10月29日的雅思写作考试考的是社会类的话题。讨论高管的工资是否应比普通员工的多。下面是小编整理的雅思英语作文，大家可以参考参考。
2016年10月29日的雅思写作真题：
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?在同一家公司的高级管理职位的人比其他员工获得更高的工资是一件好事，你在多大程度上同意或者不同意?
参考范文：
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.
参考范文：
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.
