Writing an argument
- 1. Writing Argument 1 Name Course Tutor Date Writing Argument Introduction The impact of the 2008 recession that affected the economy of United States is still being felt to this day. Our economy has not fully recovered from the aftershocks off the 2008 recession, despite numerous political and economic interventions to salvage our economy. The financial crisis affected adversely the majority of American households, with millions losing jobs. To this day, unemployment raises serious concerns in our economy, as companies are cautious on hiring as a result of the aftershock of the 2008 financial crisis. The re-employment after the financial crisis usually results in the job seekers earning significantly less which tends to impact the quality of their life and that of their families. The changes in the economic landscape as a result of the financial crisis of 2008 have led to employers being risk-averse approaches towards hiring. Persuading the employer Persuading your employer to increase your pay in these tough economic times requires that an employee be of great value and asset to the employer. Requesting for pay rise requires that an employee position him or herself as an essential part of the employer resource which means that he or she is irreplaceable and cannot be terminated. As businesses are moving their operations oversees due to the tough
- 2. Writing Argument 2 economic conditions in United States, it would be wise for an employee to acknowledge this realities and perfectly position him or herself as a rare part of human resource which cannot be replaced. From the vantage point of providing value to the employer can an employer successfully request for a pay rise. Persuasion is a give and take process; it’s a cost-benefit transaction, in which the employee needs to have skills, qualities and character which he or she can use to bargain with his or her employer. The value-based approach to an employer raises higher probability level for an employee to get a pay rise, as the employee does not come out as being very demanding or in some instances, appear to be arrogant. According to research, there is a direct correlation between remuneration and employee’s job satisfaction. Employees who have are paid well tend to possess job contentment, on the other hand, poor remunerated employees tend to have low level of job contentment or job satisfaction. According to Steve Jex, the author of “Organizational Psychology,” support by explaining the fact that employees base their job satisfaction according to how they are remunerated; great pay results in employee satisfaction whereas poor pay results in employee experiencing low levels of job satisfaction. The performance of an employee corresponds to his or her level of motivation. Employees who are paid well exhibit high levels of motivation and job satisfaction compared to employees who are poorly remunerated. Well paid employees tend to have a high performance on their jobs compared to employees who are not paid well. The employees must also demonstrate excellence and performance to warrant pay rise from employers. Employers are result-oriented, thus employees must always strive to provide value and results into the marketplace.
- 3. Writing Argument 3 Persuading pay rise from an employer also requires an employ to constantly look at his or her performance review which provides evidence to gauge whether an employee is worth a pay rise or not. A performance evaluation is a bargaining chip for an employee, as it records misconduct, poor behavior which consequently leads to poor performance. Performance evaluations ensure that employees adhere to the code of ethics, standards and conducts in a workplace. Performance evaluations ensure workplaces are litigious. An employee seeking to negotiate a pay rise should ensure that he or she upholds the highest levels of ethical standards and performance, as this will be used by the supervisor and the human resource department to gauge your performance. An employee with an excellent performance evaluation has a higher probability and leverage to negotiate for a pay rise compared to an employee whose performance evaluation is not ethically and performance sound. In addition, employers assess performance evaluation to decide whether an employee deserves a pay rise or not. It is also crucial for employees looking to ask for a salary raise, to be proactive in the compilation of their performance evaluation by their supervisors or human resource staff, to ensure that they provide regular feedback to the supervisors. The employees should ensure that the supervisor or the human resource provides regular feedback, other than waiting for the annual performance appraisal. This would help the employee to evaluate his or her performance, as employees are also humans, and can be affected by family or personal issues which might interfere with his or her work performance. Employees can go off-track due to such life challenges, so it is essential for an employee to review his or her performance evaluation, to ensure that he or she is on course.
- 4. Writing Argument 4 Employers will always respond to the advances of employee seeking salary increment. Their response might be in favor or against the employee’s advances. The employer understand the costs incurred in recruitment and training thus when an employee negotiate for a pay increment, the employer will act based on the performance appraisal of the employee. Employers understand that a request for salary increment by an employee is a sign of discontent and lack of job satisfaction, so the employer will act appropriately according to the credentials of an employee performance appraisal. Employers are mostly concerned with employee engagement; they understand that without employee engagement, this would have a negative effect on the workplace and the business as a whole. Despite employers faced with tough economic, they also grapple with costs associated with recruitment and training, thus some employer resort to reward employees who have shown incredible performance with salary increment upon request from the employee. Employees who provide value at the marketplace are better armed with a solid performance appraisal to negotiate with their employers. On the other hand, employees looking forward to salary increase should do so in using effective communication. Conclusion The employee should ensure that he or she is backed by merit and contribution to the business. The employee should understand that performance is the yardstick used by employers to determine whether an employer is worth a salary increment or not. The employees should endeavor to uphold high ethical standards and performance.