Micromanagement Strategies Paper

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The Human Resources Department main goals are to boost employees’ morale, provide professional development, and training. One way these goals can be achieved by using the traditional management strategy. By using this method, employees will know exactly whom to report to when facing a problem within the company. More importantly, there is a clear promotion pathway. This allows them to be more motivated to do their task in trying to achieve various goals of company. “Employees tend to be more motivated to move up the ladder, whether it’s into a managerial role or a new department” (Doucette, 2014). They envision themselves being in a higher position, they have a clear understanding of where the path leads and where it ends. As employees seeing a clear path to move the ladder, they become more productive as they trying to accomplish their personal goal. “It’s only natural, talented people want to advance, they want to get ahead.” (Lipman, 2013). Great talents will be loyal to the company as longs as they can envision themselves in a higher position within …show more content…
Micromanagers don’t often trust their subordinates to execute their assign task. They often feel the urge to monitor employee’s tasks. “Micromanagers don’t oversee projects but instead monitor tasks with the expectation that everything is done exactly how they themselves would do the work” (Nakao, 2013). A recent study by the Journal of Experimental Psychology found that “people who believe they are being watched perform at a lower level” (Lucas, 2011). As a result, looking over employee’s shoulder regularly, may create a sense of insecurity from the employee. This may cause them to eventually leave as they recognize their position to be a dead-end because there is no room to grow and excel. Although, micromanagers often accomplished their tasks but employees are most likely to be uncomfortable and
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