2024-03-15
Discover how (non-) negotiation of language choices shapes workplace dynamics in a multilingual EU institution. Our latest report is a read for those who personally experience the resulting tension and disappointment in communication, as well as for managers who care for linguistic well-being (>> talent retention) in their international teams.
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Research summary written by Veronika Lovrits, BM Luxembourg
A recent study conducted at an EU terminology and communication unit in Luxembourg brings insights into the complex phenomenon of language choice and how it influences communication within multicultural workplaces. Qualitative, sociolinguistic research explored the language choice between English and French. Researchers worked with over 30 hours of interviews, during which trainees and permanent staff reflected on their language use.
Consequently, an in-depth analysis of discursive stances identified two distinct, unequal positionings among communication partners who were deciding on what language to use - language cringe and language push. The observed unequal positionings couldn’t simply be explained by personal or organizational status. Instead, the inequality stemmed from underlying language ideologies of purism and native-speakerism.
Moreover, the analysis highlighted the impact of cultural differences between the monolingual and multilingual interpretative frameworks that constructed the meaning of language choice. Within both frameworks, participants performed and interpreted language cringe and language push to avoid "loss of face." However, the reasons for such loss differed. While the international perspective emphasized the instrumental use of language to foster mutual relationships, the monolingual French perspective focused on refined and elaborate expressions.
The emphasis on linguistic performance over interpersonal needs can be understood as part of the culturally French "logic of honor," which has been previously theorized as a socio-historically built-up reluctance to adjust to the communication partner. However, this approach was not always welcome in the international context of an institution that promotes day-to-day multilingualism. It led to misunderstandings and tensions.
Since misunderstandings about language adjustment led to tensions in the workplace, management in the observed unit has meanwhile integrated language choice discussions into its onboarding agenda for new trainees. However, the implications of this study extend beyond the context of European institutions. As businesses increasingly operate in multicultural environments, understanding the nuances of language choice is essential for effective communication and team cohesion. By promoting open dialogue about language choice and its effects, organizations can create a more inclusive and culturally sensitive work environment, prevent stereotyping of languages and speakers and consequently increase the perception of well-being at work.
An early version of the text was discussed and refined at the 15th GEM&L conference in 2022, where it was awarded the Nigel Holden Prize.
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