Evidence Darwin Had for Evolution

Imagine being the first person to discover and put together the pieces of an idea so big that it would change the entire spectrum of science forever. In this day and age with all of the technology available and all kinds of information right at our fingertips, this may not seem to be such a daunting task. What would it have been like back in a time where this previous knowledge that we take for granted had not yet been discovered and the equipment that is now commonplace in labs had not yet been invented? Even if you are able to discover something new, how do you publish this new and outlandish idea and then get scientists all over the world to buy into the hypothesis and help strengthen it? This is the world that Charles Darwin had to work in as he pieced together his Theory of Evolution through Natural Selection. There are many ideas that now seem like common sense to scientists and students that were unknown during his time. Yet, he still managed to use what was available to him to come up with such a profound and fundamental concept. So what exactly did Darwin know when he was coming up with the Theory of Evolution? 1.  Observational Data Obviously, Charles Darwins most influential piece of his Theory of Evolution puzzle is the strength of his own personal observational data. Most of this data came from his long voyage on the HMS Beagle to South America. Particularly, their stop at the Galapagos Islands proved to be a gold mine of information for Darwin in his collection of data on evolution. It was there that he studied the finches indigenous to the islands and how they differed from the South American mainland finches. Through drawings, dissections, and preserving specimens from stops along his voyage, Darwin was able to support his ideas that he had been forming about natural selection and evolution. Charles Darwin published several about his voyage and the information he collected. These all became important as he further pieced together his Theory of Evolution. 2.  Collaborators Data Whats even better than having data to back up your hypothesis? Having someone elses data to back up your hypothesis. That was another thing that Darwin knew as he was creating the Theory of Evolution. Alfred Russel Wallace had come up with the same ideas as Darwin as he traveled to Indonesia. They got in contact and collaborated on the project. In fact, the first public declaration of the Theory of Evolution through Natural Selection came as a joint presentation by Darwin and Wallace at the Linnaean Society of Londons annual meeting. With double the data from different parts of the world, the hypothesis seemed even stronger and more believable. In fact, without Wallaces original data, Darwin may never have been able to write and publish his most famous book On the Origin of Speices which outlined Darwins Theory of Evolution and the idea of Natural Selection. 3.  Previous Ideas The idea that species change over a period of time was not a brand new idea that came from Charles Darwins work. In fact, there were several scientists that came before Darwin that had hypothesized the exact same thing. However, none of them were taken as seriously because they did not have the data or know the mechanism for how species change over time. They only knew that it made sense from what they could observe and see in similar species. One such early scientist was actually the one that influenced Darwin the most. It was his own grandfather Erasmus Darwin. A doctor by trade, Erasmus Darwin was fascinated by nature and the animal and plant worlds. He instilled a love of nature in his grandson Charles who later recalled his grandfathers insistence that species were not static and in fact did change as time passed. 4.  Anatomical Evidence Almost all of Charles Darwins data was based on anatomical evidence of various species. For instance, with Darwins finches, he noticed the beak size and shape was indicative of what kind of food the finches ate. Identical in every other way, the birds were clearly closely related but had the anatomical differences in their beaks that made them different species. These physical changes were necessary for the survival of the finches. Darwin noticed the birds that did not have the right adaptations often died before they were able to reproduce. This led him to the idea of natural selection. Darwin also had access to the fossil record. While there were not as many fossils that had been discovered in that time as we have now, there was still plenty for Darwin to study and ponder over. The fossil record was able to clearly show how a species would change from an ancient form to a modern form through an accumulation of physical adaptations. 5.  Artificial Selection The one thing that escaped Charles Darwin was an explanation for how the adaptations happened. He knew that natural selection would decide if an adaptation was advantageous or not in the long run, but he was unsure of how those adaptations occurred in the first place. However, he did know that offspring inherited characteristics from their parents. He also knew that offspring were similar but still different than either parent. To help explain adaptations, Darwin turned to artificial selection as a way to experiment with his ideas of heredity. After he returned from his voyage on the HMS Beagle, Darwin went to work breeding pigeons. Using artificial selection, he chose which traits he wanted the baby pigeons to express and bred the parents that showed those traits. He was able to show that artificially selected offspring showed desired traits more often than the general population. He used this information to explain how natural selection worked.

