spheres. The incorporation of these methods into economics, discussed below, has proved very influential. In perhaps their most famous paper on organizations, (Milgrom and Roberts, 1990b) Milgrom and Roberts used comparative statics methods to describe the development of "modern manufacturing," characterized by frequent product redesigns and improvements, higher production quality, speedier communication and order processing, smaller batch sizes, and lower inventories. Subsequently, Milgrom and Bengt Holmstrom (1994), used similar methods to identify complementarities in incentive design. They argued that the use of high-intensity performance incentives would be complementary to placing relatively few restrictions on workers and decentralizing asset ownership. In an influential paper, Milgrom and Roberts (1994) applied the framework of thinking about change of a system of complements to tackle some key issues in organizational economics. They noted that when organizations adapt by changing one element in a complementary system, it can often be the case that performance will degrade. This will make change a hard sell within organizations. Milgrom and Roberts suggested that this is why businesses had been unable to replicate Lincoln Electric's performance incentive system because the classic piece rate contract was supported by a string of human resource policies (e.g., subjective bonuses, lifetime employment) as well as production management policies (including organizational slack on delivery), and, perhaps most importantly, deep trust between workers and management. Thus, successful replication would require getting all of these elements in place. Milgrom and Roberts used the same theory to forecast the difficulties Japanese businesses would have in adjusting to change in the decade and a half following the recession that began in the early 1990s; a prediction that was borne out by subsequent experience. In a series of papers, Milgrom studied the problem of lobbying and politicking, or "influence activities" that occur in large organizations. These papers considered models in which employees are affected by post-hiring decisions. When managers have discretion over these decisions, employees have incentives to spend time attempting to influence the outcomes. Since this time could instead be spent on productive tasks, influence activities are costly for the firm. Milgrom shows that firms may limit the discretion of managers in order to avoid these costs (Milgrom, 1988). In a paper with John Roberts, Milgrom also studied a model in which employees have information that is valuable to the decision maker. As a result, allowing some degree of influence is beneficial, but excessive influence is costly. Milgrom