FUN IN THE WORKPLACE

Ashley Wickman
Wayne State University
Dec. 11, 2017
 Fun in the Workplace 1

Table of Contents:
Summary…………………… pg. 2
Theory on Fun……………… pg. 3
GM, A Workplace of Fun.…. pg. 3
Implications………………… pg. 5
References…………………... pg. 6
 Fun in the Workplace 2

Summary
” If companies don’t genuinely act to become an employer of choice then good employees will
simply vote with their feet and move to a forward-thinking employer who offers them what they
want,” Dr. Tim Baker of the international institute of directors and managers (IIDM). To be an
employer or workplace of choice is to entice the employees with the benefits and perks that they
want which competitors are not offering. Many companies chose to show that they are a
workplace of choice by being diverse or offering a higher salary. Other companies are becoming
this by bringing fun to the workplace. This is most clearly demonstrated in a company such as
google which has themed office rooms, unconventional office furniture, and many places and
things to do that do not involve actual work. Such differences are expected in a company like
google, but what about other more traditional companies, such as General Motors (GM)? A
theory by Aldag and Sherony (the Fun theory) on employees differing views on fun in the
workplace will be analyzed, explained and applied to GM, after which the implications will be
considered.
 Fun in the Workplace 3

Theory on Fun
Most would agree that not everyone enjoys the same things, that not everyone has fun doing the
same things. However, the average joe would believe that we all view and think about fun in the
same way. Researchers, Aldag and Sherony, found that there were three key elements of
employee’s thoughts towards fun at work;
1.) Appropriateness - Different locations and environments are more or less conductive for
having fun in different ways. For instance, companies that are more attractive to family oriented
workers might hold a work sponsored family picnic while companies with a higher rate of young
graduate employees are more likely to sponsor or encourage an outing with coworkers at a bar.
2.) Salience or the importance an individual places on having fun at work - Some need to have
their work be enjoyable while others view the two concepts as completely separate from one
another.
3.) Perceived consequences of fun - Some activities are more conductive to bringing coworkers
together such as team building creative games such as Pictionary. At the same time this can
foster a negative outlook as a result of competitiveness. Furthermore, work oriented employees
can view such activities as disruptive and the very opposite of fun if forced to participate.

GM, A Workplace of Fun?

GM is a well-established company that has been employing hundreds of thousands of employees
since it was founded in 1908. For a long time, the draw to the company for many employees has
been the company’s reputation. When it comes to the work environment, it’s rather traditional
with many cookie cutter cubicles. However, with Generation Y’s increased interest and demand
for workplace fun in comparison to the older generations, GM has made attempts to add
something fun for the workers (Young, Junehee, and Wansoo).

What the Public Knows

When GM discuses workplace of choice, they often bring up their diversity and high
rating gender equality within the automotive field. Advertising as a job opportunity for
potential employees also highlights these points. While these are commendable attributes,
they do not necessarily say, “Hey, this is a fun place to work.” Those looking for fun in
connection to GM will find little to nothing in their search. One such search, lead to the
discovery of a GM sponsored event that happened this past September called Makers
Hustle Harder (www.evensi.us). The event is a hacker’s night open to the public, as well
as employees, though employees are exempt from participating in competitions as,
should they win, it could be viewed as favoritism or a false competition. Employees are
neither encouraged nor discouraged to attend the event, but the event was not created
with GM employees in mind. To find out about GM’s attempts to bring fun to the
employees, one must know and ask to a current GM employee.
 Fun in the Workplace 4

What an Employee Knows

After speaking with a current employee of GM, and my father, Robert Wickman, I was
able to discover what solutions GM offered its employees to the workplace fun question.
According to him, GM started only a few years ago by creating a game room which had a
few video game consoles that employees could play freely. However, complaints were
filed that employees who were using the game room, were not completing their work in
favor of spending more time playing video games. Thus, the decision was made to move
the gaming console to the cafeteria and limit the allowed time to play to during employee
breaks. Once again, complaints were filed, though they were now stating the gaming was
disruptive while in the cafeteria environment. As a last resort, GM became more defined
in its time limit for when employees were able to play, stating a specific few hour time
slot when no one was likely to be bothered. As a result, the gaming console often lays
abandoned.

