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16 views

Oct - W2

Uploaded by

Nguyễn Ngọc Ánh
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Task 2: Large companies should pay higher salaries to CEOs and executives compared

to other workers. To what extent do you agree or disagree?


Introduction
 Background Information: Introduce the topic of salary disparity between
CEOs/executives and regular workers.
 Thesis Statement: State your position that while higher salaries for CEOs and
executives can be justified, they should not be excessively disproportionate.
Body Paragraph 1: Justifications for Higher Salaries for CEOs/Executives
 Responsibility and Impact: Discuss how CEOs and executives carry significant
responsibilities and make critical decisions affecting the company's success.
o Example: A CEO's role in navigating international regulations, economic
fluctuations, and strategic partnerships.
 Experience and Skills: Explain that these roles require years of experience and
specialized knowledge.
 Attraction and Retention: Argue that competitive salaries are necessary to attract and
retain top talent in a global market.
Body Paragraph 2: Arguments Against Excessive Executive Pay
 Workforce Morale: Explain how excessive salary gaps can lead to a demoralized
workforce.
o Example: Employees feeling undervalued and less motivated if they see
executives receiving disproportionately high compensation.
 Sense of Injustice: Discuss how disparity in pay can foster a sense of injustice among
employees.
Body Paragraph 3: Counterarguments and Rebuttals
 Talent Attraction Debate: Question the necessity of excessively high salaries for
attracting top talent.
o Point out that many executives are motivated by professional challenges and
personal fulfillment beyond monetary compensation.
 Resource Allocation: Argue that excessively high salaries can divert resources from
other critical areas.
o Example: Employee development, research and development, and community
engagement.
Conclusion
 Restate Thesis: Reiterate that higher salaries for CEOs and executives can be justified
but should not be excessively disproportionate.
 Summary of Key Points: Briefly summarize the main arguments discussed in the
body paragraphs.
 Final Thought: Emphasize the importance of a balanced approach that recognizes the
contributions of all employees while still rewarding the leadership and expertise of top
executives.

In today's corporate world, the disparity in salaries between CEOs, executives, and
regular employees is a topic of ongoing debate. While some argue that higher salaries
for top executives are justified, others believe that this practice exacerbates inequality
and demoralizes the workforce. This essay will discuss both perspectives and argue
that although there are valid reasons for higher executive compensation, it should not
be excessively disproportionate.
On one hand, proponents of high salaries for CEOs and executives claim that these
individuals carry significant responsibilities and make critical decisions that directly
impact the company's success. The complex nature of their roles, which often require
years of experience and specialized knowledge, justifies their higher remuneration.
Additionally, competitive salaries are necessary to attract and retain top talent in a
global market. For instance, the CEO of a multinational corporation must navigate
international regulations, economic fluctuations, and strategic partnerships, all of
which demand exceptional skills and leadership.
However, there are compelling arguments against exorbitant executive pay. Firstly,
excessive salary gaps can lead to a demoralized workforce. When employees perceive
that executives are receiving disproportionately high compensation, it can result in
reduced morale and productivity. This disparity can foster a sense of injustice and
diminish employees' loyalty to the company. For example, workers may feel
undervalued and less motivated to perform at their best if they see that their efforts are
not adequately rewarded compared to those at the top.
Moreover, the argument that high executive pay is necessary for attracting talent is not
always convincing. Many executives already possess considerable wealth and are
motivated by factors beyond monetary compensation, such as professional challenges
and personal fulfillment. Furthermore, excessively high salaries for executives can
divert resources from other critical areas, such as employee development, research and
development, and community engagement, which are essential for long-term corporate
sustainability.
In conclusion, while it is reasonable to compensate CEOs and executives higher than
other employees due to the nature of their roles and responsibilities, it is crucial that
this compensation remains within reasonable limits. Excessive disparities in pay can
lead to a demoralized workforce and undermine the overall well-being of the company.
Therefore, companies should strive for a more balanced approach that recognizes the
contributions of all employees while still rewarding the leadership and expertise of
their top executives.

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