ontoan employee that is unwanted, because it is such a hassle to get rid of them.One solution is to make a direct connection between the amount of money that a person ispaid, and the quality of work that the person does. This would not only put pressure onthat individual to do a good job, but it would also give them incentive to produce more. The best possible way to implement this would be to start people off with a low basesalary, and award large bonuses for any goals that they meet. Right now, there are manyhard working employees. They appear to be putting their full effort into their job. However, it is amazing to see how much more can be done when monetary awards are onthe line. It may mean the difference between an employee staying focused on his job andmaking his business successful, rather than an employee slipping a little bit and forcing hiscompany to lose money. This technique of linking pay to performance is practiced oftenin countries such as Germany, but is discouraged in place such as America and Japan. This is definitely a policy that should be considered in countries across the world.CONCLUSIONS AND RECOMMENDATIONSIt has been established that top executives do make a lot of money. It has also beenestablished that they deserve the money that they receive is well deserved. Theseemployees are making important decisions everyday. They are under a tremendousamount of pressure to succeed. It is their job to make sure that large corporations. Theirjobs are arguably some of the most important in the world. This certainly allows them tobe presented with such large salaries.There are a few steps, however, that can be taken to regulate the salaries that areexecutives are paid. This is necessary because only the select workers that do their job ona superior level deserve the high amount of money that they get.1. Give employees a base salary, and award bonuses on top of that for any profitablework done by that employee. This would n...
