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The author at The Undercover Economist in a related article titled Econlog reviews The Logic of Life writes:
COMMENTS (12 to date)
Punditus Maximus writes:
Drivers' licenses for illegal immigrants make a great deal of sense in the context of 5% of the US population being illegal immigrants. The trick is to accept that our current immigration system is a sham designed to allow efficient exploitation of Mexican nationals, rather than a rational attempt to keep borders. Posted November 10, 2007 9:45 PM
Greg Ransom writes:
Illegals already get representation in Congress -- congressional districts are marked out according to overall population, including the illegal population. And many illegals are registered to vote -- as were nine of the 9/11 hijackers. So this has nothing to do with a future amnesty. This has to do with power in Congress right now -- and votes right now. Posted November 10, 2007 9:51 PM
M. Hodak writes:
Did you know that the most successful executive compensation plan of all time remained essentially unchanged for 37 years? You can read about it (including why) here: http://papers.ssrn.com/sol3/papers.cfm?abstract_id=816825 This doesn't counter Arnold's point that such plans in a regulatory context will inevitably be gamed into economically perverse results, but the same simply doesn't apply to CEO pay in the context of a free market. Sure, managers will quickly learn to game any system. The point is to design a system (mechanism, actually) that they can game such that the shareholders will win when management does. It's what we do. Posted November 11, 2007 12:07 AM
Ajay writes:
Some counterpoints to Arnold's points: The problem with compensation schemes is that they're often too simple and meant only to minimize work for those evaluating production and setting compensation, for example using lines of code to measure programmer productivity. What you'll find over and over again with compensation schemes that are successfully gamed is a lazy manager who didn't want to do his job so he uses some simplistic scheme to determine productivity. If one actually comes up with ways to accurately measure productivity, is willing to do the work of measurement (whether that's code reviews for programmers or performance reviews for executives), and has someone in charge who can actively penalize gaming attempts, rather than blindly following some automated system with no human oversight, compensation plans would actually work well. Those managers who do none of the above and use simplistic schemes, only to get gamed, get what they deserve. Of course, employees could always pay off the person in charge of compensation, which is the preferred trick of CEOs with compensation committees, but that is a separate issue that must be solved at a higher level and is a potential flaw for every system that doesn't address it a higher level, including Arnold's rotating compensation plan scheme. While there is no doubt that college tuitions and city rents have spiked up over the last decade, technology has also been invented and deployed over that time period that will bring both crashing down. Today, if I want to commune with the GMU Masonomists, I don't need to move to the DC area and raise rents further, all I need to do is read their blogs and communicate with them electronically. The only aspect I'm missing is face-to-face communication over lunch but that can also be accomplished through video conferencing. As more and more people realize this and move to more affordable cities like Indianapolis or Mobile, the resulting reverse trend is going to hit big cities hard over the coming decade. The same is true of education and the coming online education boom. As for whether it's competing elites or a homogenous elite, neither changes the point of Harford's paragraph, that there are elites who monopolize a country's resources and exclude or prey on the masses. Whether the elites compete or are united might have other effects but it doesn't change the basic fact of oligopoly. Regarding Hodak's point about leaving compensation schemes to the market, those schemes have often been gamed like any other. Regardless of whether you let the market decide through options schemes or have internal corporate schemes, you don't change the basic fact that people are often either too dumb or too lazy to do the work required to evaluate productivity. Posted November 11, 2007 10:53 AM
Taimyoboi writes:
I'd be curious to know what you think about this column by Ramesh Ponnuru. Do you think what he describes will help to align people's health care consumption to the expected benefits associated with their consumption? Posted November 11, 2007 12:54 PM
dearieme writes:
Why would it make any sense to model the determination of CEO pay as involving a contest between some body or individual who genuinely represents the interests of the shareholders, and a potential hired hand who is simply selling his labour? A better model would probably be of someone being judge in his own cause while attempting to avoid stirring up a hornet's nest. Posted November 11, 2007 1:30 PM
specky writes:
M. Hodak writes:Did you know that the most successful executive compensation plan of all time remained essentially unchanged for 37 years? You can read about it (including why) here: May I observe that Mr Hodak's consultancy may also the kind of organisations hired by CEOs to design their own pay packages? Posted November 12, 2007 8:26 AM
M. Hodak writes:
Ajay - I agree that most incentive schemes are poorly designed, but that's different from the accusation that they can be "gamed." Many, if not most, aspects of your life is a game. The market is, itself, a game. Those of us who design CEO incentives begin with the assumption that CEOs will try to "game" them, like you or I do in our circumstances all the time. The point is to design the game so that there is alignment of interests. A few of us, at least, do that extremely well. Dearieme - Given my extensive experience with Boards over the last fifteen years, I can assure you that the notion that CEOs are their own judges is woefully outdated. It may have been largely true as recently as ten years ago, but today it is simply an oft-repeated myth. Posted November 12, 2007 8:30 AM
specky writes:
M. Hodak writes: Dearieme - Given my extensive experience with Boards over the last fifteen years, I can assure you that the notion that CEOs are their own judges is woefully outdated. It may have been largely true as recently as ten years ago, but today it is simply an oft-repeated myth. The oft-repeated "myth" has been proved to be real in two papers, both in well regarded journals: Hermalin, B.E. and Weisbach, M.S. 1998. Endogenously Chosen Boards of Directors and Their Monitoring of the CEO, American Economic Review, Vol. 88, pp. 96-118. Posted November 12, 2007 8:47 AM
Dave writes:
"The point is to design a system (mechanism, actually) that they can game such that the shareholders will win when management does" There's significant overlap between upper management, board members and shareholders. It's not difficult to 'game' a system where a self-defined elite are designing compensation packages for each other (or in other words, themselves). This is called a cartel. Posted November 12, 2007 11:20 AM
Dave writes:
Also, I don't think it's prudish to point out that there's an unpleasant thread of mysogyny, or at least a willingness to lend credence to outdated views of women, in the current crop of 'fun' economics blogs. The last few weeks of Freakonomics, Undercover Economist and Free Exchange have seen multiple posts on 'golddiggers', trophy wives, stereotypical behaviour in speed-dating and prostitution, so a prurient reference to the price of a blowjob does not strike me as unusual. Posted November 12, 2007 12:05 PM
M. Hodak writes:
Specky, three things: a) You can suppose that I am familiar with the deluge of literature on this subject, and two papers does not make a "proof" Finally, regarding my own practice, I am not hired to set targeted compensation for executives--that's the realm of Towers Perrin, Mercer, etc. I'm hired to determine only the basis upon which that pay will vary, and there is no love lost between us and the big comp firms. So I don't have any dog in this hunt about the level of CEO pay. In fact, I would be perfectly happy to see CEOs make, say 40x, the pay of the average worker. I just wouldn't want to be in a society where this is imposed contrary to the market for talent that I personally see. Posted November 13, 2007 10:44 AM
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