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Language as a source of otherness
Abstract
Language is now firmly on the research agenda for international business and management. However, although attention is now being given to the effects of language on social interactions, rather than purely focusing on language as a matter of strategic priority, there is relatively little known about how language contributes to Othering processes in which employees experience marginalisation and exclusion as a result of evaluations of their linguistic competences. This conceptual paper highlights a number of ways in which linguistic evaluations drive such processes, and particularly draws on postcolonial perspectives in order to explore language as a tool of marginalisation and oppression. We demonstrate that language is closely tied to ideological constructions of the ideal worker, and highlight that English-language competence in particular, is often positioned as an essential skill for managerial roles, which can lead to exclusion of those who do not confirm to this expectation. Additionally, we draw on research which explores language as a key component of social identity, and thus an important factor in the construction of in-groups and out-groups within the workplace, in order to demonstrate not only the influence of context on the salience of language as a marker of identity, but also how language intersects with other identity characteristics in processes of exclusion. We conclude by demonstrating the possibilities to resist Othering in order to create more inclusive workplace environments.
The paper explores the in situ negotiation of in/exclusion in and through language in a multilingual professional setting, paying special attention to the relationship between language and space. We argue that multilingual practices and material space are co-constitutive; individuals enact group membership and professional roles spatiolinguistically and re/produce in/visible social and material boundaries. Despite the well-established literature on in/exclusion, the ways in which it is negotiated in asymmetrical, emplaced, workplace encounters is still underexplored. We introduce a topographies of practice framework and show how professional asymmetries are enacted in and through language choice and language use in the multilingual workplace. We take an Interactional Sociolinguistic approach and report on the analysis of 23 h of interactional data and 42 h of ethnographic observations from a professional, multilingual kitchen in Finland. We show patterns that are un/marked in the data and constitute the norms in this particular workplace. We argue that topographies of practice are topographies of in/exclusion enacted in and through situated encounters; we pay special attention to the role of employees who are legitimised to cross visible and invisible boundaries and we close the paper with recommendations for future research.
This article draws from scalar theory to examine how textual diversification can engage with linguistic and social structures to both pluralize academic writing and facilitate an alternate structuration of publishing policies and practices. It adopts indexical analysis to demonstrate how non-normative linguistic choices can gain uptake for meanings and status in academic communication, leading to the rescaling of vernacular resources in global publishing contexts. The author illustrates from his own academic publishing to demonstrate how he engaged with the different communicative contexts and changing geopolitical and epistemological conditions to introduce his heritage languages and literacy practices towards decolonizing academic writing. The article demonstrates the possibility of paradoxical outcomes such as the following: it is possible to have norms and also variation at the same time; structure and change can be simultaneous; the diverse spaces between the macro and micro might allow for different representational possibilities; and the rhizomatic and layered social, spatial and temporal scales mediate structures and agency for new alternatives.
Purpose
The purpose of this paper is to explore the contextual and linguistic challenges that French business schools face when preparing for international accreditation and to shed light on the different ways in which experts facilitate these accreditation processes, particularly with respect to how they capitalize on their contextual and linguistic boundary-spanning competences.
Design/methodology/approach
The authors interviewed 12 key players at four business schools in France engaged in international accreditations and in three specific categories: senior management, tenured faculty and administrative staff. The interview-based case study design used semi-structured questions and an insider researcher approach to study an underexplored sector of analysis.
Findings
The findings suggest that French business schools have been particularly impacted by the colonizing effects of English as the mandatory language of the international accreditation bodies espousing a basically Anglophone higher education philosophy. Consequently, schools engage external experts for their contextual and linguistic boundary-spanning expertise to facilitate accreditation processes.
Originality/value
The authors contribute to language-sensitive research through a critical perspective on marginalization within French business schools due to the use of English as the mandatory lingua franca of international accreditation processes and due to the underlying higher-education philosophy from the Anglophone academic sphere within these processes. As a result, French business schools resort to external experts to mediate their knowledge and competency gaps.
