Istilah Glosari

Glosari Pengurusan Sumber Manusia dan Syarat Faedah Pekerja

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Micromanagement is a management style characterized by excessive control, close supervision, and involvement in the minutiae of tasks and processes. In a micromanagement scenario, a manager closely oversees and directs every aspect of their subordinates' work, often to the point of diminishing their autonomy and creativity.

Micromanagers tend to be overly concerned with how tasks are performed rather than focusing on the outcomes. This approach can lead to decreased employee morale, stifled creativity, and reduced productivity within a team or organization.

What is micromanaging?

Micromanaging is a management style characterized by excessive control, close supervision, and involvement in the minutiae of tasks and processes. It involves a manager closely overseeing and directing every aspect of their subordinates' work, often to the point of diminishing their autonomy and creativity.

Micromanagement

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Is micromanaging bullying?

Micromanaging can sometimes exhibit traits of bullying, especially if the behavior is accompanied by coercion, intimidation, or a disregard for the well-being of the employee. However, not all instances of micromanagement necessarily constitute bullying. It depends on the specific context and intent behind the manager's actions.

What is micromanagement?

Micromanagement is a management style characterized by excessive control, close supervision, and involvement in the minutiae of tasks and processes. It involves a manager closely overseeing and directing every aspect of their subordinates' work, often to the point of diminishing their autonomy and creativity.

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Is micromanagement bad?

Micromanagement is generally considered detrimental to both individuals and organizations due to its negative impact on employee morale, productivity, and overall work culture. However, occasional involvement and guidance from managers can be beneficial if it's done in a constructive and supportive manner.

Is micromanagement harassment?

Micromanagement itself is not considered harassment unless it involves behaviors that meet the legal definition of harassment, such as discrimination, intimidation, or creating a hostile work environment. However, persistent and extreme micromanagement may contribute to a stressful work environment that could potentially be considered harassment.

Is micromanagement illegal?

Micromanagement itself is not illegal, but certain behaviors associated with micromanagement, such as discrimination, harassment, or violating labor laws, can be illegal. It's essential for managers to ensure their management style and actions comply with relevant employment laws and regulations.

What is the behavior of a micromanager?

The behavior of a micromanager typically includes:

Constantly checking in on employees' progress.
Dictating how tasks should be completed step-by-step.
Being overly critical of minor mistakes or deviations from instructions.
Reluctance to delegate tasks or responsibilities.
Difficulty in trusting employees to work independently.
Feeling the need to be involved in every decision or aspect of a project.

Why do people micromanage?

People may micromanage due to various reasons such as:

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Insecurity about their own abilities or the abilities of their team.
Desire for control or perfectionism.
Lack of trust in their subordinates.
Fear of failure or negative outcomes.
Pressure from higher management to achieve certain results.

Why micromanaging is bad?

Micromanaging can be detrimental for several reasons:

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It stifles creativity and innovation among employees.
It undermines trust and morale within the team.
It leads to decreased productivity as employees may feel demotivated or disengaged.
It hampers professional development and growth opportunities.
It creates a stressful work environment and can contribute to employee burnout.

How do you know if you're being micromanaged?

Signs that you're being micromanaged include:

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Constant oversight and scrutiny of your work.
Lack of autonomy in decision-making or task execution.
Feeling suffocated or stressed by excessive control from your manager.
Regularly being asked for unnecessary updates or progress reports.
Difficulty in expressing your ideas or contributing creatively to projects.

How to avoid micromanaging?

To avoid micromanaging:

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Trust your team members to perform their roles competently.
Provide clear instructions and expectations upfront.
Encourage open communication and feedback.
Delegate tasks effectively and empower employees to make decisions.
Focus on outcomes rather than the process.
Offer support and resources to help employees succeed independently.

Tinjauan nadi pekerja:

Ini ialah tinjauan pendek yang boleh dihantar dengan kerap untuk menyemak pendapat pekerja anda tentang sesuatu isu dengan cepat. Tinjauan ini mengandungi kurang soalan (tidak lebih daripada 10) untuk mendapatkan maklumat dengan cepat. Ini boleh diberikan secara berkala (bulanan/mingguan/suku tahunan).

Pertemuan satu lawan satu:

Mengadakan mesyuarat berkala selama sejam untuk sembang tidak rasmi dengan setiap ahli pasukan ialah cara terbaik untuk memahami apa yang berlaku dengan mereka. Memandangkan ia adalah perbualan yang selamat dan peribadi, ia membantu anda mendapatkan butiran yang lebih baik tentang sesuatu isu.

eNPS:

eNPS (skor Promoter Bersih pekerja) ialah salah satu cara paling mudah lagi berkesan untuk menilai pendapat pekerja anda tentang syarikat anda. Ia termasuk satu soalan menarik yang mengukur kesetiaan. Contoh soalan eNPS termasuk: Sejauh manakah anda mengesyorkan syarikat kami kepada orang lain? Pekerja menjawab tinjauan eNPS pada skala 1-10, di mana 10 menandakan mereka 'berkemungkinan besar' mengesyorkan syarikat dan 1 menandakan mereka 'sangat tidak mungkin' mengesyorkannya.

Berdasarkan maklum balas, pekerja boleh diletakkan dalam tiga kategori berbeza:

Penganjur
Pekerja yang telah bertindak balas secara positif atau bersetuju.
Pengkritik
Pekerja yang telah bertindak balas secara negatif atau tidak bersetuju.
pasif
Pekerja yang kekal neutral dengan jawapan mereka.

How to not micromanage?

To avoid micromanaging:

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Delegate tasks and empower employees to make decisions.
Focus on results rather than methods.
Provide clear expectations and goals.
Foster open communication and trust within the team.
Give employees autonomy to solve problems and make choices.
Offer support and guidance when needed, but allow space for independent work.

How to stop micromanaging?

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Delegate tasks and responsibilities appropriately.
Trust your employees to perform their duties competently.
Focus on setting clear expectations and goals rather than dictating how tasks should be completed.
Provide necessary support and resources for your team to succeed.
Encourage autonomy and creativity among your employees.
Regularly review progress and provide constructive feedback without interfering in the process.

How to deal with a micromanager?

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Communicate openly and respectfully with the micromanager about your concerns.
Set clear expectations and boundaries for your work.
Demonstrate competence and initiative to build trust.
Keep them informed of your progress to alleviate their need for constant updates.
Seek feedback and ask for specific guidelines on what they expect.
Consider seeking support from HR or a higher-level manager if the behavior persists and becomes detrimental.

Terokai cara Empuls boleh membantu organisasi anda