Job security and salary should be based on employee performance, not on years of service. Rewarding employees primarily for years of service discourages people from maintaining consistently high levels of productivity.
　　Discuss the extent to which you agree or disagree with the opinion stated above. Support your views with reasons and/or examples from your own experience, observations, or reading.
　　According to the author, job security and salary should be based on employee performance rather than on years of service. While I agree that the most productive employee should be given the best rewards, I tend to argue that years of service should still be regarded as an important factor in determining the employee's wages and other rewards.
　　Undeniably, the reward system based merely on years of service would do harm to not only the corporation's productivity but also the further development. To illustrate this point, there are two compelling arguments. On the one hand, under such incentive system, the complacent employees might gain good reward while providing mediocre productivity, only because of the relatively longer years that they have spent in the company. On the other hand, the company using such system could eventually become unattractive to the most ingenious and creative new employees, since they could only obtain less salary and job security than those older，but less effective and less hard-working employees. Consequently, the company would suffer a net loss of excellent work force and lose the competitive advantage in the market.
　　However, that is not to say, we should suggest that the company ignore the important factor - employee's years of service. The productive employees with longer years of service have (devoted) more time and energy to one company and therefore deserve more honor and more rewards. And they may even have joint the company when it was first established and (made) tremendous achievements for the company's development. If the company merely (focuses) on work performance and (ignores) these old (employees’) significant contribution, they will feel unfairly treated and (inadequately) valued by the company. Inevitably, the company would lose the most precious resource - the loyalty of the employee.
　　To work out a better rewarding system, the company should take into account both of the two factors discussed above. In other words, it should set several levels of reward according to the employee performance and add to each employee's reward suitable amount of salary and job security (based) on years of service.
　　In conclusion, neither the employees' performance nor their years of service in the corporation should be neglected in determining their job security and salary. In the final analysis, an effective solution would be to base such reward mainly on performance at work while taking the years of service into account.
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