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"if i was a women i would kill myself so i would never have the chance to sleep with you" ~Cloneslayer
Micro is short for micromanagement...
it means that you control a few (or at a professional level, ALL) units to the furthest extent, which lets them be more efficient.
Macro simply means having 8 groups of hotkeyed marines, and attack-move to your enemy's base in an attempt to win.
If you're begging for your life why don't you ask your MONEY to save you?! ~ Kenshin Himura
Macro is actually base control...
B.net ID: Pandonetho
Both of them are short for "micromanagement". (Some might say that "macro" is short for "macromanagement", but that would be a misnomer).
The difference is it's called "micro" when you micromanage units, and it's called "macro" when you micromanage buildings.
micro = casting spells and stuff like that, moving around injured units so they dont die, moving a unit thats being focus fired on, etc
macro = managing your economy, buildings, and moving/attacking with several groups of units at once.
both terms can mean several things pretty much.
Macro also means a set of multiple actions or string of commands all executed by pressing one key.
What the deuce?!
lol macromanagment? seriously? I supposed thats what you call it, managing your macros XD
I am matter... I am anti-matter... I can see your past... I can see your future...I consume time... and I will CONSUME YOU!!! - Culex
Macromanagement doesn't have anything to do with RTS macro.
_/|\_Official Reaper of PotD
Macromanagement is the act of leading decision makers or managing the managers. Macromanagement is a close concept to the economic concept of mechanism design.
When a macromanager directs a system, first he will focus on the system's entities (such as constraints, rules, information architecture, etc.) and thereafter he will change them so that the system spontaneously moves to the defined aim, i.e. to the new lower potentials which a macromanager has tuned.
Therefore, to manage a system, a macromanager begins by evaluating the potential of different elements of the system to determine the most appropriate route. Then, instead of driving toward objectives or impeding anomalies, he works on the metasystem, rules, potential coefficients, categorizations, information architectures, etc.
After a while, the system naturally and spontaneously proceeds to well-defined aims with a selected pace. Because it is spontaneous, opposing the system seems to be an irregular manner. Meanwhile, because of the nature of the mentioned process, no one would consider the presence of macromanager...
In business management, micromanagement is a management style where a manager closely observes or controls the work of their employees, generally used as a derogatory term. In contrast to giving general instructions on smaller tasks while supervising larger concerns, the micromanager monitors and assesses every step, and avoids delegation of decisions. Micromanagement is often easily recognized by employees, but micromanagers rarely view themselves as such.
Micromanagement may arise from internal sources, such as concern for details, incompetence or insecurity. While the main drivers are internal and are related to the personality of the manager it also can be partially attributed to external pressures such as organizational culture, severe time pressure, increased performance pressure, instability of manager position, etc. Severe forms of micromanagement may be related to obsessive-compulsive disorder. In other cases of excessive micromanagement, the manager may feel that by implementing processes and procedures to execute orders and instructions, this enables the manager to feel and be able to demonstrate his usefulness and a valuable role in the overall business activity. This type of manager may actually lack the competencies and creative capabilities necessary for the job, and therefore 'creates' the environment by which to demonstrate self-worth.
Less frequently perhaps, it can also be seen as a tactic used by managers to eliminate unwanted employees, either by creating standards employees cannot meet leading to termination, or by creating a stressful workplace causing the employee to leave. Regardless of the motivation the effect can create resentment, damage trust, and usually inhibits efficient teamwork.
Micromanagement can also be distinguished from the tendency of the manager to perform duties assigned to the subordinate. Benign forms arise when the manager can perform a worker's job with more efficiency. In severe forms, the manager does not have the required competencies of efficiency but still tries to dictate to the subordinate not only what to do, but how to do a particular task; he delegates responsibility, but not authority. It is also connected with requests for unnecessary and too detailed reports ("reportomania"). Typical examples include but are not limited to the area of performance feedback. A micromanager tends to require constant and detailed feedback and tends to be excessively focused on procedural trivia rather than on overall performance, quality and results. Frequently, a micromanager would accept much more detailed and trivial information from employees than he can actually process. At the same time, decisions may be delayed, overall goals and objectives are often not clear, information flow between employees may be restricted, and the direction of a project may be changed several times in opposed directions; the outcome of a project might be less important than retaining a feeling of control.