A market for integrity. The use of competition to reduce bribery in education

The Decision Support System is a specialized information system designed to aid management in making effective and efficient decisions on semi-structured problems; it does not replace conventional decision-making procedures. The system that is currently running at the Cicalengka Integrated Ma'arif Vocational School has deficiencies: The process of determining teacher salary increases at the Cicalengka Integrated Ma'arif Vocational School takes more time due to the difficulty of finding data; It's easy to make mistakes because the salary increase process is done manually; It's easy to lose the raise process file. The decision-making function increase in teacher salaries at SMK Ma'arif Terpadu Cicalengka. This thesis uses a Decision Support System with the SAW (Simple Additive Weighting) method then the system development method uses OOAD (object-oriented analysis and design) with the RUP (Rational Unified Process) model. Rational Unified Process (RUP) is a software engineering technique created by compiling the software development industry's best practices. RUP is object-oriented, with activities centered on model development utilizing the Unified Modeling Language (UML). The final result of the Thesis and the making of applications and Decision Support Systems Assessing Performance for Salary Increases/Teachers at SMK Ma'arif Terpadu Cicalengka is a website-based application that can facilitate the process of evaluating performance for salary increases at SMK Ma' Arif Integrated Cicalengka, The Decision Support System built using the SAW method is expected to make it easier for schools to evaluate performance for teacher/manager salary increases; The Decision Support System that is built can minimize errors that occur from the performance appraisal process for teacher/manager salary increases; Can reduce the loss of archives at Integrated Cicalengka Ma'arif Vocational High School.

In this paper, we present an innovative distributed quality of service routing scheme suitable to operate in networks of general topology implementing a Diff-Serv service model for QoS support. The proposed scheme is based on a game theoretic non-cooperative model which exploits, on the one hand, the topological information distributed within the network by the current (non-QoS) link-state and distance-vector routing protocols and, on the other hand, the QoS information locally available at the node where the forwarding process takes place. In order to guarantee the satisfaction of a stability condition at each node, a distributed admission control (DAC) scheme is proposed to jointly operate with the non-cooperative routing scheme. The DAC decides if a new flow can be accepted without violating the nodes' stability constraints and provides each node with cumulative information about the status of the network downstream from its outgoing links.

This paper aims at being a tool to help apply game theoretic bargaining models to wage negotiations. In this perspective, we review a number of articles which explicitly deal with wage determination as well as purely game theoretical models which we believe can be fruitfully extended to account for specific features of labour markets. We discuss some common shortcomings in the wage negotiation literature, and suggest possible lines of research worth pursuing to deal with such weaknesses.

Cyber-attack defense requires network security situation awareness through distributed collaborative monitoring, detection, and mitigation. An issue of developing and demonstrating innovative and effective situational awareness techniques for avionics has increased in importance in the last decade. In this paper, we first conducted a game theoretical based modeling and analysis to study the interaction between an adversary and a defender. We then introduced the implementation of game-theoretic analysis on an Avionics Sensor-based Defense System (ASDS), which consists of distributed passive and active network sensors. A trade-off between defense and attack strategy was studied via existing tools for game theory (Gambit). To further enhance the defense and mitigate attacks, we designed and implemented a multi-functional web display to integrate the game theocratic analysis. Our simulation validates that the game theoretical modeling and analysis can help the Avionics Sensor-based Defense System (ASDS) adapt detection and response strategies to efficiently and dynamically deal with various cyber threats.

This paper proposes a game-theoretic random channel access model, compliant with the IEEE 802.11 standard that can be integrated into the distributed coordination function. The objective is to design a game theoretic model that can optimize both throughput and channel access delay in each node in the presence of hidden terminals and thus optimize fairness. We propose a utility function that can decouple the protocol's dynamic adaptation to channel load from collision detection. We demonstrate that our model can reach a Nash equilibrium resulting in a stable contention window, provided that a node adapts its behavior to the idle rate of the broadcast channel, coupled with observation of its own transmission activity. Simulation results show that this model is capable of achieving lower channel access delay and better throughput than the standard IEEE 802.11 distributed coordination function.

Changes in the salaries of mining engineers as they obtain managerial and OHS specialist positions in Turkey: By what criteria can salaries be increased?

How does a large unconditional increase in salary affect employee performance in the public sector? We present the first experimental evidence on this question in the context of a unique policy change in Indonesia that led to a permanent doubling of base teacher salaries. Using a large-scale randomized experiment across a representative sample of Indonesian schools that accelerated this doubling of pay for teachers in treatment schools, we find that the doubling of pay significantly improved teacher satisfaction with their income, reduced the incidence of teachers holding outside jobs, and reduced self-reported financial stress. Nevertheless, after two and three years, the doubling in pay led to no improvements in measures of teacher effort, and had no impact whatsoever on student learning outcomes. Thus, contrary to the predictions of various efficiency wage models of employee behavior (including gift-exchange, reciprocity, and reduced shirking), as well as those of a model where effort on pro-social tasks is a normal good with a positive income elasticity, we find that large unconditional increases in salaries of incumbent teachers had no meaningful positive impact on student learning.Institutional subscribers to the NBER working paper series, and residents of developing countries may download this paper without additional charge at www.nber.org.

