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Terma Glosari Pengurusan Sumber Manusia dan Manfaat Pekerja
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.
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.
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.
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.
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.
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.
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.
The behavior of a micromanager typically includes:
People may micromanage due to various reasons such as:
Micromanaging can be detrimental for several reasons:
Signs that you're being micromanaged include:
To avoid micromanaging:
Ini ialah tinjauan ringkas yang boleh dihantar dengan kerap untuk menyemak pendapat pekerja anda tentang sesuatu isu dengan cepat. Tinjauan ini terdiri daripada kurang soalan (tidak lebih daripada 10) untuk mendapatkan maklumat dengan cepat. Ini boleh ditadbir secara berkala (bulanan / mingguan / suku tahunan).
Mengadakan mesyuarat berkala selama sejam untuk sembang tidak formal dengan setiap ahli pasukan adalah cara terbaik untuk memahami apa yang berlaku dengan mereka. Oleh kerana ia adalah perbualan yang selamat dan peribadi, ia membantu anda mendapatkan butiran yang lebih baik mengenai sesuatu isu.
eNPS (pekerja skor Net Promoter) adalah salah satu cara yang paling mudah tetapi berkesan untuk menilai pendapat pekerja anda terhadap syarikat anda. Ia termasuk satu soalan menarik yang mengukur kesetiaan. Contoh soalan eNPS termasuk: Bagaimana kemungkinan anda mengesyorkan syarikat kami kepada orang lain? Pekerja bertindak balas terhadap kaji selidik eNPS pada skala 1-10, di mana 10 menandakan mereka 'berkemungkinan besar' untuk mengesyorkan syarikat dan 1 menandakan mereka 'sangat tidak mungkin' untuk mengesyorkannya.
To avoid micromanaging:
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