The role of moral values in the economic analysis of crime: A general equilibrium approach

In this paper, we develop a general equilibrium model of crime and show thatlaw enforcement has different roles depending on the equilibrium characterization and the value of social norms. When an economy has a unique stable equilibrium where a fraction of the population is productive and the remaining predates, the government can choose an optimal law enforcement policy to maximize a welfare function evaluated at the steady state. If such steady state is not unique, law enforcement is still relevant but in a completely different way because the steady state that prevails depends on the initial proportions of productive and predator individuals in the economy. The relative importance of these proportions can be changed through law enforcement policy.

Rules or consequences? The role of ethical mindsets in moral dynamics

Recent research on the dynamics of moral behavior has documented two contrastingphenomena - moral consistency and moral balancing. Moral balancing refers to thephenomenon whereby behaving (un)ethically decreases the likelihood of doing so againat a later time. Moral consistency describes the opposite pattern - engaging in(un)ethical behavior increases the likelihood of doing so later on. Three studies supportthe hypothesis that individuals' ethical mindset (i.e., outcome-based versus rule-based)moderates the impact of an initial (un)ethical act on the likelihood of behaving ethicallyin a subsequent occasion. More specifically, an outcome-based mindset facilitates moralbalancing and a rule-based mindset facilitates moral consistency.

Affirmative Action in Iowa, September 2007

In accordance with 19B.5 of the Code of Iowa, the 2007 Affirmative Action in Iowa report illustrates the progress made during fiscal year 2007 to balance the State's workforce, the challenges that the State must address and the effort that the Department of Administrative Services must lead in order to remove barriers that limit the hiring, retention and advancement of females, minorities and persons with disabilities in the State's workforce. Highlighted in the report are the State's efforts to improve EEO/AA/Diversity training, coordinating targeted recruitment and partnering with disability organizations. Additionally, the Department of Administrative Services-Human Resources Enterprise outlines its plan to build on its past efforts and implement recommendations to remove barriers in the state selection processes and to improve its affirmative action and auditing processes.

Affirmative Action in Iowa, September 2006

In accordance with 19B.5 of the Code of Iowa, the 2006 Affirmative Action in Iowa report illustrates the progress made during fiscal year 2006 to balance the State's worforce, the challenges that the State must address and the effort that the Department of Administrative Services must lead in order to remove barriers that limit the hiring, retention and advancement of females, minorities and persons with disabilities in the State's workforce. Highlighted in the report are the qualitative achievements made by all departments setting goals for fiscal year 2006. Additionally, the Department of Administrative Services-Human Resources Enterprise outlines its plan to build on its past efforts as well as pursue new initiatives to partner with advocacy groups and reach out to the commuity more directly to enhance State employment opportunities for females, minorities and persons with disabilities.

Affrimative Action Plan in Iowa, September 28, 2007

In with accordance 19B.5 of the Code of Iowa, this item has submitted the fiscal year 2007 Affirmative Action in Iowa report. The report details the progress we have made to balance our workforce in FY 2007. Just as importantly, the plan describes steps to put into practice our continued commitment to increasing diversity in the state’ workforce and details our response to the challenges we face as a result of increased talent competition. The State's renewed emphases on recruitments. along with greater oversight of state agency hiring practices, are key strategies that we must aggressively employ in competing for talent and balancing our workforce.

Iowa Lottery Action, April 2-15, 2007, Vol. 14, no. 7.

Iowa Lottery newsletter for lottery retailers.

Iowa Lottery Action, April 18-29, 2007, vol. 14, no. 7.

Iowa Lottery newsletter for lottery retailers.

Iowa Lottery Action, June 4-17, 2007, vol. 14, no. 11

Iowa Lottery newsletter for lottery retailers.

Iowa Lottery Action, July 23 - Aug. 5, 2007, vol. 14, no. 14

Iowa Lottery newsletter for retailers.