Macromanagement is a style of leadership that is hands-off or from afar, allowing employees to have more freedom and control over their own work, while employers may shift their focus to strategic long-term goals.
Managers step back and give employees the freedom to do their job as they see fit, as long as the desired result is achieved.
Therefore, it is important for organizations to develop a balance between micro- and macromanagement practices and understand when to apply each approach effectively.
[2] Another interpretation of macromanagement is when an organization perceives itself as a social institution, aligning its goals and purpose with the aim of serving society.
In 1971, Alan Wells defined a social institution as “patterns of rules, customs, norms, beliefs and roles that are instrumentally related to the needs and purposes of society.” Other examples of social institutions in this respect include government and religious organizations, some more in-line with serving society that others.