LABOR ECONOMICS
8th Edition
ISBN: 9781260004724
Author: BORJAS
Publisher: RENT MCG
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Chapter 11, Problem 4P
To determine
Determine the mandatory retirement age under the compensation scheme.
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Show that the competitive labor market compensates workers for the probability that they will be laid off.
Discuss how upward-sloping age-earnings profiles can elicit more effort from workers.
A firm is considering adopting a plan in which it would pay employees less than their MRPL early in their careers and more than their MRPL late in their careers. For a typical worker at the firm MRPL = 10 + 0.1T, where T = the number of years which the worker has been employed at the firm and MRPL is measured in dollars per hour. The worker’s wage per hour is W = 8 + 0.2T. Assume that this wage is high enough to attract workers from alternative jobs, that the discount rate for the firm is zero, and that the expected tenure of a typical worker is 35 years. If workers retire after 35 years, will this plan be profitable for the firm? Explain. For how many years will the firm “underpay” it workers?
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- Suppose there are two identical job offers in the same competitive labor market for a software developer position. Both offers have the same salary of $80,000 per year. However, Job A allows the employee to work from home, while Job B requires the employee to commute to the office daily. The average monthly commuting cost for Job B is estimated to be $400. Calculate the compensating differential in this scenario, and determine if it makes economic sense for the employee to choose Job B over Job A. Assume a working year consists of 12 months.arrow_forwardDue to there being discrepancies between the productivity and resource offerings (i.e., education, skills, experience) in labor markets, is it justified for one employee with a higher marginal revenue product to earn a higher wage than an employee with a lower marginal revenue product?arrow_forwardQuestion 1 You are the human resource manager at a large organization. Each worker in your organization produces output valued at $15 per hour (ie. VMP = $15). You want to deter shirking and turnover by paying a deferred wage profile where the hourly wage is W = 4/5T, where T is tenure, or length of time that the person remains with the firm. Draw the diagram of the deferred wage profile. Solve for the breakeven point, or length of time the person would have to stay with the firm so that her wage would just equal their productivity. Determine the length of time she would have to stay with the firm for her expected wage over that period to just equal her productivity (assume no discounting so that a dollar today is the same as a dollar in the future). If the vast majority of the people start working with the firm at age 35, what mandatory retirement age would you pick to provide a termination data to that contractual agreement?arrow_forward
- Consider the following model of labour supply. There is a representative worker with the following utility function: U(C,L) = CªL²-a where U is utility, C is consumption, L is leisure, and a is a parameter that governs the importance of consumption to the worker's utility relative to leisure. a must satisfy 0 < a < 1. Consumption and Leisure are always positive (by definition) The budget constraint and time constraint are: C = wh + V h = T – L where w is hourly wage, and V is non-labour income, T is time endowment. Here, w,V and T are parameters. h is hours work a) Does the utility function exhibit the "the more the better" and "law of diminishing marginal utility" assumptions? Show it. b) Characterize the optimal leisure and consumption as functions of the parameters a, w, V and Tarrow_forwardGerhart & Newman (2020) discuss how compensation (pay) may be a measure of justice, i.e., gender, race, culture, etc. They further state that stockholders are interested in executive pay. Why does it matter, and how is it fixed? How risky are these decisions to employee retention?arrow_forwardIn the competitive labor market model of this chapter, the "value of the marginal product minus the wage" (MPL xP - W) for a given unit of labor (e.g., worker) gives Group of answer choices a) the change in output from the unit of labor being considered. b) the change in profit from the unit of labor being considered. c) the change in revenue from the unit of labor being considered. d) the change in price from the unit of labor being considered. e) the change in cost from the unit of labor being considered.arrow_forward
- Need help ASAP, will give thumbs up: Consider an empirical wage equation of the form: log(W) = a + b(EDUC) + c(EXP) + d(EXPSQ) + u where the components are defined as: W = hourly wage rate log() is natural logarithmic function EDUC = completed years of school EXP = work experience EXPSQ = years of work experience squared (i.e. EXP times EXP) u = unobservable determinants of the hourly wage rate With data on the relevant variables for a sample of workers, the parameters a, b, c, and d can be estimated. QUESTION: What does human capital theory predict about the parameters of this wage equation? ANSWER CHOICES: b>0, c>0, d>0 b>0, c>0, d<0 b>0, c<0, d>0 b<0, c>0, d<0 b<0, c<0, d>0 Answerarrow_forwardYou have two choices in jobs. Job A means you earn $70,000 a year, in an area where the average income is $80,000. Job B means you earn $60,000 a year in an area where the average income is $50,000. Assume all other factors such as housing quality, schooling, etc are the same. A "rational profit maximizer" would: Have an indeterminate choice. Be indifferent between the two wages. Always choose the lower wage. Always choose the higher wage.arrow_forward"Discuss the Implications of Employer Discrimination for the Hiring Decisions of the Firm."arrow_forward
- 1) Employer discrimination implies that A) if the group discriminated against is small, there will be a wage differential in the market. B) some employers give up profits to avoid hiring one group. C) co-workers and customers prefer one group of workers over another. D) there will be no market wage differential. 2) Percentage goals in minority employment A) will not cause changes in the makeup of a company's workforce. B) can be met more quickly for companies that can maintain low quit rates. C) can always be met quickly if nondiscriminatory hiring is used. D) will take longer to achieve in industries with relatively lower turnover rates. 3) Comparable worth analysis in Minnesota found that A) jobs with higher measured worth received higher pay. B) jobs with higher measured worth received lower pay. C) a regression of measured worth versus pay yielded a horizontal line. D) measured worth of most jobs was completely unrelated to pay. 4) If workers in one group are discriminated against…arrow_forwardThe below graph shows the optimal asking wage. Suppose another individual with the same wage opportunities is more “future-oriented”. Adjust the graph to show the impact this will have on the asking wage and the length of his job search:arrow_forwardWhich of the following regarding family-friendly workplace practice is correct? Multiple Choice None of the answer choices are correct. Empirical research finds little evidence to support the use of the theory of compensating wage differentials to explain family-friendly workplace practice. Conditions such as the availability of parental leave, flexible working hours, job sharing, and taking time off work and making it up later are all part of the family- friendly workplace programs advocated by the government. One cannot use the theory of compensating wage differentials to explain family- friendly workplace practice, since people are not willing to accept lower wages in return to family-friendly work environment. One cannot use the theory of compensating wage differentials to explain family- friendly workplace practice since it is not viewed as a job characteristic.arrow_forward
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