IGEM:Carnegie Mellon University/2009/Notebook/SUCCEED Survey and Peer Incentives/2014/02/03

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(Autocreate 2014/02/03 Entry for IGEM:Carnegie_Mellon_University/2009/Notebook/SUCCEED_Survey_and_Peer_Incentives)
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Alex asked for papers more relevant to peer incentives, found these:
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Student incentives - http://www.sciencedirect.com/science/article/pii/S1574069206020150
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Productivity under group incentives - http://www.jstor.org/stable/2951348
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1. The performance of an experimental group in the past influences the performance under any group incentive performances in the present in terms of effort level.
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2. Tournament-based group incentives are very effective
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3. Monitoring works but is costly
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Social effects of team incentives - http://www.nber.org/papers/w16687
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In a team setting, team members value effort from other team members differently than their own, and team incentives are more cost-efficient, suggesting a social effect from working in a team.
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Incentives for task-related efforts in workgroups - http://pubsonline.informs.org/doi/abs/10.1287/mnsc.1070.0714
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If employees are outcome-linked, the optimal incentive scheme for individuals is individual reward and in group, it is group punishment. When people within a group have the opportunity to help one another, optimal group incentives are positive. Also, when people in a group can share information, individual and group incentives play complementary roles to each other.
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Alex asked for papers more relevant to peer incentives, found these:

Student incentives - http://www.sciencedirect.com/science/article/pii/S1574069206020150


Productivity under group incentives - http://www.jstor.org/stable/2951348

1. The performance of an experimental group in the past influences the performance under any group incentive performances in the present in terms of effort level.

2. Tournament-based group incentives are very effective

3. Monitoring works but is costly


Social effects of team incentives - http://www.nber.org/papers/w16687

In a team setting, team members value effort from other team members differently than their own, and team incentives are more cost-efficient, suggesting a social effect from working in a team.


Incentives for task-related efforts in workgroups - http://pubsonline.informs.org/doi/abs/10.1287/mnsc.1070.0714

If employees are outcome-linked, the optimal incentive scheme for individuals is individual reward and in group, it is group punishment. When people within a group have the opportunity to help one another, optimal group incentives are positive. Also, when people in a group can share information, individual and group incentives play complementary roles to each other.


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