In today’s workplace, there has been a debate about whether leaders of large-scale businesses deserve to receive a huge amount of earnings than their subordinates or not, since this situation can reflect income inequality across different departments. Although I believe the role and responsibility of the leadership team are still superior, the contribution of a single individual cannot be neglected. Therefore, companies should consider a proper method to enhance parity of pay in the office.
Supporters of higher pay argue that the reasons why the board of directors should be extremely well-paid are the heavy workload and their expert knowledge. Senior leaders are always required to shoulder greater responsibilities and make strategic decisions to ensure the sustainable development of the company. For instance, their primary tasks are not solely about signing contracts or organizing internal conferences. The bosses themselves have to consider and select effective growth initiatives to attract more investors for their firms, which not only drives organizational growth, but also provides high-value tasks for their subordinates. Moreover, due to these significant obligations, if any problems or errors arise, they would be more likely to bear ultimate accountability and be required to propose instant alternatives, which obviously lays more pressure on them. Hence, high salaries are acceptable owing to their contribution to the company’s success.
However, proponents of fairness in the workplace believe that several distinguished employees should be well-paid for their achievements. Even though bosses take control over integral tasks and decisions, the staff still plays an important role in supporting the minor duties in each department. Particularly, some excellent individuals dedicate considerable effort to improving the work efficiency and gaining benefits for the business’s projects. Therefore, they can be paid advantageous remuneration, which both justifies their contribution and stimulates their motivation towards their job. In contrast, if employees are underrated despite their hard work, they would experience a sense of injustice since the salary disparity has demoralized the workforce and undermined employee motivation. As a result, a fair salary policy should be upheld to not only retain highly qualified workers but also allow staff to be recognized for their devotion.
From my perspective, it is reasonable to argue that excessive remuneration should be allocated for directors owing to their burden to sustain the company’s operation. However, a fairer salary structure, like performance-based payment, can be implemented to narrow the wage gap, yet still ensure equality at the workplace.
In conclusion, both chief executives and employees play an indispensable role in running a business. Nevertheless, the earning differential is inevitable, as the genuine duties that many leaders are asked to bear justify their excessive salaries. Therefore, to strike a balance among organizational classes, the management department should offer financial compensation or a positive remuneration package, which can be awarded to top-tier talent, thereby balancing efficiency with social justice.