A product is high-quality only if it meets or exceeds the needs, wants, and expectations of the people who actually use it. This is the view championed by marketing teams, customer experience specialists, and most modern management thinkers. The American Society for Quality notes that TQM is fundamentally a management approach to long-term success through customer satisfaction.

Under this lens, quality is inherently subjective. What delights a young gamer buying a laptop is not what a chartered accountant looks for in the same price bracket. The gamer may prioritise graphics performance and refresh rates; the accountant may care more about battery life and keyboard comfort. Neither is wrong. Both are judging quality by their own yardstick.

Key characteristics of the user-oriented view

Several recurring attributes define quality from the user’s seat:

Reliability measures whether a product works consistently every time it’s used. A washing machine that breaks down twice a year fails the reliability test, even if its specifications look impressive on paper.

Durability refers to how long a product lasts before it deteriorates. An Indian household buying a pressure cooker or a ceiling fan typically expects years of service, not months.

Safety is non-negotiable, especially for items like vehicles, electrical appliances, food, and medicines. The Bureau of Indian Standards sets mandatory safety benchmarks for a wide range of consumer goods precisely because users cannot always verify safety on their own.

Performance covers a product’s primary operating characteristics. For a car, this means acceleration, mileage, and handling. For a mobile data plan, it means speed and consistency of the connection.

Aesthetics and perceived quality round out the picture. How a product looks, feels, and even how its brand is regarded all shape the user’s judgement. This is why a buyer may pay a significant premium for a product from a trusted brand even when a cheaper alternative offers similar specifications.

When the user is at the centre

Think of a family ordering groceries through a quick-commerce app. They’re not inspecting the warehouse processes. They care about whether the tomatoes arrive fresh, whether the delivery shows up in ten minutes, and whether the app remembers their preferences. Every one of these touchpoints is a quality signal from the user’s point of view.

The production-oriented perspective: Quality is conformance to specifications

Shift the camera from the customer’s living room to the factory floor and quality looks entirely different. The production-oriented (also called manufacturing-based) perspective defines quality as the degree to which a product conforms to its design specifications. Here, quality is objective, measurable, and rooted in engineering discipline.

This is the view that Philip Crosby made famous with his phrase “conformance to requirements.” If the blueprint says a component must be 25 millimetres in diameter with a tolerance of plus or minus 0.1 millimetres, then a unit measuring 25.05 millimetres is high quality. A unit measuring 25.3 millimetres is a defect, regardless of whether any customer would ever notice the difference.

Core elements of the production-oriented view

The production lens focuses on a handful of tightly linked ideas. Conformance to specifications is the central concept: every output should match the design exactly. Consistency means that the thousandth unit off the line should be indistinguishable from the first. Efficiency requires that the process minimises waste, rework, and idle time. Cost-effectiveness demands that all this be achieved without bloating production costs to unsustainable levels.

A car manufacturing plant in Chennai or Pune is a textbook example. Quality inspectors check welds, measure panel gaps, test brake response, and verify that every bolt is torqued to the specified value. A vehicle that meets all design specifications is considered high quality from the production perspective, even before a single customer has driven it.

Why specifications alone aren’t enough

The production view has a blind spot. A product can conform perfectly to its specifications and still disappoint the customer, if the specifications themselves were drawn up without a real understanding of user needs. Imagine a mobile phone designed to withstand being dropped from two metres but sold to a market that actually wants a thinner, lighter device. Every unit may pass internal quality checks, yet sales may still suffer. This is precisely why the production lens must be paired with the user lens, not used in isolation.

How the two perspectives converge in Total Quality Management

Total Quality Management is the organisational philosophy that deliberately weaves these two perspectives into a single, coherent approach. TQM is a management system for a customer-focused organisation that engages all employees in continual improvement, integrating strategy, data, and communication across every process.

Under TQM, user expectations become the starting point. Customer needs are translated into detailed technical specifications through market research, feedback loops, and cross-functional collaboration. The production side then takes over, ensuring every unit meets those specifications consistently, efficiently, and at a cost that represents genuine value.

