Introduction: Humor and Team Development Having teams in the workplace is extremely important as is satisfying the employee's desire to have a fun work environment. The correct use of humor in the workplace makes it possible for both needs to be realized. Being able to understand the connection between different types of humor and groups leads to successful group development (Fine & Saucey, 2005, p.1). You'll find information about different ways of communicating humor and who-what-when-where and why it affects people in the workplace. Successful humor influences groups through a positive impact on group efficiency, ability, and knowledge (Fine & Saucey, 2005, p.2). Based on the text of three articles, cited below, successful humor can have a positive outcome on a variety of group processes and outcomes that contribute to overall group effectiveness. As different types of humor are studied in the workplace, so are different types of groups. Observation, interview, questionnaire and workplace involvement methodologies were used. One of the major factors that contribute to how affective humor is for group development is the length of time the group will work or work together. Outcomes for group development varied depending on whether the group was temporary or permanent. One of the main focuses is on “the specific mechanisms used by group members to foster a sense of 'group'. This is group cohesion and identity, a sense of passage from I to WE” (Terrion & Ashforth, 2002, p.56). We focus on humor and how it connects people in the workplace, we also focus on the types of humor that are most effective when building relationships in the workplace. The way humor is used and regulated also has a great impact on the development of the group. Humor helps contribute to a more enjoyable workplace. Studies have shown that people who enjoy their jobs work harder and are more efficient at their jobs (Terrion & Ashforth, 2002, p.58). He helped others understand why people joke and how groups develop by communicating with humor. While there are some limitations where humor can have a negative impact on the workplace, these circumstances are rare (Terrion & Ashforth, 2002, p.83-84). Further research could address the importance of humor at work, the relationship between culture and humor in the workplace (Plester and Sayers, 2005). This is another research question that could lead to further research and studies. Examining humor in the workplace can identify tips for managing staff effectively to avoid conflict, lawsuits, and to ensure a pleasant and productive work environment (Plester & Sayers, 2005).