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9/28/2009

Quantity vs. Quality and Exclusion by Two-Sided Platforms

Quantity vs. Quality and Exclusion by Two-Sided Platforms


Executive Summary:

It is common for two-sided platforms to deny participation to some potential customers, who would otherwise be willing to pay the platforms' access and/or transaction fees. Videogame console manufacturers such as Microsoft, Sony, and Nintendo, for example, restrict access to a select set of game developers and exclude many others by including security chips in their consoles, even though the latter would also be willing to pay the per-game royalties levied by the manufacturers. Apple routinely excludes certain application developers from its highly popular iPhone store. Professor Andrei Hagiu builds a simple model formalizing profit-maximizing two-sided platforms' choice of exclusion policies, which is fundamentally determined by a tradeoff between quality and quantity. Key concepts include:

  • A simple model captures the incentives that two-sided platforms have to exclude some participants who would be willing to pay the platform's access fees. Platforms' exclusion incentives are fundamentally determined by a tradeoff between quality and quantity.

Abstract

This paper provides a simple model of two-sided platforms, in which one side (W) values not just the quantity (i.e. number) of users on the other side (M), but also their average quality in some dimension. In this context, platforms might find it profitable to exclude low-quality users on side M, even though some would be willing to pay the platform access prices. Platforms are more likely to engage in exclusion of low-quality M users when W users place more value on the average quality and less value on the total quantity on side M. Exclusion incentives also depend on the proportion of high-quality users in the overall M population and on their cost advantage in joining the platform, relative to low-quality M users. The net effect of these two factors is ambiguous: it generally depends on whether they have a stronger impact on the gains from exclusion (higher average quality) or on its costs (lower quantity). Keywords: two-sided platforms, exclusion, quality and quantity, indirect network effects. JEL classifications: L1, L2, L8. 27 pages.


Broadening Focus: Spillovers and the Benefits of Specialization in the Hospital Industry

Broadening Focus: Spillovers and the Benefits of Specialization in the Hospital Industry


Executive Summary:

What is the optimal scope of operations for firms? This question has particular relevance for the U.S. hospital industry, because understanding the effects of focus and spillovers might help hospitals determine how they should balance focusing in a single clinical area with building expertise in related areas. While some scholars argue that narrowing an organization's set of activities improves its operational efficiency, others have noted that seemingly unfocused operations perform at a high level and that a broader range of activities may in fact increase firm value. This study by HBS doctoral student Jonathan Clark and professor Robert Huckman highlights the potential role of spillovers—specifically complementary spillovers—in generating benefits from focus at the operating unit level. Key concepts include:

  • Hospitals devoting a greater portion of their business to treating patients in related service categories (i.e., those with the potential for knowledge spillovers) experience higher returns to specialization in a focal service.
  • Ultimately, these results provide a potential explanation for why there might be decreasing returns to focusing an organization on a single operating activity (or narrow set of activities), especially when it is possible to invest in other activities that complement the organization's area of concentration.

Abstract

The long-standing argument that focused operations outperform others stands in contrast to theory and evidence supporting a broader scope for organizations. The literature on related diversification at the level of the firm provides some reconciliation of these conflicting observations by suggesting that multi-unit firms with a portfolio of related businesses outperform both single-unit firms and multi-unit firms composed of unrelated businesses. Explanations for this relationship between focus and firm performance have largely centered on economies of scope achieved by sharing common resources, such as advertising or production capacity. We consider whether there are similar benefits to relatedness at an operating unit level and whether such benefits stem from spillovers between operating activities. Using data from the hospital industry, we first examine the relationship between focus and performance in cardiovascular care. Then, distinguishing between direct and complementary spillovers, we examine: (1) the extent to which a hospital's specialization in areas related to cardiovascular care directly impacts performance in cardiovascular care (direct spillovers) and (2) whether the marginal benefit of a hospital's focus in cardiovascular care depends on the degree to which the hospital "co-specializes" in related areas (complementary spillovers). We find evidence of complementarities in specialization between cardiovascular care and related service areas. 41 pages.


Repetition of Interaction and Learning: An Experimental Analysis

Repetition of Interaction and Learning: An Experimental Analysis


Executive Summary:

As the global economy grows increasingly knowledge-based, organizations in a wide variety of settings, from manufacturing to service operations, rely increasingly on project teams. Organizational performance is therefore strongly affected by the learning that occurs within teams. But how do teams learn best? This study examines whether and how learning in teams is dependent on the teams' prior experience working together. Findings may help managers to design well-functioning learning organizations. Key concepts include:

  • Teams with prior experience working together ("familiar teams") initially perform no differently than newly composed teams ("unfamiliar teams"). However, the familiar teams learn at a faster rate compared with the unfamiliar teams.
  • If repetition of interaction (i.e., prior experience with team members) plays an important role in team learning, then the decision to keep a team intact may be an important operational lever.
  • The results call into question a favorite improvement approach of many corporations: major restructurings or reorganizations. These restructurings may have significant, and unaccounted for, costs if they disrupt existing relationships.

