Even though we can observe the famous linguistic turn in the social and economic sciences, the mutual understanding of scientific results in management studies and linguistics remains rather limited. Having found a common research topic, i.e. language policies in organisations, researchers are still lacking concepts that explain and overcome the contradictions between an explicit and an implicit language policy and actual language practices in the world of work. Consequently, social multilingualism often becomes an illusion in business contexts, at least if the linguistic competences of the employees or the existence of 'smaller' vehicular languages (Spanish, French, Italian, Russian) are taken into account. Instead, companies tend to favour explicitly monolingualism (only the official language of the country) or bilingualism (adding English as dominant lingua franca). In this way, not all of the employees' linguistic competences are used and companies might miss out on competitive advantages. Furthermore, the identity-related needs of the employees might be overlooked. To meet the challenge of multilingualism in enterprises, findings from human resource management (HRM) research can help to design an organisational language policy consistently, as implicit language policy often translates into HRM instruments. In addition, overall goals of HRM are, firstly, to balance organisational (e.g. an effective communication) and individual interests (e.g. the respect of linguistic rights) and, secondly, to provide instruments that systematically align all HRM functions with each other. This presentation therefore aims to propose an integrative approach to organisational language policy and HRM especially for SMEs, which integrates linguistic aspects into all HRM functions.
23 Okt. 2014 → 25 Okt. 2014
7th WU Symposium on International Business Communication "Language(s) and Language Practices in Business and the Economy"
Österreichische Systematik der Wissenschaftszweige (ÖFOS)