In many workforces, with superior positions come higher payment for work. Many businesses count this as an optimal choice for allocation of the payments. However, while some people insist that it is a necessary measure, others might view it as an unequal distribution of funds. In this essay, I will enumerate the disadvantages and positive sides of such systems.
To begin with, as a rule, senior job positions require more responsibility. Probably, a higher income proposition encourages a more hard-working atmosphere and provides job security. Otherwise, insufficient payment might become a disincentive for employees and result in a reduction in their efficiency. Moreover, salary distribution inclines a competitive environment in the workforce, which might also be motivating for workers to strive for a better position and improve their performance.
On the other hand, conflicts and misunderstandings could stem from the higher competition. Some members of the personnel might feel that their rights are neglected. This, in turn, puts more pressure on the working environment and the employers, who have to deal with the discontent of their staff. In addition, this may lead to inequality and discourteous attitudes towards inferior workers. For instance, once someone attained a promotion, they might become overconfident and treat their former colleagues with injustice.
To synthesise, from one perspective, higher salaries stimulate workers to perform proficiently and serve as an incentive. Nevertheless, inequality still is a menace to the workforce and internal relations inside the workforce among its members although this can be overcompensated through job security, special offers, and team-leading meetings to establish conviviality.