Associate Professor of Business Economics and Public Policy
Research Interests: personnel economics, behavioral economics, field experiments,
Address: 2201 SHDH, 3620 Locust Walk, Philadelphia, PA 19104
Office: (215) 898-6372
PhD, University of Warwick, 2004; MSc, University of Warwick, 1999; BSc, University of Lausanne, 1998
Workplace Incentives for a broad range of industries
Academic Positions Held
Wharton: 2008-present. Previous apointments: Essex University; University of Warwick
Research Fellow, Center for Economic and Policy Research (CEPR)
Research Fellow, Institute for the Study of Labor (IZA)
Sloan Research Fellow (2010-2014)
Affiliated Faculty Center for Health Incentives and Behavioral Economics at the Leonard David Institute of the University of Pennsylvania.
My research focuses on monetary and non-monetary incentives to shape individual level productivity both in the workplace and as a method to improve health behavior.
New: RO1 NIH $2.3m grant for a four-year randomized control trial to study financial incentives rooted in behavioral economics and how they can shape long-lasting health habits (medication adherence).
Awards And Honors
In The News
- Franc-ly Speaking, Swiss Currency Is Too Strong, NPR - 08/11/2011
Knowledge @ Wharton
MGMT691 - Negotiations
This course examines the art and science of negotiation, with additional emphasis on conflict resolution. Students will engage in a number of simulated negotiations ranging from simple one-issue transactions to multi-party joint ventures. Through these exercises and associated readings, students explore the basic theoretical models of bargaining and have an opportunity to test and improve their negotiation skills. Cross-listed with MGMT 691/OPIM 691.
MGMT918 - PERSONNEL ECONOMICS A
This is a half-semester PhD course in the Management Department that is also open to any current PhD students at Wharton. The canonical model in economics views an agent as a fully rational, atomistic individual making optimal choices under scarcity. This approach has been very powerful theoretically and empirically to explain and to predict behavior in the workplace. This model has also beenenriched to accommodate other phenomena arguably affecting behavior in the workplace like the social context (e.g. peer effects, altruism, or social comparison), non-standard time preferences, loss aversion, and cognitive costs. Incorporating these ideas into the standard model can be accomplished in various ways but the real stress test for these theories is whether they predict behavior more generally (i.e. we don't just use theory to explain one choice but choices more generally) and to generate empirical predictions that can be tested using experiments. In this mini-course we start-off with a tour de force of the fundamental principal-agent model and the various behavioral extensions. The core of the course is, however, not theoretical but a practical course on how to design field experiments to test these ideas.
MGMT919 - PERSONNEL ECONOMICS B
This is a half-semester PhD course in the Management Department that is also open to any current PhD students at Wharton. It is a continuation and builds on MGMT 918 - please see the course description for MGMT 918. As in MGMT 918 we expand on the canonical model in economics and introduce views from behavioral economics and introduce views from behavioral economics to derive novel theories with empirically testable implications on workplacebehavior and individual performance in labor markets and health. In this mini-course the focus is on continuing our review of the literature but the primary aim is to work towards a project description and paper that can be developed into a PhD chapter or journal article.