In this study, we explore a student-supervisor relationship and the development of relational and reflexive research identities as joint actions towards decolonising management knowledge and practice. We frame a specific case of PhD supervision through he awa whiria the braided rivers metaphor, which emerges from Māori traditions. This metaphor recognizes a plurality of knowledge streams that can start from different sources, converge, braid, and depart again, from the mountains to the sea. In this metaphor, each stream maintains its own autonomy and authority, but knowledge is created at an interface in partnership. We use this framing metaphor to illustrate the tensions between co-creating knowledge with an Indigenous community that a research student has kinship ties with and feels a strong affinity to, and navigating the institutional requirements for a PhD within a UK university. We surface two contributions that open up future possibilities for supervision, research and practice. The first is the use of the metaphor to frame the student-supervisor partnership and strategies for decolonising management knowledge more broadly. The second is the requirement for relational and reflexive research identities in decolonising management knowledge.
This article contributes to the growing body of knowledge about gendered ageing at work through an examination of the embodied experiences of women undergoing menopause transition in the UK police service. Drawing on 1197 survey responses, providing both quantitative and qualitative data gathered across three police forces in 2017–18, the findings highlight the importance of a material-discursive approach that considers contextual influences on women’s bodily experiences. The article evidences gendered ageism and the penalty suffered by women whose ageing bodies fail to comply with an ideal worker norm. It makes an important contribution both to theorising embodiment, drawing in age as well as gender discourses, and to promoting a material-discursive approach that recognises the materiality of the body while also offering the potential for agency, reflection and resistance.
Purpose
This study aims to investigate the treatment of translation within the international business and management (IBM) literature to highlight colonialist assumptions inscribed in this treatment as a result of the hegemonic status of English.
Design/methodology/approach
This investigation takes the form of a systemic literature review to examine the treatment of translation in the IBM literature through a postcolonial lens.
Findings
The findings demonstrate that despite growing interest in language in international business, matters of translation have received comparatively little attention. However, those articles that do address translation matters tend to do so in five key ways, including epistemological/methodological considerations, exploring translator agency, the investigations of the discursive void/conceptual fuzziness between languages, and approaches that discuss translation as social practice.
Research limitations/implications
Despite the authors’ critique of English-language hegemony, this literature review is restricted to English-language journals, which the authors acknowledge as problematic and discuss within the article.
Practical implications
In exposing the limited treatment of translation within the literature, the authors provide a call to action for IBM scholars to be more explicit in their treatment of translation to ensure representation of cultural and linguistic Others, rather than providing domesticated accounts of multilingual research.
Originality/value
Although there have been other articles that have examined translation in the past, this paper is the first to do so through a postcolonial lens, demonstrating from a linguistic perspective the colonialist assumptions that are still prevalent in IBM knowledge production, as evidenced by the treatment of translation in the field.
The present study examines how two Danish manufacturing companies communicate corporate information to blue-collar employees located in foreign production units. By drawing on interview and document data from the companies' communication departments, this study investigates whether staff at headquarters take any particular considerations into account when they communicate with blue-collar employees. The findings-which are discussed on the basis of communication accommodation theory (CAT) (Giles & Wiemann 1987) and the concept of foreigner talk (Ferguson 1975)-reveal that communication professionals at headquarters converge towards blue-collar employees in three distinct ways: in the form of stylistic, linguistic, and modal convergence. The findings also suggest that the need for convergence arises due to three sector-specific factors, namely the economic geography of manufacturing, the physical work environment of production units, and the educational level of blue-collar employees.
Abstract
This paper explores the everyday practices, forms, and means by which employees mobilize national identity as a tool of resistance in opposing managerial demands of their dual, Global/Western and Local/Japanese, organizational identity. Drawing on an ethnographic study of a Japanese subsidiary of a multinational corporation, we show how employees use national identity to invoke three forms of othering in constructing various resistant
identities: individual employees’ resistant identities through verbal othering, expressed in employees’ talk; departmental resistant identities through spatial othering, referring to employees’ use of space; and subsidiary resistant identity through ritual othering, illustrating employees’ collective use of ritual practices and symbolic artifacts.
