Asymmetric Information-Introduction
Asymmetric Information-Introduction
Information
By
Dr. Siddharth Singh
Assistant Professor
Department of Economics
Adverse Selection
• Problems before a contract is written.
• Refers to the tendency for the mix of unobserved
attributes to become undesirable from the
standpoint of an uniformed party.
• Imperfect information influences resource allocation
and the price system.
Dr. Siddharth Singh, Department of Economics
Moral Hazard: Example
• Classic example: employment. The employer is the
principal and the worker is the agent. Moral Hazard
is the temptation of imperfectly monitored workers
to shirk their responsibilities.
• The owners of the good used cars have an incentive to try to convey the fact that
they have a good car to the potential buyers. They would be eager to take actions
which signal the quality of their car to those who might buy it.
• One possible and at times sensible signal would be for the owner of a good used
car to offer a warranty. This is the promise to pay the purchaser some stipulated
sum of money it the car did not meet the original specifications (i.e., if it turns
out to be a bad car). The owners of the good used cars can afford to offer such a
warranty while the owners of bad cars cannot afford this. This is one way for the
owners of the good used cars to signal that they have good cars.
Dr. Siddharth Singh, Department of
Economics
• Spence’s Labour Market Signalling Model
• The analysis of screening processes was put forward by Michael Spence in his
article “Job Market Signaling”, 1973.
• An important mechanism through which sellers and buyers deal with the problem
of asymmetric information is market signaling. In some markets, sellers send
buyers signals that convey information about the quality of a product. The term
was first coined by the Nobel laureate economist Michael Spence in 1974.
• In the labour market, workers (the seller of labour) know much more about the
quality of the labour than the firm (the buyer of labour). It is not possible for the
firm to know the productive potential of employers before hiring them.