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The author lasted a whopping 10 months as a Site Manager for an authoritative micro-managing Executive Director that consistently went back and forth on decision-making. “Do this … I didn’t say to do that … Make decisions … Clear all decisions with me first …. Why are you asking me about making a decision?” Her head swung back and forth faster than watching a ping-pong tournament. Other department managers would go to her to vent their frustrations on the same exact issue with the Executive Director. So how do you manage an authoritative micro-manager? How do you deal with yo-yo decision-making? It wasn’t until after leaving the organization and recovering from the stress of the whole ordeal that she broke everything down and created a better solution than the one used. This lesson on leadership failure starts by detailing the 10 months of stress torture. The author endured with details about the types of leadership styles used, and what could have helped on an individual level. Even if a person is not the designated leader of the organization, she can still be the better example of how to lead. This lesson concludes with the outcome of her 10-month torture and how it made her a better leader today.

In the highly competitive business world of today, many managers have a tendency to micro manage their field sales employees. These managers have good intentions of trying to help the representatives accomplish the various tasks and directives that have been set by upper management. However, this type of approach often results in a lack of productivity. Managers and representatives become focused on tasks and often lose sight of the big picture. This article presents four key strategies to help sales managers avoid the micro management trap and to increase productivity of the field sales representative.

There is a growing awareness of intellectual property (IP) rights in European public research institutes. Since 2008 a non‐binding recommendation of the European Commission has been, in effect, proposing a consistent policy for IP in research and development (R&D). While there is a broad consensus on the overall goal – achieving a higher competitiveness of European industry in the international market place – there are, however, conflicting expectations on the micro‐management: are technology transfer agencies to be considered as profit‐centers, cost‐centers, mediators or all of the above? This paper seeks to provide an answer

The Physikalisch‐Technische Bundesanstalt (PTB) is the national metrology institute of Germany with 1,900 employees and an annual budget of €145 million. It has established a micro‐management policy for IP rights, which is successfully fostering the development of modern instrumentation for metrology and may serve as an example for other public institutions as well. While it is obliged by law to operate as a regular market participant when licensing patents, there are additional conditions, some with the status of a law or a binding government decision as well.

The BSC approach, implemented at PTB, provides guidelines to reconcile seemingly conflicting requirements for a public entity while at the same time generating economic benefits in terms of additional income from licensing. In the authors' opinion this approach keeps costs at a reasonable level, fosters inventors' motivation and furnishes data for decisions for the technology transfer office as well as for the leadership of the institution.

To manage this conflict of goals the authors developed and implemented a balanced score card (BSC) system for IP management in order to optimize licensing income generation, cut costs, keep the inventor's motivation high and simultaneously realize macro‐economic technology transfer tasks. The BSC was originally introduced for the private sector by Norton and Kaplan in 1992, in response to a failure of purely monitoring financial indicators. The balanced score card considers economic and non‐economic factors, often denoted as “soft”. It is balanced with respect to result‐oriented indicators, like licensing income, and with respect to process‐oriented indicators, like the acceptance rate of inventions for patenting. And it tries to deduce from a trend of an indicator in the past a prediction of future development, associated with recommendations for actions to influence the ongoing process. The paper discusses the issues.

This study acclaims the social entrepreneurship based on cow rearing experiential tourism in Himachal Pradesh. This study aims to illustrate the role of indigenous cows in the Indian society, especially in the Northern Mountain regions by taking Kangra district of Himachal Pradesh as an exemplar. This study highlights the relevance of experiential tourism that elucidates on the basis of cow tourism pertaining to health, mental and spiritual rejuvenation. Lastly, the paper is an attempt to integrate social entrepreneurship and cow tourism highlighting the relevance of experiential economy in empowering the local community.

The case study elucidates on the whence of Swadeshi Kamdhenu Gaushala (SKG), an initiative of Mr Rishi Dogra and Mr Rajesh Dogra, their immaculate micro-management and its benefits to the local community. It highlights how SKG is uplifting the socio-economic standards of the local villagers and providing a distinctive learning experience of indigenous knowledge to visitors. This study is qualitative in nature that uses narrative analysis of secondary data to recognise the importance of indigenous Indian cows, and case study analysis of interviews of SKG proprietors to understand the micro-management, production of organic products and community engagement in their social entrepreneurship.

The SKG is not only helping the local community in their livelihood but also creating value and positioning to the place on the tourist map. This study sheds some light on the importance of cow products in sectors such as agriculture, green energy and for human health and nutrition. The study also crystallizes the challenges faced by the cow rearers, at last the paper sorted out the benefits of cow tourism and how it can result in community empowerment and development.

The case study on SKG helps us in understanding the importance of social entrepreneurs in community empowerment and also the intervention of tourism in the sector that can bring new and different vertical to the tourism industry with experiential learning of the tourist, which results in knowledge sharing about the benefits of Indian cows and helps in creating and placing such destinations on tourist maps. This study attempts towards contributing to the existing knowledge, highlighting the benefits of social entrepreneurship and cow tourism for the society in general and local community in particular.

Executives of network organizations seek to combine core competencies and talents of individual firms, along the various links of the value chain for a given project. These firms are brought together in alignment for the purpose of providing organizations a competitive advantage. Using multiple examples as well as results from an extensive research project, this chapter introduces a multidisciplinary model for leading network organizations. The model is informed by theoretical and empirical research and by executive practice. It includes consideration of an organization’s internal interactions as well as its interactions with the environment and with the external organizations within its network. The chapter provides leaders a set of four imperatives for achieving effective collaboration within networks.

To better understand the role of creativity and its impact on business, IBM Institute for Business Value (IBM IBV) surveyed 400 United States-based CEOs across 11 industries in 2022.

Average organization size of these businesses was a little over $26 billion in annual revenue. The survey covered a range of questions on the role and impact of creativity in their organization. Then survey data was analyzed to reveal the key drivers and success factors of creativity.

When the CEOs were asked to describe an organizational structure most conducive to perpetuating creativity, as many as one quarter of them identified a hierarchical structure – a structure typically considered antithetical to free-flowing creativity, and one highly susceptible to micro-management and bureaucracy.

CEOs identify fear of failure as the most significant barrier to creativity.

Tapping into ingenuity and creativity has been critical to navigating recent market disruption – and going forward, effective creativity is becoming even more central to business success. Study identifies best practices of leading organizations that believe that. creativity is not a skill solely for a few selected innovators and makers, it’s a quality required across the workforce.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Leaders should have a broader- and longer-term vision; they cannot afford to be bogged down with day-to-day work of their organization. They do refrain from micro-management and think of the bigger picture.

The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Call centres are centralised operations where trained agents communicate with customers via phone and using purpose built information and communication technologies. The normative model of call centre organisation is that tasks are tightly prescribed, routinised, scripted and monitored. What are the implications for managers and management? Drawing on ethnographic fieldwork, this article focuses on middle management in call centres: how they work, how they talk about their work and what alternatives they see. It describes an emerging understanding of a manager who is as constrained as a worker under this mass customised bureaucracy. Lack of strategic support and development, a powerfully normative focus on micromanagement and deeply embedded goal conflicts combine to undermine these managers’ scope to truly manage. Like the agents they supervise, call centre managers are engaged in a coping project. In this context, they perform their identity with ambivalence: sometimes role embracing, sometimes resisting.