1.0.

INTRODUCTION: Workplace Humor a form of emotion is an important contributor to group productivity because of its positive effect on a variety of factors relevant to management such as group cohesiveness, problem solving, exercising discipline, leadership, teamwork, communication reducing stress, social order, employee retention and reducing conflict, communication, and creativity. More recently, a limited number of empirical studies in the field of management have been conducted which indicate that Humor in the workplace has a positive relationship with performance and is associated with leadership effectiveness. Humor is particularly relevant to the modern workplace. Todays workforce is noticeably different from the past. Today employees expect work to be enjoyable, younger workers in particular, want to have fun at work and are more likely to leave firms when work is boring. Not only do todays employees expect the workplace to be fun, but more and more people are employed in jobs where creativity, successful teamwork and collaborative problem solving are required as opposed to relatively mechanistic task productivity. It is well documented that teams are an integral part of the competitive advantage for many firms. Consequently, managers and employees, especially those working in knowledge-intensive industries, require a variety of tools in order to motivate, resolve conflicts with, and inspire their fellow coworkers and team/group members. These groups/teams are a source of knowledge, innovation, and synergy that is hard to replicate ( D.L Collinson 2002, p. 272). Therefore, finding ways to keep teams/groups intact is of value to management. Humor also creates a positive mental state that serves as a social bond. When Humor is used in groups, people experience positive affect which facilitates more efficient and effective social processes. Efficient social processes require less energy and effort to establish a social bond and effective social processes are more likely to achieve a social bond. Since social processes are an important prerequisite to team performance, it is believed that Humor contributes to group effectiveness through multiple variables (D.L Collinson 2002, p. 272). In the perspective of Bangladesh the concept of Humor management is very new, many organizations managers are very much unaware of its presence and are unaware as to the way it can impact an organization. But as knowledge workforce and the youths are entering the job market of Bangladesh the concept of Humor management is also being prevalent and is being
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adopted in a slow incremental process. So to check out the presence of Humor and emotion management in an organization in Bangladesh we chose NTV media channel as our organization. NTV is a Bengali language satellite television channel based in Bangladesh. It started operation in 2003. It is one of the most popular Bengali TV channels in the country (NTV Bangladesh 2013). In the anniversary of the channel, the founder expressed interest in creating NTV2 to satisfy the watchers further but was unable to do so due to political and legal issues. The channel broadcasts coverage of news, soap operas, educational, religious and politics related programs. The current chairman and managing director of NTV is Mr. Alhaj Mohammad Mosaddak Ali. The reason behind choosing a television channel is that because we believe that employees in the media sector are one of the most interactive sorts of employees and most importantly the job itself demands it to be very interactive. This interaction is not only just between the employees, but some employees also interact with the customers (in this case the viewers), which leads to the presence of emotion labor within the organization. Employees usually work as groups, teams and units (news, cover story, reality shows, award functions etc.)in such organizations to do a particular task, and when these people gather to do such tasks there is often bound to be presence of Humor (joking, teasing, laughter, parody etc.) within these groups of people, not only that but this presence of Humor and continuous interaction sometimes also tends to build emotion attachment amongst employees, and so we discuss in detail about workplace Humor and its management and about the beneficial and non beneficial effects of workplace Humor in our report discussed further.

1.1. OBJECTIVE: Like every project and report this report too has its objectives. Our first and one of the most important objectives is to have and portray a detail understanding of Humor and emotion management in an organization. This is a new topic which many of us are not quite familiar with, and is getting a lot of recognition importance these days especially considering the intense competitiveness and uncertainty of the work environment. It is very imperative of us to know as to what workplace Humor is and its history and how it came to play a major role in an
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organization. Our second objective is to understand emotion labor and its presence in NTV media. Our third objective is to find the prevalence of Humor and emotion management in NTV media channel and find out relationship between managers and subordinates in Humor exchange. Our fourth objective is to prepare a questionnaire and analyze the student view point and attitude on Humor and emotion management. Our fifth objective would be to note the advantages and the disadvantages of Humor in the organization.

