If it doesn\u2019t sound familiar, don\u2019t worry \u2014 although its name might not be recognizable, you\u2019ve definitely experienced social loafing first-hand at least once in your life. <\/p>\n\n\n\n
Have you ever found yourself feeling resentful because your teammates aren\u2019t contributing as much as you are? <\/p>\n\n\n\n
Yes? Then, congrats \u2014 you\u2019ve experienced the consequences of social loafing! <\/p>\n\n\n\n
If you want to find out more about this phenomenon, then keep reading \u2014 we\u2019re diving deep into the topic of social loafing and answering the following questions:<\/p>\n\n\n\n
- \n
- What is social loafing?<\/strong><\/li>\n\n\n\n
- What are examples of social loafing?<\/strong><\/li>\n\n\n\n
- What causes social loafing?<\/strong><\/li>\n\n\n\n
- How does social loafing affect the workplace? <\/strong><\/li>\n\n\n\n
- How can managers and employees reduce social loafing in the workplace?<\/strong><\/li>\n<\/ul>\n\n\n\n
Let\u2019s get started!<\/p>\n\n\n
\n![\"Social](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/11\/Social-loafing-cover-1.png\")
<\/figure>\n<\/div>\n\n\n- \n
- Social loafing is a phenomenon where people don\u2019t put in as much effort when working in a group as they would during individual work. <\/li>\n\n\n\n
- Social loafing in the workplace can be a real problem for teams, as it affects productivity, team dynamic, and team communication.<\/li>\n\n\n\n
- There are 8 different causes of social loafing \u2013 group size, lack of clarity, lack of accountability, diffusion of responsibility, perception of inequity, reduced motivation, expectations of other people\u2019s performance, and cultural differences.<\/li>\n\n\n\n
- Both managers and employees can help prevent social loafing \u2014 managers by establishing small groups where they evaluate everyone\u2019s work individually and try to motivate and reward their employees, and employees by increasing their motivation and engagement and taking ownership for their work, among other things.<\/li>\n<\/ul>\n\n\n\n
What is social loafing? <\/h2>\n\n\n\n
Social loafing is a social phenomenon where people don\u2019t display the same amount of motivation or effort in group or collaborative work as they would during individual work. <\/strong><\/p>\n\n\n\n
The main difference between individual and group work \u2014 at least when it comes to social loafing \u2014 is in the way the end results are judged<\/strong>. <\/p>\n\n\n\n
When people know they\u2019re being reviewed as a part of the group, they may feel a tendency to slack off and put in less effort than they would if they were the only person being assessed. <\/p>\n\n\n\n
Although social loafing might not be noticeable at the finish line, since the group usually picks up the slack and does the work of the social loafer as well, this phenomenon still affects group dynamics and negatively impacts the productivity of collaboration in the group<\/a>.<\/p>\n\n\n\n
We spoke about this to Paola Accettola<\/a>, CEO & Principal Consultant of True North HR, who has over 25 years of experience in the HR field. <\/p>\n\n\n\n
She highlighted just how common social loafing is \u2014 and why that is. <\/p>\n\n\n\n
\n\n![\"Paola](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/11\/Paola-Accettola.jpeg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cSocial loafing is actually a phenomenon derived from human psychology, which looks at how people work in group settings compared to alone. It shows that reduced accountability and shared responsibility either consciously or subconsciously influence those in the group to have decreased productivity. So, in the workplace, it can commonly happen when workers come together to complete a task or deliverable. Unfortunately, many people feel apathetic toward the meaningfulness of their job, which is exacerbated in the group setting.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
<\/div>\n\n\n\n\n\n\n Collaborate in Real Time<\/span>\nSecure and reliable team communication app for professionals. Try Pumble by CAKE.com.<\/p>\n\n
\n Sign up<\/a>\n\n Learn more<\/a>\n <\/div>\n <\/div>\n\n\n\n \n ![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-2.png\")
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\nWhat are the origins of the term ‘social loafing’<\/em>?<\/h3>\n\n\n\n
Officially, social loafing was first observed by Max Ringelmann in 1913<\/strong>, during his rope-pulling experiment<\/a>. Ringelmann found that people who participated in his experiment put in more effort when they were pulling on the rope by themselves, rather than when they were a part of a group. <\/p>\n\n\n\n
Since Ringelmann first observed it, it was dubbed the Ringelman\u2019s effect and, at some point down the line, got renamed into the social loafing effect<\/em><\/strong> <\/em>or simply \u2014 social loafing.<\/p>\n\n\n\n
