Read questions below and complete answers as instructed. Then read other classmates responses to that same question and create responses to them as if you were responding to them directly. A few things for you to know about me to help answer questions. I am a 15 year veteran of the Marine Corps. Please be respectfully when creating responses and answering questions please.
First Post—Module 2
Answer the 2 questions below using question and answer (Q&A) format; in other words, include the original question along with your response. Support your responses with information from at least two reputable sources (library and/or Web-based), and provide the full citation at the end. Use APA format for your references. Bring in your own personal experiences, if applicable.
1. Do you agree or disagree with the high levels of pay and benefits received by top executives in the private sector? Explain in detail. Use specific employer/industry examples to enhance your discussion.
2. What are your predictions for the future regarding the level and appropriateness of private-sector CEO pay and benefits?
Subsequent Posts—Module 3
After some of your classmates have posted, read through their contributions and enter individual responses to at least two classmates’ posts.
For All Posts:
Bring in ideas/comments and research not previously mentioned by your peers.
Mention your own personal experiences, if applicable.
Cite all sources (minimum of 2) utilized to prepare this module’s discussion.
Make interesting and informative contributions to this discussion forum.
Kenneth wrote the below. Please create response:

1. Do you agree or disagree with the high levels of pay and benefits received by top executives in the private sector? Explain in detail. Use specific employer/industry examples to enhance your discussion. I disagree with it everyone in the private sector should have the same benefits. lower employees in the private sector should have the same benefits when it comes to medical and other benefits, they are the ones doing the hard work and selling the products that need to be sold to keep the company running, The executives make the higher up decisions for the company or corporation. With equally important jobs at all levels benefits should be fair to all the employees, as far as pay benefits they need to be different more responsibility should mean more income.
2. What are your predictions for the future regarding the level and appropriateness of private-sector CEO pay and benefits? Capitalism and fluctuation raises every year, and so does benefit for the higher up executives. The more profit that is made the more a company or firm can raise benefits for their employees. Capitalism and fluctuation will always rise so if a company or firm is on point in their market they should always be able to make a profit.

Cevessiawrote the below. Please create response back:
• Do you agree or disagree with the high levels of pay and benefits received by top executives in the private sector? Explain in detail. Use specific employer/industry examples to enhance your discussion.
I disagree with the high pay levels received by executives in the private sectors such as Cargill Corporation due to several reasons. For instance, the compensation rates of executives in the private sector grow faster than that of a typical worker over the same period. The performance-based increase in top executives’ pay levels in the industry may have some risky outcomes for Firms that practice the act. High level of remuneration and benefits for the top executives can also result in fraud, and in some cases hinder performance. Intrinsic motivation can encourage senior executives to perform tasks mostly for their sense of achievement and satisfaction. The relevant authority in organizations should, therefore, consider reorganizing the level of pay for the top executives differently to enable motivation of proper behaviors by the variable component (Coggburn& Reddick, 2008).
Despite the fact that high levels of salaries and benefits for senior managers enable organizations to attract and retain the best executive talents, it can also demotivate other employees as they perceive inequity in payment. Furthermore, executives of companies such as Cargill can also take advantage of their high pay levels and benefits to manipulate the marketplace perception for their personal gain. Moreover, large bonuses which increase the levels of payments for top executives relate to the risky behaviors and short-term strategies. In my opinion, the top executives should receive fixed salaries regardless of their pay packages (Coggburn& Reddick, 2008).
What are your predictions for the future regarding the level and appropriateness of private-sector CEO pay and benefits?
My future predictions regarding the salary level and allowances of CEO and relevance of private sector is that the top executives will receive payment based on how well they align with the business goals of an organization and their integration with the company’s benefit plans. Additionally, the level of pay and benefits for the top executives in the private sector might in future depend on their competitiveness in the marketplace and whether they meet the needs of the executives. Unnecessary increases in the pay levels and benefits of the top executives in the private sector may not exist in future due to the need for firms to improve corporate governance, transparency, and disclosure. Additionally, the future increase in the pay levels and benefits of the top executives in the private sector may decrease organizational performance since research indicates that there is a weak or non-existent link between executive compensation and company performance (Griffin, 2012).

Coggburn, J., & Reddick, C. (2008). Handbook of Employee Benefits and Administration. Boca Raton, Florida, United States: CRC Press.
Griffin, R. (2012). Management. Boston, Massachusetts, United States: Cengage Learning.
Dr. Paul White wrote the below. Please create response back:
• I’m issuing a challenge. Finding egregious examples of outrageous executive compensation is, frankly, low hanging fruit. Here’s my challenge. After discussing your reasons for decrying the excesses of executive compensation, I want you to find examples of organizations that are doing it right. They’re out there,but you may have to dig to find them.