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Micromanagement: Curse or Blessing?

In business administration, micromanagement is a management style

In business administration, micromanagement is a management style whereby a supervisor nearly watches or controls all the work of subordinates or representatives. Micromanagement, for the most part, has a negative essence. But it can also be argued that there are some benefits to micromanaging as well.

As micromanagement is viewed as negative in most organizations, there still are benefits to micromanaging. Now and again, a close administration is a sensible alternative. At the point when a man is working in a vocation where they don't have the learning or capacity to carry out the employment and where slip-ups are unreasonable and exceedingly undesirable, then they will require cautious supervision and instruction until they find themselves able to work without anyone else.

Now and again, additionally, a man may get to be dangerous for some inward reason, for example, loathing the organization or its directors and they require cautious watching on the off chance that they do something unsafe.

Micromanaging helps proprietors or directors take in the most they can around a representative and the position. They can survey their qualities and shortcomings to augment worker yield and help the business succeed.

For the individual, this has a tendency to be amazingly disappointing. They are being dealt with as though they are unfit and dishonest.

Individuals who are micromanaged can get to be reliant, not able to settle on the littlest choice without asking their director. Alternatives to this total submission, which many take, include remaining frustrated or leaving. In any case, it is easy for one's confidence to be severely knocked.

Micromanaging may end up in negative results where employees are busy over detailed results where the time could be utilized for other productive causes towards the organization.

Having the manager constantly overlooking the employee's shoulders may be morally detrimental and the employee may end up making constant mistakes.

At last, the adverse impacts of micromanagement can expand past the walls of an organization, particularly when the conduct gets to be sufficiently extreme to drive out gifted workers important to contenders.


Managers need to make a decision when to use which style, for instance, one may even find the need to always be seated to a new recruit and monitor their work for a few weeks, that would be where micromanagement would be useful. But again, micromanagement additionally includes demands for superfluous and excessively point by point reports most of the time. A micromanager has a tendency to oblige steady and nitty gritty execution criticism and to concentrate unreasonably on procedural trivia instead of on general execution, quality and results. This attention on "low-level" trivia frequently defers choices, clouds general objectives and goals, limits the stream of data in the middle of workers, and aides the different parts of a venture in diverse and regularly restricted bearings. Numerous micromanagers acknowledge such inefficiencies as less essential than their maintenance of control or of the presence of control.

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Darrah Deal writes for Educations Media Group in Stockholm, Sweden, which recently launched A professional development search engine for North America.