Kevin Rosas
Chapter 13 - Essay: Examining the Micromanager
Micromanagers are managers who tend to overly supervise and control their staff, which
frequently leads to low morale, resentment, and poor productivity. Employees generally avoid
working with bosses that exhibit micromanagement tendencies since the term "micromanager"
carries a negative connotation. Micromanagers are perfectionists who are overly interested in
every area of their employees' job and have a strong need for control. Micromanagers' actions
can be explained by a number of things, including a lack of faith in their staff members' ability, a
need for total control, or a fear of failure.
Some micromanagers believe that their constant engagement is necessary for success and that
their staff members cannot fulfill their duties without their constant monitoring. Other
micromanagers could think that their reputation or status are in danger if they don't closely
supervise every part of their subordinates' job. Managers that micromanage their workforce are
ultimately bound to failure for a variety of reasons. First of all, micromanagement encourages a
dependency on the boss culture and prevents employees from refining their skills and gaining
confidence.
(van de Ridder, J. M. M., DeSanctis, J. T., Mookerjee, A. L., & Rajput, V, 2020)
Employees are less inclined to take risks, be creative, or learn from their failures when they
perceive that their management does not trust them to make judgments. A lack of autonomy and
empowerment brought on by micromanagement is another factor that contributes to low job
satisfaction and high turnover rates. Second, micromanagement requires a lot of work and may
cause manager burnout. A manager can't properly assign tasks and responsibilities when they are
too interested in every aspect of their staff members' work. (Collins, S. K., & Collins, K. S,
2002).
This could result in the manager having an excessive burden, which would ultimately lead to
stress, weariness, and a drop in productivity. Lastly, micromanagement can deteriorate the
rapport between managers and staff members. Employees may grow resentful and lose respect
for their management if they believe that they are not being trusted by the latter. This may result
in a breakdown in teamwork, collaboration, and communication, which could eventually lead to
less efficiency and productivity. (van de Ridder, J. M. M., DeSanctis, J. T., Mookerjee, A. L., &
Rajput, V, 2020)
In summary, micromanagers act in this way because of a variety of reasons, including a lack
of trust, a desire for control, or a fear of failing. However, managers that micromanage staff
