In our current capitalist society, it has become increasingly commonplace for business executives to command much larger compensation packages compared to regular employees, particularly in developed countries. While there are valid concerns about such high salaries, I am in favor of them.

Critics of substantial director wages cite entrepreneurial and social justifications for their stance. On an entrepreneurial level, when ordinary employees see a significant diparity in compensation between themselves and company directors, they might feel undervalued and unsupported, leading to lower morale and decreased motivation. In response to such a wide pay gap, regular staff members not only may refuse to perform at their best, ultimately compromising overall productivity and output, but also may seek opportunities elsewhere, resulting in diminished loyalty and retention.

On a broader societal scale, the implications of such remuneration are even more profound. With widespread disparities in compensation can come income inequality and social unrest. If normal workers are not adequately compensated compared to company managers, regardless of their hard work and dedication, they are likely to experience feelings of unfairness and disenfranchisement. In a world where individuals struggle to afford even their basic necessities, let alone enjoy a comfortable standard of living, heightened financial disparities can exacerbate social tensions.

Despite these arguments against high executive salaries, I am supportive of them. For one thing, such remuneration is essential to attract and retain top talent. Company directors are usually required to make critical decisions, solve complex problems, and nurture a positive work culture, all of which significantly impact the sustainability and success of an organization. Therefore, it is imperative to offer competitive wages to lure individuals with the necessary expertise and experience.

For another, the burden of responsibilities and pressures that come with being a director of large organizations justifies the high compensation they receive. In fact, company managers are notorious for their long working hours, heavy workloads, and compromised work-life balance, all of which collectively take a toll on their psychological and physical well-being. The greater range of obligations one had, the greater their earnings should be.

In conclusion, while providing company executives with larger compensation packages than ordinary employees can potentially result in compromised workplace productivity and social cohesion, I believe that this practice ultimately does more good than harm. Only through high salaries can companies attract and reward their directors.