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The document discusses the debate surrounding the high salaries of senior management compared to regular employees. While some argue that these salaries reflect the responsibilities and pressures of management roles, others believe they create inequality and dissatisfaction among workers. The author concludes that companies should balance competitive salaries for leaders with ensuring all employees feel valued.

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Lê Minh
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14 views2 pages

4

The document discusses the debate surrounding the high salaries of senior management compared to regular employees. While some argue that these salaries reflect the responsibilities and pressures of management roles, others believe they create inequality and dissatisfaction among workers. The author concludes that companies should balance competitive salaries for leaders with ensuring all employees feel valued.

Uploaded by

Lê Minh
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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4.

Some people think that it is a good thing for senior management positi
ons to have much higher salaries than other workers in a company.
To what extent do you agree or disagree?

In many companies, senior managers earn signific


antly higher salaries than regular employees. While some peopl
e support this pay gap, others believe it is unfair. In my opinion,
although there are some benefits to this system, it can also lead
to several negative consequences within the workplace.
One major drawback of high salary differences is t
hat it can create inequality and dissatisfaction among employee
s. When workers see that top executives earn much more mone
y, even if their efforts are also important to the company, they
may feel unmotivated and underappreciated. This could lead to
lower morale and productivity. Another issue is that a high salar
y does not always reflect the actual performance of a manager.
In some cases, senior leaders receive large bonuses even when
the company is performing poorly or their decisions have negati
ve effects. For example, there have been many cases where CE
Os received millions of dollars in salary while their companies w
ere losing money or laying off staff.
On the other hand, there are good reasons why se
nior management should be paid more. Firstly, these positions c
ome with high responsibility and pressure. Senior managers mu
st make important decisions that affect the entire company, and
they often work long hours. Therefore, a higher salary is a fair r
eward for their efforts and stress. Secondly, the difference in sal
ary levels can motivate other employees to work harder and ai
m for promotion. When staff see that management positions ar
e well-paid, they may be encouraged to improve their skills and
take on more responsibility. For instance, a junior employee mig
ht decide to study further or gain more experience in order to b
ecome a manager in the future.
In conclusion, while there are valid reasons for pa
ying senior managers higher salaries, the negative impacts such
as inequality and lack of fairness should not be ignored. In my vi
ew, companies should offer competitive salaries for leaders but
also ensure that all employees feel valued and motivated.

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