1.2. Scope: Our main scope of the project is to find out the student of North South University viewpoints and attitude over Humor and emotion and also to better understand Humor in the workplace and its implication.

1.3. Methodology: For the methodology for our project we have interviewed Mr. Ratin Ahmed the HR manager of NTV media. His interview is our primary source and our project highly depends on this source. It was through his insights and HR expertise we were better able to understand the situation and presence of Humor in the organization. During the interview we were also introduced to three officials/staff whose viewpoints too were of great help to the project. For a better understanding and to locate common grounds we had an informal chat through the phone with a reporter who is a cousin of a friend of ours from a different television media channel (channel 71). This informal chat with the reporter of channel 71 did really help us get some common grounds with NTV from which we got a feeling that most of the television media channels organizations have the same view points on subject to Humor and emotion management. To give our work more credibility we developed a questionnaire for the university students of a sample size of 50. The sample sizes were mostly students who were in their final year before graduation. We made questionnaire for the university students because after all it is these students who are going to enter the job the market soon, and as mentioned earlier that it is the youths that are entering the job market these days and so it would be very helpful to know
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about the importance of Humor and emotion management in the organization they hope themselves to work in. Apart from that the questionnaire will also answer question like whether they believe Humor in the organization have positive impact or not. Our secondary source of work includes cases and researches on the given topic obtained through our faculty and also through websites which have been which have been helpful to the working of our project.

2.0. LITERATURE REVIEW: Major JE a faculty of Nursing, University of Manitoba, Winnipeg, Canada, published an article and did some research in 2008 on the topic entitled The sustaining value of Humor: from critical care to comfort care. The main abstract and objective of his research were: To identify commonalities in the findings of two research studies on Humor in diverse settings to illustrate the value of Humor in team work and patient care, despite differing contexts. Humor research in health care commonly identifies the value of Humor for enabling communication, fostering relationships, easing tension and managing emotions. Other studies identify situations involving serious discussion, life-threatening circumstances and high anxiety as places where Humor may not be appropriate. Our research demonstrates that Humor is significant even where such circumstances are common place. His Method: Clinical ethnography was the method for both studies. Each researcher conducted observational fieldwork in the cultural context of a healthcare setting, writing extensive field notes after each period of observation. Additional data sources were informal conversations with patients and families and semi-structured interviews with members of the healthcare team. Data analysis involved line-by-line analysis of transcripts and field notes with identification of codes and eventual collapse into categories and overarching themes. His Results: Common themes from both studies included the value of Humor for team work, emotion management and maintaining human connections. Humor served to enable co4

operation, relieve tensions, and develop emotion flexibility and to 'humanize' the healthcare experience for both caregivers and recipients of care. His Conclusions: Humor is often considered trivial or unprofessional; this research verifies that it is neither. The value of Humor resides, not in its capacity to alter physical reality, but in its capacity for affective or psychological change which enhances the humanity of an experience, for both care providers and recipients of care. Relevance to clinical practice, in the present era which emphasizes technology, efficiency and outcomes, Humor is crucial for promoting team relationships and for maintaining the human dimension of health care. Nurses should not be reluctant to use Humor as a part of compassionate and personalized care, even in critical situations (U.S national library of medicine 2008).

3.0. ANALYSIS: 3.1. What is workplace Humor? Workplace Humor refers to role Humor (jokes, laughter, teasing, etc.) in a workplace. It has become a very popular topic and has gained a significant amount of attention for the past three decades. Today workplace Humor play major role in an organization. A considerable number of studies now reveal that Humor, jokes and laughter is a pervasive feature of organizational life, being present virtually everywhere that people gather to earn a living. Earlier it had been the custom to regard jokes and Humor a superficial phenomenon in the organizations life, but today jokes that are told or shared with employees in an organization reveal and tell a lot about the organization, its management and its culture. Apart from that Humor also have positive connection with organizations productivity, negotiation, problem solving, exercising discipline, empowerment, reducing stress, team building, social order, employee retention and reducing conflict. It also acts as smokescreen through which people can express and convey deeper feelings and views. Management of Humor as a function within the organization only really occurred during the twentieth century, but has had its social presence within an organization from a very early period in history. Management is referred in the broad sense of those in

