Cooperation, Corporate Culture, and Industry Dynamics

小行星9812681 这项建议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。一般的目标是将工人之间的相互作用的心理正式（委托代理类型）模型的公司，分析公司的薪酬政策时，这一因素存在，并确定这些政策是如何发挥在市场均衡的背景下。更具体地说，将处理以下问题。 1.“企业文化”是企业的一项资产，它能给企业带来超额利润吗？为什么这种资产不可模仿？管理层应如何培育企业文化？ 2.为什么不同的公司--即使是在同一个行业，拥有同样的机会--对员工采用不同的薪酬方案？有些公司根据观察到的产出向员工支付工资，另一些公司则支付固定工资。 3.为什么一家公司会随着时间的推移而改变其薪酬方案？ 4.公司如何选择个人活动与合作活动的组合，以及如何引导员工走向这种组合？特别是，如果太多的活动发生在团队中，公司应该如何指导员工进行个人活动？ 5.合作是如何在企业中传播的？ 6.外部招聘与内部晋升的作用是什么？ 7.一个公司什么时候应该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--“持久建设”。“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犯错，为什么这可能是理性的。 为了解决这些问题，该项目采用的假设，员工往往回报他们的同事的行为。如果他们的同事帮助他们履行职责，他们会感到有必要这样做。另一方面，如果他们遇到不友好或敌对的行为，他们将感到没有义务帮助他人。 分析的方法是建立正式的模型，其中包括两个要素：（1）公司的薪酬政策;（2）互惠假设，如上所述。两者之间的相互作用将决定一个公司的“企业文化”如何演变，以及公司之间的盈利差异如何产生。 该项目的潜在影响是将“组织心理学”的要素纳入企业的分析模型中，这是企业经济理论中一个被忽视的要素。然后我们将研究它对工人积极性、公司绩效以及公司间横截面比较的影响。

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 .