Production managers occupy a unique position within the leadership hierarchy of a manufacturing organization. They have a closer relationship with an organization's production employees than does any other class of management. Thus, they, to a greater extent than any other class of management, are at the leading edge of the implementation of organizational human resources management policies and programs, and they are the first to experience any employee backlash from these policies and programs. With respect to the interaction between human resources management and organizational production goals, pro duction managers often find that they are subjected to conflicting pressures from production workers and their repre sentatives, on one hand, and from upper level management, on the other hand.
The various pressures to which production managers are subjected have the potential to affect both the levels of job satisfaction and the level of job dissatisfaction of these key members of the organizational managerial team. How they react to these pressures in large part determines their levels of both job satisfaction and job dissatisfaction, which, in turn, have the potential to affect significantly the production per formance of the organization. Levels of job satisfaction and job dissatisfaction on the part of production managers are,
thus, significant with respect to the welfare of the organiza tion, of the production workers, of an organization's custo mers, and of the production managers themselves.
The purpose of this research project was to identify the characteristics and causes of job satisfaction and job dis satisfaction for one class of managers production managers in manufacturing organizations. The goal of this project was to develop insights into the twin phenomena of job satisfaction and job dissatisfaction for the targeted managerial class, which would facilitate the development and implementation at the organ...