Abstract

The learning curve is used to investigate how increasing cumulative experience yields improved performance. Experience, however, can take many forms. Building on recent studies on learning in operations, we distinguish between repetition of task (i.e., prior experience with the task) and repetition of interaction (i.e., prior experience with team members). Repetition of interaction may improve learning, since experience working together aids in the identification, transfer, and application of knowledge among members within a group. Additionally, experience need not be constrained to one task. Prior work examining the relationship of multiple tasks (i.e., varied experience) and learning by groups finds inconsistent results. We hypothesize that repetition of interaction may help explain this difference, as familiar teams may be able to use the knowledge gained from the concurrent completion of multiple tasks while unfamiliar teams may not. Using an experimental study we find that while repetition of interaction has no effect on initial performance, it has a persistent effect on learning. By separately examining the repetition of interaction and repetition of task our work offers new insights and direction for the study of learning in operations.



Why Sweatshops Flourish

Why Sweatshops Flourish


Executive Summary:

Everyone agrees it is wrong to buy things made with sweatshop labor. Yet many of us are willing to justify our decision when a product—a pair of jeans, for example—is something we really want. HBS doctoral student Neeru Paharia and Professor Rohit Deshpandé study the dark side of buying behavior. Their good news: We can influence change for the better. Key concepts include:

  • Moral standards about sweatshop labor are subject to change when desire for a product is high.
  • Consumers have more power than they think to influence how products are made.
  • If shoppers become more aware of their own rationalizations, they might think twice about buying products made with sweatshop labor.

As consumers, we can brush up on our world geography simply by reading the tags in our clothing. Nicaragua, Indonesia, the Philippines, Mauritius, Vietnam, Morocco—there's a mini-United Nations in almost everyone's closet.

While it's easy enough to determine where our T-shirts and jeans come from, we don't always know the conditions under which they were made. In the working paper "Sweatshop Labor is Wrong Unless the Jeans are Cute: Motivated Moral Disengagement" [PDF], HBS doctoral student Neeru Paharia and Professor Rohit Deshpandé take a closer look at what happens when consumers are presented with the option of purchasing desirable items that have been made with sweatshop labor.

What their findings suggest: Our moral benchmarks are subject to change, particularly during an afternoon at the local mall.

"People have moral standards, but context matters," observes Deshpandé, who teaches the required MBA course Leadership and Corporate Accountability. "When we play with the context of desirability and price, there's a sudden change in standards."

In the first experiment, Paharia and Deshpandé divided 258 participants into groups; in one group, participants read, "Imagine that you are shopping and found the perfect pair of jeans. They look good on you and fit great. A large amount of sweatshop labor was used to produce these jeans." The scenario was the same for the second group, but participants were told that no sweatshop labor was used to make the jeans. Participants were then asked to answer the following questions, based on a scale of 1 to 7: How desirable are these jeans to you? How good do you think you'll look in these jeans? How likely would you be to purchase these jeans?

Next, participants responded to four statements, each of which draws on some of the common moral rationalizations used to justify sweatshop labor such as: "The use of sweatshop labor is OK because otherwise those workers would not have jobs"; "Without sweatshops, poorer countries couldn't develop"; "Buying clothes that are made with sweatshop labor is OK if it saves the consumer money because clothes are not affordable"; and "The use of sweatshop labor is OK because companies must remain competitive and all other companies do it." A control group did not read about the jeans scenario and only answered the four moral disengagement questions as a means of determining if the "no sweatshop labor" condition was prompting a reaction of moral righteousness. (The researchers assume a sweatshop to be a work environment with long hours, minimal pay, and difficult or even dangerous conditions; it may also include child labor.)

Paharia and Deshpandé found no significant difference in the index of moral disengagement between the control group and the "no sweatshop labor" group. But they did find levels of moral disengagement to be significantly higher in the sweatshop labor group when desirability for a product was high.

"Recent psychology research indicates that moral judgments can be influenced by emotions and other affective conditions," says Paharia. "We wanted to bring this phenomenon to the consumer domain to determine how consumers' desire for a product impacts their moral judgment."

The Carrying Boy in an Indiana Glass Works, 1908
The "Carrying Boy" in an Indiana
glass works, 1908, by
photographer Lewis Hine
(Photo courtesy
Baker Library Historical Collections)

Paharia and Deshpandé up the ante in a second experiment involving 253 participants and a hypothetical pair of Nike shoes. In this scenario, price, not appearance, is the driving desirability factor, with participants randomly assigned to one of four conditions: high desirability versus low desirability crossed with high sweatshop labor versus no sweatshop labor. For the high desirability condition, participants were told to imagine receiving a 75 percent discount on a $175 pair of shoes that they are extremely happy with. In the low desirability condition, they receive a 5 percent discount on the same shoes but are merely satisfied with the product.

