Rather than questioning your manager's performance, you should be questioning your own. If you really want to solve the problem, you will need to make fewer mistakes. You should look at your errors and see if there is a trend or theme that links them together. Either way, you will need to develop some specific steps to prevent the mistakes, and this can range from more attention and concentration to more training.
At the same time, in these types of situations, there are some advantages when a manager tries to give a struggling employee more coaching, guidance, and support. If you feel that you need help, you should ask him for it. However, if your manager has been providing this type of support in the past, but you have continued to make mistakes, then it is not surprising to find that his style has become more direct.
Perhaps your best approach is a combination of the points noted above. You should take an honest look at the frequency and magnitude of your mistakes, develop a plan to correct them, and then discuss this plan and the progress that you are making with your manager. The good news is that there are steps you can take to reduce your mistakes, and the biggest mistake of all would be to fail to take them.
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