Over the past few decades, remuneration policies applied to young workers and their older counterparts have gradually become a subject of considerable controversy. Some people believe that the young are eligible for a salary identical to that of old-timers in the same capabilities, and I completely agree with this opinion for several reasons.
A. (1) Firstly, it is obvious that young people have certain edges on their older workers, and the most important is their adaptability. (2)In fact, young generations grow up along with ever- changing technology, which equips them to become proactive and to develop their skills to adapt to new situations. (3)As a result, young employees tend to react better to unpredictable challenges in certain projects, which can compensate for their lack of experience and produce equally satisfactory results in comparison with the work fulfilled by older co-workers. (84)
B. (1)Secondly, young generations do possess creativity, which is a personality trait of paramount importance in the modern economy. (2)Young workers have a tendency to think outside the analytical boxes or, in other words, to break out of existing systems thereby coping well with the globalization process where success will depend on creative thinking rather than on pure knowledge. (3)Therefore, while working on the same tasks, young staff members with the creativity are likely to make significant contributions to their organizations, which will in turn make up for their deficiency in expertise or even enable them to stay ahead of their older counterparts. (4) Consequently, reasonably high salaries for young employees are due to ensure their outstanding performance in the long term. (120)
In conclusion, I am convinced that the young deserve the same pay as that of their old colleagues. The explanations for this lie in the adaptive and innovative nature of youngsters, which can result in outcomes comparable to those attained by veteran employees.