Our study makes three significant theoretical contributions: First, by illustrating the ways and means by which employees take on different national identities to construct diverse and often contradictory resistant identities to their expected dual organizational identity, we highlight the changeable nature of national identity. Second, this study contributes to our understanding of contextual constituents that shape individuals’ identity-related resistance. By unraveling employees’ various resistance forms, we show how resistance dynamically takes on assorted manifestations according to the organizational level in which it occurs, and the managerial demands being resisted. Third, we illustrate the constitutive resources of resistance by highlighting the diverse means used by employees to construct their resistant identities .
There is a paucity of knowledge of one key aspect of diversity in and around international organizations: national identity. This is especially the case with research on multinational corporations (MNC) that has focused on cultural differences instead of processes of national identification or national identity construction. Drawing on a critical discursive approach, this paper offers four perspectives that can help to advance this area of research. First, MNCs can be viewed as sites of identity politics, within which one can study ‘us vs. them’ constructions and the reproduction of inequalities. Second, MNCs can be seen as actors engaged in identity building and legitimation, and the analysis of the discursive dynamics involved illuminates important aspects of identity politics between the organization and its environment. Third, MNCs can be viewed as part of international relations between nations and nationalities, and analysis of discursive dynamics in the media can elucidate key aspects of the international struggles encountered. Fourth, MNCs can be seen as agents of broader issues and changes, which enables us to comprehend how MNCs advance neocolonialism or promote positive change in society.
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Concerns have been voiced in recent years about the widespread use of U.S.-dominated journal rankings in business schools. Such practice is seen to have the effect of spreading globally a U.S.-style scholarly monoculture and reconstituting other forms of scholarship as marginal and inferior. In this essay, we explore the ways in which the English language is implicated in these processes. Drawing on language-sensitive studies of academic work and our own experiences as nonnative speakers of English, we argue that the use of U.S.-dominated rankings is not just hierarchizing and homogenizing the global field of management but also contributing to its Englishization. This, we contend, furthers the homogenization of the field while also producing significant language-based inequalities and inducing demanding quasi-colonial forms of identity work by those being Englishized.
Critical perspectives on cross-cultural management (CCM) are increasingly present in our research community; however, they are spread over multiple research fields (e.g., international business, International Human Resource Management (IHRM), diversity, and gender and/or race studies). Critical researchers tend to have agendas and foci that address topics others consider beyond CCM’s scope, such as gender in intercultural training, religion in the multi-cultural workplace, or the relationship between CCM knowledge and the military. We intend to sketch here the contours of this stream of research we call critical CCM and to clarify the broadly shared research studies’ agenda. By using Burrell and Morgan (1979 Burrell, G., and G. Morgan. 1979. Social Paradigms and Organizational Analysis: Elements of the Sociology of Corporate Life. Portsmouth, NH: Heinemann Educational Books. [Google Scholar]) matrix and stressing critical studies’ inspirations in two paradigms, radical structuralism and radical humanism, we propose a paradigmatic positioning of the studies. Subsequently, we articulate Critical CCM research agenda around denaturalization, reflexivity, and emancipation. We conclude by asserting a critical performative agenda in a dialog with practitioners. In brief, our ambition is to specifically outline Critical CCM research and show its emergent contribution to CCM research.
This article argues that theorising Otherness and Othering of the cultural Other is integral to identity construction during intercultural encounters, but has largely been neglected in Cross-Cultural Management (CCM) research. Intercultural encounters entail the exchange of cultural identities and ideas when individuals from different cultures interact with each other or multicultural organizations. Otherness signals the ascribed qualities attributed to the Other and is expressed through conceptual boundary markers regarding what constitutes Us and Them. Othering, however, reflects the above boundary-production as an underlying cultural process which maintains (and reproduces) such boundaries. Consequently, the CCM research agenda has overly focused on “cultural differences,” values and broad-stroke dimensions of fixed “national cultures” at the expense of identity constructions that transpire when individuals from different cultures are interacting. This article builds theory through advancing the Otherness and Othering concepts, which are key missing interrelationships to Self in CCM research. This is achieved by coupling CCM theory with intellectual developments in Social Anthropology and Sociology.