positions of power and authority who have the responsibility for social control and organization in specific contexts. A small number of studies suggest that Humor and laughter can facilitate the exercise of power and managerial control (D.L. Collinson 2002, p. 278). Joking is often found to be a privilege to those in authority and managers, since they can use Humorous situation to clarify status and power relations. On the other hand in presence of superiors, subordinates tend to refrain from joking and are in dilemma weather the joke would be appropriate or inappropriate and thus they suppress it.

3.2. A Brief History on Humor management Early to mid twentieth century it was seen that Humor and jocularity in an organization was considered uncivilized or dangerous and if we go even further earlier in history Humor and jocularity was even considered to be a sin in some cases. Suppression of Humor and jokes was taken very seriously at the time. During the building of the great Pyramids of Giza or the Great Wall of China it was clearly very noticeable and understandable that these mega constructions was backed up by a very organized management. There were literally thousands of people working on the projects, there was the engineers, supervisors, constructors, and most importantly there was the manual laborers, so it was seen that for the manual laborers joking was often a means of coping with deskilled, high pressure or physically dangerous work, joking and Humor amongst these workers were a very common phenomenon but the educated and the wise saw this thing in a different perspective and so they believed that Humor and jokes were something that was done by the lower class people. Even great philosophers like Plato and Aristotle argued that amusement caused people to lose control of their reason and thus to act in a less human way. Plato prohibited laughter in his academy and Aristotle associated laughter with vulgarity and lower class. During the sixteenth and seventeenth centuries in Europe religious and moral groups in particular, condemned and censored the traditional forms of joking of the lower class (D.L Collinson 2002, p 275). While medieval Catholicism had embraced both the solemn and the comic, this mixture of laughter and religion was increasingly frowned upon, there was to be no laughing in church. This repression of laughter in the
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sixteenth and seventeenth century was considered a part of the wider civilized process and this civilized climate became a central feature in the management of a particular kind of middle class social identity displaying dignity and authority, encouraging deference from others and distinguishing the elite from the vulgar (D.L. Collinson 2002, p 275) As time passed this foregoing attempt to control and suppress Humor proved to be futile and in the longer term produced a counter-response. The people responsible for this era of suppression were ridiculed for their gloomy demeanor and their views on Humor and laughter. These developments demonstrate how Humor suppression often has the opposite effect to that intended. This opposite effect could also be demonstrated from simple observation, for example, when you tell a stubborn child to not do something the child usually end up doing that thing even the more. This opposite effect was also seen in government organizations. For example, the Nazi regime attempted a systematic prohibition of critical forms of Humor, both in Germany and its occupied countries. Hitler made anti Reich jokes a criminal offence. Satirical books were censored, banned and burnt. Political jokes were concerned a direct attack on the government and perpetrators were arrested, imprisoned and some cases killed. This led to officials being very careful about making jokes but also it also led to formation of underground clubs and bars where many Nazi officials expressed anti government jokes in private, and in art, poetry and cabaret routines. As large scaled organizations developed towards the end of the nineteenth century, management emerged as a distinct occupation. Concerned with maximizing profit, sales, negotiation, rationalizing, and centralizing the organization but even then the professional managers stuck their religious value of the day and considered workplace Humor to be a threat to production, and commercial interest which was a part of some major organizations work ethics. Ford motor company which was led by the one of the most influential businessman of the century Mr. Henry Ford followed this culture. In the 1930s and 1940s managers of Ford motors viewed laughter as a disciplinary offense, they prohibited workers at the River Rouge plant from talking with colleagues, even at lunch breaks, and treated humming, whistling and even smiling on the job as misconduct. There were many cases where employees were sacked for these matters during that period. This tight managerial discipline and actions reflected the overall philosophy of the organization and of Henry Ford
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who had stated that when we are at work we ought to be at work. When we are at play we ought to be at play. There is no use trying to mix the two (D.L. Collinson 2002, p276). The managers at BBC too followed such rule and have continuously censored radio and television Humor (both during the world war and post world war period). Senior managers became so obsessive about maintaining their censorship policy that they took serious measures and actions on those violating the policy. But this policy generated considerable amount of resistance on both BBC and the Ford motors. Studies showed a very good link between Humor and sabotage and so from the mid 70s onwards both these organizations and many other organizations gave in and so workplace Humor was and is actually encouraged today within the organization as it showed great positive connection with the organizations productivity and profitability. It started playing a major role in an organization because from the 70s onwards business organizations environment got very competitive, intense, huge, and stressful, so to remain competitive organizations started giving importance to employees needs, and so to reduce stress, tension, conflicts and most importantly to have a higher employee retention the organizations started adopting Humor in the organization. Even in Bangladesh workplace Humor is getting kind of common and is being infused as the part of the organizations culture. As more youths are being involved in the job industry having a good sense of Humor in the workplace is quite accepted by them, provided the task/work is done on time. Though workplace Humor and its management is not quite forward and advanced than many western countries, it is making a lot of progress in this field and it is expected that the HR managers role in such matters are going to be crucial in understanding and managing Humor in an organization in the future.

