In today’s world, it is said that equal salaries can be given within companies to achieve more stability between coworkers. Although providing balanced salaries may improve the quality of life of people dealing with financial issues, I firmly disagree with the main view, as it further intensifies conflicting opinions between higher-up positions and discourages coworkers from working harder.
On the one hand, the implementation of this trend requires cutting the salaries of the higher-ups, while increasing the wages for lower positions to meet with financial equilibrium. This is extremely beneficial for people from disadvantaged backgrounds, who struggle to improve the quality of their life. For instance, not having adequate fiscal resources to pay for taxation or inability to ensure the growth of their families, which can significantly affect one’s well-being. To curb that, increasing the salary can greatly help them to manage various problems occurring in their personal life, whilst improving their health that encourages them to make more contributions within workplaces.
However, I would argue that this policy leads to greater-scale problems for various reasons. One of these is that higher positions are responsible for far more tasks and projects than normal workers, which require years of experience and education. They are key drivers to success especially within international companies, as constant monitoring of global trends and adaptations may overwhelm an average coworker. Thus, creating a balanced distribution may lower the salaries of higher-ups, which can make them feel less fulfilled in their work and cause some disagreements among them. Another factor worth mentioning is that it discourages people from working harder. As people realize they can get same amount of paycheck despite the scale of their contributions, they become less motivated in pursuing higher positions in order to increase the salary. In this scenario, employees at all levels lower their intensity at work, which, in turn, serves as an economic risk for larger industries that hinders their rapid development.
In conclusion, it is worth mentioning that equal distribution of remuneration may benefit workers dealing with personal problems. However, I remain convinced that with an implementation of this policy influential industries may be at risk of bankruptcy because of employee demotivation, who may be reluctant to work intensively.