Pros of Micromanagement

Micromanagement plays a significant role in induction of new employees, management, or development of a new department. The new leaders are able to learn how an organization operates allowing them implement solution to problem facing different departments. Additionally, micromanagement helps new employees to learn and work toward the achievement of corporate goals. Micromanagement nurtures the ability to take and execute orders by junior employees as instructed by the management (Hall, 2019).  For instance, micromanagers can instruct and guide subordinate workforce on how to conduct a process. Thus, micromanagement contributes to the growth of employees’ experience and leadership of an organization.

During rank delegation, micromanagement makes it easy to choose the right people to run a department.  The delegation is easy and profound since the manager has an insight of the employees’ performance on different tasks. Additionally, micromanagement develops creativity in employees since the manager is likely to choose the best employees for special tasks basing on the performance of previous work. According to Aghayeva, and Slusarczyk (2019), work appreciation by the manager motivates worker and give leeway to productivity. Micromanagement creates a portfolio for interaction between the employees and managers. As such, micromanagement ease the workforce selection process during division of labor in a business.

Intervention of business activities by micromanaging employees allows mitigation of laziness and promotes personal productivity. Micromanagement promotes productivity at a personal working level since it fosters the performance of tasks during the right period. Although the corporate world believes that micromanagement limits the productivity of the company, it hinders the deviation of employees from organizational goals (Hall, 2020). Record keeping and daily employees’ reports at work allows the tracking of productivity in a firm. As such, micromanagement spearheads the workforce toward the achievement of organizational goals.

Through micromanagement, managers are able to assess departmental performance and mitigate foreseen challenges. Micromanagement enables the tracking of processes during work, which is helpful for managers when predicting possible risks in a business eviroment. Rajkumar, Venkataraman, & Gayathri (2016) suggest that inability of departments to perform tasks without supervision forces managers to micromanage departments to assess their performance and challenges. For instance, a company that uses continuous production system can produce substandard products if one of its departments fails to meet the production requirement. In such a scenario, the manager has the responsibility to micromanage the department delivering substandard products to mitigate the involved risks.

In conclusion, micromanagement is useful when dealing with high risk challenges in a business. The tool offers the employees a chance to interact with their leaders. The micromanagement technique offers a chance for junior employees to learn complex processes, which allows production of quality products and services in a firm. In a competitive business environment, micromanagement creates a portfolio for a company to grow.  Use of micromanagement sparingly can incur value to a corporate resulting to increased productivity and teamwork among the employees. On that note, despite the drawbacks, micromanagement has remarkable benefits, which fosters thriving of an organization in competitive business environment.

References

Aghayeva, K., & Slusarczyk, B. (2019). Analytic hierarchy of motivating and demotivating factors affecting labor productivity in the construction industry: The case of Azerbaijan. Sustainability,11(21), 1-14. https://doi.org/10.3390/su11215975

Delgado, O., Strauss, E. M., & Ortega, M. A. (2015). Micromanagement: When to avoid it and how to use it effectively. American Journal of Health-System Pharmacy, 72(10), 772–776. https://doi-org.nuls.idm.oclc.org/10.2146/ajhp140125

Hall, J. L., II. (2019). Mission command and micromanagement in the United States Army: A qualitative phenomenological study(Pulication No: 28152302) ,[Doctoral dissertation, University of the Cumberlands]. ProQuest Dissertation Publisher.

Rajkumar, M., Venkataraman, A., & Gayathri M. (2016). Micromanagement: An employee’s adversary. European Journal of Business and Management, 8(18), 1-7.