Columbia Business School, USA
IZA World of Labor role
Merrill Lynch Professor of Workforce Transformation at Columbia Business School; Director of Columbia Business School's Workforce Transformation Initiative
Labor economics, human resource management, organizational strategy, job mobility, technological change
Professor of Economics, Columbia University Graduate School of Business 1986–2008; Associate Professor of Economics, Columbia University Graduate School of Business, 1979–1986
PhD Economics, Columbia University, 1974
“Human capital and productivity in a team environment: Evidence from the healthcare sector.” American Economic Journal: Applied Economics 6:2 (2014): 231–259 (with N. Beaulieu, C. Phibbs, and P. Stone).
“Technological change and the make-or-buy decision.” The Journal of Law, Economics and Organization 30:1 (2014): 165–192 (with S. Lach and N. Sicherman).
“Can a work organization have an attitude problem? Workplace effects on employee attitudes and organizational performance.” Labour Economics 18:4 (2011): 411–423 (with R. Freeman, C. Ichniowski, and M. Kleiner).
“How does information technology affect productivity? Plant-level comparisons of product innovation, process improvement and worker skills.” The Quarterly Journal of Economics 122:4 (2007): 1721–1758 (with C. Ichniowski and K. Shaw).
“Ownership versus environment: Why are public sector firms inefficient?” Review of Economics and Statistics 87:1(2005): 135–147 (with A. Harrison).
Rewarding only one dimension of performance may result in employees ignoring other dimensionsAnn P. Bartel, May 2017To align employees’ interests with the firm’s goals, employers often use performance-based pay, but designing such a compensation plan is challenging because performance is typically multifaceted. For example, a sales employee should be incentivized to sell the company’s product, but a focus on current sales without rewarding the salespeople according to the quality of the product and/or customer service may result in fewer future sales. To solve this problem, firms often increase the number of metrics by which they evaluate their employees, but complex compensation plans may be difficult for employees to understand.MoreLess