Cross-cultural management research is often confined to the positivist tradition, which is archetypically illustrated by the seminal work of Hofstede. However, this gives an incomplete overview of the field to which three additional research paradigms contribute: interpretivist, postmodern, and critical. Our ambition is to raise awareness of the presence of multiple paradigms in cross-cultural management research. This meta-theoretical positioning allows researchers to consider the insights and contributions from the different paradigms. We aim to achieve this by presenting a brief overview of the state of the field in each paradigm, thus, stressing areas of studies that enrich our understanding of the interaction between culture and management (at the national, organizational, interpersonal, and individual levels). We then highlight the specific contributions of these four paradigms , drawing especially upon the postmodern and critical works, as they have been repeatedly overlooked in reviews. The article concludes by mentioning how more interactions between the paradigms can be developed and can lead to further knowledge development.
Following the globalization of higher management education and the view of academics as autonomous professionals, academic careers in business schools are deemed to typify the boundaryless careers of the 21 st century. We scrutinize the validity of this assumption, focusing on the language barriers internationally mobile management scholars are facing. Based on qualitative interviews with foreign faculty working at leading business schools in Finland, Japan, Spain, and the USA, we investigate how careers in different national academic systems are bounded by the dual challenge to speak both English and the local language. Revealing different degrees of linguistic challenges across national academic systems, we contribute to career research by presenting language barriers as an impediment to global careers in business schools and by establishing "knowing where" as a previously neglected career competency. Our study also maps the process of academic "Englishization", shows that different career antecedents are influenced by different types of language barriers, and suggests a classification scheme for national academic systems according to their "linguistic difficulty level" for foreigners. On this basis, we develop important practical recommendations for internationally mobile management scholars and business schools aiming to attract international faculty.
Scholars have increasingly recognized how efforts among business schools to attain or maintain accreditation from external agencies (i.e. Association of Advance Collegiate Schools of Business [AACSB]) have engendered myriad consequences on the experiences of academic faculty members. Extant research that has investigated this phenomenon empirically has focused on business schools in advanced economy contexts, where such institutions are relatively better endowed – in terms of structural and human capital resources – than their counterparts in less-developed regions. Drawing on a qualitative study on two business schools in Mexico, this article illuminates how academic faculty members recognize and negotiate the intensifying pressures for restrictive forms of research output that is the corollary of their business school’s endeavor to satisfy the scholarly requirements for AACSB accreditation. This article further considers the problematic implications posed by this trend should it continue.
Purpose
The purpose of this paper is to explore how newly formed culturally diverse project teams develop and implement rules, and how these processes may be affected by language-fluency asymmetries.
Design/methodology/approach
Using a case-study research design, the authors investigated three multicultural project teams within a management integration program in a multinational company in France. Their complete data set includes 37.5 hours of observations and 49 hours of semi-structured interviews.
Findings
Findings revealed that subgroups formed on the basis of language-fluency and this affected the development and implementation of rules. While rule-setting mechanisms emerged across teams, they varied in form. On the one hand, tightly structured rules emerged and rules were rigidly applied when there were greater language inequalities. In contrast, implicit behavior controls guided interactions when language-fluency subgroupings were less salient. The findings also revealed that the alignment of other individual attributes with language fluency reinforced subgroup divisions, further impacting the rule development and implementation processes.
Practical implications
Understanding rule development and implementation in culturally diverse teams and how these processes are impacted by language disparities enables managers to help members develop more successful behavioral patterns by keeping language-fluency (and other) attributes in mind.
Originality/value
The study extends and complements previous team research by providing in-depth insights into the process of rule development and implementation. It demonstrates the impact of language-fluency asymmetries and subgroup dynamics on these processes. The authors propose a model to capture the processes by which culturally diverse teams create rules, and how the rule-setting mechanisms might be moderated by faultlines such as language-based disparities.
Groupies are understood as a particular type of fan that are most commonly associated with rock music. The ‘groupie’ identity is almost exclusively applied to female fans but sometimes also to female music producers and is largely used in a derogatory manner both by the popular media and by fans themselves. This article argues that the ‘groupie’ identity is used to ‘other’ and exclude women from creative production in rock music. This study draws on a rhetorical analysis of five published biographical accounts of groupies to examine how the labeling of certain people as ‘groupies’ works as an othering practice that serves to support and maintain the gendered norms of rock and identifies three underlying discursive processes. First, popular and music media played a significant role in stereotyping groupie as female right from the emergence of the label. Second, the notions of ‘credibility’ and ‘authenticity’, which are central to serious music journalism, are constructed in such a way as to stigmatize and therefore exclude women from rock, primarily by reframing ‘groupies’ as inauthentic consumers rather than proper fans. Finally, the intertwining of femininity with fandom, as occurs in groupiedom, serves to magnify cultural assumptions about women as sex objects and as passive consumers of mass culture. In elucidating both the gender and marketplace role politics at play in the ‘groupie’ identity and the mechanisms involved in othering women, space is opened in which alternative possibilities for understanding and enacting the role of women in rock can be imagined.