Participants then answer a series of questions about the shoes' desirability similar to those used in the jeans experiment. This exercise is followed by information about Nike's labor practices; in the high sweatshop labor group, participants read, "Imagine that you've just read an article that suggests that Nike uses sweatshop labor to make its shoes"; the other group reads that Nike does not use sweatshop labor. Participants then answer a series of four moral disengagement questions similar to those used in the first experiment. Results showed that the moral disengagement index was significantly higher when both sweatshop labor was high and desirability was high.

"It's troubling that so much of our social and economic system is based on our moral judgment, especially if it's easy for us to justify our actions based on what we want." – Neeru Paharia

"It's troubling that so much of our social and economic system is based on our moral judgment, especially if it's easy for us to justify our actions based on what we want," Paharia remarks. "If these rationalizations are pointed out to people, maybe they would gain a better sense of their source and consider if it's what they really believe or if they're being influenced by other motives."

Deshpandé wonders how a down economy will affect consumer sensitivity: "If I just lost my job, will I be more likely to morally disengage and buy the cheapest things I can find without really thinking about how they've been manufactured?" Given past consumer behavior, the answer would seem to be a resounding yes. Discount retailer Wal-Mart recently reported better-than-expected fourth-quarter earnings, despite the economic downturn, as shoppers continue their never-ending hunt for low prices.

And then there's the trickier issue of style, that certain something that makes an article of clothing a must-have for your closet. "We're all confronted with the same dilemma," says Paharia. "The jeans are cute, and you want them, but in the back of your mind you know it's quite possible that some harm came in making them."

"My initial thinking was that it's driven primarily by economics—if the price is right, you will disengage," adds Deshpandé. "It's the cuteness that's the troubling part; when it's not a matter of survival, when you haven't lost your job, and you disengage because something is cute … that's even more disturbing."

Paharia notes that successful companies such as American Apparel make a point of using non-sweatshop, U.S. labor. But they tend to be the exception to the rule. As recently as 2007, the BBC reported children from India working under "slave-like" conditions to produce clothing for a sub-contractor to the Gap. "Consumers, for the most part, don't punish companies for failing to monitor how their clothing is made," Paharia says. "Yet they have the power to demand products that meet whatever specifications they want."

The effects of consumer decisions and the cognitive disconnects that sometimes occur in making those decisions are a primary focus of Paharia's research. "A big chunk of marketing is around the issue of how we consume to express our identity," she says, noting that the diamond market was one of her original interests. "Diamonds have no intrinsic value, but they have such great symbolic and cultural value that demand has created environmental destruction and wars."

Paharia hopes her work will bring some attention to the power consumers have to create change. Things like moral disengagement get in the way of consumers demanding harm-free products.

"There has been a great deal of social activism directed at 'evil' companies and a lot of attention given to corporate social responsibility," she says. "Companies aren't necessarily designed to be moral or immoral; they're designed to make a profit. So why don't we take a closer look at how consumers make decisions and what that means for the world?"

About the author

Julia Hanna is Associate Editor of the HBS Alumni Bulletin.


Operational Failures and Problem Solving: An Empirical Study of Incident Reporting

Operational Failures and Problem Solving: An Empirical Study of Incident Reporting


Executive Summary:

Operational failures occur within organizations across all industries, with consequences ranging from minor inconveniences to major catastrophes. How can managers encourage frontline workers to solve problems in response to operational failures? In the health-care industry, the setting for this study, operational failures occur often, and some are reported to voluntary incident reporting systems that are meant to help organizations learn from experience. Using data on nearly 7,500 reported incidents from a single hospital, the researchers found that problem-solving in response to operational failures is influenced by both the risk posed by the incident and the extent to which management demonstrates a commitment to problem-solving. Findings can be used by organizations to increase the contribution of incident reporting systems to operational performance improvement. Key concepts include:

  • Operational failures that trigger more financial and liability risks are associated with more frontline worker problem-solving.
  • By communicating the importance of problem-solving and engaging in problem-solving themselves, line managers can stimulate increased problem-solving among frontline workers.
  • Even without managers' regular engagement in problem-solving, communication about its importance can promote more problem-solving among frontline workers.
  • By explaining some of the variation in responsiveness to operational failures, this study empowers managers to adjust their approach to stimulate more problem-solving among frontline workers.

Abstract

Operational failures occur in all industries with consequences that range from minor inconveniences to major catastrophes. Many organizations have implemented incident reporting systems to highlight actual and potential operational failures in order to encourage problem solving and prevent subsequent failures. Our study is among the first to develop and empirically test theory regarding which reported operational failures are likely to spur problem solving. We hypothesize that problem solving activities are especially likely to follow reported operational failures that provoke financial and legal liability risks. We also hypothesize that management commitment to problem solving, enacted through managers' communication and engagement practices, can encourage frontline workers to conduct problem solving. We test our hypotheses in the health care context, in which the use of incident reporting systems to highlight operational failures is widespread. Using data on nearly 7,500 reported incidents from a single hospital, we find support for our hypotheses. Our findings suggest that frontline workers' participation in problem solving is motivated by some inherent characteristics of the problems as well as by particular management practices. 43 pages.