INTRODUCING HUMOR
Introduction
Since a sense of humor is a part of leadership art helping in getting along with people as well as getting things done in the right way in most cases, it is a key to success in a workplace, this skill promotes a smooth interaction with others and even help in diffusing stressful situations (Rice, 2010). To have a sense of humor, one doesn’t have to be funny but rather see the lighter side of things. In my view, the reason as to why some businesses are doing well and making large profits is determined by the amount of humor you will always find in such a workplace depending on the culture entirely.
The method in which things are done and a workplace can as well be dependent on culture. As a result, new members must be taught the correct way to perceive, think and feel about the problems within an organization regarding the rules, customs, and the values that shape the attitudes and employees behaviors. In an organization mission, culture generates commitment by reinforcing behaviors and attitudes. Therefore, the new individuals will always be attracted to cultures that match their characters.
Organizational culture is composed of three major aspects which are observable artifacts, fundamental underlying assumptions, and adopted values. The differences between these three components can easily be understood given culture in layers. Some components of an organization's culture are freely obvious and observable. However, other components which are not identifiable can be are always seen by the outsiders and the newcomers. Such newcomers and outsiders can observe, interpret and make conclusions based on what they see in the system. Meanwhile, the inside will always remain unknown to the employees until they can know what is happening inside by measuring the values and norms are within it.
These are the philosophies, benefits, and norms that a company explicitly states. They can range from published documents like the duty and image of company statements to the declarations made to employees verbally by the executives and managers. The difference between the espoused values and enacted values should always be noted. It’s one thing for the employees to always ways likely to support those espoused values; it’s another thing for a company to say supposedly something is important. The values can always become more believable both to the employees and the company when a company holds firmly to its espoused values over a period regardless to the situations it operates in. In economic declines times, staying firm to espoused values is not an easy task. However, in these times of economic downturns, it can be so much tempting for a company to do everything possible to cut down expenses, its espoused values demand the treatment its people the right way hence preventing the deductions that would harm employee’s benefits. In this case, the employees will have to be well taken care of prompting them to take care of the customers who will come back in return, and this shall bring better returns.
Basic underlying assumptions
These are the viewpoints and beliefs which are always taken for granted. They are always fixed in such a way that they are simply acted upon without questioning their validity or their behavior in given circumstances. The assumptions signify the less observed part of a culture and may not even be consciously apparent even to the organizational veterans hence they are indeed effected by those involved with it (Tosti D. T. 2011). The hidden beliefs in a company are those that are most likely to dictate the employee’s behavior hence affecting their attitude. They are on the other hand the aspects of organizational culture that are the most difficult to change and long lasting.
Observable artifacts
These are the displays of an organization’s philosophy that the employee can easily observe and talk about or even practice. They provide the workforces with the indications that they can interpret for them to have a clear understanding of how they should behave and do their various tasks during the working day. For an organization’s culture to be transmitted to its workforce, artifacts supply the primary means of transmission. Overestimating the significance of objects is not easy because they help in showing the current employees, potential employees, shareholders, customers, and investors what is always happening within the system.
Conclusion
In conclusion, humor is a way of making light is stressful or difficult situations and brightening up a social atmosphere in general. It is an enjoyable and positive experience as regarded by many people and, therefore, it would be of value to note that humor can promote better self-esteem, great self-competence, as well as social interactions and anxiety controls and all these, are psychological well-being. In the study of physiological well-being and humor, the high ranks of adaptive type humor are always connected to better self-esteem, high self-competence, social interactions and anxiety control which are all the constituents of physiological well-being. Occasionally, the humor of maladaptive type is associated with poorer overall psychological well-being with the emphasis on the higher level of anxiety and depression. Humor can be visual, physical or verbal. However, there are non-verbal forms of visual art or music which can also be humorous.
References
Rice, G. H. (2010). A set of organizational models. Human Resource Management Hum. Resour. Manage. 19(2), 19-27. Retrieved January 26, 2016.
Tosti, D. T. (2011). Aligning the culture and strategy for success. Performance Improvement Perf. Improv., 46(1), 21-25. Retrieved August 26, 2015.
