TAILIEUCHUNG - Lecture Personnel economics in practice - Chapter 5: Decision making

On completing this chapter, you will gain an economic perspective on: The theory of the firm, market metaphors for organizational design, specific knowledge and decision authority, the effect of organizational design on risk-taking, how organizational design can affect Type I and Type II errors. | Chapter 5: Decision Making 1 11/13/2014 Chapter 5: Decision Making The Organization of an Economy Markets as Information Systems Markets as Incentive Systems Markets and Innovation Benefits of Central Planning The Market as Metaphor for Organizational Design Benefits of Centralization Economies of Scale or Public Goods Better Use of Central Knowledge Coordination Control Benefits of Decentralization Specific versus General Knowledge Information That Is Perishable Information That is Complex Information That Requires Technical Skills Information That is Unforeseeable/Idiosyncratic Information That is Subjective/Experiential Other Benefits of Decentralization Saves Management Time Develops Management Skills Intrinsic Motivation Creativity Decision Management and Control Decision Making as a Multistage Process Creativity versus Control A Tradeoff between Two Types of Errors Three Examples of Authority Patterns Small upside, large downside Large upside, small downside Symmetric payoffs .

• Kinh tế học
• Personnel economics
• Kinh tế học
• Personnel economics in practice
• Decision making
• Benefits of centralization
• Benefits of decentralization
• Setting hiring standards
• Making decisions
• Imperfect information
• Screening job applicants
• Worker’s productivity
• Signaling more formally
• Investment in skills
• Investments in education
• On the job training
• Rent sharing
• Managing turnover
• Retention strategies
• Bidding for employees
• Organizational structure
• Network structures
• Coordination mechanisms
• Job design
• Optimal job design
• Intrinsic motivation
• Advanced job design
• Group decision making
• Implementation of teams
• Performance evaluation
• Performance evaluation design
• Quantitative performance measures
• Rewarding performance
• Pay performance shape
• Performance pay methods
• Career based incentives
• Outside hiring
• Promotion probability
• Employee stock options
• Incentive pay
• Executive pay
• Improving employee sorting
• Implementation of benefits
• Cafeteria plans
• Human capital investment
• Internal markets
• Motivating creativity
• Employment relationship
• Perfect competition
• Imperfect competition
• Complex contracting
• school administration
• personnel administration
• business management
• production management
• personnel management
• Political economy