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David Ellerman - One of the best experts on this subject based on the ideXlab platform.
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On the Renting of Persons: The Neo-Abolitionist Case Against Today's Peculiar Institution On the Renting of Persons: The Neo-Abolitionist Case Against Today's Peculiar Institution
2020Co-Authors: David EllermanAbstract:Abstract Liberal thought (in the sense of classical liberalism) is based on the juxtaposition of consent to coercion. Autocracy and slavery were seen as based on coercion whereas today's political democracy and economic 'Employment System' are based on consent to voluntary contracts. This paper retrieves an almost forgotten dark side of contractarian thought that based autocracy and slavery on explicit or implicit voluntary contracts. To answer these 'best case' arguments for slavery and autocracy, the democratic and abolitionist movements forged arguments not simply in favour of consent, but arguments that voluntary contracts to legally alienate aspects of personhood were invalid 'even with consent' -which made the underlying rights inherently inalienable. Once understood, those arguments have the perhaps 'unintended consequence' of making the neo-abolitionist case for ruling out today's self-rental contract, the employer-employee contract. The paper has to also retrieve these inalienable rights arguments since they have been largely lost on the Left, not to mention in liberal thought
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translatio versus concessio retrieving the debate about contracts of alienation with an application to today s Employment contract
Politics & Society, 2005Co-Authors: David EllermanAbstract:Liberalism is based on the juxtaposition of consent to coercion. Autocracy and slavery were based on coercion whereas today’s political democracy and economic “Employment System” are based on consent to voluntary contracts. This article retrieves an almost forgotten dark side of contractarian thought that based autocracy and slavery on explicit or implicit voluntary contracts. The democratic and antislavery movements forged arguments not simply in favor of consent but arguments that voluntary contracts to alienate (translatio) aspects of personhood were invalid—which made the underlying rights inalienable. Once understood, those arguments apply as well to today’s self-rental contract, the employer-employee contract.
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translatio versus concessio retrieving the debate about contracts of alienation with an application to today s Employment contract
Social Science Research Network, 2005Co-Authors: David EllermanAbstract:Liberal thought is based on the fundamental question of consent versus coercion. The autocracies and slavery Systems of the past were based on coercion whereas today's democracy in the political sphere and Employment System in the economy are based on consent. This paper retrieves an almost forgotten contractarian tradition, dating from at least the Middle Ages, that based political autocracy and economic slavery on explicit or implicit voluntary contracts. Hence the democratic and antislavery movements had to hammer out arguments not simply in favor of consent and against coercion, but arguments based on the distinction between contracts to alienate (translatio) sovereignty versus contracts to only delegate (concessio) self-governance rights. They argued that the alienation contracts were in a certain sense inherently invalid so that those basic rights were inalienable even with consent. These inalienable rights arguments from the democratic and antislavery movements are also retrieved, arguments that liberal thought neglects when the basic question is simplistically posed as consent versus coercion. Finally, it is noted that the basic inalienable rights argument - that a de facto person cannot fit the de jure role of a thing even with consent - applies equally well to the Employment contract which can be seen collectively as a contract for the employees to alienate management rights over their work to the employer or individually as the contract to rent oneself to the employer for limited periods rather than to sell oneself as in the self-enslavement contract. In conclusion, the paper considers various paths to get from the Employment relation in a firm to a democratic firm where the members are the people working in the firm.
Royston Greenwood - One of the best experts on this subject based on the ideXlab platform.
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novelty and new firm performance the case of Employment Systems in knowledge intensive service organizations
Journal of Business Venturing, 2009Co-Authors: Jennifer E Jennings, Devereaux P Jennings, Royston GreenwoodAbstract:Abstract This paper investigates a question at the core of entrepreneurship research: how does novelty affect new venture performance? We address this question for a type of factor-market innovation deemed critical in the contemporary economy: novelty in Employment Systems. Our longitudinal study of new firms in a knowledge-intensive service industry shows that the relationship between Employment-System novelty and organizational productivity is curvilinear and U-shaped. We also find suggestive evidence that new firms with Employment Systems exhibiting discrepant degrees of novelty (i.e., combinations of highly conforming and highly novel practices) are less productive than those with coherent Employment Systems.
Viktor Steiner - One of the best experts on this subject based on the ideXlab platform.