3.3. What is emotion and emotion labor? Emotions have been described as discrete and consistent responses to internal or external events which have a particular significance for the organism. Emotion as a subject is very vast and is a major topic of the psychology, neuroscience and the sociology department. The presence and importance of emotion in the organization have been recognized not very long
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ago, earlier during the eighteenth and nineteenth century an organization was usually product oriented and employers gave little concern over the feeling and emotions of an employee. Work was very mechanistic and physically laborious and the employers exploited its employees as much as possible for profit. But after world war two organizations started seeing some changes service oriented industries started entering the market and today the service sector play a major role in the economy. This service sector thus started giving importance to emotions both to its customers and also its employees. Since the service sector required a lot of interactions and the employees needed to have a very strong interpersonal skills to survive the intense competition a new concept of emotion labor emerged. When an employee engages in emotion labor, the employee controls his/her feelings to fulfill the goals and expectations of his/her organization. From a practical standpoint, this means that the employee either (a) express only positive feelings, or (b) hide or manage negative feelings. To deal with negative emotions, people tend to do one of the following: (a) Show emotion they don't really feel. (b) Hide emotion they really do feel. (c) Create an appropriate emotion for the situation. But then when you continually need to show only those emotions that are appropriate for the job, despite how you really feel, this can often lead to emotion conflict between your real emotions and those you show to others. This can be a problem because emotion conflict like this leads to emotion exhaustion and burnout for workers - and that hiding your emotions on a regular basis leads to high levels of stress and even a disconnection from close personal relationships. In case of NTV, emotion labor plays a big role. There are people who host programs and shows in front of the camera for its viewers and regardless of their personal feelings and mood of the day these people must engage themselves in emotion labor such as smiling, expressing positive emotions, and saying things as intended to fulfill the goals and expectations of the organization. Now NTV has no initiative or programs to manage such emotion labor issues because they believe it to be a part of a persons profession, and so those who mix emotion labor with their respective personal emotion is not worth the job. Though this is not a right approach to manage emotion labor our recommendations as to what steps NTV can take to better manage emotion labor is mentioned the recommendation section of the project.
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3.4. Humor exchange, suppression and emotion involvement in NTV Now NTV is very much aware of the impact of Humor in the organization. In fact Humor and comedy plays a major role in increasing their viewership which is evident during the festival of EID where 80-90% of their programs tend to be comedy and funny. During an interview with Mr. Ratin Ahmed the HR manager of NTV, he told us that though there is a presence of Humor in the organization. The intensity of Humor and fun varies from team to team or unit to unit. Like, the team in the news (specially the inbound employees) unit exchange less Humor with their superior, as they are the busiest unit in the organization. Being the busiest unit, the employees involved in the news unit are always preoccupied in meeting a deadline and since news tend to be sensitive in nature, we believe, that the employees tend to suppress Humor and maintain a sense of professionalism within the organization. On the other hand units and team involved in the reality shows tend to engage themselves more in Humor exchange with their superior. Employees are freer with each other and the suppression level is less. Considering the level of interaction, teamwork and involve of employees on a particular task it is quite common and natural for male and female employees to get emotionly involved. During the interview with the HR manager, the HR manager told us that he personally knew 3 couples who were married during their career in NTV and are still an employee in NTV, and is quite confident that many of its employees are emotionly involved. According to him this emotion bonding and involvement does not bother him or the organization provided their personal issues do not affect the organizations work and commitment to certain task. This means that the employees must play a bigger role as an emotion labor in the work environment.