The secrets behind social loafing have been investigated by many social scientists since. They have been trying to not only define social loafing but also determine its causes and effects. Team performance and effectiveness have been at the very center of social studies for the past 5 or 6 decades. What\u2019s more, social scientists have done everything they can to find out what makes teams perform poorly<\/a>, which is why social loafing \u2014 a phenomenon that affects both performance and effectiveness of team effort<\/strong> \u2014 has been extensively studied. <\/p>\n\n\n\n
It has been under particular scrutiny since the 70s when the Ringelman\u2019s effect was experimentally reexamined<\/a>. This opened the door for another 80 or so studies, all trying to determine the cause of social loafing. <\/p>\n\n\n\n
Finally, in the 90s, Karau and Williams<\/a> did a meta-analytic review of the theory on social loafing and proposed their Collective Effort Model (CEM)<\/strong>, which states that working in a group lowers a person\u2019s expectancy that their own actions can lead to achieving the group goal, which reduces the value of the goal, and, finally, reduces that person\u2019s individual motivation. <\/p>\n\n\n\n
What are examples of social loafing?<\/h2>\n\n\n\n
Due to the ever-changing nature of teamwork and work organization \u2014 both of which became more complex due to technological changes and innovations \u2014 investigating social loafing is ever so important. <\/p>\n\n\n\n
With the rise of remote work changing the way we organize our work days as well as introducing the possibility of cross-cultural communication<\/a> and collaboration, maintaining steady levels of <\/strong>productivity in remote teams<\/strong><\/a> is no easy task<\/strong>. And having a social loafer can only bring that productivity down (not to mention ruin team communication<\/a>).<\/p>\n\n\n\n
But what does having a social loafer in the team look like? Here are a few examples.<\/p>\n\n\n\n
Example #1: Slacking in a team<\/h3>\n\n\n\n
The most obvious example of social loafing is slacking. Slackers tend to see the team task as something someone else will take care of, thus refusing to take responsibility for it<\/strong>. <\/p>\n\n\n\n
Everyone who’s ever been a part of a group project has met the \u201cslacker\u201d social loafer. That\u2019s the person who is made aware of their portion of the task via clear, transparent communication<\/a> and yet still doesn\u2019t manage to do it. <\/p>\n\n\n\n
Instead of doing their work, they focus on other tasks they deem more important and then waste their teammates\u2019 time<\/strong> by requesting to be brought up to speed. This negatively affects the team morale and can even lead to team conflict<\/a>. <\/p>\n\n\n
\n![\"A](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/11\/A-communication-between-a-social-loafer-and-his-team-members-min.png\")
A communication between a social loafer and their team members, shown on Pumble, a business communication tool\n<\/figcaption><\/figure>\n<\/div>\n\n\n Practice transparent communication with your team on Pumble<\/a><\/p>\n\n\n\n
\n\ud83d\udca1 Pumble Pro Tip<\/strong><\/p>\n\n\n\n
Taking ownership of your own work is a trait of a great employee. However, not everyone is prepared to do that. What\u2019s more, remote workers struggle with this aspect of work immensely due to the lack of external control. To find out more about that as well as how to improve accountability in your workers, check out this article:<\/p>\n\n\n\n
- \n
- How to achieve work-from-home accountability<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
Example #2: Blending into the background<\/h3>\n\n\n\n
In almost every group, there\u2019s that one person who is usually completely silent. They don\u2019t contribute ideas, offer solutions, or take on tasks<\/strong>. <\/p>\n\n\n\n
Sometimes, these social loafers are afraid their opinions won\u2019t be valued or will lead to miscommunication in the team<\/a>, so they hold their tongues. <\/p>\n\n\n\n
Other times, they don\u2019t feel their work environment is a safe space, which affects their mental health<\/a> as well as participation, as they are reluctant to share their ideas.<\/p>\n\n\n\n
\n\ud83d\udca1 Pumble Pro Tip<\/strong><\/p>\n\n\n\n
If you notice that your employees are afraid to contribute, then that might be a sign they aren\u2019t feeling safe in the workplace. To find out why that\u2019s important (and how to remedy it), take a look at the article below:<\/p>\n\n\n\n
- \n
- How to create psychological safety in the workplace?<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
Example #3: Freeriding<\/h3>\n\n\n\n
