The fun paradox

Abstract

Purpose

Fun means different things to different people and the purpose of this paper is to attempt to answer the question “what is fun at work?”. Given that perceptions of fun differ among people, the answer is that a pluralistic concept of fun best captures different notions of what constitutes fun at work.

Design/methodology/approach

The research combines two separate studies. The first is an in-depth ethnographic project involving interviews, participant observations and document collection investigating fun and humour in four different New Zealand companies. The second study extends findings from the first by specifically asking participants to reply to survey questions asking “what is fun at work?”.

Findings

Currently fun is described in a variety of ways by researchers using different descriptors for similar concepts. Combining current conceptions of fun with the own research the authors categorize the complex notion of workplace fun into three clear categories: organic, managed and task fun. This tripartite conception of fun combines and extends current models of fun and collates earlier findings into a synthesized model of fun. The investigation found that fun is ambiguous and paradoxical which creates issues for both managers and employees. The authors recognize fun as a multifaceted concept and use paradox theory and the concept of flow to theorize the multilateral fun framework.

Practical implications

The authors find significant implications for managers in regards to creating and fostering fun in the organizational context. Differing perceptions of fun may result in misunderstandings that can negatively impact morale and workplace relationships. A wider conceptualization of fun offers potential for more harmonious and productive workplaces and creates a greater tolerance for competing and paradoxical perceptions of fun.

Originality/value

Current literature on workplace fun uses a variety of descriptors of fun and emphasizes a duality between managed and organic forms of fun. In suggesting a new term “task fun” the authors synthesize earlier conceptions of fun to create an integrated model of fun. The model clearly outlines three overlapping yet paradoxical categories of fun.

Citation

Plester, B., Cooper-Thomas, H. and Winquist, J. (2015), "The fun paradox", Employee Relations, Vol. 37 No. 3, pp. 380-398. https://doi.org/10.1108/ER-04-2013-0037