Use Of Humour at Workplace and Its Effects on Effectiveness and Efficiency at Work - Coursework Example

Running head: Use Of Humour/Fun at Workplace and Its Effects on Effectiveness and Efficiency at Work Student’s name Institution Course Professor Date Introduction Humour is a message whose ingenuity or verbal skill has the power to evoke laughter. The social function of humour has driven it towards the realms of research leading to emergence of theories of humour. These theories fall in three major types namely; incongruity, superiority and Freudian humour theories (Koester, 2010). Socio behavioural theories utilize forms of disparagement. The psycholoanalytical theory deals with elements of suppression and repression and proposes that humour offers a role of relief or a release from tension. According to these theories and previous researches, humour-induced behaviour is considered to be healthy (Koester, 2010). Many findings of humour have been conducted in diverse fields extending from management, health up to social services. These studies have led to realization of the positive impacts of humour, which can be associated with the mental functioning, physical well-being and social cohesion and interrelation in the work place (Dynel, 2011).Work place humour therefore involves all forms of communication in the work situation, which create within people feelings of amusement and a predisposition to express that emotion through laughter (Holmes & Maara 2002). There are two different types of humour, which includes; supportive and contestive humour. A humour can be classified into either supportive or contestive basing on the inclination of the content. In addition to this, humour can emerge in diverse styles basing on how they have been broadly constructed (Koester, 2010). Researchers have gone ahead to find out which type of humour is common in the work place. Findings have shown that supportive humour is commonly used in places of work than the contestive humour (Koester, 2010). The functions of humour however do not change whether it is contestive or supportive. The most significant purpose of humour is strengthening of relationships in work place. Other work place functions of humour include; neutralizing tension, destabilizing authority and indirect assessment. Benefits of humour in workplace The findings have also shown that humour leads to effective leadership (Holmes, Marra, & Vine, 2011). In general humour plays an important role in the work place by ensuring that there is interaction. Employment of humour and the power to generate humour is dependent on creativity and intellect. The connection between humour and positive feelings is robust. Consequentially, there exists a strong connection between the performance in the work place and positive emotions (Marjolein &, Bos, 2007). Humour incorporates an extensive range of verbal and discursive activities such as word play, joking, teasing, punning, self deprecation and funny anecdotes. What counts to be humorous depends on contextual factors, such as setting, participants and culture (Norrick & Chiaro, 2009). However, a key characteristic of humorous are intended to be amusing or perceived to be amusing by more than one participant (Holmes, 2011). Due to its ambiguity nature, it grants an individual a chance to critique without making negative interpersonal effects. It has been recognized that workplaces that promote laughter normally have happier, healthier and more productive workforce thus improves the outputs and profits of that organizations. An appropriate use of humour/fun enhances relationships, rapport, cooperation and staff development. For example, it boasts morale, increases creativity, motivates employees, and creates a pleasant environment and more so heighten problem solving skills (Dynel, 2011). Based on Roz Treiber in his article “Top 7.5 ways to use humour in leadership” acknowledges that there is a considerable relationship between leadership effectiveness and humour. For instance, when executive leaders and managers utilize humour, it reduces stress in the workplace and assist the workforces understand management concerns through promoting communication patterns (Treiber). Humour and laugher improves the immune system response, relaxation, cardiovascular strength, reduces muscle tension and pain and enhances recovery speed. The workers benefit psychologically via humour by reduction of emotional anxiety and aggression and nurture self esteem (Locher & Graham, 2010). Making jokes in the workplace performs a regulatory role by providing a means of expression that will promote group cohesion, deflects attention away from dehumanizing aspect of work while maintaining existing power hierarchy (Newstrom, 2002). Too serious work places create an environment that is too stressful for the employees. Employees working under stern conditions are usually afraid of making mistakes and they become psychologically depressed because of weight of their work (Norrick & Chiaro, 2009). Introduction of laughter to work environment helps in making the workers have a feeling of enthusiasm and freedom towards their jobs. It will also have an effect on the mood of the work place. Jovial employees are always very constructive thus; it will have some profound effects on the output of an organization. Work place humour helps in fostering good work place relationships. Holmes (2000) proclaims that work place humour is a good management strategy that can be employed by the managers. Good relationship among the employees and the employer results in smooth production. It has been acknowledged that individuals with a good sense of humour are better communicators and team players and they are less afraid to make mistakes and help their counterparts to regroup from negative events. In the events of high stress, laughter can be a great release since it gives room for people to forget about their troubles for a brief moment as tense situations are diffuse across the