Generalists versus specialists in organizations

In this paper, we discuss the trade-o¤ between specialization and coordination in an organizational design problem. Most papers on the assignment of heterogeneous managers to di¤erent hierarchic levels emphasize the role of talent: better managers should be on top of hierarchies. However, this requires talent to be measured on an one-dimensional scale. In this paper, we explore the implications of allowing talent to have two dimensions: breadth and depth. Specialists have deep knowledge of few areas while generalists have narrow knowledge of many areas. When perfect communication is impossible, hierarchies arise in which generalists are at the top and specialists are at the bottom. We propose a model of imperfect communication and discuss its implications for organizational design, the optimal degree of centralization and the depth of hierarchies. We show that our model also implies plausible organizational structures, like balanced hierarchies and pyramidal structures.

What really matters in auction design

The most important issues in auction design are the traditional concerns of competition policy preventing collusive, predatory, and entry-deterring behaviour. Ascending and uniform-price auctions are particularly vulnerable to these problems, and the Anglo-Dutch auction a hybrid of the sealed-bid and ascending auctions may often perform better. Effective anti-trust policy is also critical. However, everything depends on the details of the context; the circum- stances of the recent U.K. mobile-phone license auction made an ascending format ideal, but this author (and others) correctly predicted the same for- mat would fail in the Netherlands and elsewhere. Auction design is not one size Þts all . We also discuss the 3G spectrum auctions in Germany, Italy, Austria and Switzerland, and football TV-rights, TV franchise and other radiospectrum auctions, electricity markets, and takeover battles.

Inflation persistence and flexible prices

The inability of rational expectation models with money supply rules to deliver inflation persistence following a transitory deviation of money growth from trend is due to the rapid adjustment of the price level to expected events. The observation of persistent inflation in macroeconomic data leads many economists to believe that prices adjust sluggishly and/or expectations must not be rational. Inflation persistence in U.S. data can be characterized by a vector autocorrelation function relating inflation and deviations of output from trend. In the vector autocorrelation function both inflation and output are highly persistent and there are significant positive dynamic cross-correlations relating inflation and output. This paper shows that a flexible-price general equilibrium business cycle model with money and a central bank using a Taylor rule can account for these patterns. There are no sticky prices and no liquidity effects. Agents decisions in a period are taken only after all shocks are observed. The monetary policy rule transforms output persistence into inflation persistence and creates positive cross-correlations between inflation and output.

Workplace diversity and incentive contracts : theory and evidence

This paper presents a simple theory of the provision of incentives in firms in which the principal optimally chooses both compensation contracts and the composition of the work force. Assuming that individuals display group loyalty, a less diverse (more homogeneous) work force will be more cooperative. Simple comparative statics provide some testable implications relating risk, diversity and incentive pay. I also analyze the case in which workers’ characteristics cannot be readily observed ex ante. The theory then predicts that firms are more likely to prevent workers from interacting with each other when workers are expected to have similar characteristics. This shows a surprising effect of diversity in the workplace: more diverse firms will promote more interactions between workers of different types, i.e. they will be less segregated. I test the main predictions of the model using a cross-sectional sample of corporate boards. I use the proportion of women on boards as a measure of diversity. There are three main empirical findings: (1) a significant negative correlation between firm risk and diversity, (2) a significant positive relationship between performance-based compensation and diversity and (3) a significant positive correlation between the number of board meetings (a measure of interactions among directors) and diversity. The evidence is broadly consistent with the implications of the theory.

Robust statistical modeling of portfolios

Atypical points in the data may result in meaningless e±cient frontiers. This follows since portfolios constructed using classical estimates may re°ect neither the usual nor the unusual days patterns. On the other hand, portfolios constructed using robust approaches are able to capture just the dynamics of the usual days, which constitute the majority of the business days. In this paper we propose an statistical model and a robust estimation procedure to obtain an e±cient frontier which would take into account the behavior of both the usual and most of the atypical days. We show, using real data and simulations, that portfolios constructed in this way require less frequent rebalancing, and may yield higher expected returns for any risk level.

Sovereign debt with adverse selection : a quantitative approach

We construct a dynamic equilibrium model to quantitatively study sovereign debt with contingent services and country risk spreads such that the benefits of defaulting are tempered by higher interest rates in the future. For a wide range of parameters, the only equilibrium of the model is one in which the sovereign defaults in all states, unless defaulting incurs additional costs. Due to the adverse selection problem, some countries choose to delay default in order to reduce reputation loss. Although equilibria with no default imply in greater welfare levels, they are not sustainable in the highly indebted and volatile countries.

