Contractual allocation of decision rights and incentives: The case of automobile distribution

We analyze empirically the allocation of rights and monetary incentives in automobile franchise contracts. These contracts substantially restrict the decision rights of dealers and grant manufacturers extensive contractual completion and enforcement powers, converting the manufacturers, de facto, in a sort of quasi-judiciary instance. Variation in the allocation of decision rights andincentive intensity is explained by the incidence of moral hazard in the relation. In particular, when the cost of dealer moral hazard is higher and the risk of manufactureropportunism is lower, manufacturers enjoy more discretion in determining the performance required from their dealers and in using mechanisms such as monitoring, termination and monetary incentives to ensure such performance is provided. We also explore the existence of interdependencies between the different elements of the system. and find some complementarities between completion and termination rights, and between monitoring rights and the intensity of incentives.

Report on the Iowa Department of Human Rights for the year ended June 30, 2007

Report on the Iowa Department of Human Rights for the year ended June 30, 2007

Report on the Iowa State Civil Rights Commission for the year ended June 30, 2007

Report on the Iowa State Civil Rights Commission for the year ended June 30, 2007

Iowa Civil Rights Commission, Agency Performance Plan and Action Plan, 2006

Annual Report, Agency Performance plan

Iowa Civil Rights Commission, Agency Performance Plan and Action Plan, 2007

Annual Report, Agency Performance plan

Women, Work and the Iowa Economy, September 2008

Women play a substantial and crucial role in the Iowa economy. Women make up almost half the labor force, participating in the labor force at one of the highest rates in the nation. At the same time, disparities persist as to women’s prospects for success in that same economy. For instance, although women in Iowa are more likely than men to receive post-secondary education, they are also more likely to be in poverty and to earn a lower wage than male peers. The “gender gap,” the difference between male and female wages, is a much-discussed but often misunderstood tool that helps measure women’s success in the workforce. Women’s median wages are lower than men’s median wages largely because of differences in male and female occupations and work history, although gender discrimination in the workforce also plays a role. This report investigates Iowa’s gender gap in ways that clearly show both its causes and effects and suggests policy responses that could ensure women’s full and equal participation in Iowa’s economic future. Understanding the differences between men’s and women’s experiences in the state economy is important for developing policies that can effectively address barriers to economic success for all Iowans.

Iowa Civil Rights Commission Performance Plan, FY 2009

Agency Performance Plan, Iowa Civil Rights Commission

Department of Human Rights – Division of Central Administration Performance Plan, FY 2009

Agency Performance Plan, Department of Human Rights – Division of Central Administration

Division of Criminal and Juvenile Justice Planning, Department of Human Rights Performance Plan, FY 2009

Agency Performance Plan, Division of Criminal and Juvenile Justice Planning, Department of Human Rights

Department of Human Rights, Division of Community Action Agencies Performance Plan, FY 2009

Agency Performance Plan, Department of Human Rights, Division of Community Action Agencies

Department of Human Rights – Division on the Status of African Americans Performance Plan, FY 2009

Agency Performance Plan, Department of Human Rights – Division on the Status of African Americans

Department of Human Rights Division of Latino Affairs, FY 2009

Agency Performance Plan, Department of Human Rights Division of Latino Affairs

Iowa Civil Rights Commission Strategic Plan 2005-2006

This report outlines the strategic plan for Iowa Civil Rights Commission Strategic Plan 2005-2006 including,goals and mission.

Bridging the Accountability Gap: Rights for New Entities in the Information Society?

Technological developments in the information society bring new challenges, both to the applicability and to the enforceability of the law. One major challenge is posed by new entities such as pseudonyms, avatars, and software agents that operate at an increasing distance from the physical persons "behind" them (the "principal"). In case of accidents or misbehavior, current laws require that the physical or legal principal behind the entity be found so that she can be held to account. This may be problematic if the linkability of the principal and the operating entity is questionable. In light of the ongoing developments in electronic agents, there is sufficient reason to conduct a review of the literature in order to more closely examine arguments for and against legal personhood for some nonhuman acting entities. This article also includes a discussion of alternative approaches to solving the "accountability gap."

Iowa Department of Human Rights - Community Action, Agency Performance Plan, 2006

Annual Report, Agency Performance Plan