May 16, 20253 min readThe Universe May End Sooner Than Scientists Had ExpectedA new study suggests the universe's end could occur much sooner than previously thought. But don't worry, that ultimate cosmic conclusion would still be in the unimaginably distant futureBy Sharmila Kuthunur & SPACE.com An illustration of the remnants of an ancient, dead planetary system orbiting a white dwarf star. New calculations suggest that white dwarfs and other long-lived celestial objects are decaying faster than previously realized. NASA/ZUMA Press Wire Service/ZUMAPRESS.com/Alamy Live NewsAs the story of our cosmos moves forward, stars will slowly burn out, planets will freeze over, and black holes will devour light itself. Eventually, on timescales so long humanity will never witness them, the universe will fade into darkness.But if you've ever wondered exactly when it all might end, you may find it oddly comforting, or perhaps a bit unsettling, to know that someone has actually done the math. As it turns out, this cosmic finale might arrive sooner than scientists previously thought.Don't worry, though — "sooner" still means a mind-bending 10 to the power of 78 years from now. That is a 1 followed by 78 zeros, which is unimaginably far into the future. However, in cosmic terms, this estimate is a dramatic advancement from the previous prediction of 10 to the power of 1,100 years, made by Falcke and his team in 2023.On supporting science journalismIf you're enjoying this article, consider supporting our award-winning journalism by subscribing. By purchasing a subscription you are helping to ensure the future of impactful stories about the discoveries and ideas shaping our world today."The ultimate end of the universe comes much sooner than expected, but fortunately it still takes a very long time," Heino Falcke, a theoretical astrophysicist at the Radboud University in the Netherlands, who led the new study, said in a statement.The team's new calculations focus on predicting when the universe's most enduring celestial objects — the glowing remnants of dead stars such as white dwarfs and neutron stars — will ultimately fade away.This gradual decay is driven by Hawking radiation, a concept proposed by physicist Stephen Hawking in the 1970s. The theory suggests a peculiar process occurs near the event horizon — the point of no return — around black holes. Normally, virtual pairs of particles are constantly created by what are known as quantum fluctuations. These particle pairs pop in and out of existence, rapidly annihilating each other. Near a black hole's event horizon, however, the intense gravitational field prevents such annihilation. Instead, the pair is separated: one particle, one carrying negative energy, falls into the black hole, reducing its mass, while the other escapes into space.Over incredibly long timescales, Hawking's theory suggests this process causes the black hole to slowly evaporate, eventually vanishing.Falcke and his team extended this idea beyond black holes to other compact objects with strong gravitational fields. They found that the "evaporation time" of other objects emitting Hawking radiation depends solely on their densities. This is because unlike black hole evaporation, which is driven by the presence of an event horizon, this more general form of decay is driven by the curvature of spacetime itself.The team's new findings, described in a paper published Mondayin the Journal of Cosmology and Astroparticle Physics on Monday, offer a new estimate for how long it takes white dwarf stars to dissolve into nothingness. Surprisingly, the team found that neutron stars and stellar-mass black holes decay over the same timescale: about 10 to the power of 67 years. This was unexpected, as black holes have stronger gravitational fields and were thought to evaporate faster."But black holes have no surface," Michael Wondrak, a postdoctoral researcher of astrophysics at Radboud University and a co-author of the study, said in the statement. "They reabsorb some of their own radiation, which inhibits the process."If even white dwarf stars and black holes eventually dissolve into nothing, what does that say about us? Perhaps it suggests meaning isn't found in permanence, but in the fleeting brilliance of asking questions like these — while the stars are still shining.Copyright 2025 Space.com, a Future company. All rights reserved. This material may not be published, broadcast, rewritten or redistributed. #end #universe #arrive #surprisingly #soon

Humans, for all our intellectual sophistication, are still tribal creatures at heart. We tend to gravitate toward people who are like us—individuals who look like us, think like us, share our values, and even mirror our quirks and tastes. On the surface, this makes intuitive sense. It explains the evolutionary origins of empathy: we feel the joys, sorrows, and struggles of others more deeply when we perceive them as part of our own “in-group.” But here’s the catch: What feels good for individuals can be disastrous for diversity. If left unchecked, our biological instinct to seek sameness undermines one of the core ingredients of high-performing organizations—diversity of thought, experience, and identity. When everyone around you shares your values, it creates an echo chamber, rewards conformity, and inhibits innovation, which emerges when different perspectives and conflicting ideas transition from a state of tension to a state of harmony. Likewise, homogeneity of values and thoughts blinds us to the talents, ideas, and perspectives of people who might see the world differently—even when they are the key change agents that can help teams and organizations evolve. Diversity is a survival strategy Even amid today’s backlash against DEI initiatives, smart companies understand that removing barriers for historically marginalized individuals isn’t just a moral imperative—it’s a strategic