Given a sense of importance and the responsibility for on time delivery of overhauled parts, but none of the authority to accomplish farfetched goals turns out to be a formula for a terrible real life experience not just a textbook case study.
The overall leadership problems any business faces are amplified at CRT and impact safety and quality. Most notable is a weak training program and the long hours put in by young, eager to please, recent college graduates that may be the impetuous for management's micromanagement style of leadership. Overtime was never denied and it was looked on as a virtue to work more than 60 hours a week. This and management's super high expectations, all lead to employee resentment. Morale among rank and file employees was low on all days except the one day a quarter when bonus checks appeared for those that had been there longer than a year.
There is an interesting phenomenon that happens after an employee's 90-day probation: those hard charging, can-do types are quickly cut down and given a dose of CRT reality by those in management. Employees with any potential or no roots seem to re-engage their most recent job search and leave within a few months. The attrition rate is very high except for the "Core 60" that management counts on to keep order among new employees. During my time at CRT, many in my department quit for other opportunities, some even taking lesser jobs in order to regain a better work life balance. After almost a year, still clinging to a hope that things would really change because management said so , I was the last in my hiring group to leave.
I cannot recommend CRT as a long-term employer. If you are looking for a place to start a career with plans to move on in a year or two then it might be the place for you.