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1 Robert B. Waiser Joseph L. Phone (M): St. George Street Toronto, ON, Canada M5S 3E6 EDUCATION Ph.D., Marketing,, June 2016 (expected), Toronto, Ontario, Canada Dissertation: An Examination of the Effects of Budgeting, Delegation and Managerial Compensation on Sales Management Committee: Mengze Shi (Chair), David Soberman, Sridhar Moorthy, Tanjim Hossain B.Math., Statistics and Combinatorics & Optimization, University of Waterloo, Dec RESEARCH INTERESTS Quantitative Marketing, Game Theory, Sales Management, Incentive Compensation, Budgeting RESEARCH IN PROGRESS Foxes Guarding the Henhouse: Should Sales Managers Participate in Budget Setting? (Job Market Paper) Managing Psychological Motivations in Contests (with Tanjim Hossain and Mengze Shi), Under review at Management Science. Using Managerial Compensation to Ensure Optimal Sales Force Compensation Design Dynamic Sales Force Compensation Design with Long-Term Effort Effects Should Firms Pay Salespeople on Profit? (with Mengze Shi and David Soberman) DISSERTATION ABSTRACTS Foxes Guarding the Henhouse: Should Sales Managers Participate in Budget Setting? (Job Market Paper) Most firms invest substantial resources in budgeting, particularly in the form of time spent by managers and senior executives. However, accounting and managerial researchers have long recognized the propensity of managers to manipulate firm budget-setting processes in order to obtain maximum resources for their own areas or projects. This is not only an inefficient use of managers' and executives' time, but also a threat to firms' profits, due to suboptimal resource allocation. In the first essay of my dissertation, I use the context of sales force incentive compensation design to examine why many firms continue to allow managerial participation in budget setting, despite the apparent conflict of interest that results. I offer an explanation based on a multi-level agency theoretic model, in which a sales manager has private information about the

2 salesperson s selling environment that is of interest to the firm in designing its sales force incentive budget. I then suggest a budget-setting process that the firm can follow, using the sales manager's participation to reveal her information and ensure the optimal design of the sales force compensation plan. Rather than involving the manager early in the budgeting process, as many firms do, the suggested process begins with the firm setting a restrictive budget, then puts the onus on the manager to justify increasing it. I find that such a process is feasible for the firm as long as the range of the sales manager's private information (i.e. the potential difference between selling environments) does not exceed a particular threshold. Finally, I outline the conditions under which employing such a process is not only feasible, but optimal relative to prohibiting managerial participation. Using Managerial Compensation to Ensure Optimal Sales Force Compensation Design While sales force compensation is the subject of a substantial body of research, the incentive compensation of sales managers has hardly been explored at all in the academic literature. In fact, the standard models used to study sales force compensation abstract away from the role of the sales manager entirely, focusing only on the firm and the salesperson. In the second essay of my dissertation, I examine the interaction between levels of the sales hierarchy in the context of compensation. For the sake of comparison, I employ a similar setting to that of the first essay, using a multi-level agency theoretic model to represent a firm delegating a salesperson s compensation plan design to a privately informed sales manager. Rather than allowing the manager to participate in budget setting, however, I explore two different ways in which the firm could design the manager s own compensation plan to ensure the optimal design of the salesperson s plan. Under each of these two approaches, the manager s compensation plan is linked to the budget for the salesperson s compensation. In the first approach, the firm offers the manager a menu of compensation plans, with each plan associated with a different compensation budget for the salesperson. As a result, the manager faces a trade-off between the size of her own bonus and the restrictiveness of her budget. In the second approach, the firm assigns the manager a fixed budget, but offers her a percentage of any portion that she does not use. Thus, she is faced with an incentive to exercise restraint in designing the plan. I identify the conditions under which each of these approaches induces the manager to choose the profit-maximizing outcome for the firm, given her private information. I then compare the firm s expected profits under these compensation-driven approaches to that generated by the participation mechanism, to determine which approach is optimal under given conditions. Managing Psychological Motivations in Contests (with Tanjim Hossain and Mengze Shi) Employee motivation has long been considered an important research area in both economics and marketing, particularly as it relates to sales management. However, the existing literature focuses overwhelmingly on economic incentives to work, while paying far less attention to psychological motivations, such as those resulting from enjoyment of work, satisfaction from success and social recognition of achievement. In this paper, we study how a firm can manage an agent s psychological motivations in a contest through the design of incentive structures and disclosure schemes (i.e. how the contest outcomes are publicly announced). We run a set of laboratory experiments involving contests among salespeople and use the data to examine the levels of psychological motivations. We develop two new methods to separate the effect of psychological motivations from the effects of economic incentives and risk aversion. We find that recognizing multiple top performers without revealing the ranking among them and recognizing the single best performer both generate 2

