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Status and Incentives

  • Auriol, Emmanuelle
  • Renault, Régis

The paper introduces status as re ecting an agent's claim to recognition in her work. It is a scarce resource: increasing an agent's status requires that another agent's status is decreased. Higher status agents are more willing to exert e ort in exchange for money; better-paid agents would exert a higher e ort in exchange for an improved status. Results are coherent with actual management practices: (i) egalitarianism is desirable in a static context; (ii) in a long-term work relationship, juniors' compensations are delayed; past performances are recompensed by pay increases along with an improved status within the organization's hierarchy.

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File URL: http://idei.fr/doc/wp/2008/status.pdf
File Function: Final Version_Working Paper
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Paper provided by Institut d'Économie Industrielle (IDEI), Toulouse in its series IDEI Working Papers with number 451.

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Date of creation: 2007
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Publication status: Published in The RAND Journal of Economics, vol.�39, n°1, Spring 2008, p.�305-326.
Handle: RePEc:ide:wpaper:6994
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  1. Ghemawat, Pankaj, 1995. "Competitive Advantage and Internal Organization: Nucor Revisited," Journal of Economics & Management Strategy, Wiley Blackwell, vol. 3(4), pages 685-717, Winter.
  2. Emmanuelle AURIOL & Régis RENAULT, 2001. "Incentive Hierarchies," Annales d'Economie et de Statistique, ENSAE, issue 63-64, pages 261-282.
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  22. Fershtman, Chaim & Hvide, Hans K & Weiss, Yoram, 2003. "Cultural Diversity, Status Concerns and the Organization of Work," CEPR Discussion Papers 3982, C.E.P.R. Discussion Papers.
  23. Sheryl Ball & Catherine Eckel & Philip J. Grossman & William Zame, 2001. "Status In Markets," The Quarterly Journal of Economics, MIT Press, vol. 116(1), pages 161-188, February.
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  28. Erica Groshen & David Levine, 1998. "The rise and decline(?) of U.S. internal labor markets," Research Paper 9819, Federal Reserve Bank of New York.
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