Реферат ” Micromanagement “

CONTENT

INTRODUCTION

І. Symptoms of the disease 

ІІ. Initial distrust 

ІІІ. Incomplete practice

IV. Unequal battle

CONCLUSIONS

REFERENCES

 

INTRODUCTION

 

Micromanagement is a management style in which the manager begins to control every step of the employee. He terminates the independence of subordinates, gives detailed instructions, and this hinders the implementation of new ideas. The main reason for this behavior is the lack of team management skills.

Micromanagement irritates employees, turns work into a routine. The potential of staff is not disclosed, reduced efficiency. Constant control worsens the psychological climate, stimulates increased staff turnover. Later, promising and talented specialists left the company.

“With the arrival of a new boss, it became simply unbearable to work,” says Olena, a trade and marketing specialist at the production and trade holding. According to her, the boss constantly pokes his nose into the smallest details of the work of subordinates. “He calls his cell phone every hour, demanding an oral report on the state of affairs. And that’s not counting the daily meetings, which are more like interrogations, “she shared.

In addition, employees are deprived of the opportunity to “settle” work issues without the approval of the boss. Olena says that she and her colleagues are terribly annoyed by such overcontrol and interfere with work. She regrets that under the former boss, within the framework of their competencies, the department’s staff could make independent decisions, and they only needed one meeting a week to report.

Elena’s story is a typical example of the use of micro-management by a manager. Many Ukrainian specialists face a similar problem of total control.

Despite the fact that micromanagement is considered one of the most serious shortcomings of management, which worsens the climate in the team, reduces productivity and increases staff turnover, it is widely used by managers-practitioners.

 

І. Symptoms of the disease

 

Micromanagement – a management style that has special control over the tasks of the employee. Despite the fact that micromanagement is considered one of the most serious shortcomings of management, which worsens the climate in the team, reduces productivity and increases staff turnover, it is widely used by managers-practitioners.

Micromanagement is manifested in the step-by-step control of employees and during their professional duties, as well as in the imposition of the boss’s own opinion to subordinates.

Micromanagement is inherent in an inexperienced manager. This is a “childhood disease” of young bosses. It most often affects bosses who in the past had to perform the functions of current subordinates. And they did it so well that as a result they went on the rise.

Sometimes a new leader slips into inefficient manual control without even noticing it. For example, because of the experience that a subordinate will do the wrong job, the boss can not refrain from asking a hundred times a day what exactly the employee is doing right now and not explain to him that he should start doing something else.

The reason for the use of micromanagement is the inability of the manager to motivate employees to perform their duties well, as well as the lack of the boss “classic management skills”.

At the same time, micromanagement-style management is usually used by people of a certain type. Namely, those who have a natural tendency to pay more attention to detail. Having become a leader, such a micromanager is likely to begin to understand in detail what his subordinates are doing. He will scrupulously and to the end will try to investigate every process.

 

ІІ. Initial distrust

 

Micromanagement for the subordinate is control over the usual and necessary. After all, the manager is interested not so much in the result of work as in the process of its implementation. And only at the level of individual actions, not tasks or tasks. If a subordinate has to describe his work every minute or listen to instructions on what to do next minute – the signs of micromanagement in his superiors are obvious. In addition, those who use this method of management push decision-making with the help of authority – “I said so.”

People who have had to try micromanagement on their own are unanimous that it demoralizes and limits personal development. If a person feels that he is not trusted, approved, criticized and appreciated, he simply shuts himself in. This can manifest itself in different ways. For example, when a subordinate knows that in his opinion he is ignored and his proposals are rejected, he withdraws – intellectually and emotionally.

Micromanagement drives subordinates crazy and causes stress. However, no matter what power the manager has, he still does not have the opportunity to delve into every situation and play the role of sole emperor. On average, subordinates make a hundred independent decisions every day.

 

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