Some people think it is a good thing for senior managers to have much higher salaries than other workers in a company. To what extent do you agree or disagree?

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In recent years, a debate has emerged on whether senior
managers
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should receive higher
salaries
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or not. Some people claim
executives
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deserve better
salaries
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since they take responsibility and
this
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strategy enhances their performance and motivation. Personally, I totally agree with
this
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statement.
This
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essay will explore the benefits of payment-based
company
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strategies.
To begin
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, senior
managers
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should acquire better compensation since they bear a significant amount of responsibility. Nowadays,
executives
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' duties include recruiting employees, risk management, and innovation, making
this
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position a key part of the
company
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. A notable example of
this
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is senior
managers
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who work for Kazakh Railway
Company
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which provides safe journeys
as well as
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transportation both of which require immense responsibility and strategic decision-making.
Additionally
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, salary-based strategies are essential for boosting senior
managers
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' performance.
This
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approach makes
executives
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become more productive , leading to greater contributions to the
company
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's success. A recent study conducted
in
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at
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the
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apply
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Yale
university
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University
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in the United States has revealed that the majority of
executives
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performed overwhelmingly better when they received higher compensation.
Moreover
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, higher salary plays a crucial role in motivation since it fosters job satisfaction-an essential factor for maintaining efficiency and effectiveness in the workplace. In conclusion, providing higher
salaries
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to senior
managers
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is essential for ensuring a
company
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's success. Since
executives
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bear significant responsibilities,
such
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as risk management and innovation, they deserve competitive compensation.
Furthermore
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, salary-based strategies enhance their productivity and motivation, leading to improved performance and
overall
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organizational growth.
Therefore
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, I totally agree with the statement that rewarding senior
managers
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with higher
salaries
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is a beneficial approach that fosters both individual and corporate success.

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coherence and cohesion
Strengthen the transition between paragraphs to ensure a smoother flow of ideas.
task achievement
Try to incorporate more varied vocabulary and complex sentence structures to enhance your writing.
task achievement
The introduction clearly states your opinion and outlines the main points of discussion.
coherence and cohesion
The conclusion effectively summarizes your arguments and reinforces your main stance.

Fully explain your ideas

To get an excellent score in the IELTS Task 2 writing section, one of the easiest and most effective tips is structuring your writing in the most solid format. A great argument essay structure may be divided to four paragraphs, in which comprises of four sentences (excluding the conclusion paragraph, which comprises of three sentences).

For we to consider an essay structure a great one, it should be looking like this:

  • Paragraph 1 - Introduction
    • Sentence 1 - Background statement
    • Sentence 2 - Detailed background statement
    • Sentence 3 - Thesis
    • Sentence 4 - Outline sentence
  • Paragraph 2 - First supporting paragraph
    • Sentence 1 - Topic sentence
    • Sentence 2 - Example
    • Sentence 3 - Discussion
    • Sentence 4 - Conclusion
  • Paragraph 3 - Second supporting paragraph
    • Sentence 1 - Topic sentence
    • Sentence 2 - Example
    • Sentence 3 - Discussion
    • Sentence 4 - Conclusion
  • Paragraph 4 - Conclusion
    • Sentence 1 - Summary
    • Sentence 2 - Restatement of thesis
    • Sentence 3 - Prediction or recommendation

Our recommended essay structure above comprises of fifteen (15) sentences, which will make your essay approximately 250 to 275 words.

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Topic Vocabulary:
  • justification
  • experience
  • responsibility
  • high-stakes decisions
  • motivation
  • incentive
  • wage disparity
  • morale
  • meritocracy
  • performance
  • contributions
  • company finances
  • employee development
  • research
  • expansion
  • alternative compensation structures
  • performance-based bonuses
  • profit sharing
  • dissatisfaction
  • retention
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