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Somepeoplearguethattop-levelmanagersarepaidsubstantialsalariesduetotheirrolesandpositions,whileothersthinkitisinappropriateforexecutivestoearnenormousmoneyperyear.Personally,Iamconvincedthatthehighsalariesofsenior-levelexecutivesarejustified.

Peoplewhoclaimthattopexecutivesalariesarefartoohighhavetheirconvincingreasons.Firstly,salariesshouldbedeterminedprimarilybasedonthenumberofworkinghoursorthevolumeofsweatproduced.Inotherwords,itisimpossiblefortop-tiermanagerstoworkmuchlongerorharderthanregularemployees.Besides,directorsshouldnotbetheonlyonesrewardedforthesuccessofthecompany.Itisprobablybecauseordinaryworkersexecutethemainjobwhiledirectorsaremarginallyrelativetothecriticaldrivingforcebehindproductdevelopment.TakinganexampleintheITindustry,peopleinexecutivepositionssitalldayhavingmeetingswhileprogrammersarerequiredtodoabundantworkforthebusinesstothrive.

Ontheotherhand,highearningsareusuallyarewardforimportantideasandresponsibilities.Itisnodoubtdecisionsmadebythehigherexecutivesalwaysdeterminethefateanddevelopmentofthecompany.Whenanyworkingstepsturnintoafailure,itisthetopexecutiveswhoundertakemoresignificantresponsibilities,rangingfromsettingeffectivestrategiestomotivatingemployees.Besides,ahighlevelofsalaryattractsqualifiedcandidatesandcreateshealthycompetitions,stimulatingqualifiedlabourerstoapplyforspecificmanagements.Inthisway,largecompanieswouldreservemoreskilledmanagersandexerttheirfullpotentialtomakehugeprofits.

Inconclusion,Ibelievethatseniorexecutivesdeservetheirexorbitantsalariesbecausetheyinvestinfluentialdecisionsandbearhigherresponsibility.Aboveall,highsalariesareanincentivefortalentedpeopletomakeeffortsandcontributemoretothecompany.