Organizational Humor

Organizational Humor

Robert, C., & Seyrek, S. U. (2016). ParaDoxes in WorkPlace humor research. The Psychology of Humor at Work: A Psychological Perspective, 136.

Organization humor is important because it decreases conflicts, releases tensions, increases the morale of employees and communicates a message to all business stakeholders. The level of preparedness and focus influence whether an organizational humor is effective or not. The article discusses the dos and don’ts when using humor in the workplace. For instance, leaders should not give jokes that mock an employee based on their ethnicity, age, appearance or religion. Moreover, leaders should not forward videos or emails that contain funny images because they can offend a person mistakenly. The article discusses that humor breaks down barriers, helps one’s health and also boost employee’s morale.

Gkorezis, P., Gkorezis, P., Bellou, V., & Bellou, V. (2016). The relationship between leader self-deprecating humor and perceived effectiveness: Trust in a leader as a mediator. Leadership & Organization Development Journal, 37(7), 882-898.

In the recent years, there has been an increasing interest in the leader’s use of humor and the organizational effectiveness. Positive humor has been associated with an organizational effectiveness while negative humor is related to low productivity by organizations. Thus, agencies should focus on creating a positive humor to attract more employees, customers and build a good image of a business.

Förster, K., & Brantner, C. (2016). Masking the Offense? An Ethical View of Humor in Advertising. Journal of Media Ethics, 31(3), 146-161.

There is an increasing concern about the use of humor in advertisements while neglecting the ethical issues. The article focuses on the extent to which humor masks the ethical problems that are associated with offensive advertising. Thus, advertisement organizations should consider the ethical concerns related to humor before implementing humor.

Steele, L. M., Mulhearn, T. J., Medeiros, K. E., Watts, L. L., Connelly, S., & Mumford, M. D. (2016). How do we know what works? A review and critique of current practices in ethics training evaluation. Accountability in research, 23(6), 319-350.

Training employees can be a costly investment, and therefore organizations need to plan adequately to reduce the costs. Humor can play a significant role in training because it acts as an icebreaker between the trainers and the learners. It makes learning an enjoyable experience and thus little time is needed in training. As a result of this, low cost is incurred in the learning process.

Altman, E. M. (2016). Ethical Promotion of Social Media of Laser Facilities Offered by. Textbook of Lasers in Dermatology, 264.

Violation of ethics through humor should be taken seriously to avoid annoying other people. Organization leaders should apply ethics while implementing the different humor. This is because some acts may annoy an individual and may eventually affect a company adversely. Moreover, leaders should have the capability of differentiating between positive and negative organizational humor that is associated with social media.

Liu, Y., & Wang, L. (2016). A Review of Organization Humor: Concept, Measurement and Empirical Research. Psychology7(10), 1307.

Most organizations have started to focus on creating an atmosphere of positive humor. Humor creates cohesiveness among the stakeholders of an organization, stimulates the creativity of a team and also promote organizational development. Furthermore, the article shows that humor is related to the leadership of an organization. Thus, leaders should pay attention to implementing a positive humor to increase the productivity of the organization.

Pundt, A., & Herrmann, F. (2015). Affiliative and aggressive humor in leadership and their relationship to leader-member exchange. Journal of Occupational and Organizational Psychology88(1), 108-125.

Leadership humor help establish a good relationship between the followers and the leaders. Leaders should avoid aggressive behavior to enable a good relationship with the employees and clients. Moreover, leaders should be given humor training to prevent the potential effects of emotional exhaustion.

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