Escolaridade e demanda relativa por trabalho : uma avaliação para o Brasil nas décadas de 80 e 90

Este artigo desenvolve um modelo de oferta e demanda de trabalho para decompor a evolução dos salários relativos, entre trabalhadores qualificados e intermediários e entre trabalhadores intermediários e não qualificados, no componente devido às mudanças na oferta relativa e no componente devido às mudanças na demanda relativa. O modelo admite que todos os trabalhadores qualificados realizam tarefas complexas, enquanto todos os trabalhadores não qualificados realizam tarefas simples. Os trabalhadores intermediários estão distribuídos nos dois tipos de tarefas. A analise é realizada para o Brasil, entre o período de 1981 a 1999. Os resultados apontam para uma tendência de longo prazo de crescimento tanto na demanda relativa de trabalhadores qualificados em tarefas complexas quanto na demanda relativa de trabalhadores intermediários em tarefas simples. Esses movimentos - associados ao crescimento da oferta relativa de trabalhadores intermediários, especialmente em relação aos não qualificados - teve como conseqüência um aumento significativo tanto na proporção de trabalhadores intermediários entre aqueles realizando tarefas simples como na proporção dos trabalhadores intermediários alocados em tarefas simples. Os deslocamentos da demanda relativa entre trabalhadores qualificados e intermediários foram mais intensos no período prévio a abertura comercial, o inverso ocorreu entre os trabalhadores intermediários e não qualificados. Assim, é possível que a abertura comercial tenha sido relativamente favorável aos trabalhadores intermediários.

Credible managerial vision

We develop a model in which managers choose whether or not to reveal their “vision” for the future of their companies. Visionary managers are valuable because they generate incentives for workers to develop profitable innovations for the firm. However, managerial vision is not necessarily credible. After workers have invested in developing ideas, there is no a priori reason for a manager to keep her earlier promises when new contingencies arise and make it profitable to change the firm’s strategic direction. We show that credible managerial vision will arise in equilibrium when managers have career concerns. In order to credibly implement their visions, managers issue public “mission statements” to motivate workers. Mission statements are not legally binding contracts and their value comes solely from their effects on managerial opportunities outside the firm. Among the new implications of the model, we show that managerial vision is more likely to be credible in industries in which managerial turnover is high and in which the managerial skill premium is high. Differently from the related literature that take managerial biases as exogenous, we show not only that biases increase workers’ incentives, but also that the need to provide incentives to workers increases managers’ incentives to become credible visionaries.

Conditional cash transfers, schooling and child labor : micro-simulating bolsa escola

Cash transfers targeted to poor people, but conditional on some behavior on their part, such as school attendance or regular visits to health care facilities, are being adopted in a growing number of developing countries. Even where ex-post impact evaluations have been conducted, a number of policy-relevant counterfactual questions have remained unanswered. These are questions about the potential impact of changes in program design, such as benefit levels or the choice of the means-test, on both the current welfare and the behavioral response of household members. This paper proposes a method to simulate the effects of those alternative program designs on welfare and behavior, based on microeconometrically estimated models of household behavior. In an application to Brazil’s recently introduced federal Bolsa Escola program, we find a surprisingly strong effect of the conditionality on school attendance, but a muted impact of the transfers on the reduction of current poverty and inequality levels.

Do borrowing constraints decrease intergenerational mobility? evidence from Brazil

In this paper, we find evidence that suggests that borrowing constraints may be an important determinant of intergenerational mobility in Brazil. This result contrasts sharply with studies for developed countries, such as Canada and the US, where credit constraints do not seem to play an important role in generating persistence of inequality. Moreover, we find that the social mobility is lower in Brazil in comparison with developed countries. We follow the methodology proposed by Grawe (2001), which uses quantile regression, and obtain two results. First, the degree of intergenerational persistence is greater for the upper quantiles. Second, the degree of intergenerational persistence declines with income at least for the upper quantiles. Both findings are compatible with the presence of borrowing constraints affecting the degree of intergenerational persistence, as predicted by the theory.

Duality with time-changed Lévy processes

In this paper we study the pricing problem of derivatives written in terms of a two dimensional time{changed L¶evy processes. Then, we examine an existing relation between prices of put and call options, of both the European and the American type. This relation is called put{call duality. It includes as a particular case, the relation known as put{call symmetry. Necessary and su±cient conditions for put{call symmetry to hold are shown, in terms of the triplet of local charac- teristic of the Time{changed L¶evy process. In this way we extend the results obtained in Fajardo and Mordecki (2004) to the case of time{changed Lévy processes.