occupational groups

• jargon 


  field specific lexis. the word given to a piece of language which is unique to the group in which its used and wouldn't not make total sense to those not in the group
• 'the web of discourse' - John Swales 


  sometimes known as discourse community. within a work place, employees are part of a group who share a common purpose and goal.
• positive views of jargon 


  kollataj - some langauge uses (slang) have a stigma in the workplace but jargon does not.

  spolsky says that jargon help you become indoctrinated into the group.

  drew and heritages research suggested that knowing the relevant jargon allows us to make the job run more efficiently
• negative views of jargon 


  Althusser argues that it disturbs our thoughts if we don't know/ use the jargon

  spolsky also says that you can stand out (in a bad way) If you don't use/ know jargon
• koester


  argues that the work place is varied and that within conversations we can divide interactions into 'transactional' and 'interactional'

  transactional - making a transaction (getting something done)

  interactional - serving a social purpose
• Norman Fairclough


  in converations at work there is a trend towards 'conversationalsisation' - a process by which interactions in the work place become less and less formal
• drew and heritage 


  argue that conversations that take place at work are goal - oriented. the person starting the conversation is trying to achieve a work based goal.
• herbert and straight 


  their research detailed that in conversations, compliments are paid but the compliments move down the hierarchy.

  hornyak believes that conversations are initiated by those who have the most power
• heritage 


  argues that a turn-taking structure comes to play in a transactional conversation

  the person with the most power asks the most questions
• Roberts and sarangi


  challenged the previous theories by arguing that our workplace roles negotiated by conversation and so are not fixed
• gavruseva


  built on Roberts and sarangi's research and argued that we have many different 'discourse identities'. you will talk to your boss, your friends and your customers all differently
• Myers -scotton


  we can code-switch our language to one which will benefit us the most. often include moving up and down the registers and the increased politeness markers
• herring


  both technology and gender can have an influence on our work based language. researched detailed that in emails, men used harsher and less euphemised methods of expression whereas women are more emotion based
• thornborrow


  argues that the workplace is built with asymmetrical power. different people have different amounts of power.
• drew and heritage


  argue that special rules come into play in these hierarchal settings. things work very differently in a workplace then normal conversation.
• Atkinson


  in certain workplaces, the asymmetry is accentuated. he notes that there is hyper-formal turn - taking order in parliament
• homies and stubbe


  argue that those in higher -power position can downplay or assert authority to alter their status
• blank 


  blank argue that we change our language in an attempt to fit in with the social situation and to exert influence
• French and ravens five 'bases of power'


  referent - power base on rapport with people (do something because you like that person)

  coercive - power with the ability to force someone into doing something

  legitimate - a genuine power that someone has

  reward - a power with the ability to offer some form of reward in exchange for compliance

  expert - a power formed from superior knowledge