Directors of large organizations earn much higher salaries than ordinary employees do. Some people believe it is necessary, but others think that it is unfair. Discuss both these views and give your own opinions.

Given the importance of compensations, the questions about the necessity of paying off the organizational hierarchy are looming large. While it is a common assumption that the divergence is simply marginalizing the subordinates, passionate supporters of this assumption argue that it is crucial to couple the superordinates’ high responsibility with equal sanctions. The following essay will analyze these conflicting views before giving my opinion, which posits that the key lies not in blind remunerating but rather the decisions made based on contributions to the organizations.

One argument for the division of wages not only has to do with the onus but also the quality needed for the director positions. Never has achieving high ranks been facile, from intrinsic virtues like adaptability to nurture talents like handling people diplomatically, or even the serendipitous aspects, such sought-after values are by no means redundant to attain directorship. It is also the substantial duties coming with high organizational status that rationalize the profound earnings. In a professional light, as high-ranking executives, they are always expected to make the life-or-death decision of the whole company which translates into high accountability . Without such outstanding compensations, hardly anyone, if not nobody would opt for such jobs considering the high responsibility and the elusive criteria.

On the flip side, opponents of this view maintain that claiming the subordinates are any less important than their superordinates would be an overgeneralization as this wide discrepancy accurately reflects neither the contributions nor the diligence of the company members. Nowhere is this more apparent than in the case of Blockberry entertainment, a company well-known for its unfair treatments to the employees. Making numerous contributions for the company, the employees still only receive back a mere amount of the total profit, while the rest flows into the pocket of the top-executives. In this aspect, it is undeniable that paying off the organizational hierarchy is, indeed, unreasonable.

In conclusion, as with many other societal phenomena, company compensations should not be based on mere organizational structure, but in fact, the contribution of one. The ultimate goal should be to strike a balance where the sanctions for the diligent employees and the qualified directors can coexist, complementing each other rather than being at odds.