Search results
Results from the WOW.Com Content Network
Akerlof and Kranton provide an overview of their work in the book "Identity Economics," [2] published in 2010. In the book, they provide a layman's approach to Identity Economics and apply the concept to workplace organization, gender roles, and educational choice, summarizing several previous papers on the applications of Identity Economics.
Organizational identity is more concerned with the internal (employee relationships to the organization) and corporate identity is concerned with the external (marketing). [ 27 ] As one's self-concept is created through group affiliations, the organization as a whole and one's membership to it serve as important factors in creating OI. [ 24 ]
Personnel economics has been defined as "the application of economic and mathematical approaches and econometric and statistical methods to traditional questions in human resources management". [1] It is an area of applied micro labor economics , but there are a few key distinctions.
For example, the feminist economist Deborah Figart (1997) defines labor market discrimination as "a multi-dimensional interaction of economic, social, political, and cultural forces in both the workplace and the family, resulting in different outcomes involving pay, employment, and status."
Organizational Identity is to not simply be an organization that provides commodities and services or to take stands on the salient issues of the day, but to do these things with a certain distinctiveness that allows the organization to create and legitimize itself, its particular "profile," and its advantageous position [1]. [11]
Social identity concepts have been applied to economics resulting in what is now known as identity economics. [14] [15] For example, two separate papers and a book by Akerlof and Kranton incorporate social identity as a factor in the principal–agent model. The main conclusion is that when agents consider themselves insiders, they will ...
Hints and the solution for today's Wordle on Friday, December 13.
Statistical discrimination is a theorized behavior in which group inequality arises when economic agents (consumers, workers, employers, etc.) have imperfect information about individuals they interact with. [1] According to this theory, inequality may exist and persist between demographic groups even when economic agents are rational.