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A Service of zbw Leibniz-Informationszentrum Wirtschaft Leibniz Information Centre for Economics Public pensions, changing Employment patterns, and the impact of pension reforms across birth cohorts: a microsimulation analysis for Germany Public Pens
2020Co-Authors: Viktor Steiner, Johannes Geyer, Diw BerlinAbstract:Standard-Nutzungsbedingungen: Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden. Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen. Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in EconStor may be saved and copied for your personal and scholarly purposes. You are not to copy documents for public or commercial purposes, to exhibit the documents publicly, to make them publicly available on the internet, or to distribute or otherwise use the documents in public. licence. www.econstor.eu If the documents have been made available under an Open Content Licence (especially Creative Commons Licences), you may exercise further usage rights as specified in the indicated D I S C U S S I O N P A P E R S E R I E S Introduction The political debate about the future of the public pension System in Germany has shifted from the issue of its financial sustainability to the question whether it will avoid old-age poverty, especially among the younger birth cohorts (see, e.g., that these factors will lead to substantial reductions in the level of public pensions among younger birth cohorts, especially in East Germany. The goal of the present study is to quantify the likely impact of these developments on the future level of public pensions across birth cohorts. To this end, we develop a microsimulation model which accounts for cohort effects in individual Employment and unEmployment and earnings over the lifecycle as well as the differential impact of recent pension reforms on birth cohorts. To account for cohort effects on the future level of public pensions across birth cohorts is important for at least two reasons. On the one hand, the impact of the recently enacted pension reforms will affect younger birth cohorts to a much greater degree than cohorts already close to retirement. In particular, this concerns the demographic adjustment mechanism which determines the level of public pensions relative to current wages and the increase of the legal retirement age to 67 years by 2029. Furthermore, actuarial adjustments for early retirement and phasing out of special early retirement options for the unemployed and women were enacted which, given the relatively long phase-in period, also had heterogeneous effects on older and younger birth cohorts. On the other hand, changes in the labor market that occurred during the past decades affected cohorts quite differently. One of the most obvious examples for the potential importance of cohort effects is the worsening of the labor market situation in East Germany in the aftermath of reunification. Birth cohorts in East Germany differ with respect to the share of their working life spent in the former GDR where open unEmployment was virtually nonexistent and wages relatively equally distributed. Both factors as well as the politically mandated equalization of GDR pension entitlements to West German levels resulted in relatively high and uniform pension entitlements of East Germans already near the early 2 retirement age when they were integrated into the West German public pension scheme. East Germans in the middle of their career were affected quite differently by unification: In the first years of the transition, large parts of the economy had to be rebuild under the new market based System and caused redundancies and closure of factories on a large scale. Endowed with human capital from the former GDR they had to find new jobs in the unified labor market. This process, however, turned out to be a slow and the unEmployment rate in East Germany, on average, is still double the West German level. Furthermore, wage convergence almost came to a standstill in the mid-1990s, with a substantial wage differential remaining (see Franz and Steiner 2000). In West Germany, the younger birth cohorts may also have been affected by the worsening of general labor market conditions. However, another cohort effect which might have contributed to differences across birth cohorts is the increasing labor force participation among women, especially those with higher education. In the German public pension System, cohort effects in Employment histories have both a direct and indirect effect on the individual pension benefit. The direct effect relates to total Employment over the life-cycle, the indirect effect works through lower wages due to previous unEmployment. The relevance of these cohort effects, if any, is of course an empirical question and depends on the chosen identification strategy which will be described in Section 3. Using a large and representative panel data set -the German Socio-Economic Panel (SOEP) -we are able to place emphasis on important socio-economic characteristics in addition to the birth cohort. We distinguish between East and West Germany and men and women throughout our analysis. Furthermore, we analyse the impact of education. Education has a well documented effect on both the Employment probability and the wage level. In addition to the perspective of the individual pension, we simulate pension outcomes also on a household level. There we also describe how estimated cohort effects are used to project individual Employment biographies and earnings which determine the individual pension level. Our estimation results, summarized in Section 4, show that cohort effects vary greatly between region, gender, and education. The estimated cohort effects in individual Employment patterns affect lifecycle wage profiles used to simulate future earnings for cohorts born between 1937 and 1971. Using simulated life cycle Employment and income, we project gross future pensions across cohorts taking into account changing demographics and recent pension reforms. We look mainly at public pensions at the individual level from various perspectives. Simulation results show that pension levels for East German men and women will fall dramatically among younger birth cohorts, not only because of policy reforms but due to higher cumulated unEmployment. For West German men, the small reduction of average pension levels among younger birth cohorts is mainly driven by the impact of 3 pension reforms, while future pension levels of West German women are increasing or stable due to a rising labor market participation of younger birth cohorts. As summarized in the conclusion, these results shed light on the adequacy of future public pensions among younger age cohorts which is of crucial importance for social policy. Empirical and Institutional Background Evidence on changing work patterns across birth cohorts Since reunification Germany has seen high and persistent unEmployment with an extraordinary increase in long-term unEmployment in East Germany. At the same time, fulltime Employment has been partially substituted for by part-time jobs and "marginal and unEmployment for men and additionally by part-time Employment and non-Employment for women. As a result of the Employment System in the former GDR, Employment patterns of older cohorts do not show large gender differences in East Germany. Furthermore, the evolution of Employment patterns of East German men and women is very similar. We observe a