This article takes an intergroup communication perspective to conceptualizing language-related issues in multilingual multinational corporations (MNCs). Language is one of the most salient identifiers of individuals and groups as well as an integral aspect of self-concept. Managers of multilingual teams and MNCs, where speakers of different first languages must rely on mutual interactions to achieve common goals, are likely to deal with communication challenges among many other managerial concerns. Adopting a corporate common language (CCL) provides MNCs benefits, such as efficiency and coherence, from standardizing employees’ use of language. Yet, the fact that a certain language is viewed as “standard” or common—and others as “nonstandard” and uncommon—can potentially create tensions between native and nonnative speakers of it. To increase scholarly attention to this topic, we discuss topics related to language attitudes that can affect communication processes in multilingual MNCs. The implications of, and organizational benefits for, sensitizing managers of MNCs that have adopted a CCL approach to these intergroup dynamics are discussed. We conclude the article with future research agenda for cross-cultural management researchers facing the global environment in which organizational, cultural, and sectoral boundaries are increasingly blurred and multilingualism impacts both internal and external functions of organizations.
The purpose of this article is to shed light on the “darker” side of language in cross-cultural communication and explore ways that it can be addressed, using a dialogical approach. Bakhtin’s dialogical perspective conceptualizes sensemaking as the co-construction of meaning through interconnected utterances (“addressivity” and “responsivity”), multivoicedness (“polyphony”), and multiple speaking styles (“heteroglossia”). We use these concepts to analyze the social processes underlying linguistic hegemony and language-based in-group behavior in a case study of the performance of six multicultural teams at an American subsidiary in France. We found that although dialogical practices proved to be effective in deterring the emergence of the dark side of language, the lack of a dialogical mindset prevailed in four of the six teams. These findings point to the need for cross-cultural management policies which reward addressivity, polyphony, and heteroglossia while penalizing team members who use their superior language skills to dominate others.
The book contains 8 chapters consisting of articles published earlier in journals and books between 1998 and 2009. It also includes four book reviews published in journals. It also includes an 'introductory encyclopaedia entry' on Linguistic Imperialism.
While linguistic difference has been identified as an organizational source of disadvantage for migrants, the construction of language requirements in relation to which these differences emerge has rarely been examined. Yet, this is key to understand the politics of difference. Taking a social constructionist approach and relying on the concept of the ideal worker, this article analyzes a case study of an organization that hires migrants for jobs that used to be conducted by local native speakers. This research shows how conflicting constructions of language requirements may emerge in relation to different contextual causal powers. This might lead migrants to be constructed as different and not different from contrasting ideal worker notions, resulting in their simultaneous inclusion and marginalization in jobs at the bottom of the labour market. Moreover, this conflict generates the notion of the ideal non-ideal worker, which may produce a hierarchical differentiation within the category of migrant workers.
Transnational customer service workers are an emerging touchstone of globalization given their location at the intersecting borders of identity, class, nation, and production. Unlike outsourced manufacturing jobs, call center work requires voice-to-voice conversation with distant customers; part of the product being exchanged in these interactions is a responsive, caring, connected self. This book explores the experiences of the men and women who work in Indian call centers through one hundred interviews with workers in Bangalore, Delhi, and Pune. As capital crosses national borders, colonial histories and racial hierarchies become inextricably intertwined. As a result, call center workers in India need to imagine themselves in the eyes of their Western clients—to represent themselves both as foreign workers who do not threaten Western jobs and as being “just like” their customers in the West. In order to become these imagined ideal workers, they must be believable and authentic in their emulation of this ideal. In conversation with Western clients, Indian customer service agents proclaim their legitimacy, an effort the book calls “authenticity work,” which involves establishing familiarity in light of expectations of difference. In their daily interactions with customers, managers and trainers, Indian call center workers reflect and reenact a complex interplay of colonial histories, gender practices, class relations, and national interests.