advantage. Meritocracy is only possible when individuals are evaluated on what they can do, not how much they conform to the dominant culture. That means hiring for “culture fit”—a euphemism for “people like us”—is fundamentally flawed. If you only let people in who mirror the existing values and norms, you don’t have a culture—you have a clique. The goal should be to allow cultural outliers and diverse thinkers not just to join but to thrive. And that introduces a practical challenge: working with people who don’t share your values, including your way of thinking and working. This isn’t progress—it’s a stagnant loop. You’re building your team, your circle, with people who are just like you, which means you’re all stuck on the same wavelength. The result? Predictable outcomes and a whole lot of missed opportunities for innovation. You’ve got a room full of mirrors, not windows. You love others’ ideas because they are just like yours. Success today is less about being true to your own values and more about being open to others’ values—even, and arguably especially, when they conflict with yours. Indeed, the ability to question your assumptions, see the world through others’ eyes, and remember that just because someone is different doesn’t mean they are wrong, or that you are right, which will boost your social skills, and in turn your employability and career success. The more perspectives we add to a system, the denser its cognitive landscape becomes. Each new viewpoint introduces a different angle, a fresh interpretation—yielding more ideas, more possibilities, and inevitably, more complexity.  This complexity isn’t a flaw; it’s the cost of a richer, more textured understanding of the world. But it also demands greater mental flexibility—the ability to hold opposing ideas in tension, to think in shades rather than absolutes, and to make decisions amid uncertainty. So how do you work with people who challenge your most deeply held beliefs? 1. Professionalism over authenticity For centuries, people have gotten along in professional settings by pretending to like each other, or at least by pretending not to despise each other. This time-honored tradition of civility still works. You don’t have to like everyone. You don’t have to agree with everyone. You certainly don’t have to invite them over for Sunday brunch. But you do have to work with them respectfully and constructively. This means biting your tongue, smiling when necessary, and keeping your grievances to yourself. Authenticity sounds great—but in a workplace setting, professionalism trumps it. 2. Find common ground Even if you clash over politics, religion, or lifestyle choices, chances are you can find some common ground. Maybe you’re both passionate about the same industry trend. Maybe you both enjoy dark roast coffee. Maybe you both root for underdog sports teams. Think of it like being stuck at an airport bar during a layover. You might sit next to someone who is your ideological opposite—but after 45 minutes and a shared frustration over delayed flights, you find yourselves bonding. Finding common ground is about building bridges of human connection that can support collaboration, even across a chasm of differences. Seek those bridges. They are there. 3. Respect process over outcomes You won’t always agree on what the “right” answer is. But you can agree on how to get there. Focusing on process—asking questions, debating ideas, testing hypotheses—can depersonalize disagreements. Instead of framing it as “my values versus your values,” it becomes “let’s figure this out together.” In healthy organizations, the best idea wins—not the loudest voice or the most popular opinion. Respecting the process ensures that diversity of thought isn’t just tolerated—it’s leveraged. 4. Get comfortable being uncomfortable Most personal and professional growth happens outside your comfort zone. Working with people who reject your values forces you to examine your beliefs, sharpen your arguments, and sometimes even change your mind. That’s not weakness; it’s wisdom.  Instead of viewing discomfort as a threat, reframe it as a sign you are learning. Be curious, not defensive. Ask questions, listen actively, and try to understand—not to convert or convince, but to expand your own cognitive tool kit. In a world where the pace of change is relentless and the problems we face are increasingly complex, intellectual humility isn’t just a virtue. It’s a competitive advantage. 5. Practice rational compassion Psychologist Paul Bloom argues for rational compassion—the idea that empathy alone can lead to biased, shortsighted decisions, especially when working with people who don’t share your values. Instead of relying on raw emotional reactions, rational compassion demands a more deliberate, reasoned approach: recognizing others’ needs without being overwhelmed by them, and acting in ways that are fair, sustainable, and strategic. When faced with ideological differences, practicing rational compassion helps maintain respect and effectiveness without slipping into resentment or moral grandstanding. It shifts the focus from feeling good to doing good—even with those we disagree with. In a tribalized and polarized world, the future belongs to organizations—and individuals—who can collaborate across differences, not despite them but because of them. Working with people who don’t share your values is not just a skill; it’s a superpower. It requires maturity, empathy, curiosity, and a dash of tactical faking. It forces you to confront your biases, question your certainties, and grow beyond your tribal instincts. And ultimately, it makes you not only a better colleague, but a wiser, more resilient, and more open-minded human being. Source: https://www.fastcompany.com/91327753/5-ways-to-work-with-people-who-arent-like-you #you #dont #have #culture #clique #ways #work #with #people #who #arent #like