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

performance

such

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

Furthermore

, the

performance

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 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. Basing wages on

sales

or

production

rates would actually demotivate 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.

However

, 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

performance

. (85 words) 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.