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Armin Falk

University of Bonn, and IZA, Germany, and INET, USA

IZA World of Labor role

Author

Current position

Professor of Economics, University of Bonn, Germany

Research interest

Behavioral economics, neuroeconomics, experimental economics, and labor economics

Website

http://bit.ly/Falk_IZApage

Positions/functions as a policy advisor

Advisory Council of the German Federal Ministry for Economic Affairs and Energy

Past positions

Research Director of IZA, Germany, 2003–2008

Qualifications

Habilitation in Economics, University of Zurich, 2003

Selected publications

  • “Morals and markets.” Science 340 (2013): 707–711 (with N. Szech).

  • “The intergenerational transmission of risk and trust attitudes.” Review of Economic Studies 79:2 (2012): 645–677 (with T. Dohmen, D. Huffman, and U. Sunde).

  • “Reference points and effort provision.” American Economic Review 101:2 (2011): 470–492 (with J. Abeler, L. Götte, and D. Huffman).

  • “The hidden costs of control.” American Economic Review 96:5 (2006): 1611–1630 (with M. Kosfeld).

  • “Performance pay and multidimensional sorting: Productivity, preferences and gender.” American Economic Review 101:2 (2011): 556–590 (with T. Dohmen).

article(s)

  • Fairness and motivation

    Fair treatment creates incentives, and is beneficial for workers and the firm

    Armin Falk, September 2014
    How do firms motivate their employees to be productive? The conventional wisdom is that workers respond to monetary incentives—“Pay them more and they will work harder.” However, a large and growing body of empirical evidence from laboratory and field experiments, surveys, and observational data, as well as neuroeconomic research, suggests that workers’ perceptions of fairness and trust are also key drivers of their work effort. Treating employees with respect is not only ethically warranted, it can create positive economic outcomes for both the worker and the firm.
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