Performance Evaluation
Recall that each group of four employees will also have one participant in the role of manager randomly assigned to them.
The participants randomly assigned to the role of manager know the task that you will be completing. Managers will not have an opportunity to complete work that benefits any employee.
Managers are responsible for completing performance evaluations for each of the employees in their assigned group{{ if player.condition == 3 or player.condition == 4 }} and allocating the group’s discretionary bonus pool{{ endif }} in each period.
Specifically, each manager will be instructed to rate the overall performance of each employee on a scale of 1-100 (with 1 representing poor performance and 100 representing outstanding performance){{ if player.condition == 3 or player.condition == 4 }} and allocate a discretionary bonus pool of 300 points between the group’s four employees in any proportion they choose{{ endif }}. You will learn the results of your performance evaluations{{ if player.condition == 3 or player.condition == 4 }} and discretionary bonus pool allocations{{ endif }} after the study has concluded.
To assist in the performance evaluation{{ if player.condition == 3 or player.condition == 4 }} and bonus allocation {{ endif }} process{{ if player.condition == 3 or player.condition == 4 }}es{{ endif }} , managers will be provided with the following information for the employees in their assigned group for each period:
| 1. | The total output for each employee. As shown earlier, this includes work units completed by the employee themselves, as well as any work units completed for their benefit by other employees. |
| 2. | Whether or not each employee spent time working to increase the total output of another employee (but not how much time they spent or how many work units they completed). |
| 3. | Whether or not each employee had another employee (or employees) spend time working to increase their total output on their behalf (but not how much time was spent completing this work by other employees or how many work units were completed by other employees). |
Managers know each employee can spend time completing work that increases the total output of another employee. However, managers will not learn which employees spent time working to increase another employee’s total output, or which employees had others spend time working to increase their total output on their behalf.
{{ endif }}Managers will receive performance information each period in summary form as follows:
| Employee | Employee total output | {{ if player.condition == 2 or player.condition == 4 }}Spent time working to increase the total output of another employee | Had another employee (or other employees) spend time working to increase their total output on their behalf | {{ endif }}
| A | Work units completed by each employee themselves plus any work units completed for the employee’s benefit by other employees. | {{ if player.condition == 2 or player.condition == 4 }}Yes or No | Yes or No | {{ endif }}
| B | {{ if player.condition == 2 or player.condition == 4 }}Yes or No | Yes or No | {{ endif }}|
| C | {{ if player.condition == 2 or player.condition == 4 }}Yes or No | Yes or No | {{ endif }}|
| D | {{ if player.condition == 2 or player.condition == 4 }}Yes or No | Yes or No | {{ endif }}
Thus, while you will see the composition of your total output (work units completed by both you and anyone who completes work for your benefit), the manager will only see the total output number.
{{ if player.condition == 2 or player.condition == 4 }}Additionally, while you and other employees know the amount of time you yourself spent completing work for another employee’s benefit, the manager will only see whether employees spent time (yes or no) working for the benefit of another employee and/or had another employee spend time (yes or no) working for their benefit.
{{ endif }}