Shared Resources, Individual Greed: Dr. Yung-mei Tsai and the Tragedy of the Commons

 

Shared Resources, Individual Greed: Dr. Yung-mei Tsai and the Tragedy of the Commons

Imagine a beautiful community garden. If everyone picks only what they need, the garden flourishes. But if one person decides to take extra to sell, and then others follow suit to avoid "missing out," the garden is picked bare in days. This is the Tragedy of the Commons, a social and economic trap that defines many of our modern crises.

Meet Dr. Yung-mei Tsai

To help students and the public understand this complex human behavior, Dr. Yung-mei Tsai, a distinguished Professor of Sociology at Texas Tech University, published a landmark paper in 1993. Dr. Tsai was an expert in urban sociology and social psychology, dedicated to revealing how social structures influence individual choices. His work turned abstract theories into lived experiences, most notably through his classroom simulation models.

What is the "Tragedy of the Commons"?

First coined by Garrett Hardin, the theory suggests that individuals acting independently and rationally according to their own self-interest will eventually deplete a shared resource, even when it is clear that it is not in anyone's long-term interest for this to happen.

Daily Examples of the Tragedy:

• The Office Fridge: Everyone uses it, but no one cleans it. Eventually, it becomes a biohazard because everyone assumes "someone else" will take care of it while they continue to store their own food.

• Public Wi-Fi: When everyone at a cafe starts streaming 4K video simultaneously, the "common" bandwidth crashes, and no one can even send a simple email.

• Traffic Congestion: Every driver chooses the "fastest" route on GPS. When everyone makes the same selfish choice, that road becomes a parking lot.

• Overfishing: If one boat catches more fish to increase profit, others do the same to compete. Soon, the fish population collapses, and all fishermen lose their livelihoods.

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The Game: Dr. Tsai’s Classroom Simulation

Dr. Tsai’s 1993 simulation provides a powerful "aha!" moment for participants. Here is how it is played:

The Setup:

1. The Pool: A bowl in the center of a group (4-5 people) filled with 16 "resources" (candies, crackers, or tokens).

2. The Goal: Collect as many tokens as possible.

3. The Rounds: Each round, players can take 0, 1, 2, or 3 tokens.

4. The Regeneration: This is the key. At the end of each round, the instructor doubles whatever is left in the bowl (up to the original capacity of 16).

The Typical Outcome:

• Phase 1 (No Communication): Players usually grab 3 tokens immediately, fearing others will take them all. The bowl is empty by the end of round one. The resource is dead. No regeneration occurs. Everyone "loses" the potential for a long-term supply.

• Phase 2 (Communication Allowed): Players talk and realize that if everyone only takes 1 token, the bowl stays healthy, doubles every round, and everyone can eat forever.

The Lesson: Dr. Tsai showed that without communication or shared rules, individual rationality leads to collective ruin.Cooperation isn't just "nice"—it's a survival strategy.

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Why "The Superior Acts, the Subordinates Follow"

 

Why "The Superior Acts, the Subordinates Follow"

"上有所好，下必甚焉" (shàng yǒu suǒ hào, xià bì shèn yān) is a Chinese proverb that translates to "What the superior likes, the subordinates will like even more." From a social psychology perspective, this phenomenon is a powerful illustration of social influence, conformity, and leadership dynamics. It shows how the behavior, preferences, and attitudes of those in positions of power are often emulated—and even exaggerated—by their subordinates. This isn't just about simple imitation; it's a complex interplay of psychological drivers.

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The Social Psychology Behind the Proverb

The theory behind this proverb is rooted in several core social psychological principles:

1. Conformity and Social Norms: Humans have a strong desire to belong and fit in. When a leader or a person in a high-status position displays certain behaviors or preferences, they are essentially establishing a social norm. Subordinates observe this and conform to it to avoid social disapproval and gain acceptance. This is a form of informational social influence, where people look to others—especially those in authority—for guidance on how to behave correctly. It’s also normative social influence, where people conform to be liked and accepted by the group.

2. Reward and Punishment (Operant Conditioning): People are motivated by rewards and the avoidance of punishment. When a leader shows a preference for a certain action or characteristic, subordinates perceive that aligning with this preference will lead to positive outcomes, such as promotions, praise, or favor. Conversely, failing to align could lead to negative consequences, such as being overlooked, criticized, or even demoted. This creates an environment where people are incentivized to not only adopt the leader's preference but also to amplify it to show their loyalty and commitment.

3. Identification and Power Dynamics: Subordinates often identify with their leaders, especially if they admire them or aspire to their position. They may internalize the leader's values and behaviors as their own. This process of identification strengthens the effect. Furthermore, power dynamics play a huge role. The leader's authority gives them the power to shape the environment and the behaviors within it. The subordinates' lower power status makes them more susceptible to this influence.

4. Cognitive Dissonance: When subordinates act in ways that align with their leader's preferences, they may internally justify their behavior to reduce cognitive dissonance—the psychological discomfort of holding conflicting beliefs or attitudes. For example, if a leader loves a particular sport, a subordinate might start watching it and, over time, genuinely convince themselves they like it too, thereby resolving the conflict between their behavior and their initial lack of interest.

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Examples in Practice

This principle is visible in many different contexts:

• Corporate Culture: If a CEO is known for being a workaholic who answers emails late at night and on weekends, their direct reports may feel pressure to do the same, and their subordinates will follow suit. Soon, this behavior becomes the company's unwritten rule, a norm of constant availability and overwork.

• Fashion and Trends: Historically, the preferences of monarchs or powerful figures often dictated fashion trends among the elite and, eventually, the broader population. If a king started wearing a specific style of hat, it would quickly become a symbol of status and would be adopted by everyone below him.

• Political Ideology: In authoritarian systems, when a leader promotes a specific ideology or a cult of personality, citizens and officials at all levels will not only adopt it but also compete to demonstrate their loyalty through increasingly extreme displays of allegiance.

• Hobbies and Interests: If a boss is an avid golfer, their employees might take up golf, even if they never had an interest in the sport before. They might join the same club, buy the same gear, and talk about it excessively, not because they genuinely love the sport, but to build rapport and demonstrate their alignment with the leader.