3.5. Questionnaire analysis We conducted a survey of 50 students to get their insight about Humor and emotion management. These 50 students are mostly the students who would be going to do their internship program in 2-3 semester time or students who would be entering the job market soon. (mostly students from 2010 or earlier batch) We found out that 94% of the students
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would like to work in an organization where there is a prevalence of fun, jokes and Humor in the workplace and the remaining 6% were against workplace Humor. As youths tend indulge themselves in Humor, it is quite expected that the majority would support workplace Humor. Though 94% of the majority favored workplace Humor, this majority decreased to 82% when they were asked the question whether they would like their supervisor to be liberal/free/open to fun, jokes and Humor. This decrease has probably been because the remaining 18% of the students feel that a supervisor practicing workplace Humor with their employees lack leadership qualities and is thus not a good leader to work under. When asked whether they would like to participate with their supervisor in exchange of Humor, 66% of the student supported the notion and the remaining 44% were against it. The reason could be that many of the students felt that as a new employee they should be very careful in using Humor with their supervisor because there is always a possibility of offending the supervisor which could be a problem to the student career and thus these 44% of the students chose to suppress Humor in the workplace. From the questionnaire we saw that 100% of the students agreed that workplace Humor have both positive and negative impacts on the organization. Out of the various positive impacts students were given in the questionnaire, students preference of positive impacts were productivity (with the majority), employee satisfaction, team work, and reducing conflict, with equal and minor preference on employee retention, motivation, and stress release. Out of the negative impacts majority of the students suggested that Humor could offend an employee with quite a large number of students also agreeing that it could make employees less goal oriented. Apart from that 8% of students mentioned that Humor could also impact leadership capabilities. We got mixed reviews, when we asked whether a student would like to be emotionly involved with the person opposite their gender or not. 62% of the student agreed to the notion and the remaining 38% agreed against the notion. Some agreed to the notion saying that it made life easier and some did not agree saying that it would affect productivity. We also found out that 40% of the students were so confident about their sense of Humor that they should be evaluated on a performance basis in the organization. This is something we are against because we think it is not a good idea for employees to be evaluated on the basis of Humor because after all not everybody has a sense of Humor, and not
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having a sense of Humor does not mean that the employee is not valuable to the organization. Moreover Humor varies from person to person what is funny to someone may not be funny to others, so evaluating a person on their sense of Humor would simply be unfair to the employees. But these 40% of the students who were confident on their sense of Humor decreased to 6% when we inquired whether they would like to work in an organization that provides a good salary but strictly prohibits Humor in the workplace, because 34% of the student out of the 40% and a mere whole of 94% of the students chose to continue work in such organization and the remaining 6% chose to never apply for that organization. From which we can say that even though students would like the presence of Humor in the organization they would still prefer to work in an organization that gives monetary benefit to them over the presence of workplace Humor in the organization. 3.6. Impacts of Humor in an organization 3.6.1. Productivity: Humor and emotion management has a high impact on productivity. Humor encourages productivity. It builds momentum for organizational change and reinforces a sense of belonging to something worthwhile. People who are high on Humor tend to be successful in the workplace. They are encouraged to do more work. During these stressful economic times, both employers and employees, alike, can benefit from infusing a lighter tone into work situations. It can help make teams more collaborative and productive. A survey sponsored by an international temporary service agency found that U.S. executives believe that people with a sense of Humor do better at their jobs, compared with those who have little or no sense of Humor (Michelle Singletary 2013). In fact, a whopping 96 percent of those surveyed said people with a sense of Humor do better. Now since NTV claims that its employees and it organization are exposed to Humor we can say that workplace Humor increases their productivity. 3.6.2. Stress reduction: Humor and emotion management also has an impact on stress reduction. A nationwide study of 1,000 Australian employees revealed a growing number of workers were turning to Humor to help cope with the stresses of the modern workplace. The survey found that 80 percent of
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the Australian work force regularly incorporated laughter into its daily work routine to combat work-related stress (Lighten up: Humor in the workplace, n.d.). A laugh, a smile, or a goodnatured joke can be just what it takes to ease stress and tension. It makes our work more fun and our interactions with others more enjoyable and memorable. Humor is good for us. It helps decrease our stress level while helping us gain perspective on the issues with which we're confronted. Sometimes, it's in our Humor that we gain new insights into problems that we're trying to solve. A light-hearted approach also benefits others. When a leader sets the tone, he or she makes it "okay" for others to do the same. According to NTV employees, we came to know that Humor reduces stress in the workplace.

