Middle management roles often come with high stress levels, low levels of job satisfaction, and a heightened risk of depression. This is due to the unique position middle managers find themselves in, having to implement strategies from top management while also managing the needs and concerns of their subordinates. This dual pressure can lead to a sense of powerlessness, with the middle manager feeling caught between the demands of their superiors and their team.

A study by Seth Kaplan, an associate professor of management at George Mason University, revealed that middle managers often experience a lack of control over their work, leading to increased stress. This is compounded by the perception that their role lacks prestige and recognition, further undermining job satisfaction.

Kaplan’s study also found that middle managers are more likely to suffer from depression than either their superiors or subordinates. This could be due to the inherent stress and dissatisfaction associated with their role. Kaplan suggests that organisations can help alleviate these issues by providing middle managers with more autonomy and control over their work, recognising their contributions, and offering support for mental health.

Overall, the unique pressures faced by middle managers can lead to high levels of stress and depression, calling for organisational changes to improve their working conditions.

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