Sample 1:

It is widely believed that the significant disparities in salary between senior executives and other employees within a company are justified. I wholeheartedly support this viewpoint as it reflects the demanding nature of high-level positions.

The significant gap between the salaries of managers and other employees mostly arises from the stringent requirements of high-level positions. For a start, those working as senior executives in an organization usually bear more weighty responsibilities. Indeed, while junior employees typically focus on specific tasks, their senior counterparts are entrusted with shaping the strategic direction of a company, navigating complex challenges, and ensuring its long-term success. When companies encounter issues, boards of directors are often the first to be held accountable. Such positions are not an easy role, which is why I believe it is justified for senior executives to earn significantly higher salaries than other workers.

Another point worth mentioning is that senior managers are required to possess a vast amount of experience and skills, because of which, a generous salary is totally worthwhile. To attain a high-level position, it is not uncommon to encounter job descriptions requiring a minimum of five years of experience, in addition to the acquisition of multiple degrees and certifications to demonstrate competence. Furthermore, a generous salary for managers could also serve as effective motivation for employees. With a competitive salary package, staff tends to be encouraged to strive for promotion. If the salary differences among staff stay insignificant, individuals may feel demotivated to exert effort.

In conclusion, I strongly believe that the rationale for higher remuneration for senior managers is justified because it mirrors the value added by senior leadership as well as generate the necessary motivation in the workers.

Sample 2:

Receiving decent wage is a motivating factor for many working people in management positions. In fact, I agree with those who argue that high-level executives should be paid more than other regular employees for two reasons.

The first reason why top managers should receive higher salaries is that they often work under an enormous amount of pressure. Although some might argue that most employees spend the same amount of time working for the company and, therefore, should be equally salaried, I believe that the fundamental difference lies in the far greater responsibilities that these senior executives have. In fact, these managers, not the regular staff, are those who make the most important decisions in the company and are responsible for any failure resulting from their decisions. Due to the significant role senior managers play in a company, and the stress they suffer as a result of this, being paid better salaries is more than justifiable.

Another significant reason is that this policy can create a strong incentive for employees to work and contribute to their company. A gap in salaries may increase positive competition among employees because along with recognition and promotions, a lucrative salary is one of the essential rewards that motivates an employee to work. If there is no difference in the amount of money being paid between senior officers and other workers, very few people will likely do their best at work to get promoted to positions with such significant responsibilities and intense pressure.

In conclusion, not only do people in senior positions usually have a vast amount of pressure, but this also motivates employees to improve their skills and contribute to the development of the company. Therefore, I firmly believe that paying senior managers higher salaries is a sensible approach.

Sample 3:

Many are of the belief that it is beneficial for senior management to command significantly higher salaries than other employees within a company. However, I contend that the substantial wage disparity between senior management and the rest of the company staff is unjustifiable.

Many argue that higher salaries for top executives are essential to attract and retain talent, asserting that the skills and experiences of these individuals are rare and critical to a company's success. However, this viewpoint overlooks the collective effort required to drive a company forward. The success of a business is seldom the result of a single individual's work but rather the outcome of collaborative efforts. For instance, while a CEO plays a strategic role, the implementation of these strategies depends on a motivated workforce. Acknowledging the value contributed by all employees through more equitable pay scales could foster a more motivated and cohesive workforce.

Furthermore, the argument that vast salary differences are necessary to incentivize senior executives neglects the impact of such disparities on employee morale. A fair and transparent compensation system, which includes performance-based incentives for all employees, can be equally, if not more, effective. For example, companies like Semco have seen success by adopting capped salary ratios, demonstrating that a less pronounced pay gap does not hinder business success but rather contributes to a more harmonious and productive work environment.

In conclusion, the argument for substantial salary differences between senior management and other employees fails to consider the importance of teamwork and collective effort in a company's success. By advocating for a more equitable compensation model, companies can ensure a motivated workforce, ultimately leading to sustained organizational success.

Sample 4:

It is sometimes asserted that it is beneficial if company management receives much more generous pay than ordinary employees. I largely agree with this assertion as it represents fairness and fosters productivity even though there is a risk of decreased morale.

