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Manageris Blog
12 February 2013

Monitor the progress of work without depriving employees of their autonomy

An excerpt from Manageris’ Synopsis No.212a
“Stimulate job satisfaction”

It is absolutely natural for managers to ensure that people’s work is progressing well. However, the attitude shown by the manager may be stimulating employees' motivation or conversely killing employees’ motivation! In the first instance, supervision is experienced as support in identifying and solving problems. In the second, it is felt to be as an intrusion that dispossesses the employee of his or her responsibilities. Four risks must therefore be carefully avoided to manage the team:

Monitor the progress of work without depriving employees of their autonomy

To learn more :

¬ Stimulate job satisfaction (Manageris’ Synopsis No.212a)

¬ published by Chrystel Martin on People management

¬ share

¬ key word { Management Styles, Motivation }

¬ Comments (3)


I believe what you published made a great deal of sense. But,think on this, suppose you composed a catchier post title? I mean, I don't wish to tell you how to run yor blog, however what if you added something that makess people want more? I mean Monitor the progress of work wighout depriving employees of their autonomky is kinda vanilla. You should peek at Yahoo's hoke page annd watch how they create post titles to get viewers to click. You might add a vkdeo or a related picture or two to get people excied about what you've got to say. In my opinion, itt might bring your bloog a little livelier. Preserve 5% now together with your lower price essay writing services cheap essay writing services cheap

¬ published on the 20/01/21 at 14:53


Nice website, If you like to read motivational quotes, check out

¬ published on the 30/12/20 at 15:47


We had a discussion recently in my team about the different management approaches needed for different individual preferences. One person (in the minority for our team) has a strong 'S' MBTI preference and in the open environment I encourage in the team felt able to say she was very uncomfortable with my (right hand side of your table above) approach to leading the team. She struggled to form her own path (not through lack of ability/knowledge/skill in what she is working on but rather because she is able to be more effective with more structure/next steps, reassurance etc than the others. I am now working with her more widely on her development (and mine as an equally strong 'N' preference!) to develop more flex for us both in how we work together. I thought it worth flagging this as not all of your 'left hand side' elements are necessarily bad, and not all 'right hand side' always good, all of the time as the brief article above would suggest.

¬ published on the 13/02/13 at 23:42

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