3.6.3 Leadership: Humor and emotion management do have effect on leadership. The accounting and finance staffing company Robert Half found last year in a survey that people love a leader who can laugh. Sixty-five percent of workers surveyed said it was very important for managers to have a sense of Humor. Great leaders do have good sense of Humor. It encourages your co-workers. Given our current state of world affairs, tough economic times, and the challenges that come with being a leader, a sense of Humor can make all the difference - to you and to others. It's not about making light of serious issues. But there is a time and place for Humor. And, a leader who knows how to use it in appropriate ways will be respected by others. One trait that consistently ranks highly among the most admired leaders is theyre confident enough to poke fun at themselves. When leaders understand the difference between false humility (self-serving) and authentic self-deprecating Humor (benefiting others) things quickly transition from awkward to funny. Smart leaders have long recognized the best punch line themselves (Lighten up: Humor in the workplace, n.d.).

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3.6.4 Communication: Poor communication may be the single most cited cause of interpersonal conflict and lack of group productivity. Since communication is the vehicle by which group members interact with each other, create goals, plan strategies, and critique ideas, it plays a critical role in both group productivity and overall group effectiveness. Humor helps to ensure good communication by inducing positive effect, which in turn makes people more receptive to the receiver and message. Humor also has the potential to make a message more inherently interesting, thus increasing listener attentiveness and reducing the need for repetition and additional explanation. Humor can be used to break down power structures that symbolically separate management and employees by improving communication. Additionally Humor decreases the social distance between supervisors and subordinates. We suggest that the reduction in social distance that results from Humor use facilitates closer relationships between leaders and followers. This encourages free and more open communication within the group, which is appropriate with high group performance. Improved communication effectiveness will lead to fewer misunderstandings and a freer exchange of information. Humor improves the quality and increases the frequency of inter-group communication concerning negotiations, clarification, information gathering and sharing, and can improve performance.

3.6.5 Exercising discipline Humor plays a major role in exercising discipline within the organization because sharing Humor creates a precedent of agreement between two individuals. Consequently, by initiating a flow of agreement, Humor can make persuasion easier. In other words, if one agrees with someones Humor by laughing, agreeing with serious messages later on would maintain the trend in agreement. Ironic and self effacing forms of Humor in particular have been shown to increase persuasiveness, due in part to the healthy work climate and positive affect that are created by the successful use of Humor and the reduction of feelings of punishment and blame (Eric Romero, 2008).