The foremost rationale for my approval of corporate executives enjoying significantly greater earnings lies in their significance. Specifically, they generally assume various responsibilities, ranging from ensuring the overall viability of a company and training their subordinates to encouraging them to endeavour for collective success. Therefore, it can be fair for companies to pay these individuals remarkably higher than others to financially reward them for their contribution.

Another reason for why I support the idea of paying executives more generously is that it encourages other workers to be more productive. It is because the significant difference in income might be a factor that extrinsically motivates ordinary workers to work more dedicatedly and creatively to stand a higher chance of promotion. This not only allows them to increase their earning but also contributes to the company’s overall performance.

However, I acknowledge the possible negative impact of a pay gap on workers’ morale. In reality, a number of them have expressed their concerns as top executives of their firm earn a huge sum of money while those who work under their management can only be entitled to limited salaries. For example, hundreds of engineers at Google have left furious comments regarding the increasingly enormous bonuses that the CEO Suchai has received even though the tech giant is cutting down on wages and bonuses.

In conclusion, I am mostly in agreement with paying those in top management positions much higher than other workers considering managers’ contributions and encouraging their subordinates to strive for the same, boosting a company’s performance despite the possibility of an unwelcoming attitude of some employees. That is why corporations should design a transparent pay scheme and increase the effort to educate their workers on the benefits of pay differences.

Sample 5:

In contemporary business settings, it is often argued that senior executives of a company should receive significantly higher salaries than that of their subordinates. Although this pay gap could lead to dissatisfaction among employees and compromise other crucial aspects of business operations, I advocate for it considering the talent and heavy responsibilities of many senior managers.

On the one hand, the enormous executive pay might worsen income inequality within an organization and breed resentment among workers, prompting them to switch to other workplaces with fairer pay scales. This high rate of employee turnover could then have far-reaching implications for the organization itself, reducing overall work productivity and increasing the time spent on training or recruitment. Additionally, excessive executive compensation often comes at the expense of other critical aspects of business operations, such as investments in employee training or development of sales initiatives. A report conducted by the Economic Policy Institute addressed this issue, highlighting that companies with enormous salaries for senior labor tend to underinvest in areas that could otherwise drive sustainable growth and innovation.

On the other hand, I contend that senior managers should be entitled to much higher salaries within a company because they would help attract and secure the services of proficient, experienced executives who can steer the company towards success. For example, technology giants like Apple and Google are known for offering substantial salaries and lucrative stock options to their senior executives, ensuring that they can attract the best minds in the industry. Another reason why I support significant executive salaries relates to the heavy responsibilities senior managers have to shoulder, such as strategic planning, financial management, or risk management. These important obligations often directly impact on the company’s operation and success, which explains why executives might deserve the substantial salaries commensurate with their contributions.

In conclusion, while the tremendous executive earnings could result in discontent among other workers and compromise some essential aspects of corporate operations, I believe that they are justifiable by the expertise and heavy responsibilities of many senior managers.

Sample 6:

In contemporary organizations, a hierarchical salary structure often dictates significantly higher remuneration for senior managers compared to other employees. Advocates of this disparity argue that such differential pay scales are justifiable and beneficial. I wholeheartedly support this viewpoint, and I will elucidate my stance in the subsequent discussion.

The rationale behind advocating higher salaries for managerial roles lies in the unique qualifications and responsibilities associated with these positions. Senior managers typically possess extensive experience, having ascended through various organizational levels, demonstrating loyalty and acquiring profound expertise along the way. They are entrusted with critical decision-making, negotiation, and problem-solving tasks, alongside overseeing the welfare of numerous employees and ensuring organizational growth and profitability. Therefore, compensating them more generously than regular staff is not only fair but also serves as recognition of their exceptional skills and onerous duties.

Moreover, maintaining a significant salary disparity between senior managers and other employees serves to incentivize and motivate the workforce. Monetary compensation is a primary motivator for employees, and the prospect of salary growth often fuels their dedication and performance. When junior staff witness the lucrative rewards enjoyed by their superiors, it inspires them to strive for excellence and aspire to ascend the organizational hierarchy. Conversely, a policy of salary parity would diminish the incentive for employees to excel, leading to reduced morale and productivity across the organization.

