Organizations are altering their office settings to non-territorial workspaces, where employees do not have assigned desks but are supposed to choose freely where they sit. In this context, the metaphor of the nomad appears to be an understandable way to position the employees of organizations within non-territorial workspaces. Drawing on the empirical data of a study of organizational change in a Nordic media company, this study applied the discursive resources from the field of institutional interaction in the analysis. This article (...) presents how the participants employed the same metaphor of the nomad as a rhetorical strategy to support and resist change, and suggests that the use of a particular discourse does not necessarily contribute to the desired outcomes. Furthermore, the study shows how constructing senses of legitimacy involves the use of the same metaphor to construct arguments and counter-arguments toward the change. (shrink)

As an important tool to influence stakeholders’ perception, leader messages, subsumed under public relations discourse, play an integral role in corporate communication. Drawing on the analysis of linguistic move structure and communication styles employed by researchers, this study adopts a multidimensional framework by using both discourse and quantitative analysis to compare how leaders in Global 500 corporations in China and the United States rely upon specific linguistic features to engage stakeholders in corporate discourse published on their websites. The results show (...) pertinent differences in communication styles, where Chinese corporations tend to be more instrumental, elaborate and competitive while US corporations are more affective, succinct and harmonious. These observations depart from previous findings on interpersonal communication styles in cross-cultural research. This study also extends the boundary of corporate genre analysis by suggesting that the moves adopted in the structure of corporate messages are highly specific to the particular genre. (shrink)

Recent constructions view leadership as a process of social influence which coordinates processes of change. Moreover, such processes are not necessarily linked to role hierarchy but may be emergent and distributed within teams. However, the micro-processes through which this occurs are not well understood. The significance of the article lies in its contribution to an understanding of the emergence of leadership in teams, and in particular how humour and laughter are drawn on as a resource by which to exert social (...) influence. Here, we use the construct of the play frame, ‘non-serious’ talk in which participants jointly construct extended humorous sequences as improvisations, to analyse how team members manoeuvre in order to accomplish influence, decision-making and leadership. In taking this approach, we are not concerned with considerations of how managers use jokes to exercise control, or workers use humour to subvert management. Rather, we examine how humour, and particularly the laughter it engenders, can contribute to an understanding of organisations as centred on communication and founded on the precept that organisations are ‘talked into being’. We show how talk in a play frame institutes a context which can be utilised by participants to exert influence, and we demonstrate the highly contingent and contextual nature of the emergence of leadership within teams. (shrink)