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Too Much Monitoring, Not Enough Performance Pay

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  • de Meza, David
  • Southey, Clive

Abstract

This paper endogenizes the internal organization of competitive firms in a simple general equilibrium framework. The options are monitored teams, unmonitored teams motivated by collective performance pay, and self-employment. The choice of incentive scheme depends on market price and also affects price through its influence on output. As more people opt for self-employment, pecuniary externalities increase the pressure on the rest to follow suit and Pareto rankable multiple equilibria arise. The conditions for a competitive equilibrium to be constrained efficient are restrictive and everyone may gain from policies limiting monitoring and self employment and from the imposition of entry taxes.

Suggested Citation

  • de Meza, David & Southey, Clive, 1999. "Too Much Monitoring, Not Enough Performance Pay," Economic Journal, Royal Economic Society, vol. 109(454), pages 126-139, March.
    • Handle: RePEc:ecj:econjl:v:109:y:1999:i:454:p:c126-39
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    Cited by:

    1. Ang, James S. & Lauterbach, Beni & Schreiber, Ben Z., 2001. "Internal monitoring, regulation, and compensation of top executives in banks," International Review of Economics & Finance, Elsevier, vol. 10(4), pages 325-335, December.
    2. Aghion, Philippe & Dewatripont, Mathias & Legros, Patrick & Zingales, Luigi (ed.), 2016. "The Impact of Incomplete Contracts on Economics," OUP Catalogue, Oxford University Press, number 9780199826216.
    3. Patrick Legros & Andrew F. Newman, 2013. "A Price Theory of Vertical and Lateral Integration," The Quarterly Journal of Economics, President and Fellows of Harvard College, vol. 128(2), pages 725-770.

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