Humour And Its Influence On Organizational Success

Humour refers to a key factor of human interaction and is often used as a multifunctional tool to achieve many objectives. Humour has managed to play a significant role in the workplace environment in several ways. It brings many positive outcomes to workplace relations such as building stronger connections. Not only does the use of humour build stronger connections, but it also assists in building your career, creativity, culture, confidence and overall success within an organisation (Cooper, 2008). However, there are a few negatively used humour styles which can lead to a damaging impact on the organisation. Throughout this essay, the concept of humour and its role in bringing organisational success will be conveyed through the supporting studies as well as the theories presented. Humour is diverse and is commonly used within organisations. Many styles of humour within the workplace can lead to organisational success. These popular types of humour styles include self-enhancing humour, as well as affiliative humour. Affiliative humour is commonly used in the workplace to assist in amusing one another, to facilitate relationships and to reduce interpersonal tension. On the other hand, self-enhancing humour refers to individuals who usually take a humorous perspective of life. They also tend to use it as a tool to cope with stress and tension in the workplace (Galloway, 2010). Controversially, a few negative styles of humour also exist within some firms. The most commonShow MoreRelatedCase Study on Southwest Airlines1272 Words   |  6 Pages1. What role has leadership played in the success of Southwest Airlines? In an era where all the major players in the U.S. airline industry experienced problems, only Southwest Airlines remained profitable throughout that period. This amazing and continued success is attributed to its great leader Herb Kelleher. He has been a very successful leader who knows the employees and marketplace well and can effectively take action for the success of the organization. He applies flexibly to the growthRead MoreContemporary Management Issues9330 Words   |  38 Pagesidentities of workers are intentionally controlled dissent is all but erased from the discursive landscape (Willmott, 1993). The problem with such a pessimistic reading of new management technologies, of course, is the unwarranted exaggeration of the success of management power and the underestimation of the myriad of ways some workers resist corporate control, even under the most claustrophobic hegemonic conditions (Thompson and Ackroyd, 1995). Just because open, overt and collectivised forms of resi stanceRead MoreLeadership Traits And Skills Used While Shaping Their Career2008 Words   |  9 Pagestheir career. Leadership is a heterogeneous process that involves the precise skills and competencies. It is defined as the ability to influence and motivate other people or the groups towards the shared goals (Ames, K, 2015). Understanding the differences between leadership and management is very crucial the leadership can be defined as the ability to influence and motivate people towards the common goal while management comprises of the planning, controlling and directing the group of people toRead MoreOrganisational Culture Cannot Be Managed2339 Words   |  10 Pagesorganisations. Healthy organisational culture is vied as ‘a key to improved morale, loyalty, harmony, productivity, and Ââ€" ultimately - profitability. (Bate 1994). The main reason for such an interest to organizational culture, however, is the desire to understand how it impact organizational change. There is a great deal of discussion of this issue in literature in recent years. The example of British Airways that claimed to have changed its culture from an emphasis on flying routes to an emphasisRead MoreOrganizational Development and Swot Analysis6027 Words   |  25 PagesCurrent Trends in Organizational Development and SWOT Analysis ORGANIZATIONAL DEVELOPMENT i. Organizational Development (OD) is a field of research, theory, and practice dedicated to expanding the knowledge and effectiveness of people to accomplish more successful organizational change and performance. OD is a process of continuous diagnosis, action planning, implementation and evaluation, with the goal of transferring knowledge and skills to organizations to improve their capacity for solvingRead MoreThe Three Skills Approach The Leadership Values And The Environmental Systems1936 Words   |  8 Pagesskills are better able to adapt their own ideas to other people’s ideas, especially when this will aid in achieving organizational goals faster and efficiently. These leaders are more sensitive and empathetic to what motivates others, create an atmosphere of trust for their followers, and take others’ needs and motivations into account when deciding what to do to achieve organizational goals. 1. Human skills refer to the ability to work with people. 2. It is being aware of one s own perspective onRead MoreThe Importance of Power and Politics in Organisation Decision-Making2551 Words   |  11 Pagesrecognises that power exists in many contexts, and can be exercised in various settings. As noted by Cavanagh et al (1981) ‘Power is a vital and ubiquitous reality in organizational life’. 3.2.4. Mintzberg et al (1976) builds on this concept by defining power, within the context of organisational decision-making, as the ability to influence ambiguous situations. Essentially, all situations that require a decision to be made are either resolved through a bureaucratic (structured) process that stipulatesRead MoreSteve Jobs Leadership5606 Words   |  23 Pagestheir leadership( Avolio, alumbwa, amp; Weber, 2009) The definition of ‘leadership’ and why it is important is vary to different people. (Den Hartog amp; Koopman, 2008) defined leadership as whether the leader’s abilities, personality traits, influence relationships, cognitive versus emotional orientation, individual versus group orientation, and/or appeal to self versus collective interests . The objective of this assignment is to analyze and comparing Steve Jobs leadership style and qualitiesRead MoreEssay on Can Managers Influence Their Organisations Culture?2843 Words   |  12 PagesCan managers influence the culture of their organisations? Discuss with reference to at least one example. It is only since the 1970s that the emphasis has shifted from a management-by-numbers to a more people-focused way of managing, in response to various problems that could not be overcome using the prior method (e.g. limitations to the Theory X way of managing, new production methods etc.). Pop-management theorists have since made direct links between an organisation’s culture and its performanceRead MoreWhy Do People Tend to Give Leaders Too Much Credit or Blame for Organizational Outcomes? Discuss Using Appropriate Theories and Examples2825 Words   |  12 Pagesthis essay is to critically evaluate why followers and public give too much credit or blame to leaders for organ isational outcomes. The content of this essay comprises an analysis of what makes leaders effective and how followers view the leaders’ influence on organisational outcomes. I will discuss a number of theories (attribution, contingency, initiation and consideration) and examples of leaders from international organisations; including James Burke Chief Executive Officer of Johnson and Johnson