The book provides insights, description and analysis over the knowledge production process within business, organization, and management research. Importantly, it does so from a language and translation perspective. It critically engages with the role of English in this process and provides theoretical argument for the need to include multilingualism in research. Translation is investigated as a concept for future inquiry. The book is expressive and formative of language-based research that is gaining momentum in business, management, and organization research. It offers conceptual innovation through a thorough treatment of multilingualism and translation, having the potentiality to guide future empirical and theoretical research, and to dispel hidden hegemonic knowledge production practices. The readers will gain insights into the current status quo of language-based inquiry, discussions of multilingualism for research design and be informed about the philosophical underpinnings of language-based research. Specifically, the benefits include the review and summary of key publications in this field, discussion and analysis of hidden assumptions of knowledge production, a critical take on knowledge production, an outline and discussion of implications of multilingual research for research design and methods, discussion of philosophical underpinnings and a vision for future research. The book is an invaluable source for all research students whose projects contain elements of multilingual research, whether empirical or theoretical. Likewise, the growing body of researchers who take a language-sensitive approach to their research may find it as a source that 'pulls together' the current knowledge status quo while offering discussions of future trajectories. The book is extremely useful for the teaching of research methods in undergraduate, postgraduate and also Master's or doctoral programmes as many students are not native English speakers and are directly confronted with the subject matter of the book.
Within language-sensitive IB literature, a range of studies examine responses to corporate language policies, especially in relation to English. However, research addressing other languages, and profession-specific influences on responses to language standardization remains scarce. This qualitative paper discusses journalists’ responses to corporate language standardization within the linguascape of the BBC Arabic Service. The findings demonstrate the impact of various interlinked influences on these responses: from external ones associated with the macro-level of the arabophone context and the journalistic profession, to internal organizational ones, occurring at the meso-level of the BBC, and the micro-level considerations linked with individual journalists’ career-related intentions.
The theory of accommodation is concerned with motivations underlying and consequences arising from ways in which we adapt our language and communication patterns toward others. Since accommodation theory's emergence in the early l970s, it has attracted empirical attention across many disciplines and has been elaborated and expanded many times. In Contexts of Accommodation, accommodation theory is presented as a basis for sociolinguistic explanation, and it is the applied perspective that predominates this edited collection. The book seeks to demonstrate how the core concepts and relationships invoked by accommodation theory are available for addressing altogether pragmatic concerns. Accommodative processes can, for example, facilitate or impede language learners' proficiency in a second language as well as immigrants' acceptance into certain host communities; affect audience ratings and thereby the life of a television program; affect reaction to defendants in court and hence the nature of the judicial outcome; and be an enabling or detrimental force in allowing handicapped people to fulfil their communicative potential. Contexts of Accommodation will appeal to researchers and advanced students in language and communication sciences, as well as to sociolinguists, anthropologists, sociologists and psychologists.
This case draws on a critical approach to cross-cultural management and explores the reproduction and academic legitimization of intersecting categories, in-built in the different stages of making and shaping a corporate language policy in a Danish-owned multinational corporation. The case centres on the relationship between a manager and myself as an academic expert. I explore how and why my prereflexive actions cemented rather than critically challenged the managers’ use of intersecting categories and their power effects. Students, researchers and practitioners are urged to take a reflexive stance towards their use of categories when involved in industry-university collaboration.
When analyzed in multilingual contexts, English is often treated as an entity that is separable from its linguistic environment. It is often the case, however, that multilinguals use English in hybrid and transcultural ways. This book explores how multilingual East Africans make use of English as a local resource in their everyday practices by examining a range of domains, including workplace conversation, beauty pageants, hip hop and advertising. Drawing on the Bakhtinian concept of multivocality, the author uses discourse analysis and ethnographic approaches to demonstrate the range of linguistic and cultural hybridity found across these domains, and to consider the constraints on hybridity in each context. By focusing on the cultural and linguistic bricolage in which English is often found, the book illustrates how multilinguals respond to the tension between local identification and dominant conceptualizations of English as a language for global communication.
