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Date Humor and Leadership Style

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The augmentation of constructive psychology throughout the latest years signifies a move from the precedent unconstructive sequence to the present optimistic psychological and fitness-focused aspects. Observations on humor are amongst them. Humor is a multi-faceted and compound notion that is generally functional in psychology, learning and collective communication. It is deemed to hold the similar notion as positive individual attributes, for instance, hopefulness, faith and bravery. It adds the enjoyment to our everyday life, aids people to cope with tension and supports individual charm and interpersonal connection. Nonetheless, research on humor is rarely implemented at the workplace and problems as mental strength of employees, office acquaintance or organizational behavior, leadership pattern, organizational culture, performance and novelty are infrequently looked at. In truth, the impact of humor on private psychological condition can be broadened to the group. Avolio et al. (219) showed that humor was an essential feature and furthermore, the capability of leaders. Leaders continually convey this characteristic to alter their assistants and adherents. The humorous and stirring headship, escapes from doctrinal and reinforces followers with more freedom, via appealing and inspirational interactive conduct for the definitive aim of attaining organizational targets and improving leadership efficiency. Dwight D. Eisenhower stated that “A sense of humor is part of the art of leadership, of getting along with people, of getting things done.”

Workplace communication is basically related to verbal and written contact, and for those concerned in leadership ranks, verbal communication evidently prevails. In line with one study, leaders regularly spend ‘between 60%-90% of their time in head to head communication’, and ‘between 30%-60% of their time conversing with their followers’ in the workplace.

Clouse and Spurgeon (1-24) stated that humor is a priceless way of attaining transactional plus relational leadership purposes, and others identify the importance of humor with reference to analytical, administrative, and intervening variances. Furthermore, humor encourages a vigorous exchange of thoughts, however might as well operates to 'bring… people back into line', and to assist in controlling subsidiaries' behavior.

Rus (922) mentioned that at the heart of the leaders of law implementation groups’ achievement, is the capacity to inspire workers to perform. Whilst some may visualize such impact in terms of power, vigor, supremacy, and control, it can also be slight. Certainly, any chief can employ their executive status inside of a division or a group to acquire deed from the staff. But, the most flourishing leaders employ their personal traits to encourage their employees.

Rus (922) argues leadership as an Art, noting that successful leaders are those who take advantage of their individual vigor to persuade others and accomplish results, time after time, even when they progress from one task into a different one. Staff is attentive and reacts to them. As numerous workers endeavor superiority at work by character, most outshine, since the company’s leaders generate an encouraging ambience, which involves eminent interactions with friends, subsidiaries, and superiors.

For leaders at workplace, humorous headship might not be the chief decisive factor for business achievement; however it is exceedingly imperative for structuring an efficient and effective team that possesses superior excellence. Conger considered that recurrent application of humor by leaders at workplace was a successful approach to motivate or re-establish confidence. Davis and Kleiner (1) also suggested that leaders could attain three considerable upshots via the usage of humor, namely; 1) decreased stress at work; 2) assisted subordinates in recognizing leaders’ managing patterns through the contact amongst them, and; 3) enthused subordinates or adherents. Likewise, Craumer (3) also deemed that leaders could aid subordinates in adapting to one another and alleviate the pressure and stress among them, through the implementation of humor. This reveals the vital connection task that humor deploys in workplace communications. In addition to determining the discomfiture ensuing from diverse standpoints, it helps preserve high-quality interpersonal association among team members and heighten the partner caring and respect. For leaders themselves, humor, moreover, signifies a positive outlook to help them cope with hardships effectively without being overpowered.

Avolio et al. (219) carried out an experiential scrutiny on the link between leadership and humor. Surveys were handed out to 120 leaders and 320 subordinates within a big Canadian monetary organization. The intent of the research was to weigh the impact of humor against leadership performance in distinct leadership methods, to embrace transformational, conditional reward, and unautocratic leadership approaches. They evaluated the rate of the leaders’ employment of humor, and connected their result with members’ success. Outcomes point to distinctions in a variety of leadership styles with regard to the leaders’ exploitation of humor and subordinates’ efficiency. A quantitative breakdown demonstrates that transactional leadership is absolutely associated with the utilization of humor and to subordinates’ presentation. Contingent incentive leadership explains a constructive relationship, just for the use of humor, except that it is unconstructively linked to subordinates’ performance. Liberal leadership, conversely, is negatively correlated with humor and followers’ performance simultaneously. These results are sustained by Decker and Rotondo (451) who examined 359 questionnaires from graduates of a management academy. Similar to Avolio et al., they too, discovered that humor improves leadership effectiveness. Specifically, it initiated augmented views of complimentary assignments and relational activities, and was professed as comprising an encouraging consequence on the leaders’ efficacy. Harry Truman once stated that “Anyone who has had the job I’ve had and didn’t have a sense of humor wouldn’t still be here.”

