Motivated Micromanagers Micromanagement is a term used when a manager gives excessive supervision to their employees. The behaviors of a micromanager include measuring too many things, monitoring too closely, and intervening too much. Micromanaging limits a company’s creative thinking and also makes employees question their own roles. Excellent managers show creativity, versatility, and commitment. These types of leaders enhance their companies by trusting their employees and allowing them to work independently. Micromanagers can learn to identify their problems by seeking advice from upper management and discovering ways to let go of details. Giving employees meaningful responsibilities will enable them to work more effectively and …show more content…
They often perceive their behavior as normal. By allowing employees to be more creative and work out their own problems, micromanagers can learn to manage with the right mix of involvement, while still being motivated. Successful leaders have many different personality traits, including drive, self-confidence, creativity, and cognitive ability. In addition, job-relevant knowledge, motivation, flexibility, and honesty and integrity are identified traits in successful leaders. There are two types of leadership behaviors that coincide with these traits. These include those who have high concern for a specific task and those who have high concern for people. The traits and behaviors often lead to a particular leadership style. In this case, autocratic style is often that of the typical micromanager. These types of managers focus on efficiency of tasks and operations and are authority-obedience driven. They need to be in control and command at all times. There are five separate factors used to describe an individual’s character based on the ‘Five Factor Model’. …show more content…
Managerial discretion is the freedom of action an individual has to manage appropriately. It is expected that flat organizing will become the dominant organizational form, meaning lower-level managers will become the leaders of the future. “It is typically implemented through empowerment practices that increase discretion at lower levels by shifting responsibility and influence down the hierarchy” (Caza, 2011). Flat organizations will increase the discretion of employees to provide more freedom and control. As mentioned earlier, micromanagers can become effective leaders when guided to resist the temptation to take control and let their employees make minor mistakes. Empowerment and participation will provide more positive employee attitudes and performance. Strategic Choice Theory, one of many theoretical paradigms, assumes managers can create meaningful change in companies. This theory recognizes the importance of opportunity and job dependence, and organizational commitment, all motivating managers to act on behalf of the company and not for themselves. These managers influence organizational outcomes while increasing performance. Another paradigm, Agency Theory, demonstrates how managers have more self-serving motivations, which can lead to micromanaging, reduced performance, and unsuccessful company goals. According to Caza, the
Levy, he said the most important thing the manager does for him is one-minute praisings. This is where the manager gives the employees clear feedback “in no uncertain terms” about things they have been doing right. Going off what he observed himself, the manager will catch you doing something right and praise you soon after. Then, you will be told exactly what you’ve done correctly so you know to praise yourself when you repeat the action. The key is to help train people to become more independent. It does not take much time to praise someone and let them know that you notice their efforts. By doing this person will feel better about themselves and be more motivated to work to a higher standard. Since they already know what a good performance looks like due to the one-minute goal setting that makes the praisings feel much more personal and
STYLES OF LEADERSHIP An autocratic leadership style is one where the manager sets objectives, allocates tasks, and insists on obedience. Therefore the group becomes dependent on him or her. The result of this style is the members of the group are often dissatisfied with the leader. This results in little cohesion, the need for high levels of supervision, and poor levels of motivation amongst employees. A democratic leadership style encourages participation in decision making.
Managers tend to motivate people by threatening them. Foster creativity and innovation by micromanaging them. Inspire people by enforcing conformity.
Leadership is a complex process with many different approaches. This is a summary of the leadership literature including the pros and cons of each approach. The trait approach implies successful leaders are born with those traits. This theory focuses on identifying certain traits that make people great leaders. Some of the major leadership traits identified in the trait approach are intelligence, self-confidence, determination, integrity, and social ability. There are many advantages to the trait approach. “First, it is intuitively appealing because it fits clearly into the popular idea that leaders are special people who are out front, leading ...
Trait theories of leadership are “theories that consider personal qualities and characteristics that differentiate leaders from nonleaders” (Robbins 333). These theories state that a company should look for certain characteristics when selecting managers. There are six main traits research has deemed traits of effective leaders. These traits are emotional intelligence and the Big Five Model traits which include: extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience. Companies can give personality tests or quizzes to employee candidates to find people who rank high in these
Leadership has been studied and defined since the beginning of times. Throughout history, the leadership theory was characterized by the idea of leaders being great men who were brave and sources of authority and Justice (Marsiglia). However, leadership theories have changed over time and new ones have been developed. Similarly, in today’s time, a leader’s leadership style is defined as the way a leader approaches action towards followers to accomplish a mission. Despite the fact that leadership styles are vital, it is concluded that the essence of leadership is actually an individual’s personality and what provides the motivation, purpose, and direction to lead efficiently towards accomplishments. Personality types are known to be important in leadership because they help a leader develop followers accordingly, make valuable and timely decisions, and have a different perspective to accomplish a job. Personality shapes leadership and therefore also leadership styles. Without personality, there would be no leadership styles. Personality types provides the base for leadership development, style, and the foundations for qualities needed for any leadership position.
