Define and discuss the behaviors of Micromanagement, specifically how they might relate to the

Observer (i.e., Hawthorne) Effect. No manager wants to be labeled as a “Micromanager”, so what can

managers do to regularly interact and supervise people in ways that increase motivation and build trust?

Micromanagement is a negative term that refers to a management style characterized by extremely close

supervision and control of the minor details of an individual’s workload and output, (Haynes, 2017).

Micromanagement makes it impossible for employees to work comfortably because the person in

authority will be hovering over their work at the same time dishing instructions, constant criticisms and

corrections. There are various behaviors that kills efficiency such as being self-centered and having

underdeveloped management methods. Micromanagers decide how work gets done and they demand

unnecessary time-wasting meetings. Walking and hovering around to make sure subordinates do things

right is also a sign of micromanagement. Micromanagers rarely entertain proposals for change and if they

do not align with their own thinking then they deconstruct them to suit their way of thinking. Lack in

leadership skills, tendence to resist delegating work, and discouraging workers from making decisions are

also noticeable behaviors associated with micromanaging. By pushing aside knowledge and experience of

other colleagues’ de-motivation of the workers comes into play.

The Observer (i.e., Hawthorne) Effect refers to a tendency in some individuals to alter their behaviors in

response to their awareness of being observed. The Hawthorne effect was merely the workers reacting to

the change of lighting, and thus creating a sense of being observed (Shuttleworth, 2009). One of the levels

of organizational analysis centers on the social-psychological level, focusing on the individual and

interpersonal relations (Shuttleworth, 2009). In Mayo’s study, we can see that the lighting variation was a

psychological trigger on the worker’s awareness. Although the Hawthorne Studies concluded that the

workers output increased, and thus production, there is no reference if this sense of observation caused

stress or any other adverse effect on the workers. Micromanagement behaviors relates to the Observer

Effect in that, they are similar because there is closely watching of workers. Micromanagement puts
emphasis on the manager constantly knowing what the team is working on and scrutinizing their work

(Wilkins, 2014). Micromanagers are obsessed with needing control over everything done by their staff,

and more often than not, work is not done is it not to their standards (Haynes 2017). Both

Micromanagement and Hawthorne Effect styles of observation have observers to keep a close watch on

the workers and the workers are aware that they are being watched. The Hawthorne Effect and

micromanagement have similar effect of increased productivity, while being closely watch.

Micromanagement also comes with adverse results as it can result in high levels of stress, low morale,

and hinder production (Chambers, 2004). Mayo’s study delivered an insight towards worker’s awareness

and productivity however the idea of the study, was not the effect of the results (Shuttleworth, 2009).

Micromanagement just like Hawthorne effect brings about a bit of productivity to an extend as the

employees are conscious that they are expected to bring about better results.

No manager wants to be labeled as a “Micromanager”, so managers should try as much as possible to

create a team organization where workers will have complementary abilities, mutually have committed

themselves to a common work aim and eventually be equally responsible of the outcome of their work,

that way there will be increased motivation and trust. As a manger by bringing something useful to the

day-to-day work of the team and not just bringing supervision then trust is built. By having trust in the

team to do their jobs then there will be multiplied efforts and will do more as a team than one can do

alone as a manager individually. Reigning must be flexible to avoid micromanaging.

REFERENCES

Haynes, A. (2017, March8).7 warning signs you’re the dreaded micromanager. Entrepreneur.

https://www.entrprener.com/article/289699
Shuttleworth, M. (2009, October 10). Hawthorne Effect. Explorable. Https:/explorable.com/Hawthorne-

effect

Vicky Webster and Martin Webster. 10 signs of micromanagement-strategies for dealing with

micromanagers. Retrieved from 10 Signs of Micromanagement – Strategies for Dealing with

Micromanagers. Leadership Thoughts Blog

Mintzberg H (1989) Mintzberg on management: inside our strange world of organizations. Simon&

Schuster, New York

Further Reading Chambers H (2004) My way or the highway: the micromanagement survival guide.

Berrett-Koehler Publishers, Inc9