Approaches to Reading and Literary Texts in Teaching...

Table of contents Introduction 3 1. The concepts of literacy, reading comprehension and literary competence. 4 1.1. The importance of literacy, reading comprehension and literary competence. 4 1.2. The importance of literacy, reading comprehension, literary competence and literature in teaching English as a foreign language. 6 2. Past approaches until the second half of the 20th century. 7 2.1. Analysis of the past methods with reading and literature in view. 8 2.2. The shift in the attitude towards reading and literary texts in teaching English as a foreign language. 11 3. Modern approaches – introduction to Communicative Language Teaching. 12 3.1. CLT analysis in the context of reading,†¦show more content†¦Comprehension is a â€Å"construction process† because it involves all of the elements of the reading process working together as a text is read to create a representation of the text in the reader’s mind ( ¶1). Finally, literary competence is defined by Brumfit and Carter (1996) as follows: Literary education is seen by many as the inculcation in students of the kind of sensitivity to literature which allows discrimination of the ‘good’ from the ‘bad’. When we have achieved defined capacities of judgment, then we have acquired a literary competence†¦ (p. 16). 1.1. The importance of literacy, reading comprehension and literary competence. In the era of television, the Internet and computer games, the role of literature as a source of entertainment is rapidly declining. One has to admit that watching television or surfing the Internet is easier for a tired mind that to read a book or a magazine which requires some attention, imagination and preferably reflection. However, the decline has not solely been the result of the accessibility of the afore-mentioned media, it has been caused by the general lack of awareness about the importance of literacy, reading comprehension and subsequently lack of literary competence among ordinary people. The statistics are alarming. As CAF (Campaign for America’s Future) reports there are 774 million people illiterate in the world due to such factors as wars, poverty or discrimination. It isShow MoreRelatedTeaching English Through Poetry to Adolescents3302 Words   |  14 PagesINTRODUCTION Today, teaching English language assumes many different shapes. Teaching methods vary from teacher to teacher. However, we can find one common feature these methods do share. They all are tinged with communicative competence objectives. Using poetry in the classroom may undoubtedly add to a broad spectrum of classroom activities that communicative approach offers. 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Thomas Grand Canyon University UNV 530 July 18, 2012 Running Head: Issues Regarding English as a Second Action Research Proposal 2 Table of Contents Abstract†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Page Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Page Problem StatementRead MoreThe Importance of Teaching Culture in the Foreign Language Classroom9379 Words   |  38 PagesThe Importance Of Teaching Culture In The Foreign Language Classroom Radical Pedagogy (2001) ISSN: 1524-6345 The Importance Of Teaching Culture In The Foreign Language Classroom Language And Culture: What IS Culture And Why Should IT BE Taught? In this section, we will briefly examine the relationship between language and culture and see why the teaching of culture should constitute an integral part of the English language curriculum. 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Socrates’ death Free Essays

To begin with, we need to introduce Socrates. Socrates was and still regarded as one of the most influential philosophers. Socrates throughout his life showed a deep understanding of the human life, as well as an understanding of the world. We will write a custom essay sample on Socrates’ death or any similar topic only for you Order Now He is considered one of the most important ethical philosophers of all time. Nothing much is known about his personal life, but his works were well preserved which revealed a lot about him as a great man. Socrates was sentenced to death and was put into prison because he disobeyed the roman god, and claimed to be led by a mysterious power. He was accused with offences against public morality. After his sentence was released a lot of his friends and jury expected him to refuse the sentence, but for their surprise, he did not say anything and he accepted the sentence readily. Many of his friends urged him to escape the prison, but he refused saying that the state should be obeyed. He stayed in prison for 30 days because at the time of his sentence romans had a sacred time in which they did not kill anybody. During that time, many of his friends came to him and urged him to leave the prison, but he refused. One of the most important visits by his friends was Crito’s visit. Crito visited him the last day before his sentence, and they argued about whether Socrates should escape or not. In his argument, Crito used a teleological approach. He presented Socrates with the consequences of him staying in jail. On the other hand, Socrates replied to him using deontological approach, defending his point of view using valid reasons. First Crito presented Socrates with the argument that people will say that Socrates did not choose to stay in prison; it must be his friends that did not talk to him. By this, he is saying if you don’t escape people will talk badly about your friends. By this argument, Crito shows a large interest in public opinion, and a large care about his