We study the effect of recognition on performance with a field experiment involving first-year undergraduate students at a Dutch university. Our treatment, given unannounced in randomly selected student groups, was to publicly recognize students who scored within the top 30% of their group on...

We study the effect of recognition on performance with a field experiment involving first-year undergraduate students at a Dutch university. Our treatment, given unannounced in randomly selected student groups, was to publicly recognize students who scored within the top 30% of their group on...

We study the effect of recognition on performance with a field experiment involving first-year undergraduate students at a Dutch university. Our treatment, given unannounced in randomly selected student groups, was to publicly recognize students who scored within the top 30% of their group on...

We test the effectiveness of team incentives by running a natural field experiment in a retail chain of 193 shops and 1,300 employees. As a response to intensified product market competition, the firm offered a bonus to shop teams for surpassing sales targets. A bonus to teams rather than...

We estimate how much of the gains from productivity spillovers through worker mobility is retained by the hiring firms, by the workers who bring spillovers, and by the other workers. Using linked employer-employee data from Danish manufacturing for the period 1995-2007, we find that at least...

We study the impact of and reward to middle management ability using data from 245 stores of a nationwide retailer. The company scores six broad areas of management practice, the most important of which turns out to be commercial awareness, where able managers raise labour productivity by 17%...

We study the impact of labour turnover on labour productivity using a panel dataset of 347 shops belonging to a large UK clothing retailer over1995-1999. For the within-shop link