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?

One of the responsibilities of a manager is to motivate their employees to increase their performance.

However

, I strongly disagree that basing their salaries on their rates of production and sales would be the most effective method. The performance in many cases cannot simply be quantified in terms of sales or production. A teacher’s job,

for example

, is to teach classes, assess homework, and provide students with feedback, none of which involves producing or selling any goods. In

this

case, it is the performance of her students and their levels of satisfaction with aspects of her work

such

as rapport or punctuality that decide how successful he has been.

Furthermore

, the conduct of many workers is greatly affected by external factors beyond their control. The 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 instance

, can easily devastate a farm and all its produce without its workers being responsible for any of the damages or the ensuing drop in manufacturing rates. Basing wages on sales or manufacturing rates would actually not motivate workers in

such

cases. Some may argue that it is difficult to assess anything other than a worker’s output, making any other form of appraisal less effective.

Nevertheless

, managers these days have tools

such

as questionnaires and Customer Relations Management platforms that allow them to form a relatively clear picture of a worker’s overall work. 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, if not all, cases.

Instead

, employers should look at a more diverse set of achievement indicators, including customer satisfaction and punctuality.