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3.6.6. Conflict reduction: Humor and emotion management also have impact on conflict reduction. Conflict could arise in any organization; in fact it is a basic phenomenon for conflict to occur in the organization. It could occur for a vast number of reason and could occur between colleagues who have been working and known each other for a very long time. In situation like this a good manager knows that instead of making things more worse he/she could reduce or stop the conflict with the use of Humor because after all these employees are working towards the same goal. 3.6.7 Motivation: Humor and emotion management do have a huge effect on motivation. It affects the employees positively. When there is a presence of workplace Humor in the organization it is generally seen that employee of the organization are usually motivated to work because they believe their work to be fun, and this work environment always keeps employees in an anticipation that something fun is going to happen every working day. This sort of environment makes employees more motivated to work and leads to goal achievement and ultimately productivity. 3.6.8 Team work Teamwork impacts group performance by their effect on group member attitudes and behavior such as goal commitment, group cohesion, communication with other group members and development and enactment of task appropriate strategies. We believe that group culture and shared group goals in particular will be positively impacted by the use of Humor within groups. Humor in the form of joking and teasing, serves as a foundation of group culture. Humor can be used to communicate values, beliefs, expectations and other important elements of a groups culture. Humor can also be used to indicate the appropriateness of behavior patterns and therefore aids in the development of clear group norms. For example, inappropriate behavior might become the focus of harmless jokes and teasing, thereby indicating that the behavior is inappropriate (Eric Romero, p 403, 2008). Humor in team also brings about equality amongst group members. For example, telling a funny story about a leader of the organization leads to a
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shared view of the leader. Additionally, if the leader tells the story, this aids in creating a norm emphasizing that we are all human here, we are all allowed to make mistakes. When people feel a common emotion interpretation, its effect is strong and long lasting (Pescosolido, 2002). The positive emotions that successful Humor engenders provide the basis for shared emotion interpretations and therefore contribute to a strong organizational culture. Strong groups are characterized by high morale and cohesion, little social distance, good communication patterns, and strong social bonds which is what Humor tends to provide within a group.

3.6.9. Employee retention/reduced turnover We know that workers who experience positive relationships with managers and co-workers will be more likely to be satisfied with their workplace, and consequently less likely to voluntarily seek employment elsewhere. More recently, researchers have uncovered relationships between organizational turnover and workplace stress, negative effect in the workplace, and poor relationships with co-workers (Eric Romero,p 404, 2008). Employees who experience Humor on the job have less work related stress, experience more positive emotions while at work, have a positive relationship with their leaders and fellow group members, and are therefore less likely to leave the group.

3.6.10. Employee Satisfaction Ultimately when an organization and its employees benefit from the above mentioned point with the use of Humor, it is quite expected that employees of such organization usually tend to be satisfied.

But then again Humor too has its limits and could acts as a double-edged sword because what is funny to one person is not necessarily funny to another. Some Humor can be seen as an attack or a put-down. Humor can also be used as a way to deflect criticism or to diminish or devalue a critic or opinion, and this devaluation of critic and opinions could prove to be costly to the organization in the future. Sometimes Humor could also offend someone without any intent, specially on sensitive matters such as religion, race, gender, and physical attribute.
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When this happens then the organization could be in a problem because Humor over sensitive issues could really tick an employee or a group of employee and could actually increase conflict within the organization. Sometimes such negative Humor could also lead to the firing of an employee if things go out of hand or it becomes totally unacceptable to the organizations culture. In certain cases if an employee feels violated the employee could sue the responsible person for such violation or the organization, and involve organizations in expensive law suits, (especially in the western countries) which could then give a negative image to the organization. Sometimes excessive use of Humor by superiors could also lead to employees taking work and their superiors for granted thus making them less goal oriented.

