I'd say it's very much more close to a scale than a binary "good/bad" when it comes to micro-management. Sure, I don't want to have to explain myself every hour as to how things are going, but I likewise I don't want to have to track down my manager
to get managed.
With my new manager, by him checking in with me more frequently to see how things are going I can gauge my performance better from his reaction, pick up on errors I've done early on in the process that I wouldn't have spotted myself, and build a better dialogue with him. Frankly, if this comes from the manager not trusting me then I don't blame him; he shouldn't - I'm an idiotic 20-something year old. I haven't built that framework of expertise where I can do a job without error or guidance.
Conversely, a 'hands-off' boss for me meant that I'd be working all day, only to hand in the work and find out I'd done something completely wrong and needed to re-do things from scratch. I might be doing a job as I've read in the spec, but it turns out there's some common practice way of completing it that I'm just expected to know right off the bat. I wouldn't know what the intended outcome of a project was, because I had never completed a project before.
Micro-management is like captaining a boat. If the skipper constantly corrects the course, he'll exhaust the crew - but if he doesn't correct enough, the boat can veer off rapidly with no one at the helm.