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- เผยแพร่เมื่อ 4 ธ.ค. 2023
- Virginia Minni. 2023. “Making the Invisible Hand Visible: Managers and the Allocation of Workers to Jobs.” Working paper, downloaded November 2023.
Check the author’s website for the posted paper:
sites.google.com/view/virgini...
Why do managers matter for firm performance, and what distinguishes good managers from bad ones?
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Please keep making videos you are like the only person on youtube who cites sources from academia while also being understandable by a lay person. Such great content
They’re honestly so few econ channels on TH-cam that are good, this is one of the best among them.
before I get to the paper, I wonder if age is the best metric over something like time in the organization before being put in a managerial role
Love it
good video
wow, nice video! keep up the good work. I love a good economics channel, you seem to have a lot of potential based on this video.
Ok, so this study defines a "high-flier" manager as one who is promoted younger than their peers. What's particularly interesting to me is the missing conclusion that follows from not accounting for any other variables in defining a "high-flier" manager. It's not until relatively late in the video that you specifically mention "high-flier" managers as being higher performing than their peers. If the study compared "high performing" managers to average and/or low performing managers (perhaps using median sales metrics), then I think this would be a pretty complete story and describe how the quality of the manager is important.
However, this study didn't do that. It defined a "high-flier" manager by their age. That leads to an entirely absent conclusion: young managers are statistically better than old managers. It's obvious that there's at least a component of "being promoted young means you must be exceptional," but it's just as likely that younger managers have a greater degree of enthusiasm and optimism which allows them to believe they can make positive change.
Anecdotally, the managers I've had who've held their positions longest have no interest in changing anything because "if it ain't broke..." The best managers I've had, regardless of age, are the ones who come in believing they can change things because they often do (just not usually as much as they want). I was a "high-flier" manager at several points in my life, and I left managerial roles when I got jaded enough to no longer believe I could make meaningful change.