Micromanager Reflective Essay

One mistake that new nurse leaders make is that they believe that the only way to get things accomplished, is to be direct and autocratic (Kerfoot, 2008.) The new leader’s fear of failing can influence them to take on the autocratic role to try and earn respect from their employees. However, this is not considered to be very effective among staff. When the professional nurse takes on the autocratic leadership trait and uses it on a daily basis, employees feel micromanaged. When a manager micromanages their employees they take the risk of lowering morale, and losing good workers (North, 2011.) Nurses have a lot of autonomy in their profession. They work independently and take responsibility for their actions. When they become micromanaged by their nurse leader, it takes away that autonomy and creates a work environment that is very low in morale, and can hurt the relationship between manager and employee. Often managers are experiencing a substantial amount of stress from the administration concerning budgets, deadlines, and high performance issues, but this does not justify micromanaging employees (North, 2011.) It is important to give your staff some independence; this lets them know you trust their judgment (North, 2011.) A nurse leader may also change their leadership style depending on if they are dealing with an inexperienced new graduate nurse, or an experienced veteran nurse.

One Minute Manager is a short story written by Kenneth Blanchard and Spencer Johnson. The story is about a young man who is in search of an effective manager because not only did he want to work for one but he is also wanted to become one. His search for this ideal manager took him to many places and made him interact with a lot of different individuals. He wasn’t pleased with what he encountered and he began to notice that most of the people he interviewed would fall into two categories: those who were interested in results and those were interested in people meaning their employees. He continued his search until he began to hear amazing stories about a manager that lived nearby. The young man met with this

Micromanagement behavior can be very disruptive to the organization. Quite frequently the employees must take the initiative to take back their territory. Chambers (2006) gives several suggestions on how to do this. First, the employee can take the information initiative by finding out what data the manager needs to feel confident, then provide it ahead of time. The employee can also communicate progress on priority projects which illustrates awareness and timeliness. Stay clear on expectations by using a trail of memos or emails. Communication is vital as priorities shift, and it is very important to beat deadlines if possible. Exhibiting proactive behavior is key, and sometimes it may be better to ask for forgiveness than permission. This situation is where an employee can put a

One of the themes in Thomas McCraw’s book American Business Since 1920: How It Worked is mastering centralized control through decentralized management. As the business world rapidly expanded competition for market share between the larger companies increased. More task management was necessary in order to delegate within the businesses as they expanded. The market was also changing and as an answer to that some companies implemented a revised version of traditional management; decentralized management (McCraw, 2009).

Olivier Mesly is a professor of marketing at the University if Quebec in Outaouais and he was curious between the effects of autocratic managers and democratic mangers. In this article he studies the effects of an autocratic manager by investigating the relationship between a musical

Your supervisor’s initial actions made all employees feel powerful, right? On the other hand, her true colors made everyone feel powerless; consequently, her late response to your emails, created a delay in task completion, which is, “information essential to my work was withheld,” that will certainly make anyone feel powerless (Kouzes & Posner, 2015, p. 222). Unfortunately, your manager’s behavior truly depicts the definition of a manager and quite the opposite of an exemplary leader. Although, micromanagement remains active in the workplace today, sadly, it won’t survive in this twenty-first century; furthermore, “If you want higher levels of performance and greater initiative from your constituents, you must be proactive in designing work

Looking at my past and current experience in health care, I have had the privilege of playing couple different roles in the health care organization. I started out as a nursing assistant, who later took on another role as a unit secretary. My experience has a nursing assistant/unit secretary have helped in in many ways. Be it at school, in my community, or at church. It has help me believe that showing love and compassion to those we serve goes a long way. Likewise, my job is a vocation that should be taking seriously. Some experiences that I have with being in a management position would be watching my previous managers’ exercising and exhibiting their roles and duties in remarkable ways. My experience has a unit secretary I have helped me

This can result in a feeling of resentment towards management and slows the pace of work because employees must wait for the micromanager to make decisions for them. Furthermore, micromanagers do not instill leadership qualities in their subordinates. This could result in the creation of a hostile work environment between subordinates and leaders because employees do not have the appropriate space to learn and grow. A more dangerous aspect of micromanagement is being abusive towards employees. Autocratic managers should be cautious not to issue threats, yell or use abusive language towards their employees. This kind of behavior is unprofessional and could reflect badly on the reputation of the manager and lead to disruptions in the office place, and worse, a hostile working environment.

Other common terms for the idea of organizational decentralization include: team self-management, self-management, shared control, distributed leadership (Lambe, Webb, & Ishida, 2009) and holacracy (Robertson, 2007). While these terms may have small differences they all describe the common theme of distributing power across organizations. Several concepts help to explain why decentralization and the encouragement of teamwork throughout an organization are often superior to traditional management structure.

I will discuss the results of the MyManagementLab assessment. I was able to obtain these results from going through the assessments provided by Robbins & Judge using MyManagementLab. Some of the assessment results came as expected, while others came as unexpected due to having a management role in a previous job. I was expecting a very different outcome to some of the assessments. But after reviewing the reasoning behind scoring of the assessment, I realized that I had never dealt with the situations asked in the assessment and I responded how I would respond in that type of situation. This paper will examine and discuss the results of the MyManagementLab assessment.

As a college student, I was unware of the steps I’ve taken that could hinder or improve the growths of my management skills. The new insights gained from these assignments conducted have enlightened my understanding of myself by overseeing my management skills ability through I’ve made that place me in varieties of scenarios. The assignments have not only enlightened me, but it has provided me the advantage of being well-informed of my strengths and weaknesses. Although many of the assessments have concluded the result that I’ve expected to obtain, there were three specific exercises that have shockingly raised my level of conscious about myself that I wasn’t aware of before or that I highly disagree with.

2009 pg 111) It can stifle creativity, be unnecessarily time wasting causing a loss of confidence and moral in the employee or workforce (Roberts, G. 2009) This type of manager can be overly domineering and controlling, creating a more stressful work atmosphere. The positive attributes are that is shows the manager is passionate about the company’s success, is focused and determined with good attention to detail. (Fina, M 2009 111) Managers with little faith in their employees’ abilities instil uncertainty causing the employee to have low expectations of themselves, ‘fearing the worst’ from their manager and overall inhibiting the growth and potential of individual. (Bhote, K. 2003 pg 69)

Suzy started the joy of chocolate with the main goal of surviving. Her consumer goals were to create gourmet chocolates to a very high standard, attention to detail and offering a unique product is a very important to Suzy as well as specialist chocolates for customer’s requirements.

The New One Minute Manager by Ken Blanchard and Spencer Johnson is the new edition business classic on managing your work and life. The book explores the same underlying principles as its original, however, updated in response to the rapidly changing world of business. Today’s organizations are required to respond faster, but with fewer resources and the challenge of advancing technology. In contrast to the old top-down management style, effective leadership is currently defined by more of a side-by-side relationship. Today, people are looking for a balance between their work and home lives, something the New One Minute Manager recognizes, and treats his employees accordingly.

Participative management is a new approach in the work force today. Job enrichment, quality circles, and self-managing work teams are just some of the approaches. Companies share a common goal of increasing employee involvement. They want to raise the quality, performance, and productivity of their workers.