Applying the Theory

When we consider the attempts to add the ability to play video games by GM, we can see
how the three elements of the Fun theory are observed by the employees. In regards to
appropriateness, it seems that from the numerous complaints that many employees did
not find the video gaming console fit for the environment. The complaints and lack of
attempts to change the policies back to the original or looser form also point to a general
employee view that while enjoyable, fun is not necessarily important. The consequences
are shown in two ways. The first is in the descriptions of the complaints, stating that the
introduction of fun was both unproductive and disruptive. The second, is in the increasing
stipulations and control placed on the activity to the point were few actually utilize the
gaming console. Does this failed introduction to fun mean it can’t work in this type of
environment? No. This attempt only highlights how fun is viewed differently be everyone
and in different environments. A study done by Karl and associates analyzed fun in the
workplace under three working categories: public, nonprofit, and private. They found
that, “public sector employees tended to rate activities as less fun than at least one of the
other two groups. Employees in all three sectors agreed that food-related activities were
fun” (Karl et al.). Some employees might enjoy playing video games, others playing
sports, or hanging out with co-workers. While no one decision will make everyone
happy, companies can still attempt to bring fun to the majority. Taking these studies into
consideration when planning something fun for the employees can be the difference
between a success and a failure.
 Fun in the Workplace 5

Implications
Workplace fun is a concept not often thought of or applied to companies that are seen to be
traditional, have been around for a long time and are not highly involved in and on the internet.
However, those newer, more internet and social media focused companies are more likely to
have a fun working environment because they are focused around the younger Generation Y that
prefers the fun environment. Some companies, like GM, are attempting to foster a fun
workplace, but have difficulty with the execution. They know that they need to be more enticing
to possible employees by offering such things as a gaming room because if they don’t it’s likely
those potential workers will choose to work somewhere else and current employees may follow.
What this means for the future is that more companies will follow in GM’s footsteps by creating
opportunities for fun in the workplace. If companies stay the traditional route, they are likely to
lose out on their opportunity for a good employee and create the potential to lose current
employees who see a better offer at another company. Generations that want to enjoy their work
and have fun at work will start looking and getting the qualifications for jobs that already have a
fun workplace such as Google. Google can afford to be selective with applicants because they
have more qualified people willing to work their than they know what to do with, while other
companies have a hard time finding an applicant that has the right qualifications.
As a generation, we want more fun and we should expect more. Instead of giving up playing the
game because it’s been moved to the cafeteria and given a time limit, fight to find a better
solution to the problem that meets the majority’s idea of fun.

Further Suggestions
 If there isn’t currently an event or fun activity offered by the company you work
for, suggest one.
 Take into consideration the work environment and type of employees when
developing an idea for creating a fun workplace.
 Use fun ideas already implemented by other companies.
 Have a trial period when introducing fun things and ask employees what they
would find fun, but unlikely to cause disruption.

and lastly…

 Try to have fun even if your workplace doesn’t seem fun

 Fun in the Workplace 6

References

Aldag, R. and Sherony, K. (2001), "A spoonful of sugar: some thoughts on "fun at work",
Current Issues in Management, Vol. 1 No. 1, pp. 62-76. ProQuest. Web. Retrieved
December 4, 2017.
Baker, T., Dr. (n.d.). The Eight Values Of An Employer Of Choice. Retrieved December 3,
2017, from http://www.iidmglobal.com/expert_talk/expert-talk-categories/managing-

people/engage_retain/id84452-the-eight-values-of-an-employer-of-choice.html

GM `Makers Hustle Harder` Hackathon at Artisan's Asylum - 26 September 2017. (2017,

January 10). Retrieved December 4, 2017, from https://www.evensi.us/gm-makers-

hustle-harder-hackathon-at-artisans-asylum/212518065

Karl, K., Peluchette, J., Hall, L. and Harland, L. (2005), "Attitudes toward workplace fun: a three

sector comparison", Journal of Leadership & Organizational Studies, Vol. 12 No. 2, pp.

1-17. Journals.sagepub.com. Web. Retrieved Dec. 3, 2017

Wickman, R. (2017, November 25). [Personal Interview].

Young, Gin Choi, Junehee Kwon, and Wansoo Kim. "Effects of Attitudes Vs Experience of

Workplace Fun on Employee Behaviors." International Journal of Contemporary

Hospitality Management 25.3 (2013): 410-27. ProQuest. Web. Retrieved Dec 3, 2017.