What Tom Sawyer can teach us about work, games, the art of play

In his novel, The Adventures of Tom Sawyer (1876), Mark Twain describes the main character Tom as a clever, young boy. In one famous episode, Tom Sawyer tricks his friends into whitewashing a fence for him by pretending it is a great privilege and making them pay to take over his chore. Upon reflection, Tom learns a lot about what makes work, work and play, play.

“Tom said to himself that it was not such a hollow world, after all. He had discovered a great law of human action, without knowing it — namely, that in order to make a man or a boy covet a thing, it is only necessary to make the thing difficult to attain. If he had been a great and wise philosopher, like the writer of this book, he would now have comprehended that Work consists of whatever a body is obliged to do, and that Play consists of whatever a body is not obliged to do. And this would help him to understand why constructing artificial flowers or performing on a tread-mill is work, while rolling ten-pins or climbing Mont Blanc is only amusement. There are wealthy gentlemen in England who drive four-horse passenger coaches twenty or thirty miles on a daily line, in the summer, because the privilege costs them considerable money; but if they were offered wages for the service, that would turn it into work and then they would resign.”

A longer excerpt is listed here.

The fence story in Mark Twain’s novel teaches us about the art of making work into play. By cleverly persuading others to take on a task he initially considered a chore, Tom Sawyer transforms work into an enjoyable game. And while tricking your friends should not be the lesson learned from this example, the importance of play is. The passage underscores the idea that your mindset and approach to work can significantly influence your experience, turning mundane tasks into engaging activities. Finding joy and creativity in what you do can make the distinction between work and play less rigid.

The classic definition of play is often attributed to game theorist Johan Huizinga. In his book Homo Ludens (1938), he discussed the possibility that play is the primary formative element in human culture. His book describes play as a free and meaningful activity, carried out for its own sake, bound by a self-contained system of rules. Games, which we almost always associate with a sense of play (i.e. we play games, not work them) involve:

• Voluntary Participation. Individuals choose to enter the game space and engage in the activity.
• Rules and Structure. Rules set the boundaries of what is permissible and establish the framework for achieving objectives.
• Goal Orientation. The pursuit of these goals that players strive to achieve drives player engagement.
• Separation from Reality. Games create a separate space or “magic circle” distinct from ordinary life, a space where players abide by different rules and norms.
• Outcome Uncertainty. A game’s uncertainty adds suspense and challenge, making the experience more compelling.
• Player Effort. Players invest effort, either physical or mental, into the game which in turn creates a sense of accomplishment when achieved.

“Work and play are words used to describe the same thing under differing conditions.” -Mark Twain

In the spirit of play in both Mark Twain’s writings of the late 1800s Johan Huizinga’s book of the 1930s, we can look to map these fundamental game attributes to our work:

• Voluntary Engagement. Encourage voluntary participation in work-related activities by making them interesting and providing employees with a sense of choice and autonomy.
• Establish Rules and Guidelines. Define rules and guidelines for tasks and projects. These rules create structure and help in aligning efforts toward common goals.
• Define Clear Objectives. Clearly communicate goals and objectives for tasks or projects, providing employees with a sense of purpose and direction.
• Create a Positive Work Environment. Establish a positive work culture that serves as a distinct and enjoyable space for employees, encouraging creativity and innovation.
• Introduce Challenges. Incorporate challenging elements into tasks or projects to create a sense of excitement and stimulate problem-solving skills.
• Recognition and Rewards. Provide regular and constructive feedback to employees, helping them understand their progress and areas for improvement. Implement recognition and reward systems to acknowledge employee achievements and contributions, fostering a sense of accomplishment and motivation.

By integrating the concepts of play and games into the workplace, you can enhance employee engagement, motivation, and overall satisfaction, creating a more dynamic and enjoyable work environment.