In conclusion, I staunchly advocate for the continuation of a hierarchical salary structure, wherein senior managers receive substantially higher remuneration than other employees. This approach not only acknowledges the unique qualifications and burdens associated with managerial roles but also serves as a potent motivator for organizational success and employee advancement.

Sample 7:

Many individuals believe that senior managers should receive substantially higher salaries compared to other staff members within a company. From my perspective, I fully support this notion, and the following essay will outline reasons and examples to justify my stance.

Firstly, it is reasonable for senior managers to command higher salaries due to their extensive knowledge and experience in their respective fields. They often hold advanced qualifications such as bachelor’s, master’s, or even doctoral degrees, alongside practical expertise garnered over years of professional involvement. This indicates their excellence and potential to deliver more impactful results, thereby advancing the company’s objectives. For instance, a senior manager with a master’s degree in finance and economics from esteemed institutions like Cambridge or Oxford might propose invaluable insights for firms in areas such as investment or risk management. Consequently, offering higher wages to senior managers seems justified.

Moreover, senior managers typically shoulder a heavier workload, justifying their higher remuneration. Their exceptional competence in their domain earns them the trust of top executives, who delegate crucial responsibilities to them. Consequently, they devote considerable time and effort to fulfill these obligations. For instance, a senior marketing manager may oversee numerous tasks within the department, including devising advertising strategies and assigning tasks to staff members. In my opinion, this correlation between increased responsibilities and higher salaries reflects a fair exchange: senior managers dedicate more of their time and expertise to the company, and in return, the company compensates them accordingly.

In conclusion, it is evident that senior managers merit higher salaries compared to other employees within the company, considering their expertise, experience, and the substantial responsibilities they undertake.

Sample 8:

It is argued by some that experienced employees holding management positions should be allowed to earn more competitive salaries in comparison to their counterparts in the same workplace. Although opponents of this idea may have certain valid points to argue against that school of thought, I believe that such an initiative should be implemented.

On the one hand, those opposing the idea that senior managers should have far higher earnings may justify their position by saying that such a vast disparity could be perceived as unequal and unfair. This sense of inequality and unfairness may result from the fact that low-income earners often work far longer hours and engage in physically demanding jobs, but they just earn a fraction of superiors’ income. In the long term, this could undermine employees’ morale and lead to lower levels of staff motivation and retention, when these employees of lower levels feel underappreciated. However, these lines of reasoning might not be convincing given the fact that such a perceived inequality cannot be justified, for the reason that in order to reach that position, the majority of these senior managers have to exert great effort, demonstrate perseverance as well as invest huge amounts of money and time in pursuing education and knowledge. As a result, they should be entitled to earn lucrative incomes compared to staff who do not have that same level of commitment.

Another point worth mentioning is that rather than the feelings of demotivation mentioned earlier, such a salary structure instead serves as a strong motivator for subordinates to focus on developing themselves so as to be able to climb the corporate ladder thanks to their accumulated experience and expertise. This is because they understand that the more experienced and skillful they are, the higher their earning potential is. Moreover, there is no denying that employees of senior ranks, particularly chief executive officers, have to bear immense responsibilities and tasks that can significantly affect the development and profitability of a business, and as a result, it is plausible to say that their salaries should be commensurate with their enormous contribution. Finally, such a remuneration package could not only help ensure that experienced employees remain loyal to the organization, but also potentially help attract more talented people in the labor market into its workforce, thus further benefiting the whole business.

In conclusion, while there are certain points of view regarding the opinion that there should not be a huge difference in terms of income between managers and other employees with less authority and power, I am of the opinion that these viewpoints are misplaced, and instead considering the fundamental and irreplaceable part of seniors in a company’s success and sustainability , the potential incentives for less experienced staff to upgrade themselves and the attraction of other gifted workers, offering competitive salaries to senior managers is a sensible policy for any businesses to adopt.

Sample 9:

In contemporary society, employee salaries are a matter of great importance. Some people think that the salaries of senior managers should be higher than those of others in a company. I totally agree with this view due to the compelling reasons for it.

