Editing Humour (section)

== In the workplace ==
[[File:Bored at work (regular size person in big size trousers).jpg|alt=a man in a suit wearing a large pair of pants that almost reaches their neck.|thumb|A person working in a [[retail store]] wearing a large pair of pants in an attempt to amuse those around them]]
Humour is a ubiquitous, highly ingrained, and largely [[meaningful]] aspect of human experience and is therefore decidedly relevant in organisational contexts, such as the workplace.<ref name=":03">{{Cite journal|title = Healthy humour: Using humour to cope at work|journal = Kōtuitui: New Zealand Journal of Social Sciences Online|date = 1 January 2009|pages = 89–102|volume = 4|issue = 1|doi = 10.1080/1177083X.2009.9522446|first = Barbara|last = Plester|doi-access = free}}</ref>

The significant role that [[laughter]] and [[fun]] play in organisational life has been seen as a [[sociological]] phenomenon and has increasingly been recognised as also creating a sense of involvement and possible comradery among workers.<ref name=":13">{{Cite journal|title = Are we having fun yet? A consideration of workplace fun and engagement|journal = Employee Relations|date = 2 October 2009|issn = 0142-5455|pages = 556–568|volume = 31|issue = 6|doi = 10.1108/01425450910991721|last1 = Bolton|first1 = Sharon C.|last2 = Houlihan|first2 = Maeve}}</ref>
Sharing humour at work not only offers a relief from boredom, but can
also build relationships, improve camaraderie between colleagues and
create positive [[affect (psychology)|affect]].<ref name=":03" /> Humour in the workplace may also relieve tension and can be used as a [[Coping (psychology)|coping strategy]].<ref name=":03" />
In fact, one of the most agreed upon key impacts that workplace humour
has on people's well-being, is the use of humour as a coping strategy to
aid in dealing with daily stresses, adversity or other difficult
situations.<ref name=":03" />
Sharing a laugh with a few colleagues may improve moods, which is
pleasurable, and people perceive this as positively affecting their
ability to cope.<ref name=":03" />
Fun and enjoyment are critical in people's lives and the ability for
colleagues to be able to laugh during work, through banter or other,
promotes harmony and a sense of cohesiveness.<ref name=":03" />

Humour may also be used to offset negative feelings about a
workplace task or to mitigate the use of profanity, or other coping
strategies, that may not be otherwise tolerated.<ref name=":03" />
Not only can humour in the workplace assist with defusing negative
emotions, but it may also be used as an outlet to discuss personal
painful events, in a lighter context, thus ultimately reducing [[anxiety (mood)|anxiety]] and allowing more happy, positive [[emotions]] to surface.<ref name=":03" />
Additionally, humour may be used as a tool to mitigate the
authoritative tone by managers when giving directives to subordinates.
Managers may use self-deprecating humour as a way to be perceived as
more human and "real" by their employees.<ref name=":03" />
The attachment to the notion of fun by contemporary companies has
resulted in workplace management coming to recognise the potentially
positive effects of "workplay" and realise that it does not necessarily
undermine workers' performance.<ref name=":13" />

Laughter and [[Play (activity)|play]] can unleash creativity, thus raising [[morale]],
so in the interest of encouraging employee consent to the rigours of
the labour process, management often ignore, tolerate and even actively
encourage playful practices, with the purpose of furthering
organisational goals.<ref name=":13" /> Essentially, fun in the workplace is no longer being seen as frivolous.<ref name=":13" />
The most current approach of managed fun and laughter in the workplace
originated in North America, where it has taken off to such a degree,
that it has humour consultants flourishing, as some states have
introduced an official "fun at work" day.<ref name=":13" /> The results have carried claims of [[well-being]] benefits to workers, improved customer experiences and an increase in productivity that organisations can enjoy, as a result.<ref name=":13" /> Others examined results of this movement while focusing around the science of happiness—concerned with [[mental health]], [[motivation]],
community building and national well-being—and drew attention to the
ability to achieve "flow" through playfulness and stimulate "outside the
box" thinking.<ref name=":13" /> Parallel to this movement is the "[[Positive psychology|positive]]" scholarship that has emerged in [[psychology]] which seeks to empirically theorise the optimisation of [[Human potential (disambiguation)|human potential]].<ref name=":13" />
This happiness movement suggests that investing in fun at the
workplace, by allowing for laughter and play, will not only create [[enjoyment]] and a greater sense of well-being, but it will also enhance energy, performance and commitment in workers.<ref name=":13" />