To the degree that a group lauds humor, its successful exploitation can contribute to an individual’s standing or reputation. Not all workplaces support humor, yet, and at times the workplace “comic” is perceived as troublesome, and turns out to be the attention of displeasure. Alternatively, humor can provide the individual with a practical ‘self-protection’ or managing plan. Humor can as well be a way of self-discovery, mainly of hard or awkward information.

To reach out a thriving usage of managerial humor Dewitte and Verguts (17) suggested three categories of jokes. Set one jokes is unsuccessful in drawing out a funny reaction (e.g. laughter) founded on an unexciting premise. For instance, a little child saying a joke to a grown-up would be improbable to bring out a laugh. Set two jokes are effective because they implement the true equilibrium between originality and tolerable content which bring out laughter or new forms of humorous reaction, whether cognitive or expressive. Set three jokes don’t succeed in generating humorous reaction, for they are excessively ridiculous or unpleasant. A person might try to use effective organizational humor related to purpose and opinion. Successful employment of humor in groups is related not only to category number two humor tries, founded upon comprehending the individual, but as well upon endeavors being taken as humorous by all the group’s constituents. At its utmost, collective humor leads to a feeling of pleasure that derives ‘not from producing it, but from distributing it.

Carrica stated that lots of academics have acknowledged the significant forthcoming function that humor takes within groups. For instance, Carrica noted that humor is an instrument by which social players try to attain purposeful finishes. Foot proposed that, functionally, there are little new practical social talents than humor. If Foot is accurate, then it is necessary for leaders and managers to acquire how to integrate humor into their selection of communication aptitudes. Bob Ross supported the idea that “A leader without a sense of humor is apt to be like the grass mower at the cemetery – he has lots of people under him, but nobody is paying him any attention.”

Every management communication action represents both a duty and a social facet. The useful viewpoint of leadership communication deals with task and social conducts that assist organizations to operate more successfully and proficiently. This practical perception has also been implemented to the usage of humor as a model of communication. Though some have proposed that humorousness is merely a decisive feature of leaders, others have accentuated the useful role of humor. For instance, Benne and Sheats (30) depicted joking as one of the attitudes pinpointing to the corresponding role of group maintenance. Benne and Sheats (30) noted the significance of humor as a leadership function to facilitate the reduction of tensions among group associates. Evidently, humor is an indispensable factor to leaders’ communication preference.

As a way into social power, humor may operate as strength to convey agreement or censure of acts, chiefly disapproval of group norms infringements. By entertainingly providing an instance of unsuitable behavior, humor can be exploited not only to direct behavior, but as well to highlight group values and ethics. It is discovered that humor brought about a social weight on employees to obey the rules inspired employees who were not abiding by work codes.

Plenty of research has inspected the role of humor in increasing consistency among group affiliates. As such, Benne and Sheats (30) proposed that humor might develop self-confidence by reducing social space of group members, by preventing clash, and by supplying familiar basis. They also discovered that persons resort to humor as an implication of support or fondness, and as means to offer new members, a feeling of comfort in the working environment. Pogrebin and Poole (183) offered three roles of humor that function to put up and uphold group unity. Foremost, humor permits group associates to allocate general experiences and to explore the attitudes, views, and feelings of other group members in a non-intimidating style. Humor helps interpret a person’s worry into a group matter, hence strengthening group cohesion. Next, humor encourages social harmony through the joint joking which permits group members to understand that they share a joint perception. This "laughter of inclusion," in addition to humor intended for people outside the set, helps identify social limitations. Third, groups employ humor as a way of communication plan in handling a variety of forces outside their direct power. For instance, "gallows humor" permits group members to laugh at their troubles, representing society and empowering group solidity. Group members exploit humor to convey understanding with each other's affections and to tolerate emotional isolation from a theme by controlling unusual circumstances.

Romero and Cruthirds (58) study suggested that there are diverse humor patterns to involve affiliative humor, self-enhancing humor, hostile humor, mild aggressive humor, and self-defeating humor. Those who apply affiliative humor jokes with others draw them with styles of humor that stresses on improving social communications. Affiliative humor resembles social oil that eases up interpersonal relations and produces an optimistic environment. People with self-enhancing humor have a funny perception of life and are not excessively concerned by its foreseeable misfortunes.

Individuals, who use aggressive humor, regularly try to control others by indirect warnings of mockery. Aggressive humor can be employed to oppress, demean and induce other kinds of belittling. Romero and Cruthirds (58) consider that easygoing aggressive humor can have constructive roles. For instance, their study has determined that viewing other members being laughed at is associated with compliant attitudes, which is positive in unified teams. It moreover tolerates expression of difference and trouble, without unconstructive distress, while the meaning is sent in a teasing manner. People, who develop self-defeating humor, mock themselves in an effort to entertain and they look for recognition of others’. People, who utilize a reasonable quantity of this humor pattern in organizations frequently aspire to diminish their standing level, and try to be more sociable.