reputation. This represents a teleological approach, because he is stating facts and consequences of Socrates staying in prison. When Socrates heard this, he immediately refuted this argument. He told Crito that he should not care about the majority’s opinion. Socrates gave the example of a trainer and a student. He says that when the student does something, everybody around him will talk about the thing, but he doesn’t listen to anybody but the trainer. Then he tells Crito that he should do the same thing because â€Å"the general public† is not qualified to judge anybody. It is the responsibility of a qualified person to give judgment for actions taken by others. This argument represents a deontological approach, because he is talking about a purpose. He is not listing facts and consequences; he is just saying that all matters of justice and injustice should be handled that way because it is the right way. According to Socrates justice and truth work together. He gave an argument saying that the state is the one that bough him to life, and is the one who could end his life. He made a comparison between the state and parents. He said that the state in a sense is like a parent, who always wants the best for his son. This is a deontological approach because he did not say anything about a consequence he just listed his belief and his point of view on the subject. To add, Socrates mentioned another point, which is that by disobeying the state you are breaking a commitment and by breaking the commitment you are doing wrong. This also is a deontological approach of the issue because he is stating a point of view without mentioning any facts or evidence about it. He is just pointing out a personal point of view. He is basing his argument on his perception of right and wrong, without any reference to factual evidence. He said that by disobeying the state and going out of prison without an official charge he would be unfair and unjust to the people of Athens. He says that by escaping, he breaks the law and the law is found for everybody and is fair with everybody, so if he breaks it this justice will break down. This is another deontological approach because he is supporting his point of view using his own perceptions of right and wrong. He does not backup his argument with consequences or related factual evidence. In addition to the deontological approach, Socrates used the teleological approach in addressing some of the issues with him escaping prison. In his argument with Crito about leaving the prison because of his kids, Crito said that if he stays in the prison his children will be orphaned and will have nobody to take care of them and educate them. He used the teleological approach here because he mentioned a consequence of him staying in the prison. Socrates replied to that by saying that by escaping, he would break the law. By breaking the law Socrates would be labeled as an outlaw. Being an outlaw would not allow him to raise his children, because he will be running away from the government the whole time. Not having time for his children will let strangers raise them. While if he stays in prison and dies the state will take care of his children. This shows a teleological approach because Socrates is mentioning a consequence of him running out of prison. He says that if he escapes, he would not be able to live life the same way he was used to living it. In my opinion, Socrates’ argument is better and more concrete because he didn’t just apply the argument to this particular situation. He expanded the analogy to involve every situation that involves a case like his. His analogies could be expanded to any situation involving justice and injustice. In addition, Socrates’ arguments represent real moral values. While in Crito’s arguments, we could see that he is only concerned about himself and his reputation. In addition, they could be only applied to this situation not any other situation. His arguments do not have any real ethical or moral values because he is concerned only about himself. To sum up Socrates’ arguments care about the well-being of every human being, while Crito’s only care about the well-being of himself How to cite Socrates’ death, Essay examples

CHSY is a medical devices comp... free essay sample

CHSY is a medical devices company based in Munich. The company is privately owned, and products are sold into the pathology labs. Examples from CHSY will be used throughout the assignment for teamwork in a sales environment. Teamwork can be a very rewarding method to efficiently achieve tasks. A feeling of euphoria and power can descend on a team of people to share similar values and ideas and striving towards the same objectives. The team can work in a collaborative nature to complete projects and share problems. Teamwork can increase productivity, enhance the quality of work, reduce cost and time. Teamwork can also create a positive working environment and increase goodwill amongst employees. However, by the very nature of sales this can naturally be a very competitive environment. Sales in the past has historically been a one-man band strategy, fighting for business. Today, companies are taking a more dynamic approach and adopting a more holistic view of the sales process. Not all sales people can value this, and by the nature of the profession, teamwork may not be readily accepted. Sales people can be suspicious, and selfish in sharing ideas. Teamwork can also raise the awareness of the competency levels of some employees and some employees are happy for the determined employees to carry the load of teamwork. Teamwork is also heavily driven by the managers