One of the most common techniques is the authoritative style. An authoritarian leader demonstrates close control over the workforce and motivates individuals in carrying their duties (Reeves, 2011). This leader manages individuals through the application of strictly enforced regulations, penalties, and rules. The words of an authoritarian leader are usually final, and employees are not expected to question instructions. This leadership technique is valuable when there is no room in the organization for errors often applies to a managerial role (Reeves, 2011).
The general personality traits, which are related to success both in and outside the workplace, are all inherent in my answers given in the Leadership Assessment Quiz. With statements such as, “it is easy for me to compliment others” and “team members listen to me when I speak,” it is apparent I possess these characteristics. Whereas my task- related personality traits associated with successful leadership, such as courage, still need to be developed. Not only do I know this in myself, but it is clearly pointed out throughout the test, with statements such as, “resolving conflict is an activity I enjoy” and “I would enjoy coaching other members of the team”.
Being a micromanager is instituting a belief that all decisions must be made through them as they have a lack of faith in their employees completing the job. When you micromanage, you rarely develop people but instead exploit them, preferring to control results rather than inspire creativity. Jim’s management technique is seen as a practice where he “bosses” his employees and lacks confidence in their work. As a result of micromanagement, the employee is left with a negative feeling and a stifled work environment.
This research has asked us to look into three different styles of management and find real life examples of companies or individuals who have or are currently using such styles of management. To begin we will take a look into the use of an autocratic style of management versus a participative. In this portion we will look into Leona Helmsley and her chain of hotels. Once this potion is completed, our next section will be looking into a centralized style of management versus a decentralized style. In this section of the research, we will be looking into Apple Inc and how they have built an empire with a centralized style of managing philosophy. Finally, in the final section of the research we will be taking a look at how Google has created an informal environment in which employees have direct access to executives and have the ability to share thoughts and ideas that are taken serious and to the heart.
“Judge et.al. found a strong relationship between the leadership and the big five traits because it appears that these personality traits are associated with being an effective leader. A Leader in one situation might not be a leader in another situation,
In today’s competitive business environment, effective management plays a crucial role. The article Five Minds of a Manager by Jonathan Gosling and Henry Mintzberg, identify some important aspects of effective managers. According to the author, “The world of the manager is complicated and confusing.” Consequently, mangers need to think above ordinary employees. In particular, managers should, think global and act local, collaborate through competitions, be agents of change and maintain order. This paper provides a reflective review of the article Five Minds of a Manager by Jonathan Gosling and Henry Mintzberg.
Trait theories are theories that consider personal qualities and characteristics that differentiate leaders from nonleaders." Early results aimed at confirming this theory were inconclusive. Many research studies were conducted and each identified key traits supposed to differentiate leaders from nonleaders. The problem is that they didn't get the same results, thus failing to discover common traits, which should have shown in each research study. When applying the Big Five Personality framework (extraversion, agreeableness, conscientiousness, emotional stability and openness to experience) to the study and research of leadership traits, results were more encouraging. They showed that the most important trait for leaders was extraversion. Still, this founding sh...
The most important quality that differentiates a leader from other people is the ability to think strategically. Vision is the most important aspect that drives a leader’s strategy. It is all about where you want to be. Other qualities include Decision making, problem solving, time management, self-motivation, emotional intelligence and many more. Once we know the type of leadership, it is easy to find what leadership skills we have and which we need to develop which is explained in the book “Leadership: Theory, application, skill development (5th ed.) by Lussier and Achua.” Also, Keirsey Style Sorter personality type helps to knowing our temperament type, and work on our weakness and to emerge out as a good leader.
Another aspect of leadership includes leadership traits such as being influential and inspirational. There also different contexts of leadership, e.g, leading oneself, leading other individuals, leading groups, leading organizations. Some traits that are often associated with being an effective leader include a measure of intelligence, high energy, self confidence, dominance, and a need for achievement. An effective, charismatic leader must lead by example. That leader must be able to know what is going on, the job or task that is being accomplished, and be able to lead the group into performing the task at hand successfully.