Linear Sharing Rule Sample Clauses

Linear Sharing Rule. ‌ As a general assumption throughout Rayo [2007]’s model, linear sharing is the most commonly seen sharing in real life because of its simplicity. However, whether linear sharing can be optimal is not clear. The restriction makes our search for optimality much easier but the comfort might be on the cost of efficiency. Thus in this section we would try to disclose whether anything is lost by assuming linearity in the sharing rule. From now on we would assume linear sharing and search for the optimal linear sharing to see if there is any efficiency loss by putting linearity restriction on the sharing rule. For each i, we assume si(F) = αiF + βi and Σ αi = 1, Σ βi = 0. In general sharing, we need to specify shares for each agent and each output level. However for each individual we only need to solve two parameters. With linear sharing constraint 4.7 would be affected by both parameter α and β, the utility among agents are no-longer transferable. Any constant transfers of output will affect individual IC constraints. Thus, the maximization of total team surplus can only support certain distribution outcomes under linear sharing. In this sense if we restrict to linear sharing rules, maximizing team surplus is merely a typ- ical case with a specific social welfare function. While there might exist other outcomes that some specific agents might prefer while don’t maximize the team surplus. Which social welfare function the team would choose depends on the organization structure, it might be principal-agent structure where there is one agent who dominates and put his own welfare as the priority, or it could be a ▇▇▇▇ bargaining process. We raise this issue here to make critical argument about the surplus maximization in Rayo [2007]. When individuals’ surpluses enter their IC constraints endogenously, utilities are no longer transferable. Which specific target effort will be preferable depends on the social welfare function of the team, thus we will leave the efficiency issue to the future study and focus on solving the optimal contract first. Due to the budget balancing constraint, it’s impossible to increase every agent’s share to 1. The problem is then how to derive an optimal sharing rule to create the maximum surplus possible. We start by simplifying our IC constraints
Linear Sharing Rule. ‌ Here we would restrict our attention to a special kind of sharing rule which is most commonly seem in real life - linear sharing rule. 3.1. A sharing rule S : R → Rn, where n = 2, 3, . . . is said to be linear if: 1. For any Y ∈ R, the share to each team member i has the following struc- ture: si(Y ) = αiY + βi, where αi and βi are constants or functions that are independent of Y , where the share is non-negative: αi ≥ 0. 2. The budget is balanced such that Σ αi = 1 and Σ βi = 0. The definition says, a linear sharing rule contains two parts, for each team member i it specifies a portion αi of the output which must sum up to 1 and a constant income/payment βi which must sum up to 0. The simple structure of linear sharing rules makes them easily enforced by courts. Moreover, by using a linear sharing rule the team members are pretty sure that the shares they get si(Y ) is monotone increasing with the output Y , since Sir(Y ) = αi ≥ 0. However, the incentive provided by linear sharing rule is not strong enough to produce the first best outcome ( ▇▇▇▇▇▇▇▇▇ [1982]). This is due to the fact that any agent’s ▇▇▇▇▇ will save his/her effort cost fully while the negative impact on the output will be shared with others. If we stick to balancing the budget, the punishment from a linear sharing rule can never be strong enough to achieve an efficient outcome. In the static model in ▇▇▇▇▇▇▇▇▇ [1982], the action vector of the team aˆ constitutes a ▇▇▇▇ equilibrium if and only if for each i, aˆi solves ▇▇▇ ▇▇(f (ai, aˆ−i)) − ci(ai), subject to for each i, individual rationality is satisfied that is πi ≥ π¯i.

Related to Linear Sharing Rule

  • Profit Sharing Plan Under the Northrim BanCorp, Inc. Profit Sharing Plan (the “Plan”), Executive shall be eligible to receive an annual profit share based on performance as defined by the Board of Directors. Executive will be classified in the Executive tier under the Plan’s Responsibility Factors. If Employer is required to prepare an accounting restatement due to “material noncompliance of the Employer,” the Employer will recover from the Executive any incentive compensation during the three (3) years prior to the date of the restatement, in excess of what would have been paid under the restatement. Executive’s signature on this Agreement authorizes Employer to offset or deduct from any compensation Employer may owe Executive, any excess payments (in whole or in part) that Executive may owe Employer due to such restatement(s).

  • Profit Sharing Profit sharing, bonuses, or other similar compensation of any kind paid by CM/GC to its employees.

  • Job Sharing / Time Sharing (a) Job sharing shall be interpreted to mean two employees sharing one full- time position (10 shifts bi-weekly). (b) Time sharing shall be interpreted to mean two employees sharing one full line (14 shifts bi-weekly). Clarifying Note: One full-time and a regular part-time “shadow” does not constitute a time sharing arrangement. (c) The introduction of job/time sharing arrangements in a Home will be subject to mutual agreement between the Union and the Employer. Job/time sharing requests shall be considered on an individual basis. Such approval will not be unreasonably withheld. (d) The employees involved in job share/ time sharing are entitled to all the regular part-time provisions except those which are modified as follows: i) Schedules and scheduling language shall be established by the mutual agreement of the Union and the Home. This will include the division of hours between the job/time sharers. ii) Each job/time sharer may exchange shifts with her or his partner as well as other employees as provided by the Collective Agreement. Employees who are currently in a job/time sharing arrangement and are full-time will retain that status and be covered by the full-time provisions of the collective agreement. For clarity, this grandparents employees in time sharing arrangements, not positions. When individuals leave these positions, the vacant position will be posted under (f) and (g) below.

  • Early Retirement Incentive The Employer may offer to any faculty member or a faculty member may apply for one of the early retirement incentive alternatives described herein, provided the faculty member meets the following criteria. The Union shall be advised in writing of any offer of early retirement made to a faculty member.

  • Nonqualified Distributions If you do not meet the requirements for a qualified distribution, any earnings you withdraw from your ▇▇▇▇ ▇▇▇ will be included in your gross income and, if you are under age 59½, may be subject to an early distribution penalty tax. However, when you take a distribution, the amounts you contributed annually to any ▇▇▇▇ ▇▇▇ and any military death gratuity or Servicemembers’ Group Life Insurance (SGLI) payments that you rolled over to a ▇▇▇▇ ▇▇▇, will be deemed to be removed first, followed by conversion and employer-sponsored retirement plan rollover contributions made to any ▇▇▇▇ ▇▇▇ on a first-in, first-out basis. Therefore, your nonqualified distributions will not be taxable to you until your withdrawals exceed the amount of your annual contributions, military death gratuity or SGLI payments and your conversions and employer-sponsored retirement plan rollovers.