Cooperation, Corporate Culture, and Industry Dynamics

合作、企业文化、行业动态

• 批准号: 9812681
• 负责人: Rafael Rob
• 金额: $ 21.82万
• 依托单位: University of Pennsylvania
• 依托单位国家: 美国
• 项目类别: Continuing grant
• 财政年份: 1998
• 资助国家: 美国
• 起止时间: 1998-08-15 至 2001-10-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=9812681&HistoricalAwards=false
• 关键词: Cooperation; Corporate; Culture; Industry; Dynamics

9812681 Rob This proposal looks at human relations in the workplace, and how they affect the performance of firms. The general objective is to incorporate the psychology of interactions among workers into formal (principal-agent type) models of the firm, analyze firm compensation policies when this element is present, and determine how these policies are played out in a market equilibrium context. More specifically, the following issues will be addressed. 1. Is "corporate culture" an asset of the firm which gives it excess profit? Why is this asset not imitable? How should management nurture a firm's culture? 2. Why different firms - even in the same industry and with the same opportunities - use different compensation packages for their employees? Some pay employees on the basis of their observed output, others pay a flat wage. 3. Why a given firm changes its compensation package over time? 4. How does the firm choose a mix of individual vs. cooperative activities and how does it direct its workers towards this mix? In particular, if too much activity is taking place in teams how should the firm direct employees towards individual activities? 5. How does cooperation propagate through the firm? 6. What is the role of outside hires vs. internal promotions? 7. When should a firm adopt a strategy of fast growth - "go for market share" -vs. slow but durable growth - " build to last." Why do firms with the same opportunities adopt different strategies.. 8. Why market leaders stumble and why might that be rational. To address these issues the project employs the hypothesis that employees tend to reciprocate the behavior of their colleagues. If their colleagues help them execute their duties, they will feel compelled to do likewise. On the other hand, if they encounter unfriendly or hostile behavior they will feel no obligation to help others. The method of analysis is to set up formal models of the firm which inludes two elements: (1) The compensation policy o f the firm; and (2) The reciprocity hypothesis, as stated above. The interplay between the two will determine how a firm's "corporate culture" evolves and how profitability differences among firms come about. The potential impact of the project is to incorporate elements of "organizational psychology" into analytical models of the firm-a largely neglected element in the economic theory of the firm. Then we will study the effect that it has on workers' motivation, on the performance of firm, and on cross sectional comparisons across firms .

9812681 Rob这项提案着眼于工作场所的人际关系，以及它们如何影响公司的业绩。其总体目标是将工人之间的互动心理纳入公司的正式(委托-代理型)模型，分析存在这一要素的公司薪酬政策，并确定这些政策如何在市场均衡的背景下实施。更具体地说，将解决以下问题。1.“企业文化”是公司的资产，为公司带来超额利润吗？为什么这项资产是不可模仿的？管理层应该如何培养一家公司的文化？2.为什么不同的公司--即使是在同一行业、拥有相同机会的公司--对其员工使用不同的薪酬方案？一些人根据员工的观察产量支付工资，另一些人支付固定的工资。3.为什么一家公司会随着时间的推移改变其薪酬方案？4.公司如何选择个人活动与合作活动的混合，以及如何引导员工朝着这种混合？特别是，如果团队中发生了太多的活动，公司应该如何引导员工进行个人活动？5.合作如何在公司中传播？6.外部招聘与内部晋升的作用是什么？7.公司应该在什么时候采取快速增长的战略--“争取市场份额”--而不是缓慢但持久的增长--“为持久而建”。为什么拥有相同机会的公司会采取不同的战略。8.为什么市场领导者会跌跌撞撞？为什么这可能是理性的？为了解决这些问题，该项目采用了一种假设，即员工倾向于效仿同事的行为。如果他们的同事帮助他们履行职责，他们也会觉得有必要这样做。另一方面，如果他们遇到不友好或敌对的行为，他们就不会觉得有义务帮助别人。分析的方法是建立企业的正式模型，该模型包含两个要素：(1)企业的薪酬政策；(2)如上所述的互惠假设。两者之间的相互作用将决定一家公司的“企业文化”如何演变，以及公司之间的盈利能力差异是如何产生的。该项目的潜在影响是将“组织心理学”的元素纳入到企业的分析模型中--这是企业经济理论中被很大程度上忽视的元素。然后，我们将研究它对员工动机、企业绩效以及跨企业横向比较的影响。