3 positive and significant psychological motivations. However, the relative performances of alternative disclosure schemes often depend on the spread of contest rewards. A smaller spread of contest rewards may induce higher levels of psychological motivations. Overall, this paper demonstrates the significant impact of an agent s psychological motivations on her effort choice and underscores the importance to managers of jointly choosing incentive structures and disclosure schemes. CONFERENCE & SEMINAR PRESENTATIONS Marketing Science Conference, Johns Hopkins University, Presenter, June 2015 (upcoming) Enhancing Sales Force Productivity Conference, Georgia Institute of Technology, Presenter, June 2015 (upcoming) Summer Seminar Series, University of Guelph, Invited Speaker, July 2014 Marketing Science Conference, Emory University, Presenter, June 2014 Thought Leadership on the Sales Profession Conference, Columbia University, Presenter, June 2014 Canadian Empirical and Theoretical Symposium in Marketing Strategy, McMaster University, Poster Presenter, May 2014 TEACHING EXPERIENCE Guest Lecturer, Principles of Marketing (undergraduate), 2015 Guest lecture topic: Careers in Marketing Teaching Assistant, Pricing (MBA, undergraduate), 2013 & 2014 Teaching Assistant / Guest Lecturer, Marketing Management (undergraduate), 2013 Guest lecture topics: Management Consulting, Branding & Positioning Teaching Assistant, Principles of Marketing (undergraduate), 2013 Teaching Assistant, Marketing Analysis and Decision Making (MBA), 2012 & 2013 Teaching Assistant, Marketing Data, Modules and Decisions (undergraduate), 2012 Case Teaching Certificate, day case teaching workshop with James Erskine (Ivey School of Business) 3

4 PROFESSIONAL EXPERIENCE Manager, ZS Associates, Toronto, Ontario, Sold, managed and delivered consulting projects in sales and marketing management for over 30 clients in the healthcare industry Worked with senior management to determine needs, design analyses and develop and implement recommendations in areas including: o Sales force strategy o Sales force incentive compensation o Market research o Sales forecasting o Promotion effectiveness evaluation Designed and delivered professional training courses for clients and colleagues on topics including data analysis, sales force strategy, statistical analysis of promotion effectiveness, public speaking and MS Excel and Powerpoint Crypto-Mathematician, Communications Security Establishment, Ottawa, Ontario, 2001 Analyst, Statistics Canada, Ottawa, Ontario, 1999 ACADEMIC EXPERIENCE Research Assistant to Prof. Avi Goldfarb,, 2012 HONORS AND AWARDS AMA-Sheth Doctoral Consortium Fellow, London Business School, July 2015 SSHRC Doctoral Fellowship ($40,000), Social Sciences and Humanities Research Council, Government of Canada, Conference Grant ($500), School of Graduate Studies,, 2014 Sponsored Participant, Columbia-Duke-UCLA Workshop on Quantitative Marketing and Structural Econometrics, Duke University, 2013 CCMF Fellowship, Doctoral Fellowship,, 2011-present PROFESSIONAL SERVICE Reviewer, AMA Summer Marketing Educators Conference, 2015 Reviewer, Management Science, 2014 Graduate Chair Search Committee, Dept. of Management, Univ. of Toronto, 2014 &

5 GRADUATE COURSEWORK Marketing Marketing Strategy Current Topics in Marketing Strategy Contemporary Research in Marketing Consumer Behaviour Microeconomics Microeconomic Theory I Microeconomic Theory II Topics in Microeconomic Theory Advanced Microeconomic Theory Experimental Economics Experimental Economics Industrial Organization Industrial Organization I Industrial Organization II Empirical Applications of Economic Theory Econometrics Econometrics I Econometrics II Econometric Methods in Marketing Mengze Shi / Andrew Ching Sridhar Moorthy Dilip Soman Andrew Mitchell / Aparna Labroo Matthew Turner / Ettore Damiano Martin Osborne / Colin Stewart Rahul Deb Colin Stewart Tanjim Hossain Frank Mathewson Victor Aguirregabiria Carlos Serrano Christian Gourieroux / Yuanyuan Wan Adonis Yatchew / Victor Aguirregabiria Andrew Ching REFERENCES Mengze Shi Associate Professor of Marketing Tanjim Hossain Associate Professor of Marketing Department of Management, Mississauga Sridhar Moorthy Manny Rotman Chair in Marketing Professor of Marketing David Soberman Canadian National Chair in Strategic Marketing Professor & Area Coordinator of Marketing 5

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