and the employees and the willingness of these two parties to be involved and create a successful environment.Culture is incredibly important in any organisation and a strong culture can ultimately achieve high performance and long-term employee retention. Clear communication of culture in the company can contribute to how the employee performs the tasks to achieve overall project objectives. When organisations do not transmit the culture very well, this can lead to disastrous consequences. Many employees have decreased job satisfaction and as a result leave contributing to high employee turnover. Culture is not something that is achieved in one day, this is embedded from the first day and conveyed over multiple periods. Employees learn from experiences and put this into working practice and other employees learn from this. Recruitment of new employees is often difficult, and many will conform to what the existing culture is to refrain from being seen as a troublemaker. The culture in CHSY is one of bullying and fear. All instructions and day-to-day decisions are made by the managers of the company. The managers operate a micro-management system, where customer meetings, expenses and monitoring of employees is all performed. A recent employee in CHSY had to have emergency unexpected surgery. This sadly resulted in time-off from the company. The employee was new to the organisation and did not understand the culture. Unfortunately, the time taken to recover was not seen as favourable by the managers of the company. This led to the impression that the employee was not dedicated to CHSY.Edward Schein postulates that there are three levels to the culture of an organisation as shown in Figure 1: Iceberg model depicting culture (Source: Padma Sekhar Leadership Assignment 12/17) Artefacts are objects that can be viewed easily. In CHSY, the dress code is conservative, employee behaviour is sedentary; and the layout of the office space is all controlled and dictated by the managers of the company. The managers make the decisions, and the employees carry out their duties, and never question anything. Despite having evidence and data to suggest that operating another way can result in greater revenue and efficiency for the business. Deadlines are given, and the managers tolerate a zero policy for no excuses. Its not clear to employees, particularly the foreigners whats expected in terms of the culture. The managers never filter this to all the employees, as they believe this is something that employees should decipher for themselves. However, to work as a team and achieve company ambitions it is important to understand this and subsequently deliver the results. The assumed values, is perhaps one of the hardest facet to measure in CHSY. The values are so embedded and unspoken in the organisation, many long-term employees who have been with the business for a long time, no longer question this and perform their jobs. CHSY employ an international sales team, and many employees, particularly new recruits do not understand what the owners expectations are. A British employee suffered a bereavement after being employed in the company for one year. Not realising the culture in the company, the employee was signed off from work to grieve during this period. The employee was away from work for four weeks. In CHSY, many employees take annual leave to attend the funeral and return to work. This is the culture of the company and the managers of the company did not understand why the British employee took this leave. The British employee was unfortunately made to feel very bad after returning to work, and as a result left the company to join another organisation. CHSY decided to restructure the sales team to remove the distributors in the respective countries and direct account managers to develop greater relationships with the customers. The new sales team were asked to attend a meeting to discuss sales targets and work together to formulate ideas on how to promote products and win business and market share. An initial meeting prior to the official sales meeting, wouldve allowed everyone to become acquainted with one another and learn to listen to each other. Figure 2: Tuckman and Jensen revised small group development (Source: Bonebright, 2009) The revised Tuckman model is shown in Figure 2. However, as CHSY operate a culture where the managers of the company do not w ant their employees to have innovative ideas. The sales targets are decided before the meeting takes place. This exercise of working as a team and generating ideas has very little credence. The Tannenbaum and Schmidt Continuum is another theory that mandates how much freedom the manager chooses to offer to the employees. To foster a culture of creativity and innovation will engage employees and help the organisation. The employees subsequently become demotivated and despondent and never take teambuilding exercises seriously.Although still relevant, there are several limitations to the team building development model proposed by Tuckman. Studies need to be performed regarding where the team building exercise occurs, and study different sectors. The Tuckman model has largely been derived from literature reviews. Once the team building exercise has completed, what happens? Teams and people develop and change through the course of their employment. Whats the suggested time-frame between the stages of the Tuckman model? It depends on the team, and suggested task. Also, the objective of the teams coming together, does the topic of the task hinder or progress team building? Its also difficult to study team building depending on male versus