While the loafer who blends in the background is usually scared to self-advocate at work<\/a>, a free rider sits back and waits until the task is done so they can reap the benefits of other people\u2019s labor.<\/strong> <\/p>\n\n\n
\n![\"A](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/11\/A-social-loafer-accepts-praise-for-their-teams-effort-min.png\")
A social loafer accepts praise for their team\u2019s effort, even though they didn\u2019t contribute to the success, shown in a conversation on Pumble, a team communication app\n<\/figcaption><\/figure>\n<\/div>\n\n\n \n\ud83d\udca1 Pumble Pro Tip<\/strong><\/p>\n\n\n\n
Sometimes we end up doing more than our fair share of work because of social loafers. To learn how to avoid that, you must first learn how to say no and decline tasks that aren\u2019t yours. The following article will give you some good pointers:<\/p>\n\n\n\n
- \n
- How to say \u2018No\u2019 professionally<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n\n\n\n Work, communicate, collaborate<\/span>\n
Strengthen your business communication and collaboration process with Pumble.<\/p>\n\n
\n Sign up<\/a>\n\n Learn more<\/a>\n <\/div>\n <\/div>\n\n\n\n \n ![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/features.png\")
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\nExample #4: \u201cDoing as you do\u201d <\/h3>\n\n\n\n
Social loafing is often a problem in a driven team because the loafer stands out among their engaged and proactive teammates. But, what happens when everyone lacks motivation?<\/p>\n\n\n\n
A person who\u2019s motivated and full of energy and ideas can quickly turn into a social loafer who only does the bare minimum because their teammates do the same<\/strong>. <\/p>\n\n\n\n
This happens because the person in question doesn\u2019t see the effects of their own work and the collective goal loses all value. <\/p>\n\n\n
\n![\"An](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/11\/An-enthusiastic-team-members-ideas-get-shot-down-min.png\")
An enthusiastic team member\u2019s ideas get shot down, leading to them becoming a social loafer and doing the bare minimum, as shown on Pumble, a collaboration tool by CAKE.com<\/a><\/figcaption><\/figure>\n<\/div>\n\n\n Share ideas and brainstorm over Pumble<\/a><\/p>\n\n\n\n
\n\ud83d\udca1 Pumble Pro Tip<\/strong><\/p>\n\n\n\n
Keeping your employees engaged and motivated will definitely help you in your battle against social loafing. To find out more about boosting employee engagement, take a look at this article:<\/p>\n\n\n\n
- \n
- How to improve employee engagement in the workplace<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
Example #5: Bystanding<\/h3>\n\n\n\n
The bystander effect<\/a> is a phenomenon where people in groups don\u2019t offer help to those in immediate need because they think someone else will surely do it. A similar thing happens in the workplace and is a type of social loafing \u2014 people tend to not participate because they feel they don\u2019t have to, as someone else will do it<\/strong>. <\/p>\n\n\n\n
You\u2019ve probably been to many meetings where someone in a leading meeting role<\/a> asks a question or asks for volunteers, and no one raises their hand (including you). That\u2019s the bystander effect \u2014 you all assume someone else will do it. <\/p>\n\n\n
\n![\"The](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/11\/The-bystander-effect.png\")
The bystander effect shown in a team channel on Pumble, a business communication app\n<\/figcaption><\/figure>\n<\/div>\n\n\n \n\ud83d\udca1 Pumble Pro Tip<\/strong><\/p>\n\n\n\n
Active communication \u2014 which is pretty much the opposite of bystanding \u2014 is vital in the workplace. Being proactive improves collaboration and thus affects team performance. To learn more about the ins and outs of active communication, read the following article:<\/p>\n\n\n\n
- \n
- Understanding active communication at the workplace<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
What causes social loafing? <\/h2>\n\n\n\n
As mentioned, quite a few social scientists tried to determine why social loafing occurs. The social loafing theoretical research mostly focuses on two distinct causes:<\/p>\n\n\n\n
- \n
- Group design and organization and<\/strong><\/li>\n\n\n\n
- Individual differences between group members.<\/strong><\/li>\n<\/ul>\n\n\n\n
As a complex phenomenon, social loafing is caused by several factors that fall into the two categories mentioned above, most notably:<\/p>\n\n\n\n
- \n
- Group size,<\/strong><\/li>\n\n\n\n
- Lack of clarity,<\/strong><\/li>\n\n\n\n
- Lack of accountability,<\/strong><\/li>\n\n\n\n
- Diffusion of responsibility,<\/strong><\/li>\n\n\n\n
- Perception of inequity,<\/strong><\/li>\n\n\n\n
- Reduced motivation,<\/strong><\/li>\n\n\n\n
