some of the more detailed information are given below. I do not exactly know whether I am supposed to attach the case study and the article here or not and I need your cordial cooperation as to how to proceed with it.
The exam has two attachments:
1. Case: The Lumen and Absorb Teams at Crutchfield Chemical Engineering
2. Article: Performance appraisals and the impact of forced distribution – An experimental investigation
Part 1 (400 points total)
Please read the attached journal article carefully. Using your own language, please answer the following questions.
1. Motivation: What is the research question and why is the research question important/interesting? (50 points)
2. Methodology: What is the empirical strategy/research design? (50 points)
3. Describe the key findings. (50 points)
5. Relate the key findings to material covered in class. (200 points)
Part 2 (600 points total)
Please read the attached case about The Lumen and Absorb Teams at Crutchfield Chemical Engineering carefully. Please answer the following questions.
1. Using the literature discussed in class and the case text, please describe the job design of the team members (100 points).
2. Using the literature discussed in class and the case text, please discuss what might be affecting the motivation and creativity in the two teams. Which three behavioral mechanisms discussed in class do you think are particularly relevant? Why? (200 points)
3. Using the literature discussed in class and the case text, please discuss how the behavioral mechanisms discussed above (in question 2) are playing out within the two teams. (100 points)
4. Using the literature discussed in class and the case text, please provide Burge with recommendations for how to improve the situation in the Absorb Team (200 points) —————————————————————————————————————-
The exam has two attachments:
1. Case: The Lumen and Absorb Teams at Crutchfield Chemical Engineering
2. Article: Performance appraisals and the impact of forced distribution – An experimental investigation
TOPICS COVERED IN THE CLASS 1 Job Design & Performance Evaluation
L&G ch 7 and 9 2 Rewarding Performance L&G ch 10 and 11
Lazear, 2000, Performance Pay and Productivity, American Economic Review 90(5).
Lazear, E. P. (2018). Compensation and Incentives in the Workplace. Journal of Economic Perspectives, 32(3), 195-214. 3 Reciprocity and Trust in the Workplace Fehr, E. and A. Falk, 2002, Psychological foundations of incentives, European Economic Review 46. 4 Employee Recognition Kvaly, O., Nieken, P., & Schttner, A. (2015). Hidden benefits of reward: A field experiment on motivation and monetary incentives. European Economic Review, 76, 188-199.
Bradler, C., Dur, R., Neckermann, S., & Non, A. (2016). Employee recognition and performance: A field experiment. Management Science.
Kosfeld, M., & Neckermann, S. (2011). Getting more work for nothing? Symbolic awards and worker performance. American Economic Journal: Microeconomics, 3(3), 86-99. 5 Performance Feedback Charness, G., Masclet, D., & Villeval, M. C. (2013). The dark side of competition for status. Management Science, 60(1), 38-55.
Blanes i Vidal, J., & Nossol, M. (2011). Tournaments without prizes: Evidence from personnel records. Management Science, 57(10), 1721-1736.
Azmat, G., & Iriberri, N. (2010). The importance of relative performance feedback information: Evidence from a natural experiment using high school students. Journal of Public Economics, 94(7-8), 435-452. 6 Purpose and Meaning Ariely, D., Kamenica, E., & Prelec, D. (2008). Man’s search for meaning: The case of Legos. Journal of Economic Behavior & Organization, 67(3), 671-677.
Chandler, D., & Kapelner, A. (2013). Breaking monotony with meaning: Motivation in crowdsourcing markets. Journal of Economic Behavior & Organization, 90, 123- 133. 7 Relative Earnings Card, D., Mas, A., Moretti, E., & Saez, E. (2012). Inequality at work: The effect of peer salaries on job satisfaction. The American Economic Review, 102(6), 2981-3003.
Cohn, A., Fehr, E., Herrmann, B., & Schneider, F. (2014). Social comparison and effort provision: Evidence from a field experiment. Journal of the European Economic Association, 12(4), 877-898.
8 Peer Effects Mas, Alexandre, and Enrico Moretti, 2009, “Peers at Work.” American Economic Review, 99(1): 112-45.
Falk, A., & Ichino, A., 2006, Clean Evidence on Peer Effects. Journal of Labor Economics, 24(1), 39-57. 9 Competition in the Workplace Gneezy, Niederle and Rustichini, 2003, Performance in Competitive Environments: Gender Differences, The Quarterly Journal of Economics, 118(3).
Niederle and Vesterlund, 2007, Do women shy away from competition? Do men compete too much? The Quarterly Journal of Economics, 122(3).
Gneezy, Leonard, and List, 2009, Gender differences in competition: Evidence from a matrilineal and a patriarchal society. Econometrica, 77(5). 10 Fighting Procrastination Ariely and Wertenbroch, 2002, Procrastination, deadlines and performance: Self-control by precommitment, Psychological Science 13(3).
Cadena, Schoar, Cristea and Delgado-Medrano, 2011, Fighting Procrastination in the Workplace: An Experiment, NBER Working Paper 16944. 11 Growth Mindset Bettinger, E., Ludvigsen, S., Rege, M., Solli, I. F., & Yeager, D. 2018. Increasing Perseverance in Math: Evidence from a Field Experiment in Norway. Journal of Economic Behavior & Organization.
Yeager, D. S., and C. S. Dweck, 2012, “Mindsets that promote resilience: When students believe that personal characteristics can be developed.” Educational Psychologist 47(4).
Heslin, P. A., Latham, G. P., & VandeWalle, D. (2005). The effect of implicit person theory on performance appraisals. Journal of Applied Psychology, 90(5), 842.
Heslin, P. A., Vandewalle, D., & Latham, G. P. (2006). Keen to Help? Managers Implicit Person Theories and Their Subsequent Employee Coaching. Personnel Psychology, 59(4), 871-902. 12 Autonomy Gjedrem, W. G., & Rege, M. (2017). The effect of less autonomy on performance in retail: Evidence from a quasi-natural field experiment. Journal of Economic Behavior & Organization, 136, 76-90
Quickly repeat L&G ch 7 from page 186 (from Taylorism).
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