female teams and the distribution of gender in these studies. Douglas McGregor developed theory X and Y about employee motivation and management styles. The management style at CHSY is very much driven by theory X. The managers of the company do not trust the employees and as result monitors and collects data on everything. The managers believe that the employees are unmotivated, lazy, and have no ambition or drive to perform the tasks. This is particularly true of the field-based account managers. The field-based account managers work from home and in their respective home countries. Every week a report is sent to the managers and details of the activities for the week are included. The meeting report is logged into the CRM and matched against the expenses report completed by the account managers.The managers have contacted customers by email or phone, and used the excuse sorry, I couldnt join you for the meeting with respective account manager. Its a very non-aggressive method to check on the employees. There is also a Skype online program, and when account managers are working from home, must log in. This maintains the impression that the account manager is working. However, no details of emails or calls are asked to be provided. This does not mean the employee is necessarily working/not working because they are connected online. Its not entirely clear why employees continue to work in this environment. The fear of leaving whats familiar and moving to a new team in another company? Certain employees have worked at CHSY since the company started, and so believe that this is the way that teams operate in organisations.Theory Y managers are very engaging with their employees and employees in turn feel happier to work in this environment. The theory Z style of management by William Ouchi is driven by high loyalty and Japanese culture. The managers truly invest in their employees and are concerned with their well-being and employment security. However, no isolated theory is perfect in this management approach. An amalgamation of all management theories can be used to bring the best out of the employee and for the beneficial needs of the organisation. No single employee is the same, and all driven by different habits, behaviours and motivational factors. Although, a consistent approach to treating employees in the same manner has some merits, different employees are driven by different motivational influences. For a given task to be completed, what makes this employee committed to achieving the final result? Maslows hierarchy needs theory can help CHSY to understand their employees better. Maslow has characterised human needs into five basic groups, which are physiological, safety, social, esteem and self-actualisation shown in Figure 3.Figure 3: Maslows Hierarchy of Needs visualised as a pyramid (Source: Harrington and Lamport, 2015). The theory is typically depicted as a pyramid, and the lower need must be satisfied first in order for the employee to move to the next level. Generally, in any sales environment, the physiological need is driven by salaries and the commission. The more the sales people sell, the higher the earning power. CHSY can implement a European commission structure, so not only does the employee receive commission when the individual goal is achieved, but also when the European target is met. Employee safety is paramount in any organisation, and when travelling to customer sites and performing product demonstrations. Managers must disclose every aspect of the job, particularly if equipment is involved. Many employees will question the safety aspect, and managers must provide this information. No employee should fear what they do in their job and must be safe. CHSY operates a culture of fear, and employees generally complete the tasks without questions. Although the goal of the company has been met, and the employee has performed the tasks through fear, if a fatality was to occur this will not look good for the organisation. CHSY never thank their employees for their hard work and goals achieved. Many employees feel undervalued and often wonder why they achieved the tasks in the first instance. CHSY also does not value career progression, training and team spirit. Many sales people have joined the organisation, and as a result have left the business because they can benefit from these things in other organisations. In the period of three months, five sales people left the business, and the whole European team was left feeling very despondent, and fearful as to why this was happening. Although Maslows theory is very useful, in practice, it is very difficult to measure the satisfaction level in each tier. Also, the timeframes required to more to different levels. Different cultures and sectors need to be explored and the model fails to account for spiritual needs. Also, employees can multi-task and work on more than one need at a time. Goal setting is a fantastic way of getting people to work together and achieve a common task. Employees can often feel empowered when challenging, specific and realistic goals are presented to them. Managers can use goal setting to enhance employee motivation and monitor their performance. Goals can also be used to measure the performance of the employee and feedback suggestions can be directed to the employee and a performance plan can be implemented. Figure 4: Conceptual model linking goal and goal-setting attributes to workplace unethical behaviours Goals for many employees are a way of increasing their salary, receiving a higher bonus, or even career progression. However, goals can also lead to undesirable and unethical