In proportion to Brook, it is evident that humor decreases dysfunctional strain. When creating a joke on a nerve-racking condition, one grows a feeling of supremacy and authority over it. Humor drives people to sense that they are brave; without panic, they undergo a bigger sense of power, which is contrary to tense emotions. This state has been demonstrated countless times in movies, in which personalities encounter a lethal conclusion, and fool about their definite downfall (e.g., James Bond).

The humor models recognized previously by Romero and Cruthirds (58) as affilative humor and self-enhancing humor were suggested to be the best approaches to cut strain in groups and organizations based on their study. As they stated, affiliative humor may be executed within a collection to alleviate worry ensuing from demanding occasions, since it crafts a shared environment, in order that anxiety-causing variables are joint, and are handled by all affiliates, so that it brings about a “we are in this together” state of mind, which is positive when reacting to tension. Self-enhancing humor can be predominantly advantageous in cutting down stress, revealing that persons with an elevated sense of humor were more prone to restructure stressful conditions, so that they were viewed as controllable. George Bernard Shaw stated that “If you are going to tell people the truth, you’d better make them laugh. Otherwise they’ll kill you.”

For the last several years, people have deemed humor for a dependable individual attribute (Martin et al 75). In fact, the meaning of humor in western civilization was unconstructive at first, and slowly turned constructive. At one time, it was perceived that humor was a multi-faceted model that embraced lampoons, jokes, wits and irony, amongst additional unconstructive attitudes. Conversely, more than a few research also discovered an incoherent affiliation between humor and psychological wellbeing or reaction to strain. For instance, Crawford scrutinized and revealed that people with a significant sense of humor, were not constantly with less bodily infections and symptoms. Brooks discovered that individuals with a high sense of humor were not regularly providing more affirmative feelings. Neither were they more hopeful, self-accommodating and more in authority of the outside world. Martin et al (75) found that individuals with a high sense of humor do not always exhibit higher interpersonal closeness and an adequate interpersonal bond. Consequently, amongst the distinct humor approaches, there may be some that are harmful for physical and psychological health, and can yet be unsafe and damaging to oneself and others.

Affiliative humor

Affiliative humor is a constructive humor model in support of others. This is a kind of non-aggressive humor. Affiliative humor highlights social relations. It represents a lubricant that can simply facilitate interpersonal weirdness and edginess and encourageeagerness into social events. Likewise, this model ofhumor comprises a positive association with self-worth, optimism, and a positive mood; it is unconstructively connected with tenseness and anxiety.

Self-enhancing humor

Self-enhancing humor is a constructive humor approach in support of oneself. These people possess a humorous outlook toward their existence. Whenever they cope with strain or complexity, they motivate themselves by humor and preserve their affirmative consciousness. It is an emotion-adaptable or receptive defense method. Self-enhancing humor is frequently in a constructive association with self-worth, hopefulness and positive temper; it is an unenthusiastic association with anxiety and apprehension (Martin et al 75). This type of humor deals with strengthening one’s self-assurance.

Aggressive humor

It is an unconstructive humor model, and it is harmful to others. This is detrimental humor founded on the dominance conjecture that the spokesman is superior to the others. It combines humor with mockery, irony and jeer, and it is disparaging to the addressees. According to Martin et al.’s observation, aggressive humor is absolutely affiliated with unfriendliness, aggression, and tenseness, however still to be investigated whether it has a downbeat outcome on the physical and mental health of people (Martin et al 75). Implementing aggressive humor in an organization is intended to maneuver or regulate team associates via one's feeling of dominance.

Self-defeating humor

It is an unconstructive humor approach, and is detrimental to oneself. Martin et al. (75) proposed that this was harmful humor as well. The speaker seems to be over disparaging to himself/herself in order to make an impact on others. This is an unselfish defense method that is likely to conceal negative emotions ahead of conflicts, throughout humor. This kind of humor is frequently optimistically interrelated with melancholy and anxiety, and negatively interrelated with self-esteem, contentment and social support fulfillment (Martin et al 75). Activating self-defeating humor in an organization is intended to follow everyone, and get consent from others.

Crawford considered that humor is a significant facet of manger-follower relations. Directors that employ humor aptly are deemed by their workers as being more relationship-focused. Results in the academic literature are balanced by a surplus of articles in the accepted journalism, which praise the premises of humor for strengthening affiliations, and are also confirmed by numerous examples of eccentric, yet efficient leaders who have tied together the influence of humor, to assemble bonds with their workers.

In accordance with Holmes (119), leaders employ a number of discursive agendas in order to incorporate lots of diverse facets of successful contact in their daily relations. In several workplaces, humor is one of these stratagems: humor is an apparent way of attaining relational action and generates a priceless route of engaging various features of successful control. Humor at some degree, is aimed to entertain at all times, and however also achieves a broad spectrum of further objectives. Research performed by Hay, evaluated discussions among friends and defined three inclusive-functions of humor: (1) to accentuate strength differences; (2) to create or preserve unity within the organization; (3) to supply self-preservation, namely, humor employed in self-protection. 

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