Quality as an organisation-wide responsibility

TQM emphasises that all departments-not just production-share responsibility for quality. This includes sales, marketing, finance, design, engineering, and human resources. A billing error in the accounts department affects customer perception just as much as a dent on a manufactured product. A delay in a hospital’s admissions desk damages quality of care just as surely as a clinical mistake.

Continuous improvement as the engine

TQM assumes that quality is never “finished.” Processes are refined through cycles like Plan-Do-Check-Act, and defects are treated as opportunities to learn rather than as events to punish. The Japanese idea of Kaizen, or continuous improvement, captures this spirit well. Small, steady gains, compounded over years, produce dramatic improvements in both user experience and production efficiency.

Why this dual view matters for organisations

When a company genuinely internalises both perspectives, the benefits show up across the balance sheet and beyond.

Customer loyalty deepens because buyers experience consistent satisfaction and come to trust the brand. Operational costs fall as defects, rework, and waste shrink. Employee engagement rises because people can see their work contributing to something that customers value. The organisation’s reputation strengthens, which in turn attracts better talent, better suppliers, and better partners. The ISO 9000 framework makes these benefits explicit by linking quality management to measurable customer satisfaction and continual improvement.

The Indian context

The relevance of this dual perspective is visible across Indian industries today. Automobile makers like Tata Motors and Mahindra, consumer electronics firms, pharmaceutical companies competing in stringent global markets, and service sectors like banking and telecom are all investing heavily in TQM-inspired systems. Adoption of BIS standards and ISO certifications has become a baseline expectation rather than a differentiator. The public sector, too, has taken note, with initiatives like the Sevottam framework for service delivery in government offices drawing on TQM principles to raise citizen satisfaction.

Balancing value, cost, and expectation

A crucial nuance often gets lost in textbook discussions. Quality, in the TQM sense, isn’t about making the most expensive or most feature-laden product possible. It’s about delivering the right product at a cost that represents the best value for the customer. A premium luxury car and a modest hatchback can both be high-quality vehicles, as long as each meets the expectations of its target user and conforms to its own production standards. TQM seeks excellence in products, services, and internal processes while adapting to evolving market conditions, rather than chasing an abstract ideal of perfection.

This is where the user and production views reinforce each other. The user defines what “right” looks like. Production ensures that “right” is delivered every single time, at a sustainable cost. Neither can succeed without the other, and organisations that try to privilege one perspective over the other typically pay a heavy price, either in lost customers or in unsustainable costs.

What do you think? When you reflect on a product or service you recently used, which perspective shaped your judgement more – your experience as a user, or your awareness of how it was made? And do you believe organisations in your own field are doing enough to balance both views of quality, or is one still getting more attention than the other?

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References
  1. https://www.iso.org/standard/62085.html
  2. https://en.wikipedia.org/wiki/Eight_dimensions_of_quality
  3. https://asq.org/quality-resources/total-quality-management
  4. https://www.bis.gov.in/
  5. https://en.wikipedia.org/wiki/Total_quality_management
  6. https://www.iso.org/standard/45481.html
  7. https://corporatefinanceinstitute.com/resources/management/total-quality-management-tqm/

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Human Resource Management

1 Human Resource Management- Meaning, Nature, Scope and Significance

  1. Understanding HRM
  2. Role of the HR Manager
  3. Future Challenges to HRM

2 Strategic Human Resource Management

  1. Scope of Strategic Human Resource Management (SHRM)
  2. Literature on SHRM
  3. Approaches of SHRM
  4. Models of SHRM

3 Human Resource Planning and Strategy

  1. Manpower Planning
  2. Shortcomings of Manpower Planning
  3. Manpower Planning in the Civil Service

4 Job Analysis and Job Design

  1. Job Description
  2. Job Specification
  3. Job Design

5 Recruitment, Selection, Appointment and Promotion

  1. Essentials of Recruitment
  2. Steps in Recruitment
  3. Methods to Ascertain Merit

6 Performance Appraisal

  1. Introduction
  2. Requirements of Performance Appraisal
  3. Objectives of Performance Appraisal
  4. Approaches of Performance Appraisal
  5. Need for Performance Appraisal
  6. New Imperatives
  7. Performance Measurement
  8. Performance Management
  9. Traditional Methods of Performance Appraisal
  10. Modern Methods of Performance Appraisal
  11. Performance Appraisal of Public Services in India
  12. Proposed Improvements

