10月29日的雅思寫作考試考的是社會類的話題。討論高管的工資是否應比普通員工的多。下面是小編整理的雅思英語作文，大家可以參考參考。
2016年10月29日的雅思寫作真題：
It is a good thing for people in senior management positions to get a higher salary than other workers in the same company. To what extent do you agree or disagree?在同一家公司的`高階管理職位的人比其他員工獲得更高的工資是一件好事，你在多大程度上同意或者不同意?
參考範文：
It’s natural and reasonable for those holding the managerial roles at some corporations to receive higher wages than others. I would personally maintain that this is a good phenomenon as these people made greater contribution to and generate more profits for their companies and organizations.
Originally, it is a decent thing for the firms to award those have contributed a longer time and more energy to their development, which not only gives deserved credits to respect people’s loyalty and seniority but also greatly motivates its new members. They could serve as the great role models, especially in constructing the entrepreneurship and culture in a corporation.
More importantly, people who are on the higher positions enjoy a better payment for their hard work also because they are mostly more proficient and competent in an industry. Working as the administrators or CEOs, they are the leaders or decision-makers for an organization who make sure that their firms could grow smoothly and achieve their goals. They are reported to have shouldered incredibly more stress and pressure than other employees in the same context.
Whereas, the talents and diligent work of those staff who are not on the senior positions should also be well-recognised in either material or spiritual forms. Companies should realize the significance of drawing such skilled and competent people for their future advancement.
In summary, people in managerial roles gain better work conditions including the money they earn for their rich experience and outstanding achievement in an industry. And the other people’s hard work should also be rewarded appropriately.
參考範文：
If Karl Marx was still alive in the word, chances are that he would frown upon the widening disparity between the well-paid senior staff, who are in charge of lifeblood of the company and other workers who are heavily exploited of the view that the salary should be in line with the hierarchy of staff in their companies.
The staff who are in the relatively high level in companies assume more accountability of the operation of companies, which justifies the status qua that are supposed to be better rewarded. The senior members' responsibilities do not only confine in the office trifles such as printing the files for the meeting, or work out a balance sheet for the financial quarter. Instead, they are under the massive pressure to be insightful policy makers who are seemingly at ease with daunting tasks, because one of the their minor mistakes is likely to trigger a blunder, bringing inevitable financial loss to their companies.
On the other hand, the high salary of the senior staff can also serve as incentive to their subordinates. Monetary reward, materialistic as it might be, can stir more motivation of staff, because it is a conspicuous fact that a decent salary is the foundation of the daily life. With the seductive payback, workers are more willing to fulfill their duties with higher quality and the talent of the able would be fully tapped to the benefit for companies and themselves.
Of course, the dark sides cannot be neglected due to its advantages the high salary brings. Certain senior members share the lion’s share of benefit and the rest of it is then allocated to majority of junior employees. This income gap is a dormant factor that can damage the rapport of the members and undermine the overall moral and collaboration of different levels of staff.
In conclusion, the principle of “no pain no gain” still works as a maxim in the modern companies. Egalitarianism is only a Utopian depiction, while utilitarianism has the final say.
參考範文：
It is common that the senior leadership in most companies and organizations earn higher salaries than ordinary employees. In my opinion, this is quite reasonable.
The first reason for their higher salaries is that senior leaders tend to take greater responsibilities and make more contributions. There is no denying that a company's growth depends largely on the hard work ordinary employees, but the more important things, including setting the goal, making the decision and leading the team to achieve the goal, can only be done by the efore, they deserve the higher pay.
Another fact is that a person's salary grows with his ability and be a qualified leader, people need to work for years, during which they can improve their skills and gain rich , when they reach the high-level management of the company, it is understandable that they can earn higher salaries than low-level employees. Also, the high salaries would be an incentive for employees to work harder and excel in their work.
Some people may argue that a person's salary should not be determined by his position and leaders are not necessarily more excellent than their subordinates. But what we are discussing refers to the general situation in most companies. When other factors are difficult to be assessed, a person's position is an important criterion to evaluate his ability and contribution to the company.
Overall, how much a company should pay an employee depends on various factors. As a person's position is relevant to his skill, experience and responsibility, it is reasonable that those at higher positions are paid more than those at lower positions.
參考範文：
When it comes to the issue about whether senior managers should be compensated for a much higher salary, some people may argue that it may bring detriments to companies, but I believe that those managers deserve a higher compensation.
Admittedly, guaranteeing managers a higher salary may lead to jealousy of other employees. From the perspective of ordinary employees, they just see that their managers could take a first-class cabin and dwell in a deluxe hotel for work. It is natural for them to envy their bosses, which may pose a negative influence to the cohesion of companies. Nevertheless, administrators’ higher salaries should not be cancelled.
To begin with, higher salaries of managers could motivate employees to some degree. For ordinary workers, they need some specific targets which could stimulate them to work more diligently. For example, a higher salary could allow employees to improve their life quality, and when they are promoted to senior managers, they could afford a better life. Thus, to pay managers a higher salary is actually to endow employees with motivation to work.
In addition, managers deserve higher income owing to their contributions to companies. Compared to employees, managers need to bear responsibility for companies’ operation. For example, a chief executive officer (CEO) needs to take care of almost every aspect of a company including marketing, financing, and so on. With such burdens falling on shoulders of CEOs, they should be awarded if companies reap more profits while normal employees do not take those duties and it is reasonable for them to get a fixed salary.
In sum, considering that the salary gap could stimulate employees to work actively and comfort administrators in terms of what they have contributed to companies, a huge salary should be given to CEOs and other management positions in a company.
參考範文：
Those who hold a senior management position are paid much higher than other workers and technicians in the same company or organisation. I believe this is reasonable because the top executives usually work longer hours and under greater pressure, and more importantly, they are harder to find in the job market.
Compared with other workers or technicians whose main task it is to perform their own responsibilities, a top manager has to fully grasp the market dynamics before making suitable business plans and then coordinates various resources available to him/her to achieve the targets and objectives. This means the top executive has to work with people of all levels in the company such as HR, financial officers, technology people, technicians, and so on, and not surprisingly, he/she has to work many extra hours. Besides longer work hours, the high-level manager has to work under tremendous load of stress because he/she is probably the only one to be responsible for the survival, development and profitability of the company. If he or she fails in managing a company, his/her whole professional career may be at stake. We have had numerous examples of top managers who can no longer find a job after their failure in the previous positions. Just because the top management positions are highly demanding, people suitable for these positions are hard to come by. As a matter of fact, there are always more excellent technicians than managers in the job market, which is an important reason why top managers can often earn much higher salaries than technicians.
Of course, there are always managers out there who are paid highly yet should not be. They are not efficient or effective, nor cooperative enough to lead their team. At the same time, we can also always find the most excellent technicians or workers who receive the same salaries as their managers. This most likely happens when the economy is suffering from recession, when the demand for the technicians is even higher than the managers.