People working at higher levels in the companies should be paid more than the workers at lower levels. To what extent do you agree or disagree?

 People working at higher levels in the companies should be paid more than the workers at lower levels. To what extent do you agree or disagree?

Why to agree 

• Those in higher positions have more obligations that require profound involvement in the work

• They have to work longer sometimes 

• They carry the responsibility of their subordinates, and thus, face more stress. 

Why to disagree 

• Those working at lower levels form the plinth of the performance and so must be compensated in a similar manner 

• Cost of living affects everyone equally and those at lower levels same situation 

The conventional system leans in favor of compensating those in higher ranks in the organizations, better than those in the lower ones. This matter has fetched mixed reactions and needs a profound analysis.  

When it comes to attaining pay parity for personnel engaged at differing levels in the organizational hierarchy, a common perception emerges that those at senior positions deserve to receive higher compensation. This notion, in my view, needs a profound analysis. 

An army of people lending its absolute support to this arrangement feels that  high-ranking employees  tend to bear obligations that are much border in their scope, and carry far more relevance than their counterparts at junior levels, and need investment of longer hours to attain the output,making their positions more important, whereas those at lower rung at responsible for only the tasks that are confined to their set of duties specific to their occupation. This aspect makes the former deserving beneficiaries of better salaries.   

Similarly, undeniably, ones working at the supervisory and managerial levels have to brave the hardships of donning the mantle of taking ownership of performance of even those working under them and be answerable to their seniors, pushing them sometimes to go an extra mile to fill the void in output of the team, making them vulnerable to mental and physical stress. Thus, it is advisable to pay them better than their subordinate to compensate for their efforts. 

However, the skeptics protest against such differences, and profess despite their views lacking substance, that everyone today is bearing similar levels of stress at work and facing colossally high costs of living, making equivalent pay imperative. Nevertheless, they forget that those at higher levels are responsible for planning policies that steer the business than simply implementing them at lower levels. 

In hindsight, controversies aside, the traditional arrangement of defining compensation is worthy of being subscribed to completely since this differentiation provokes employees to strive harder and aim for climbing the organizational hierarchy.