For instance a summary graph of question one resulted in a split response overall.
As one of the main components of micromanagement is the over communication of details when assigning tasks, as if basic instruction were not enough, often leaving the individual with the feeling that they are not trusted or viewed as capable, the above graph shows that almost half of the employees responding felt that their supervisor communicated in this way. This is telling of the fact that there may really be a problem and that supervisors need to take note. On a last note, the final graph demonstrates that there are many individuals in this survey who feel strongly that their ideas will not be listened to, and again these answers correspond with those who have high stress and further characterize their supervisor as having micro tendencies.
The responses to this survey clearly indicate that at least perceptually and from the point-of-view of this group of employees there are micromanagers out there and their voices are not being heard in the workplace, which causes stress and discontent.
This work, though it is rather small has proven that people who characterize supervisors as having micro tendencies are much...
The summation information can give a brief glimpse at the overall picture while comparing and analyzing individuals on certain questions, of those above shows a strong correlation to such an occurrence. For this survey and research work to be more generalizable the sample size much be increased and questions must be refined to very specifically characterize both stress and micro tendencies.
References
Brown, M.R. (1998, February). Management by Delegation: Don't Be a Micro Manager Share the Responsibility. Black Enterprise, 28, 76.
Dictionary.com "Micromanagement," 2008, Retrieved January, 10 2008 at http://dictionary.reference.com/browse/micromanagement
Eadie, D. (2005, February). Board Committees as the Governing Engines. School Administrator, 62, 8.
Frase, L.E., English, F.W., & Poston, W.K. (2001, November). Enter Micro-Managers. Goodbye Macro-Management. School Administrator, 58, 44.
Jameson, J.K. (2004). Negotiating Autonomy and Connection through Politeness: A Dialectical Approach to Organizational Conflict Management. Western Journal of Communication, 68(3), 257.
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