Obviously, there are a host of reasons to support the given view; nevertheless, I would present two of the most widely accepted ones. Firstly, all the experience and knowledge that a manager has gained during their career should deserve a better salary level compared to that of other juniors or intermediates. Before becoming a manager, they had to sacrifice their time, and effort to learn or undergo almost all lower positions. Therefore, these senior managers can take more responsibility for supervising the process in order to help the business achieve better outcomes. Secondly, it is undeniable that the more pressure senior managers get, the higher wages they should get. For example, the juniors or intermediates can have a chance to make mistakes while working, otherwise, it can be unacceptable in terms of being a manager. Therefore, managers have to face much pressure with higher responsibility which can make them get more stressed or suffer from other mental health diseases and earn more money on medicine or treatment. 

On the other hand, nothing is free from objection. Paying higher salaries only to senior managers can be unequal to other workers who are getting efficient work performance and contributing to enormous business achievements. Their effort plays a vital role in making a higher profit for the business; therefore, their salary rate should meet their efficient performance. If not, these high-quality employees can lose their motivation to move forward towards high achievements.

In conclusion, it could be seen that the given view has both reasons to agree and disagree with, to a certain extent. However, I agree with the perspective that the workforce of senior managers should be paid a better income than other lower positions for two reasons mentioned above.

Sample 10:

Many people believe that it is perfectly acceptable for senior management positions to have significantly higher salaries than other workers in a company. I agree with this viewpoint for several reasons.

One primary reason for supporting higher salaries for senior management is the need to attract top talent. Senior managers play a crucial role in steering the company toward success, and their expertise and experience are invaluable. Competitive salaries are necessary to attract individuals with the skills and knowledge required to lead effectively. For instance, companies in highly competitive industries often offer substantial compensation packages to secure the best leaders, ensuring that the company remains innovative and competitive in the market.

Another reason is the significant responsibilities and pressures that come with senior management positions. These roles often involve making critical decisions that can impact the entire company, requiring a high level of expertise and accountability. Higher salaries are a form of compensation for the stress and long hours that senior managers endure. Specifically, during times of crisis, senior managers are responsible for making tough decisions that can determine the company’s survival.

In conclusion, I completely agree that senior management positions should have much higher salaries than other workers in a company. The necessity to attract top talent and the significant responsibilities associated with these roles are compelling reasons for this salary disparity.

Sample 11:

In contemporary corporate structures, it is common for senior managers to earn significantly higher salaries than other employees. I completely agree with this practice due to the high level of responsibility they bear and the substantial risks they undertake.

Firstly, senior managers are tasked with making critical decisions that shape the direction and success of the company. Their roles require them to handle an immense amount of pressure as they are responsible for the overall performance and strategic planning of the organization. For example, the branch manager of a company oversees the operations of the entire branch, making pivotal decisions that affect all aspects of the business. In contrast, a junior employee is only responsible for their specific duties, with no involvement in strategic decision-making. Thus, the higher salaries of senior managers are justified by the heavy burden of responsibility they carry.

Moreover, the roles of senior managers inherently involve a higher risk of job loss and accountability. These managers must continuously innovate and implement new ideas to ensure the company's profitability and growth. If their strategies fail, they face the possibility of being fired, which is a risk not typically borne by lower-level employees. For instance, a production head is directly answerable for the success or failure of a product, unlike a customer care executive who simply manages customer inquiries. The significant stress and potential job insecurity that senior managers endure further validate their higher compensation.

In conclusion, the higher salaries of senior managers are warranted due to the considerable responsibilities they assume and the substantial risks they face in their roles.

Sample 12:

The question of whether senior management positions should have significantly higher salaries than other workers in a company is a contentious issue. While there are valid arguments on both sides, I believe that substantial pay differences are justified to a certain extent.

Admittedly, excessively high salaries for senior management can lead to several negative consequences. One significant issue is the potential for demotivation among lower-level employees. When the pay gap between management and regular workers is too wide, it can foster a sense of inequity and resentment, reducing overall morale and productivity. Furthermore, allocating a disproportionate share of the company's resources to executive salaries can limit funds available for other essential areas, such as employee development, benefits, and operational improvements. This imbalance can hinder the company's long-term success by neglecting the broader workforce and essential investments.