particularly strong increase in unEmployment in East Germany and a decrease in Employment for men and women, both in absolute and relative terms. For example, in the age group 40-44 years the cumulated duration of unEmployment increases, on average, from 0.4 to 1.8 years for men and from 0.6 to 2.6 for women. This is in stark contrast to West Germany, where we observe only a slight reduction in Employment and a small increase in How will the weakening of full-time Employment and increasing unEmployment among younger birth cohorts affect future levels of public pensions? As described in the next section, the German public pension System implies a fairly close relationship between an individual's lifetime earnings and the level of her own public pension. This relationship implies that unEmployment may affect individual pension entitlements in two ways: First, by reducing the Employment years counted towards individual pension entitlements and, secondly, by negatively affecting the life-cycle wage profile. Regarding this latter effect, empirical studies by 2.2 The German PAYG pension System -structure and reforms The public pension scheme in Germany is a pay-as-you-go (PAYG) System. 3 As such, population ageing is expected to put pressure on its financial sustainability in the coming decades, mainly due to three factors: rising life expectancy, very low fertility rates (between 3 For a more detailed account of the German public pension System and recent reforms, see, e.g., Policy has responded to these developments by enacting a series of pension reforms. These reforms go mainly in two directions: first, the extension of the working life, and second, the gradual lowering of the pension level. Starting in 1992, actuarial adjustments for early retirement were introduced with a relatively long phase-in period. Furthermore, the phasing out of special early retirement options for the unemployed and women was enacted. In 2001, a small subsidized pre-funded pillar of private pensions was introduced ("Riester pension"). In 2004, the benefit indexation was changed by introducing a so called sustainability factor that takes into account the development of the ratio of contributors to the pension System and its recipients. According to the new benefit indexation rule, pensions will grow at a lower rate than wages as long as this ratio declines. For old-age pensions PT=1, and it is less than unity for other pension types, e.g., a widow's pension. In the following, we will only analyze old-age pensions. EF is equal to one if the age at retirement equals the statutory retirement age and lower for early retirement. For each month (year) of early retirement the benefit is lowered by 0.3% (3.6%). 4 The most important component in the above formula is the sum of individual PP which mainly accrue from social security contributions levied on own wage income. Individual PP in a given year are calculated as the ratio of individual annual earnings and this year's average of annual earnings in the whole economy, i.e. the person's relative wage position. Thus, if a person earns the average wage in a given year she receives one PP. Earnings are only subject to social security contributions if they exceed a lower limit and contributions have to be paid only up to a higher limit. Both limits restrict the feasible number of PP to lie roughly in 4 In Section 3.3, we provide some descriptive evidence on the significance of early retirement and how we treat the retirement decision in our simulation. 7 the range between 0.15 and 2. Thus, the accumulation of PP depends on an individual' wage profile relative to the evolution of average wages as well as the pattern of Employment and unEmployment over the life cycle. PP may also be acquired during spells of unEmployment and non-Employment due to child rearing activities. For example, a mother receives one pension point for the first three years of a child born after 1992. The treatment of periods of unEmployment has changed over time. Currently, short-term unemployed persons receiving the unEmployment benefit (ALG I, which is insurance based and related to previous earnings) acquire PP as if earning 80% of the former gross wage. In contrast, since the recent reform in 2005 long-term unemployed receiving the new means-tested unEmployment assistance payment
Jennifer E Jennings - One of the best experts on this subject based on the ideXlab platform.
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novelty and new firm performance the case of Employment Systems in knowledge intensive service organizations
Journal of Business Venturing, 2009Co-Authors: Jennifer E Jennings, Devereaux P Jennings, Royston GreenwoodAbstract:Abstract This paper investigates a question at the core of entrepreneurship research: how does novelty affect new venture performance? We address this question for a type of factor-market innovation deemed critical in the contemporary economy: novelty in Employment Systems. Our longitudinal study of new firms in a knowledge-intensive service industry shows that the relationship between Employment-System novelty and organizational productivity is curvilinear and U-shaped. We also find suggestive evidence that new firms with Employment Systems exhibiting discrepant degrees of novelty (i.e., combinations of highly conforming and highly novel practices) are less productive than those with coherent Employment Systems.
David Stern - One of the best experts on this subject based on the ideXlab platform.
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becoming a high performance work organization the role of security employee involvement and training
International Journal of Human Resource Management, 1993Co-Authors: Clair Brown, Michael R Reich, David SternAbstract:We discuss an emerging Employment System characterized by a high degree of Employment security with flexible job assignments, employee involvement in problem solving and continuous improvement, and continuous training of employees. We call this model the SET System (for Security, Employee involvement and Training) and examine case studies of five U.S. firms that are attempting to establish or maintain a SET System. We find that SET Systems are difficult to implement in a gradual and partial manner. The three elements of SET reinforce one another and firms that are successful in adopting SET have made an investment to implement all three SET elements simultaneously.
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becoming a high performance work organization the role of security employee involvement and training
International Journal of Human Resource Management, 1993Co-Authors: Clair Brown, Michael R Reich, David SternAbstract:The emerging Employment System characterized by a high degree of Employment security with flexible job assignments, employee involvement in problem solving and continuous improvement, and continuous training of employees is discussed. This model is called the SET System (for Security, Employee involvement and Training) and it is examined by means of case studies of five US firms that are attempting to establish or maintain a SET System. It is found that SET Systems are difficult to implement in a gradual and partial manner. The three elements of SET reinforce one another and firms that are successful in adopting SET have made an investment to implement all three SET elements simultaneously. Four factors that impede implementation of a SET System are then identified.