Importance of Communication During the Analysis Phase of Software Deve

Question: Create an post in which you analyse the importance of communication during the analysis phase of software development. Answer: The entire aspect of any project is characterized and driven mainly by the course of its communication and its importance during various activities. During this phase various stake holders should be able to communicate all their requirements to their analysts, external stake holders and most of the times to their internal stake holders as well who take a lot of decisions related to the finalization of their projects. In this article we would discuss about the importance of communication during the analysis phase of software development. Most often people are associated with various official duties which is dependent on the career paths which they choose and most often the organizations are into various international projects related to software development in which various roles are generally a part of like analysts, software engineers, software developers, program managers, project managers and support employees who are involved in training and other activities (Robinson, K. Schmidt (Eds.) nd). There are various types of communication barriers in the present scenario which cause a major delay and failure in the software projects (Curtis et al 1988). This has been proved in all the different types of socio technical settings environment where software development is a major part of the projects. The organizational domains where in the software development is made an essential part are generally very intricate where it is difficult for the employees of the domain organization and the software organization to understand the requirements completely. Software specification document like the RFP might be so complicated that it could be difficult for the software development team to understand the requirements most of the times as well (Gotel, O. and Finkelstein, A 1994). One way communication channels and in efficiency in terms of team coordination could be the other reason for maintaining the communication effectively in the process (Curtis et al 1988). An implicit over the wall model exists in almost all the software development projects where the specifications and their related communication is thrown over the wall and the other teams would receive it and are generally waiting for it without any proper communication passed between each other. There are 2 specific solutions to tackle this issue like the first one is the emphasis of the development of notations and effective electronic repositories. In this model the communication is noted down and is documented and it can be shared as it is saved in the repository. In the second model the importance of contact between the development team and the other stake holders has given rise to practices like participation activities and ethnographic methods which have a dependency on the teams however might solve the issues atleast to some extent (Mintzberg, H 1979). References Mintzberg, H. (1979). The Structuring of organisations. Prentice-Hall. Robinson, M. and Bannon, L. (1991). Questioning Representations. In L. Bannon, M. Robinson, K. Schmidt (Eds.), Proceedings of the Second European Conference on ComputerSupported Co-operative Work (ECSCW-91), 25-27 September, Amsterdam, The Netherlands. pp. 219-233. Curtis, B. (1990). Empirical Studies of the Software Design Process., In Diaper et. al. (Eds), Human-Computer Interaction - INTERACT '90, Elsevier Science Publishers, North-Holland. pp.35-40. Gotel, O. and Finkelstein, A. (1994). An Analysis of the Requirements Traceability Problem., Proceedings of the First IEEE International Conference on Requirements Engineering, Colorado springs, 18-22 April. pp.94-101.