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

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The paper 'Use Of Humour at Workplace and Its Effects on Effectiveness and Efficiency at Work" is a good example of management coursework.   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 the 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 psychoanalytical 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 the 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 workplace (Dynel, 2011). Workplace 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 congestive humour. Humour can be classified into either supportive or congestive 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 workplace. Findings have shown that supportive humour is commonly used in places of work than the contested humour (Koester, 2010).

The functions of humour, however, do not change whether it is contested or supportive. The most significant purpose of humour is the strengthening of relationships in the workplace. Other workplace functions of humour include; neutralizing tension, destabilizing authority and indirect assessment. Benefits of humour in the 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 workplace 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 workplace and positive emotions (Marjolein & , Bos, 2007). Humour incorporates an extensive range of verbal and discursive activities such as wordplay, 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 is 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 those organizations. Appropriate use of humour/fun enhances relationships, rapport, cooperation and staff development. For example, it boosts morale, increases creativity, motivates employees, and creates a pleasant environment and more so heighten problem-solving skills (Dynel, 2011).

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

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