Some think the best way to motivate and encourage people to work hard is to pay them based on how much they produce and sell. To what extent do you agree or disagree with this opinion?

As businesses become more competitive, almost every manager is now trying to motivate their employees to put more effort into their job

performance

, and a common way of doing so is basing an employee’s salary on their rate of

production

and

sales

. I,

however

, do not agree that

this

would be the most effective method. The

performance

of many

workers

cannot simply be quantified in terms of

sales

or

production

.

For example

, my job as a teacher is to teach classes, assess homework, and provide my students with feedback, none of which involves producing or selling any product with a definite price tag.

This

renders measuring how much I have ‘sold’ or ‘produced’ very difficult or even impossible for the language school where I work.

Instead

, it is the

performance

of my students and their level of satisfaction with aspects of my

performance

such

as rapport or punctuality that decide how successful I have been.

Furthermore

, the

performance

of many

workers

is greatly affected by external factors beyond their control. The current state of the economy, unexpected political developments, and extreme weather conditions can all have significant impacts on how much a worker can sell or produce. A hurricane,

for example

, can easily devastate a farm and all its produce without its

workers

being responsible for any of the damages or the ensuing drop in

production

rates.

Therefore

, basing wages on

sales

or

production

rates would actually demotivate

workers

in

such

cases. In conclusion, I think deciding how much an employee should earn based solely on their

sales

or

production

figures would be both impossible and unfair in most

,

Remove the comma

apply

show examples

if not all, cases.

Instead

, employers should look at a more diverse set of

performance

indicators, including customer satisfaction and punctuality.