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This is merely another downside of competition within groups, where a boss or other administrative entity would compare individuals' relative performance, and as a result create a group incentive to maintain lower productivity.

When group members are directly responsible to each other, as in the case of a small startup or egalitarian cooperative, this effect disappears.

I'd imagine it would be fairly straightforward to model this in game-theoretic terms.



Distressingly, it turns out that antisocial punishment can evolve as easily as social punishment, and has done so in many societies: http://www.iaa.unisg.ch/org/few/web.nsf/SysWebRessources/Pub...

This is something of a hot topic in the economics/psychology are now - several new papers are out along the same lines, but most of them are still paywalled. I have a hunch that predispositions to act one way or the other will turn out to be strongly correlated with a person's perceptions of social mobility.

A large-scale (albeit stereotypical) example of what the OP is talking about is in the economics of labor relations, where an individual 'eager beaver' attitude and the collective goals of a union are somewhat at odds.


Name them and maybe some piratical paywall activist will share them for us all.


Tee-hee - it is pretty irritating. Just google 'antisocial punishment' - social punishment is the more familiar phenomenon of not rewarding cheaters, but it turns out not to be the norm in all societies. gScholar has the most 3 or papers near the top of the list.


> in the case of a small startup or egalitarian cooperative, this effect disappears

Not sure about that egalitarian cooperative counterexample. As shown whenever people are co-opted into a cooperative, "all animals are selfish, but some animals are more selfish than others."

However, your startup example is certainly in line with other research suggesting cooperation among kin:

http://svenssonresearchlaboratory.blogspot.com/2009/04/under...

Perhaps the key is the social networking mentioned in this link. These students in this submission's article were not necessarily part of a social network. This has implications for the HR department when a company grows large enough to have a "company culture".




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