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Micromanagement And Performance Management Case Study

1386 Words6 Pages

Running head: REPLY POST 2
Bernard,
I believe our lesson this week had even more to say about the issues you mentioned regarding micromanagement and performance management. The seventh slide in the presentation mentioned four factors relating to successful teams (Liberty University, 2017). One of the four factors involved ensuring your team members have adequate resources, and part of making sure they have adequate resources is providing them with the power to make decisions.
On some occasions, managers truly need to embrace the Theory Y style of management if they want their workers to both feel trusted and grow as professionals. The importance of trusting others and delegating power is well supported in the Bible. Paul mentioned in Titus …show more content…

Settling disputes to obtain positive results requires effective conflict management skills, but the goals of effective conflict managers can still be undermined by a group’s desire to conform, also known as groupthink (Kinicki & Fugate, 2016). Maximizing organizational productivity requires leaders to have an understanding of both conflict management and groupthink.
Groupthink
Groupthink is a dangerous group behavior, closely related to the need for love in Maslow’s Hierarchy of Needs, which causes critical thinking to become a second priority to individual needs for harmony and a sense of belonging (Kinicki & Fugate, 2016). The Air Force is a good example of a breeding ground for groupthink, because of the priority its culture places on obedience over questioning authority and traditions. When Air Force members provide solutions to ineffective policies are suggested, they are often quickly shut down with threatening statements like, “If you think you can do a better job than your leaders at creating policy, you may say so to our general and see how harshly he responds, but you should probably just keep quiet and follow orders.” The fear of consequences resulting from disagreement can effectively shut down communication, which can cause leaders to falsely believe group members perceive no weakness in their …show more content…

The presenter also mentioned that members must trust each other, and leaders must ensure social loafing is reduced. This implies a combination of Theory X and Theory Y styles of management can be useful when moderating group conflict. Theory X managers may be included to heavily control their employees, which can cause employees to feel they are not trusted (Kinicki & Fugate, 2016). Moreover, managers with Theory Y tendencies must be cautious not to grant employees complete freedom lest they become

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