people (Romero & Pescosolido, 2008). Humour supports build group cohesion, boost subordinate satisfaction and increase innovation and creativity. Consequently humour in communication arena creates an open atmosphere through awakening of positive emotions that will promote attentive listening, understanding and acceptance of the messages. Participative leadership leads to social distance between the leaders and employees, which may be detrimental for the development of an organization (Holmes, Marra & Vine, 2011). Social leadership may lead to lack of proper communication between the workers and their employers. Mexican social protest of the 1990’s was accelerated by humour. Humour accelerated the reformation of united identity of a social movement among the strikers. Humour acted as a powerful tool of communication among the protestors, serving as a true weapon of the weak (Marjolein & Bos,2007) On the other hand, it can also reduce dissatisfaction among the burdened and this might deter their mobilization into warfare. Humour in the work place helps in reducing the social distance by identifying the similarities between people (Graham, 1995). It also minimizes the social distance and encourages classification with employees. This is because it eliminates status importance thus; leaders and workers are seen to be equal. The workers perceive their employers as being part of them through the emphasis of humour. Affiliative humour works best in enhancing communication between the employers and the employees. Indeed, it is a vital component of organizational culture that generates suitable environment, whereby knowledge and ideas are distributed freely and interpersonal relationships are flourished (Norrick & Chiaro, 2009). Disadvantages of humour Cruthirds (2006) referred humour as double edged sword that can be distinguished as humourous by one person but offensive to another person.People may fear to be seen as unprofessional, not taking the job seriously or labeled incompetent. Ethnic humour in an organizational setting has likelihood to create negative affect and conflict. Unwanted, aggressive humour can lead to troubles in the organization by alienating people from one another. Humour based activities that lead to repression, humiliation, intentional or unintentional distress in the organizational amounts to negative humour. Negative humour includes; unwelcome ethnic laughter, insults, humiliation and malevolent ridicule. Some executive managers are against the use of humour because of the likely of being used inappropriately or indiscreetly. Gender-based humour is very aggressive and destined to degrade so that the initiator can feel superior. Harassment can take place due to interpersonal conflict either counterproductive or hurtful. Indeed, it can be used in unpleasant ways such as creation of boundaries among people and can result to hurt feelings (Newstrom, 2002). Furthermore, if it used in a derogatory manner for example inappropriate ethnic or sexual jokes can split up or segment groups in any organizations. This will efficiently affect any cohesion whatsoever. Thus this stress circumstances inhibited the free flow of communication within an organization. Laugher and fun can undermine the management prerogative through provision of escape and chance to disturb the status quo (Norrick & Chiaro, 2009). Alternatively; hurtful humour can curb innovation and creativity among the workforce. Because the workers are unable to take risk of presenting an idea that would be ridiculed by other workforce (Marjolein & Bos, 2007). Being a symbol of a social, mental and physical experience and a form of cultural rite, however it can disorganize groups and devalue organizational rites. Plester,(2009) presented workplace humour as bounded social activity, whereby workforce fear to transgress the socially constructed boundaries in the workplace with humour that is not accepted. Way forward The workforce is encouraged to use appropriate humour in the workplace so as to make job enjoyable and less tedious. Good sense of humour need to be developed especially when working with other workers and customers. The employees and employers must be trained on how to use humour effectively and respectively so as to release tension of difficult circumstances and put other individuals at ease. Understanding the boundaries of jokes and humour and proper setting for their utilization is very paramount. Choose suitable humour style that appropriate for the desired outcome of the organization, and can be altered to suit individual differences and still achieve positive organizational results (Romero & Cruithirds, 2006). References Almut Koester, (2010).Workplace Discourse, International Publishing Group. Holmes, J., & Maara (2002).Having a laugh at work: How humour contributes to workplace culture. Journal of Pragmatics, 34(12), 1683-1710. Janet Holmes, Meredith Marra, Bernadette Vine, (2011).Leadership, Discourse, and Ethnicity, Oxford University Press. Marjolein C. Hart, Dennis Bos,(2007).Humour and Social Protest, Cambridge University Press. Marta Dynel, (2011).The Pragmatics of Humour Across Discourse Domains , John Benjamin’s Publishing Company. Miriam A. Locher, Sage L. Graham, (2010).Interpersonal Pragmatics, Walter de Gruyter. Neal R. Norrick, Delia Chiaro, (2009).Humor in Interaction, John Benjamin’s Publishing Company. Newstrom, J.W, (2002). Making Work Fun: An important Role for Managers, SAM Advanced Management Journal 67(1): 4-8, 21 Plester, B. A (2009). Crossing the line: Boundaries of workplace humour and fun. Employees Relations, 31(6), 584-599. Romero, E. J. & Pescosolido, A, (2008).Humour and group effectiveness. Human Relations, 61(3), 395-418 Romero. Eric J., and Kevin W. Cruithirds, (2006). The Use of Humour in the Workplace. Academy of Management perspectives, 58-69 Treiber,Roz.”Top 7.5 Ways to use Humour in Leadership.” Retrieved on 15th May 2012 at http:/www.Humanfusion.com/html/articles/articles_5html Read More