Explain the basic assumptions of Amsel’s frustration theory and how the theory accounts for paradoxical reward effects. Give and explain two situations (that were not mentioned in the textbook) of situations you have experienced or encountered where this theory resulted in paradoxical reward effects.
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Amsel’s frustration theory is grounded in the idea that non-reward following a period of reward generates frustration, which can act as a motivator for behavior. The theory posits that frustration becomes a conditioned response that can subsequently drive behavior even in the absence of an immediate reward. This theory is particularly insightful in explaining paradoxical reward effects, where the absence of a reward paradoxically strengthens a behavior rather than weakening it.
According to Amsel’s frustration theory, the experience of frustration following non-reward situations generates a heightened state of arousal that can serve as a secondary reinforcer. Over time, organisms learn to anticipate frustration in certain contexts and may engage in behaviors to either avoid or alleviate this emotional state. The paradoxical reward effects arise when the frustration itself becomes a signal for potential future rewards, thereby maintaining or even increasing the behavior that led to the frustration.
Situation 1: Academic Performance
In my academic experience, I encountered a situation where a student was consistently not rewarded with high grades despite substantial effort. Initially, this non-reward generated frustration, which might typically be expected to decrease the student’s motivation. However, paradoxically, the student’s behavior intensified; they spent even more time studying and seeking additional help from instructors. The frustration from not achieving the desired grades became a motivator for the student to push harder, driven by the belief that sustained effort would eventually lead to success. Here, the frustration acted as a conditioned response that propelled the student to improve performance, demonstrating a paradoxical reward effect.
Situation 2: Workplace Recognition
In a professional context, I observed an employee striving for recognition and promotion within a company. Despite their hard work, promotions were not forthcoming, leading to significant frustration. According to typical reinforcement theory, this lack of reward might result in decreased effort. However, the frustration experienced by the employee actually led to increased productivity and innovation. The employee began taking on more challenging projects and seeking new skills, hoping that these efforts would ultimately be recognized. The frustration from the lack of immediate reward served as a powerful motivator, reinforcing their behavior and leading to eventual recognition and promotion, illustrating another paradoxical reward effect.
In both scenarios, Amsel’s frustration theory effectively accounts for the paradoxical increase in behavior following non-reward. The frustration serves as a conditioned response that motivates individuals to continue or even escalate their efforts, highlighting the complex dynamics between frustration, motivation, and behavior reinforcement.
References
Amsel, A. (1992). Frustration theory: Many years later. Psychological Bulletin, 112(3), 396-399. https://doi.org/10.1037/0033-2909.112.3.396
Schultz, W. (2006). Behavioral theories and the neurophysiology of reward. Annual Review of Psychology, 57, 87-115. https://doi.org/10.1146/annurev.psych.56.091103.070229