However, there is a stronger case to be made for the large income disparities between the high-level and low-level positions in a company. Firstly, it can be justified by the level of responsibility these top-level executives hold. Senior managers are accountable for major decisions that impact on the entire organization, and their roles often involve high levels of stress and long working hours. For instance, a CEO's strategic decisions can determine the company's success or failure, justifying a higher compensation for such critical responsibility. Additionally, attracting and retaining top talent in senior management positions requires competitive salaries. High salaries serve as an incentive for highly skilled professionals to bring their expertise and leadership to the company, which can drive growth and innovation.

In conclusion, while there are potential downsides to large pay disparities, the significant responsibilities and expertise required for senior management roles justify higher salaries. Therefore, it is reasonable for senior management positions to receive much higher compensation than other workers in a company.

Sample 13:

It is considered better for senior employees to receive a higher income than other employees in a company. I completely agree with this, as senior staff are more accountable for any damage to a company. Additionally, their years of experience and education make it necessary for them to claim higher wages.

To begin with, senior personnel is liable for any kind of harm to an organization. To elaborate, they are given the power and higher income for the betterment of a company. They hold their duties well and don’t hesitate to take risks on their own for the welfare of the company. The most challenging thing for them is to build cooperation among staff and for the smooth running of a company, making them feel satisfied. They do all this even at the cost of sacrificing their leisure time. Therefore, they deserve a higher salary. For example, positions like CEO, manager, or other high-level posts require decisive personnel with problem-solving abilities who can serve as a pillar for a company.

Moreover, experience and education are other factors that make senior staff need to claim higher income. Senior workers have a good academic record and experience, which enables them to understand how a company can survive during hard times. Their education and experience set them apart from other workers, as they have spent a large amount of money on education and devoted many years to retaining their position in the same company. For instance, managers or directors require well-educated, experienced staff. Other workers with less experience and insufficient educational qualifications cannot occupy their place in a company. These personnels cannot demand higher income. At this point, senior staff are valued more than other workers.

In conclusion, senior workers deserve higher salaries than other workers due to carrying out more duties and sacrificing their own interests for the upliftment of a company. Besides, their qualifications and experience distinguish them from other staff in receiving a handsome income.

Sample 14:

Some argue that higher-level managers should be paid more than other employees in a company. Although there must be reasonable wages for all workers, I believe that senior management staff should be eligible to receive significantly higher pay scales, as they are the individuals who face more risk when making crucial decisions about the company and directing the workforce.

In terms of decision-making, managers hold more responsibility and accountability for the company, which is not typically held by other staff. In other words, senior-level managers are required to find appropriate solutions for issues related to investments and profits. If they fail to provide the best solutions, they may sometimes be at risk of losing their careers. In this case, managers should be paid more than other categories due to the risks they take. For example, during the COVID-19 pandemic, more than 30% of companies worldwide removed their managerial staff as a result of being unable to retain profits for the organization.

Furthermore, all other staff members are guided by managers. Managing human resources is not an easy task, as it requires more focus and commitment. Managers need to handle problems among staff while simultaneously achieving the given goals. This multitasking ability of senior managers should be appreciated by offering competitive salaries because other employees do not face these critical situations. For instance, recent research has revealed that managerial professionals in the USA are paid more than others due to their effort to manage staff to achieve goals.

In conclusion, while better wages should be provided for all staff members, managers should be paid well as they are responsible for their decisions and the staff who work under them.

Sample 15:

Many people think that superior workers should be paid more as they are with the organization for a long period while some people are against it and say pay should be decided according to the skill of the employee and his determination towards work. I partially disagree with this statement that senior workers should have more pay than the freshers.

Starting with, if senior workers of the company would be paid more than freshers then they would most likely take work for granted. And would not work harder than before. As a consequence, they would not bring any type of advantage to the company they are working in. Because the junior workers who are working with them would feel as if they were getting less pay just because they have less experience than managers. 

Continuing with, knowledge is the most important attribute to determine the salary ...