7 Remuneration and Salary System

  1. Introduction
  2. Wages and Salary
  3. Principles of Remuneration
  4. Methods of Determining Salary Structure
  5. Role of Central Pay Commissions

8 Rewards and Incentive Management

  1. Introduction
  2. Motivation and Incentives
  3. Justification of Incentives
  4. Incentive Plans
  5. Social Security
  6. Shortcomings of Incentive Plans
  7. Conclusion

9 Employee Benefits

  1. Introduction
  2. Meaning of Employee Benefits
  3. Types of Employee Benefits
  4. Pension Scheme
  5. Voluntary Retirement
  6. Conclusion

10 Training and Development

  1. Introduction
  2. Meaning of Training
  3. Training, Development and Education
  4. Importance of Training
  5. Assessment of Training Needs
  6. Learning & Teaching
  7. Steps in Training Programme
  8. Training Methods
  9. Causes for Failure of Training
  10. Evaluation of Training
  11. Conclusion

11 Redeployment and Reskilling

  1. Understanding Redeployment
  2. Redeployment: Guiding Principles
  3. Redeployment: Key Issues
  4. Redeployment Policy Framework
  5. Redeployment in India with Special Reference to VRS and NRF
  6. Reskilling: Meaning and Importance
  7. Reskilling Process
  8. Reskilling through Distance Mode

12 Learning and Development

  1. The Meaning of Learning and Development
  2. Need for Learning and Development
  3. The Nature of the Learner
  4. The Outcomes of Learning
  5. Theories of the Process of Learning
  6. Elements in the Process of Learning
  7. The Concept of Development

13 Management Development

  1. Meaning and Definition of Management Development
  2. HRM and Management Development
  3. Approaches to Management Development
  4. Considerations for Effective Management Development
  5. Management Education and Training
  6. Issues and Controversies in Management Development
  7. Evaluating Management Development

14 Employee Capacity Building Strategies

  1. Objectives of Capacity Building
  2. Significance of Capacity Building
  3. Process of Capacity Building
  4. Strategies of Capacity Building
  5. Promoting Overall Human Capacity Building
  6. Conclusion

15 Total Quality Management

  1. Concept of TQM
  2. Concept of Quality
  3. Advantages/Benefits of TQM
  4. Differences between TQM and Traditional Management
  5. Awareness of TQM
  6. Framework of Implementing TQM
  7. Roadblocks in Implementing TQM
  8. TQM in India

16 Employee Health and Safety

  1. Job Stress and Burnout
  2. Computer Related Health Problems
  3. Noise Control
  4. Acquired Immune Deficiency Syndrome (AIDS)
  5. Alcoholism and Drug Abuse
  6. Violence in Workplace
  7. Health Promotion
  8. What Causes Unsafe Acts
  9. Management Commitment and Safety
  10. Safety Policies and Discipline
  11. Awareness

17 Human Resource Management and Employment Involvement

  1. Workers’ Participation in Management (WPM)
  2. Historical Background
  3. Objectives of Worker’s Participation in Management
  4. Forms of Participation
  5. Institutional Arrangements for WPM
  6. Collective Bargaining
  7. Trade Union Theories
  8. Trade Union Movement in Selected Countries
  9. Quality Circle (QC)
  10. Quality Circle Process

18 Human Resource Management and Industrial Relations

  1. Industrial Peace
  2. Labour Policy
  3. Defining Grievance
  4. Methods of Conflict Resolution
  5. Labour Laws
  6. Administrative Arrangement

19 Discipline and Grievances

  1. Aspects of Discipline
  2. Progressive Discipline
  3. Approach of Negative Discipline
  4. Reasons of Indiscipline
  5. Discipline in Civil Service
  6. All India Civil Service Conduct Rules, 1968

20 Assessing Human Resource Management Effectiveness

  1. Clarifying Concepts
  2. Purposes of Assessing HRM Effectiveness
  3. The Four C’s Model
  4. Effectiveness Standards
  5. Assessing Effectiveness of HR Management
  6. Process Perspectives for Effectiveness