I've always been in positions of management during my time working in "corporate America" and can agree that micro management is appropriate only in certain situations.
For example, I was a manager of a call center for an undisclosed company (a major ISP) once and was instructed to micro manage the employees from the higher ups. I didn't enjoy it very much but everything was tracked from the time spent on the phone, the hold times, and even how long you were signed out of the phone for a restroom break. When or if the numbers dipped below average, you'd be put onto a plan to improve or let go.
I've also managed a team of developers at multiple companies and didn't micro manage them as long as they were on track. If an employee begins to fall out of the track to success (for both the individual and the company), the management style would change. I'd much rather find the root of an issue if there is one than to disrupt the work day for everyone else. :-)
I had my supervisor run out into the parking lot to tell me my break time was over.
Were you late on coming back in? If so, how late? Was it a first for you to be late (assuming you were)? I've sent employees in the past an email to alert them that they ran over on their break or lunch... but I don't think I've ever had to actually step outside to call someone in. If it continued to be an issue for that employee, I'd have to take a different approach to rectify the issue.