4.0 FINDINGS: Analyzing our project, we first understood the meaning of workplace Humor with relevance analysis from the historical perspective, as how earlier in history Humor in an organization was not accepted but as time passed and economic pressure and competition escalated, workplace Humor got recognition for its positive impacts in the organization in such a time. Since our organization for the subject was NTV media channel we confirmed our analysis with the presence of workplace Humor and emotion within the work environment and how it varies from unit to unit. Our analysis also confirmed the presence of emotion labor within the NTV organization. We conducted a survey of 50 students of North South University and concluded that though students would like the presence of Humor in the organization it is not a necessity because majority would still take up employment in an organization that strictly prohibits workplace Humor but provides good salary. We also further analyzed about the advantages and disadvantages of workplace Humor in an organization.
5.0. RECOMMENDATION:

Though Humor usually tends to impact the organization positively and the HR manager of the organization too has also agreed to its positive impacts, we believe that an organization and management should not only give importance to the positive impacts but should equally give importance to the negative impacts. Management should discourage negative, oppressive
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Humor within the organization and should be all ears to recognize, monitor and control such negative or oppressive Humor. For monitoring of such matter a manager should himself/herself be very interactive with the employees and engage themselves in Humor with the employees and also create an atmosphere and attitude towards employees so that they can interact and participate more freely and equally with their manager in Humor exchange, without having to suppress it. NTV should also give importance and consider the emotion labor the employees go through so as to not to overburden employees with emotion labor and bring dissatisfaction to its employees.

6.0. LIMITATIONS: During the course of the project we had some limitations which did not bring the desired effect that we hoped for. The first and foremost limitation was the current situation of our country. As our country is having some major political crisis and situation, the officials in NTV have been very busy behind this topic. Considering the amount of strike and political unrest in the country and NTV being a media channel which was all worked up busy covering the issue, it has been very difficult to get an interview with the HR manager of the organization. This issue also had an effect on the time constraint, due to the busy schedule of the HR manager of the organization our time frame of the interview was very brief and limited and considering the uncertainty of the strikes and the busy schedule it was very difficult for the HR manager to set up a proper appointment date and time for extensive research. The situation of the country and the time constraint also greatly impacted our methodology because our secondary source of information was intended to prepare questionnaires for the different working units in the organizations working on specific program tasks (news unit, reality show unit, music show unit, etc.). From this we wanted to figure out which unit has greater presence of Humor and which unit has a greater exchange of Humor between supervisor and subordinate and also the level of suppression of Humor and relate to the units success, productivity and employee retention in each of the units. By doing this we expected/tried to have a better understanding and presence of Humor and emotion but due to the limitations mentioned above and the project deadline nearing such analysis was rejected. Another important limitation is the validity of the student
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response in the questionnaire is doubtful, which could prove conclusions to be different form ours.

7.0 CONCLUSION: Most people spend a large portion of their time in groups of various sorts, whether those are work groups, social groups, etc. Understanding both interpersonal and intergroup relations is imperative to successful management and Humor is a major component of these relations. Though Humor has had an ambiguous presence in an organization it is time for HR managers in Bangladesh to give recognition and importance to Humor and its capability to positively impact the organization.

8.0. FUTURE RESEARCH: There is a vast opportunity for research and analysis which could be taken on regard to Humor and Emotion management. Since it is a sort of new topic in the perspective of Bangladesh, Humor and Emotion management could be a very good and interesting subject of research. Research could be done on the various industries in Bangladesh, specially industries with a decentralized structure or industries with young workforce and find out the presence of Humor and emotion in the organization and try to find relations with the organizations outcome. Even from our project a good analysis on a macro level scale could be done on the media industry. Surveys and extensive research could be carried out in the different various units that each media runs by and find out the prevalence of Humor and emotion in each unit and also find out the level of suppression of Humor in these units and try to relate in with the units efficiency and performance. Do this with the major media channel companies in the industry, and overall try to determine if these companies productivity, output, employee satisfaction, employee retention, teamwork and motivation have any link with the Humor practices in the workforce and rank them accordingly to the level of performance within the industry.

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