- Expectations of other people\u2019s performance, <\/strong>and<\/li>\n\n\n\n
- Cultural differences.<\/strong><\/li>\n<\/ul>\n\n\n
\n![\"The](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/11\/The-causes-of-social-loafing-in-the-workplace.png\")
<\/figure>\n<\/div>\n\n\n<\/div>\n\n\n\nLet\u2019s take a deeper look into each of these factors to answer the question \u2014 when does social loafing occur?<\/p>\n\n\n\n
Cause #1: Group size<\/h3>\n\n\n\n
When you have a big task to do or you need some innovative solutions to fix a problem, your first instinct might be to gather a big group of people and have them work on it together, right?<\/p>\n\n\n\n
Although that\u2019s a wise strategy, given that a bigger group is able to generate more ideas, perspective, and creativity<\/strong>, having a big group work together on a task can also backfire \u2014 mostly due to social loafing. <\/p>\n\n\n\n
Why? <\/p>\n\n\n\n
Well, the bigger the group, the more anonymous team members become. This affects group communication<\/a>, which determines the group dynamic. <\/p>\n\n\n\n
No matter the type of team<\/a>, the size of it will always affect the amount of effort every member puts in because it diminishes the chances of the effort being individually <\/strong>recognized<\/strong> by the upper management<\/a>. <\/p>\n\n\n\n
Another issue that large groups have is that things often slide through the cracks. Coordinating individual efforts and maintaining effective communication<\/a> in the team becomes increasingly difficult with each team member who joins. <\/p>\n\n\n\n\n
\n\n Reliable Team Communication<\/span>\nBoost productivity and empower your team with an all-around communication app.<\/p>\n\n
\n Sign up<\/a>\n\n Learn more<\/a>\n <\/div>\n <\/div>\n\n\n\n \n ![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/templates.png\")
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\nCause #2: Lack of clarity<\/h3>\n\n\n\n
Although it might seem like social loafing only happens due to the insolence of workers, sometimes it\u2019s actually the management\u2019s fault. A lack of clear directions or lack of clarity when it comes to tasks and roles may lead to people feeling confused about what to do and, thus, less motivated to do it<\/strong>. <\/p>\n\n\n\n
According to an experimental study<\/a> done at Ohio State University that included 1,699 employees, workers who have clear roles and responsibilities report higher levels of work satisfaction, which, in turn, leads to lower rates of workplace turnover. <\/p>\n\n\n
\n![\"A](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/11\/A-manager-avoids-giving-clear-instructions-to-team-leads-min.png\")
A manager avoids giving clear instructions to team leads, leaving them wondering what their role is supposed to be, shown on Pumble, a team communication tool\n<\/figcaption><\/figure>\n<\/div>\n\n\n Furthermore, knowing what you need to do as well as when you need to do it is a sign of a positive work environment<\/a>, which can increase employee engagement. <\/p>\n\n\n\n
Foster a positive work environment with Pumble<\/a><\/p>\n\n\n\n
We spoke about this to Sneha Mandala<\/a>, a TEDx & Keynote Speaker and Professional Credentialed Coach and Advisor. She stated that social loafing is one of the direct consequences of disengagement<\/strong>. <\/p>\n\n\n\n
\n\n![\"Sneha](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/11\/Sneha-Mandala.jpeg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cSocial loafing often creeps into the workplace due to various factors. One primary reason is the absence of the conditions needed to create a state of intense engagement at work. When individuals aren’t fully immersed in their tasks, they become more susceptible to feeling bored or apathetic.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
Cause #3: Lack of accountability<\/h3>\n\n\n\n
As mentioned, social loafing happens in groups where the end result is judged as a group effort. Thus, some team members feel they might not have to put in as much effort because it won\u2019t be judged individually<\/em>. <\/p>\n\n\n\n
Suppose a person thinks they won\u2019t be held accountable for their actions. In that case, they might feel it\u2019s perfectly fine not to contribute as much as they would if they were working individually (which would make them solely responsible for the task outcome). <\/p>\n\n\n\n
Lack of accountability can be a sign of low engagement in the workplace<\/strong> but, as testified by our expert, Paola Accettola, it can also happen due to a lack of acknowledgement or compensation<\/strong>. <\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cThe nature of workplaces depends on compensating people for their contributions. This incentive is reduced in the group setting by shared accountability and shared recognition.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