List of Tables - List of Figures - Acknowledgements - List of Abbreviations - Introduction - Intergovernmental Fiscal Relations and Macroeconomic Management - Central Governmental Credibility and Local Tax Efforts: A Game Theoretic Model - Central Government Transfer under Soft Budget Constraint - Intergovernmental Relations and Monetary Management - Central Government Credibility and Monetary Expansion: A Game Theoretic Model - Intergovernmental Relations and Market Development - Bibliography - Index

Targeting is the fundamental work in cyberspace operational plan. This paper investigates the basic tradeoffs and decision processes involved in cyber targeting and proposes a simple game theoretic model for cyberspace targeting to support operational plan. Then an optimal targeting strategy decision algorithm applying the game theoretic model is developed. The key component of this game theoretic model is its ability to predict equilibrium. The paper ends up with an example on showing how the game theoretic model supports targeting decision-making, which demonstrates the simplicity and effectiveness of this decision-making model.

Nearly half of high earning workers receive performance pay as part of their compensation, but we know strikingly little about the incentive effects of piece rate compensation on high-skilled workers. In this paper, we examine changes in medical providers' output in response to a piece rate compensation scheme. We use data from a Federally Qualified Health Center that changed from a salary-based plan to one that rewarded providers for seeing more patients on a monthly basis. Two key facts guide our empirical approach. First, the timing of the switch from salary to piece rates varied at the individual level depending on the provider's hire date, which allows us to control for other changes over time in patient demand for services. Second, most providers worked under both compensation schemes, which allows us to make within-person comparisons. We further address incomplete compliance by using providers' expected monthly compensation plan status as an instrument for their actual status. We find that providers working under the piece rate scheme see roughly 18 percent more patients monthly. Only a small portion of this difference is due to within-provider changes in output, and we find no evidence that the incentive scheme causes providers to become more productive. Instead, most of this difference derives from compositional changes in the workforce, likely due to increased retention of more productive providers.

Many schools are experiencing troubling numbers of vacant teaching positions, with student achievement substantially below pre‐pandemic levels. At the same time many states and districts are discussing substantial across‐the‐board increases in teacher salaries, often aspiring to some arbitrary benchmark. General increases in teacher salaries may well be warranted in some, or even many, districts. However, existing research suggests that by themselves, across‐the‐board increases are not the most effective policy.This policy brief examines these issues in Virginia. It shows that schools with concentrations of poor students have substantially more teaching vacancies and much lower student achievement. It also shows that starting teacher salaries in Virginia have declined over the last 16 years and that lower salaries are associated with teacher vacancies. It is likely that the patterns documented in Virginia are found in many, perhaps most, other states. Policies to address these issues would increase teacher salaries generally with much larger increases for effective teachers who teach in high poverty schools and subjects with greater shortages, such as special education, math, and science.

There are two main arguments in this article. First, if wages and employment are to be used as indicators of changing levels of rural poverty they need to be complemented by micro and meso level studies of how increases or declines in wages and employment are distributed among individuals and households. Secondly, if the nature of the relationship between employer and labourer is to be understood, aggregates such as ‘casual’ labour need to be unravelled. Evidence from a study of two small localities in rural West Bengal between 1991 and 1993 suggests that the poorest workers receive the lowest remuneration across a range of informal contracts, including daily time‐rate, piece rate, seasonal beck‐and‐call and migrant labour arrangements. Levels of remuneration are also determined by locally specific ideologies of gender and social rank and by party politics.

Many studies have shown the factors related to, or in a measure the factors which determine, the salaries of white teachers, but no attempt has been made to study, in an organized way, the factors related to the salaries of Negro teachers. In fact, it has been found that such factors as age, preparation, experience, and intelligence are quite significant determiners of white teachers' salaries. As an illustration, Hinson says, factors of age, training, experience, and tenure are significant factors in determining the salaries of the (white) teachers in the four-year, state-accredited high schools of Florida, for both men and women, as shown by their combined effect in the multiple correlations.1 But to what extent may Negro teachers, as a general rule, expect an increase in salary with additional preparation and experience, or as they grow older? Do the more intelligent Negro teachers receive the larger salaries? In view of the large differences between the salaries of white and Negro teachers in the Southern States, it is believed that the salaries of the two groups of teachers are not determined by the same considerations. To be specific, the problem under investigation here is to find out the extent to which the salary of Negro elementary school teachers is determined by their age, preparation, experience, and intelligence. A total of 105 Negro rural, men and women, elementary school teachers were selected at random from four counties in the Southern States. The data regarding salary, age, preparation, and experience were obtained directly from the teachers by means of questionnaire and personal interview. All these data were checked in the office of the county superintendent. The preparation of the teachers was also

Piece rates, output restriction, and conformism

Modeling multi-target defender-attacker games with quantal response attack strategies