build relationships, improve camaraderie between colleagues and create positive affect. Humour in the workplace may also relieve tension and can be used as a coping strategy. In fact, one of the most agreed upon key impacts that workplace humour has on people's well-being, is the use of humour as a coping strategy to aid in dealing with daily stresses, adversity or other difficult situations. Sharing a laugh with a few colleagues may improve moods, which is pleasurable, and people perceive this as positively affecting their ability to cope. Fun and enjoyment are critical in people's lives and the ability for colleagues to be able to laugh during work, through banter or other, promotes harmony and a sense of cohesiveness. Humour may also be used to offset negative feelings about a workplace task or to mitigate the use of profanity, or other coping strategies, that may not be otherwise tolerated. Not only can humour in the workplace assist with defusing negative emotions, but it may also be used as an outlet to discuss personal painful events, in a lighter context, thus ultimately reducing anxiety and allowing more happy, positive emotions to surface. Additionally, humour may be used as a tool to mitigate the authoritative tone by managers when giving directives to subordinates. Managers may use self-deprecating humour as a way to be perceived as more human and "real" by their employees. Furthermore, ethnography studies, carried out in a variety of workplace settings, confirmed the importance of a fun space in the workplace. The attachment to the notion of fun by contemporary companies has resulted in workplace management coming to recognise the potentially positive effects of "workplay" and realise that it does not necessarily undermine workers’ performance. Laughter and play can unleash creativity, thus raising morale, so in the interest of encouraging employee consent to the rigours of the labour process, management often ignore, tolerate and even actively encourage playful practices, with the purpose of furthering organisational goals. Essentially, fun in the workplace is no longer being seen as frivolous. The most current approach of managed fun and laughter in the workplace originated in North America, where it has taken off to such a degree, that it has humour consultants flourishing, as some states have introduced an official "fun at work" day. The results have carried claims of well-being benefits to workers, improved customer experiences and an increase in productivity that organisations