We argue that the actions for which actors receive recognition vary as they move up the hierarchy. When actors first enter a community, the community rewards them for their easier-to-evaluate contributions to the community. Eventually, however, as these actors rise in status, further increases in stature come increasingly from engaging in actions that are more difficult to evaluate or even impossible to judge. These dynamics produce a positive feedback loop, in which those who have already been accorded some stature garner even greater status through quality-ambiguous actions. We present evidence from Stack Overflow, an online community, and from two online experiments consistent with these expected patterns.

Organization Science, 33(6): 2519-2540 (OPEN ACCESS)

Summarized on the UCLA Anderson Review

I review Markus Reitzig’s book, Get Better at Flatter, and offer some critical observations on why managers might want to flatten their firms and on Reitzig’s advice to them. I also introduce the pyramid principle, a simple theory of why firms might end up taller than they would want to be.

Journal of Organizational Design, 11: 11-14 (OPEN ACCESS)