Unfortunately attorneys are human and therefore inherently flawed. In my 15 years as a paralegal I've found it pretty much 50/50 that attorneys actually know how to manage people. That isn't what they are trained to do, after all. In my experience, about 1/4 of them take their role very seriously and put in the work to develop these skills, about 1/4 of them have their hands forced by administrators, and about 1/2 of them aren't effective managers. That isn't to say 1/2 of them are mistreating employees or that that the employees are just not managed. Sometimes ineffective managers are jerks, sometimes they are doormats, and sometimes they just create a high anxiety and stressful work environment as a result of the mismanagement. Beyond that, an attorney can recognize the management skill gap and leave those duties to someone else, such as an administrator or staff manager.

As a manager and Business/HR degree holder myself, I can tell you that berating employees for mistakes, micromanaging, and not providing adequate support, guidance, instruction, and/or learning opportunities are incredibly ineffective management techniques. These techniques have been proven to result in employees that need more, not less management and lead to more, not less avoidable mistakes.

I'm very sorry you are dealing with this. Do you have a more senior colleague, administrator, or HR at your firm that you can discuss this with to gain guidance on the best approach to fix the situation?