1. Writing Argument 1
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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.