Case Discussion - Solutions
Case Discussion - Solutions
Case Discussion - Solutions
Part 1 - Externalities
The brief from The Economist - “Externalities Pigouvian taxes” - touches upon the concept of externalities by
providing some examples and then introduces some possible mechanisms of correction through the Pigouvian taxes
and the internalization of the externality through the Coase principle of property right.
- Provide examples of externalities; please, focus on the following industries (non-exhaustive list of examples in
brackets): food and beverage industry (i. CO2 emissions; ii. water consumption; iii. Usage of plastic for packaging),
tourism industry (i. increase in revenues of commercial activities; ii. increase in the rental prices; iii. congestion);
clothes and shoes industry (i. pollution, ii. Indirect negative externalities on the health system for consumption of
high calories food). Think also of some examples of positive externalities! Try to provide structured examples!
Example of the use of tax. In equilibrium Quantity (quantity produced and consumed) decreases from Q0 to Q1.
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“Coase considered externalities as a problem of ill-defined property rights. If it were feasible to assign such
rights properly, people could be left to bargain their way to a good solution without the need for a heavy-
handed tax.”
(See exercise)
Main idea: The article introduces Akerlof’s model about the market for used cars. Suppose that used cars came in a
variety of qualities, from the worst (the lemons) that are always breaking down, to the best ones, the most reliable (the
peaches). Sellers know the quality of their cars, but the buyers cannot tell which ones are lemons and which one are
peaches. Since buyers cannot tell the difference, they will not be willing to pay more than what an average quality car
is worth. But seeing that buyers are willing to pay just for average quality, sellers of the highest quality cars exit the
market. In turn, when this happened the average quality of cars decreases, and this causes the exit of additional sellers
of good cars.
(See exercises)
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Part 3 - Signaling
Watch the following TedX Talk: https://www.youtube.com/watch?v=iNgB-j4-5HY
Take-home messages:
- Role of secrecy in firms’ pay systems (Vanity Fair example) and why company owners discourage pay
transparency
- Negative outcomes: when there is no pay transparency, employees are likely to feel they are underpaid or
discriminated against; employees are likely to quit, move to other companies, knowledge spillovers, and gender-
wage gap
- Transparency may have a positive outcome in terms of peer-to-peer collaboration, employees are more likely
to work hard to improve their performances, (examples from Dane Atkinson SumAll, Buffer, Whole Foods)
- There is an increasing interest in investigating these issues in the scientific literature
- Based on the case text and the video, provide one possible suggestion to mitigate the issue of information
asymmetry in the labor market: Few examples could be:
o Link wage to performances
o Public salaries
o Make public the formula for calculating pay
o Post the pay levels
Question 1: “Employers may struggle to tell which job candidates are best. Mr. Spence showed that top workers
might signal their talents to firms by collecting gongs, like college degrees”. Provide a meaningful comment to this
sentence.
Examples of key points to discuss:
• In a perfectly competitive market where firms can distinguish high ability employees from low-ability ones, the
firm will pay employees their marginal product that is wH=aH and wL=aL where wH>wL and aH>aL
In this case, there is perfect information where employers can distinguish workers by observing their
productivity. As a consequence, each employee will be paid according to their ability/productivity.
• However, employers may struggle to tell which job candidates are best due to information asymmetries:
employees know better about their productivity than their potential employers.
• Because of this “hidden information problem”, employers tend to pay an average salary, which reflects
candidate employees’ “expected value” that is their expected marginal product and, thus, is lower than salaries
that they would pay to high-productivity workers.
Supposing that h=0.5 and 1-h is 0.5 and that wL=3000 and wH=8000 we have that the average salary the firm
offer is w=8000+0.5+0.5*3000=5500
wP=(1 -h)aL+haH< wH that is the average wage. Low-ability workers are happy about it whereas high-ability
workers are willing to put in place strategies that would enable them to distinguish themselves from low-ability
workers.
High-productive employees do not accept these “average” salaries and tend to “self-select out of the labor
market” which is generating a problem of adverse selection.
• As wP=(1 -h)aL+haH<wH , high-ability employees have incentives to send a credible signal, which distinguishes
them from low-ability employees (e.g., degrees and/or other certificates of accomplishment)
• It is a plus to provide examples of sources of information asymmetries between candidate employees and
potential employers and of (credible) signals above and behind degrees. For example, entrepreneurs looking
for funds may signal their quality through a patent or a record of previous VC received. That is using signals
as observable attributes that communicate information about unobservable attributes.
Something to remember:
Pooling equilibrium: signaling does not yield the desired result, that is the employers are unable to distinguish the
two type of workers either because both types choose the same level of education or because they do not invest in
education at all.
Separating equilibrium: the signaling gives the desired result, and the employers are able to use the signal to
distinguish the two types of workers because for example the high ability acquire education, whereas the low-
ability ones do not acquire it, or because they acquire different level of education which enable employers to
distinguish high ability from low ability workers
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Question 2: “Crucially, this only works if the signal is credible: if low-productivity workers found it easy to get a
degree, then they could masquerade as clever types.” Comment this sentence, focusing on the notion of “credible
signals”.
• In the labor market context, a signal is credible if it allows separating low-productivity candidate employees
from high-productivity ones. High-quality agents are motivated to send signals if the benefits outweigh costs.
• If credible signals exist, potential employers can distinguish high- from low- productivity employees and pay
adequate salaries to the former.
• To be credible a signal needs to be costly, namely only high-productivity employees should be able to acquire
it. In this way, by observing the signal, potential employers can distinguish high-productivity candidate
employees from low-productivity ones.
• Moreover, credible signals must be observable, namely the recipient (in this case the potential employer) must
be able to “see” and “interpret” the signals
• signals must also be interpretable by the receiver (for example university ranking signal quality when a specific
ranking is internationally accepted or recognized)
• If signals are not costly and observable, low-productivity candidate employees can “fake them”
• It is a plus to provide examples of credible and non-credible signals. For example, obtaining a patent is a costly
signal and it is also time-consuming. Therefore, firms or entrepreneurs applying for a patent communicate
indirectly that their innovation may have market potential