behaviour as shown in Figure 4. At CHSY, certain performance measures were implemented regarding sales visits and number of meetings that the sales people must perform. CHSY is selling clinical diagnostic products, as a result, the conversation that the sales people should have is always consultative and contributing to relationship building with the customers. This forced the sales people to often behave in an unethical manner regarding the customer visits. Employees were often given warning in this situation as the managers felt the employees were not working hard enough or contributing to the team. The sales people will often invent numbers for the sake of fulfilling an objective. The sales visits with customers must always have a purpose and an opportunity must arise from the discussions. These subsequent opportunities are then used to derive a monetary value for the order. However, as the sales people were often scared, this unethical behaviour will result in forecasting for the business that is not necessarily reflective of true business. The customer meetings are also arranged in advance and respect is always given to the client for their schedule and time. However, as these numbers had to be achieved, many sales people will often just arrive at the customer site. This will be at the detriment of the sales person, and the company itself. Many customers complained directly to the managers of the company, and the sales person was often on a warning. Managers at CHSY should listen to the sales people and understand what is feasible for a given week. As the European team has to work together, this creates a very selfish environment. When one sales person develops a bad reputation, unfortunately, this spoils the reputation for everyone in the team and the company. The ramifications for these unrealistic expectations are often resulting in huge consequences for the business. Etzioni postulated two types of power dynamics, position and persona. This was enhanced by French and Raven in 1959, and employees obey orders from those in authority positions. In contrast, many people want to feel valued and through this power is generated. Power in many ways is very subjective and difficult to quantify. People that have power may not want this or may not understand what to do with it. People that possess the power, may use this to influence employees, sometimes, in a positive or negative manner and can manipulate individuals to obtain what they desire. Power can be classified into five categories, coercive, reward, legitimate, expert and referent power. CHSY very much operates through coercive power. Employees in the organisation are so fearful they may lose their jobs or be demoted they often submit and perform the task or agree, even in situations when they know that this should be questioned. A situation arose with one account manager who did not agree with the company target for the territory. As a result, refused to sign the agreement regarding the target. The managers of the company refused to pay the bonus for the sales, even though the customers were buying. After three months of no payment for the bonus, the account manager eventually signed the contract. By way of demonstrating that challenging the managers will not be tolerated, the money owed to the account manager was never paid. This target, if not realistic, can make a difference to the bonus payment. The managers perhaps did this as a way of not wanting to pay employees more than they should be. Another power dynamic can be expert power. In CHSY they employee an R;D director to oversee the clinical projects and ensure guidelines and methods are adhered to. During the sales meeting, the sales people will commonly talk about trends and changes in the market place. Not only does this have an impact on the territory, this can also affect the team and the company. Data and market research will be done, to provide evidence and sustain the credibility of these market changes. However, as the R;D director is very influential and knowledgeable, this person influences the manager of the company. Ultimately, the managers can override the directors decision if they feel the person is wrong. Projects and new clinical products can be easily disregarded due to the directors opinion. This is very unfortunate for the sales people in question, as we have an ambitious target to achieve, we try to see large business potential and increase the sales and work as a team. The managers of the company and the directors often dont want to do this, as its seen as too much hard work. Its quite often as attitude, of sell what we currently have in the product portfolio. In conclusion, various examples from employment in a previous organisation have been used to access the advantages and disadvantages of teamwork. This will all depend on the organisation in question, the ethics of the people in power as well as the employees themselves. There are multiple hidden dynamics and feelings that are at play when people work in teams. On the whole, if teamwork is applied appropriately, can be very fruitful for the organisation and the employees themselves. Employees can learn to listen to one another and can develop themselves and learn from other individuals in the team. Leveraging on different strengths of weaknesses of employees is key to achieving a common objective. Although the examples used are from the scientific sector, the examples in the assignment are not true of all professional organisations and job descriptions. Team dynamics can vary depending on the various ages of the employees, male versus female numbers in a team and the team itself.