Cause #4: Diffusion of responsibility<\/h3>\n\n\n\n
Lack of accountability goes hand-in-hand with diffusion of responsibility.<\/p>\n\n\n\n
In larger teams, people contribute less because they don\u2019t feel personally responsible for the outcome<\/strong>. They aren\u2019t as motivated to achieve the common goal precisely because it\u2019s common<\/em> (and not individual). <\/p>\n\n\n\n
One of our contributors, Keca Ward<\/a>, an HR professional with over 20 years of experience, states that diffusion of responsibility is the most common cause of social loafing.<\/p>\n\n\n\n
\n\n![\"Keca](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/11\/Keca-Ward.jpeg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cOne key factor is the diffusion of responsibility, where individuals feel less accountable for their efforts in a group, assuming others will pick up the slack.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
<\/div>\n\n\n\nAlthough shared responsibility is a key aspect of good team collaboration<\/a>, it\u2019s vital that people also take ownership of their own, individual contributions<\/strong> \u2014 otherwise, they\u2019ll slack off and expect the rest of the team to do their part as well. <\/p>\n\n\n\n
Cause #5: Perception of inequity<\/h3>\n\n\n\n
Social loafing is sometimes a direct consequence of real or perceived inequity. <\/p>\n\n\n\n
If a team member feels their contributions, opinions, or efforts aren\u2019t as valuable as others, they might start to loaf. They might feel overshadowed or even unneeded, which will diminish their motivation and engagement<\/strong>.<\/p>\n\n\n\n
That\u2019s how we get employees who only do the bare minimum, which, according to our expert Sneha Mandala, is the worst thing for the company\u2019s bottom line. <\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201c[Social loafing] disrupts the delicate equilibrium necessary for sustainable peak performance. When employees aren’t inspired and energized at work, they aren’t in their flow, driven by their internal motivation, and operating authentically, productivity suffers. The consequences ripple across teams and organizations, impacting not only individual performance but also the collective outcome of projects and tasks. As I like to say \u2013 no company has ever done anything innovative, pioneering, or award-worthy with employees doing the bare minimum.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
<\/div>\n\n\n\nThis often happens in cross-functional teams<\/a> where there\u2019s a clear imbalance between team members\u2019 skills. Furthermore, social loafing caused by a perception of inequity also happens in remote teams. It\u2019s difficult to feel included and connected in remote teams<\/a>, which may lower the rates of some people\u2019s engagement.<\/p>\n\n\n\n\n
\n\n Seamless team communication<\/span>\nStrengthen teams and simplify work with Pumble \u2014 the all-in-one communication app.<\/p>\n\n
\n Sign up<\/a>\n\n Learn more<\/a>\n <\/div>\n <\/div>\n\n\n\n \n ![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-4.png\")
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\nCause #6: Reduced motivation<\/h3>\n\n\n\n
Loss or lack of motivation was highlighted as one of the main contributors to social loafing in the first study that explored social loafing, done by Ringelmann. <\/p>\n\n\n\n
Since then, other researchers also noticed that motivation plays a big part in social loafing. <\/p>\n\n\n\n
Working in a group
- Lack of clarity,<\/strong><\/li>\n\n\n\n
- Individual differences between group members.<\/strong><\/li>\n<\/ul>\n\n\n\n
- Group design and organization and<\/strong><\/li>\n\n\n\n
- Understanding active communication at the workplace<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
- How to improve employee engagement in the workplace<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
- How to say \u2018No\u2019 professionally<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n\n
- How to create psychological safety in the workplace?<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
- How to achieve work-from-home accountability<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
- What are examples of social loafing?<\/strong><\/li>\n\n\n\n
![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-2@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\n![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/features@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\n![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/templates@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\n![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-4@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\n