This paper explores the assumptions underlying the core concept of language used in the growing field of language‐sensitive research in international management. We reviewed 92 articles on the topic of language(s) in multinational corporations published during the period 1997‐2015, and applied a linguistic lens to uncover how these articles “talk about language”. The assumptions found in these articles can be grouped into three complementary categories that take a structural, functional or social practice view of language. We go beyond the review by also reflecting on the consequences that these underlying assumptions have for the study of language in multinationals. We consider the social practice view the most promising one, and propose a future research agenda for advancing it and thereby contributing to theorizing about the multinational corporation more broadly.
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Recent research demonstrates that operating effectively across boundaries is more complex than traditional essentialist models in cross-cultural studies suggest. The authors present a teaching model that leverages this research and moves away from static comparative models of intercultural interaction. Using self-reflexive and analytical processes, students learn to apprehend the multiple facets of their own and others’ identities as these become salient in different contexts. The article shows that through the experience of this course, students develop a mind-set which is essential to deal with the complexity facing today’s professionals. Students are quoted verbatim to illustrate the success of this model.
This article looks at core arguments in international business, organization studies and surrounding academic fields that focus on the study of politicization and political contests in and around multinational corporations (MNCs). Two evident streams of debate are identified. Equally evident is that these streams hardly connect. One stream is mainly interested in studying politicization from the outside, whereas the other is mainly interested in politicization from within. As a way of connecting both streams, we introduce the circuits of power framework. Next, we introduce the contributions of our Special Issue, followed by concluding comments which distinguish five emergent themes. First, we show how the application of the circuits of power framework sheds new light on the study of political contests of MNCs. Second, we highlight that the role of nation states has not lost its significance as, for example, political corporate social responsibility (CSR) approaches would have us believe. Third, dominant ideologies play an important role in establishing and controlling circuits of power in and around MNCs. Fourth, it is vital to take labour issues into account in this field of study. Fifth, there is increasing evidence that asymmetric and hierarchical forms of organizing do not disappear in new MNC network forms.
This book provides a unique insight into negotiations around language investment for employability in the context of public employment services. Drawing on extensive ethnographical research carried out in Regional Employment Offices in Switzerland, the authors follow the stories of various job seekers. In doing so, they challenge the currently dominant assumption that investment in language competences leads to better employability. Arguing for a political economic perspective on these issues, this book will be of interest to anyone concerned with the connections between language and social inequality, as well as students and scholars of sociolinguistics and applied linguistics.
Mi-Cha Flubacher is Postdoctoral Assistant at the Department of Linguistics, University of Vienna, Austria. Previously a Postdoctoral Fellow at the Institute of Multilingualism at the University of Fribourg, her research interests centre on language and work, and language and migration / integration.
Alexandre Duchêne is Professor of the Sociology of Language at the University of Fribourg, Switzerland. His research interests centre on issues of language, political economy and social inequalities.
Renata Coray is Research Coordinator at the Institute of Multilingualism at the University of Fribourg, Switzerland. Her research interests and expertise include multilingualism in administration and in the workplace, and language policy and minority languages in Switzerland.
Although language is gaining increasing attention in the international management literature, much of the existing empirical work takes a mechanistic approach and as such fails to give sufficient attention to the relationship between language policies and power. By synthesizing the language-sensitive literature in international management with that of organization studies, I demonstrate how the choice of language policy can be viewed as a particular application of power and how employees may seek to resist such choices. This is an important contribution to the cross-cultural management literature, as it extends the understanding of the link between language policies and power by moving away from neutral, pragmatic understandings of language use which have dominated previous research. In doing so, it provides future directions for empirical research in order to enable a deeper understanding of the microprocesses by which employees subjectively experience and resist the imposition of such policies.
Man is constantly using language — spoken language, written language, printed language — and man is constantly linked to others via shared norms of behavior. The sociology of language examines the interaction between these two aspects of human behavior: the use of language and the social organization of behavior. Briefly put, the sociology of language focuses upon the entire gamut of topics related to the social organization of language behavior, including not only language usage per se but also language attitudes and overt behaviors toward language and toward language users.
