Indonesia is a country with a large gap between rich and poor. Even within companies, there is a reality that the wage disparity between superiors and subordinates working in the same workplace is larger than in Japan. Managers who give instructions to workers at manufacturing sites who work for wages around the minimum wage are paid three to four times that amount. And in Indonesia, there is a culture where it is taken for granted that people in higher positions receive more/higher benefits. I would like to look at some examples of rights and benefits that are divided by position, which may seem a little strange to Japanese people, and think about why they are set up this way.

[Things that are not paid or required for higher-ranking positions]

First, there is overtime wages that are not paid to the most typical higher-ranking positions. This is due to the recognition that executives and managers are engaged in work that cannot be achieved in time. It is common for work regulations/collective agreements to include provisions such as ``employees at manager level or above are not entitled to overtime wages.'' And employees accept this as normal. However, there are still many managers who work overtime. Although it is not a right, the deadline for submitting a resignation letter is often longer for higher-ranking officials. Under current regulations, a condition for an "amicable" voluntary resignation is that the employee must submit a resignation letter to the company at least 30 calendar days in advance. On the other hand, many companies have regulations that require managers and above to submit their resignation to the company at least two months in advance. This is due to the business situation that needs to be taken over and the time required to find a successor. Although it seems that many people are a little resistant to the deadline for submitting a resignation letter, many people seem to be able to accept it by explaining the importance of the work they are in charge of.

[Things that will be more generous to higher-ranking positions]

Conversely, there are some cases in which higher-ranking officials are paid more. The most obvious example is the amount subsidized and lent company cars and mobile phones. It is an old custom that when you become a manager, your company provides you with a company car. In Japan, even executives tend to think of it as a company car that is not lent to them, but in Indonesia, even employees who are not lent a car tend to accept it as ``that's how it is''. This is partly due to business necessity, but it is also probably a status-based mindset. Mobile phone usage fees may be subsidized under the guise of communication allowances, but higher-level positions tend to be more expensive. Of course, the original reason is that there is a strong need to use mobile phones for work, but this is also often a status-based mindset, and may be used to motivate lower-level executives. Some companies give sports club memberships or medical insurance to certain executives and above. Medical insurance coverage often differs depending on the position. It can be said that this is a desperate measure to prevent people from changing jobs at a time when it is difficult to find suitable managers.