I would argue that that's a different issue. That's not about blame; that's about management refusing to alter their expectations to meet reality, despite you b

I would argue that that's a different issue. That's not about blame; that's about management refusing to alter their expectations to meet reality, despite you being open, transparent, and respectful about the state of it on the ground. If they are unable to do so, and respond accordingly, it's a good sign you should quit. That's different than blame though. Yes, when things go wrong they go wrong due to a reason, but I'm simply highlighting the difference between highlighting what went wrong with a "here are some suggestions on how to solve it", and highlighting it just to place blame. If the culture is focused on placing blame, to where you feel the need to do it, too, just defensively, GTFO ASAP. There is no way to win. I've seen once technical people who gained a majority of their experience in that kind of organization, and they were a liability everywhere they went.