Micromanagement

There are a number of mistakes managers can make. Chuck Williams of MGMT Principles of Management has narrowed them down to ten. Although Williams hit the nail on the head with his list, one of them, in my opinion, is most likely to cause derailment: Over-managing: Unable to delegate or build a team. Let me first elaborate on what that statement means to me. Over-managing (or micro-managing) is the unnecessary concern of minor details and excessive focus on supervision and yet evades delegating assignments. A micromanager looks above the shoulder of his subordinates, quibbles at every detail and ultimately loses focus of the relevant materials. Most managers micromanage when there is added pressure, when his work performance is under scrutiny or when he questions his own capabilities. When a manager is insecure about his work performance, he will transpose some of that pressure onto his employee and become overly concerned with details. This type of behavior will ultimately create a tenses working environment between the manager and the subordinate. Most micromanagers feel the need to prove his worth and capabilities by constantly showing the staff how to do his/her job. He becomes exasperated when a staff member takes the initiative to complete a task without first seeking approval. The staff member, in turn, begins to feel incompetent and inadequate. His morale has taken a plunge, thus inhibiting him from performing his / her duties to the best of his/her capabilities…

Improving Delegation Skills In any organization, the ability to develop leadership skills could mean the difference in failure or success. There are many important leadership concepts to consider. Of those, the ability to effectively delegate is a vital concept. One of the main benefits of delegation is increased efficiency for the leader/manager (Stonehouse, 2015). If a manager is going to efficaciously manage, delegation must be included in his/her skills (Grohar-Murray & Langan, 2011).…

Mrs. Dimaano tells me she manages well over a 100 employees, but not not all working full time. The majority of those employees are home health care aides and a mixture of nurses and physical therapists. They are the backbone of the organization, they are the ones actually doing patient care and executing the plan of care which was approved by the patient’s respective physician. She also has a full time staff working in the office maintaining the day to day operations of the company. They are…

to emphasize mission command, mission type orders, and decentralized execution because they are essential to United States military success in future wars. General Dempsey highlighted some key points on mission command in his White Paper including: - Decentralization will occur beyond current comfort levels and habits of practice. - The commander is the central figure in mission command and must understand and describe mission and commander’s intent to subordinates. - Mission command challenges…

The democratic style evolved from a knee jerk style that she found to be counterproductive, but used because she lacked the knowledge of how to manage effectively. After trial and error she developed a style both she and her employees were comfortable with. Even with a productive leadership style adaptation continues to be necessary. Conforming to new policy and guidelines established by administration, Medicare, and the accrediting agency the American Association of Cardiovascular and Pulmonary…

The Vietnam War has served as a lessons learned for the modern military. It was a modern war with many problems and a new type of fighting that would prove problematic to the United States military. Although the Vietnam War has been studied by current military leaders, one can still find problems faced then in today’s conflicts. In the beginning of Afghanistan and Iraq there was a clear and concise objective. This is why the initial invasions of both were successful. Fast forward a few years…

During my interview I asked how she as an administrator is able to manage such a large number of people. Her reply was simple. You don’t do it by yourself, she said effective delegation of duties is part of being a good administrator. Know when to take a job for yourself. Know when to delegate it to others. And especially know who to delegate it to so the job gets done. Her responsibilities entail oversight of the company not micromanagement of every single detail (N. Dimaano, personal…

Mayer’s continual insistence on micromanagement, from the article The Last Days of Marissa Mayer, is shown by her insistence on being involved in some of the smallest decisions, such…

Elton Mayo focused on effective ways to train mangers of organizations; he felt one key component was to ensure mangers were sensitive to employee, realizing they were people with families and lives outside of their jobs. Another key component was how ineffective micromanagement is to the company; mangers should be more trusting of the employees. Change is inevitable, it happens, Mayo suggest rather than imposing change on employees, managers should speak with them about the changes, the reasons…

get his BA in politics. However, in the institution, the majority population are engineers and architects, so it was very difficult for him to be promoted. He worked mostly in a domestic department which supports all sorts of facilities’ needs of the entire institution. He mentioned: “because of my military background, I was always a very organized and strict person. So I would require everything and everyone to meet my standards and insisted to help them if they can’t.” He admitted that people…