An organization's promotion decision between two workers is modeled as a problem of boundedly rational learning about ability. The decisionmaker can bias noisy rank-order contests sequentially, thereby changing the information they convey. The optimal final-period bias favors the "leader," reinforcing his likely ability advantage. When optimally biased rank-order information is a sufficient statistic for cardinal information, the leader is favored in every period. In other environments, bias in early periods may (1) favor the early loser, (2) be optimal even when the workers are equally rated, and (3) reduce the favored worker's promotion chances. Copyright 1991 by The Review of Economic Studies Limited.

This paper examines the impact of workers' ability to quit on the performance of labor contracts between workers and privately informed firms. While the need to induce workers to remain with the firm necessarily lowers total welfare, the effect on employment levels is to reduce the magnitude of the inefficiency due to asymmetric information, whether this inefficiency is under- or overemployment. The model predicts that employment distortions increase with the strength of lock-in effects on workers, a prediction which contrasts with the results of efficiency wage models and which may help in empirical testing of labor contract theory.

Alternative wage structures under conditions of moral hazard are analyzed from a social-welfare standpoint. It is argued that ex post equity judgements in an uncertainty context should incorporate a preference for "positive correlation" of utilities of different individuals. In the design of compensation schemes, this may give rise to a conflict between ex post equity objectives and the need to provide effort incentives: relative performance clauses in compensation schemes that are useful for providing incentives are undesirable from an ex post equity standpoint. Copyright 1987 by The Review of Economic Studies Limited.

The authors model an oligopoly facing uncertain demand where each firm chooses as its strategy a "supply function" relating its quantity to its price. A supply function adapts better to an uncertain environment than either a fixed price or a fixed quantity; it could be committed to through the choice of organizational structure and employee decision rules. The authors give conditions for existence and for uniqueness of a Nash equilibrium in supply functions under uncertainty. They compare the equilibrium with the Cournot and Bertrand equilibria as they vary the demand and cost curves, the number of firms, and the form of uncertainty.

It is well known that comparative performance information can enhance efficiency in static principal-agent relationships by improving the trade-off between insurance and incentives in the design of explicit contracts. In dynamic settings, however, there may be implicit as well as explicit incentives, for example, managerial career concerns and the ratchet effects in regulation. The authors show that the dynamic effects of comparative performance information on implicit incentives can either reinforce or oppose the familiar (static) insurance effect and in either case can be more important for efficiency. The overall welfare effects of comparative performance information are thus ambiguous and can be characterized in terms of the underlying information structure. Copyright 1997 by the University of Chicago.