As the workplace is becoming increasingly global, organizations are employing more persons who work in a nonnative language. Moreover, challenges in communication between employees with different linguistic background is inevitable in international mergers and acquisitions, and failure to recognize and address these challenges can create major obstacles to achieving effective integration benefits. Thus, it is imperative for global leaders and managers to understand the effects of language diversity on intraorganizational dynamics. The purpose of this article is to (1) examine the cognitive and affective experiences of both native and nonnative English speakers when they interact with one another and illustrate how language diversity can affect intergroup dynamics in organizations and (2) provide recommendations and interventions to global leaders and managers on how to create a productive and inclusive environment for both native and nonnative language-speaking employees at the individual, team, and organizational level.
Purpose
Building upon the practice-based framework, this paper aims to focus on working practices for understanding how knowledge is transferred among health-care professionals within hospitals.
Design/methodology/approach
Using an ethnographic and interpretative approach, the authors conducted preliminary research based on a quali-quantitative methodology within one of the largest hospitals in Southern Italy.
Findings
This study allowed to achieve several results that could be significant and relevant within the health-care sector. First, this paper identified some of the main working practices and their associated activities in health care. Moreover, this paper identified the main organizational forms and/or tools enabling hospital personnel to share and learn the various types of knowledge for each of the prior identified practices.
Practical implications
Hospital managers should develop strategies and policies that take into account the nature and typology of knowledge-sharing processes among health-care professionals in terms of practices.
Originality/value
The paper contributes to practice-based studies identifying identified some of the main working practices, as well as the main tools for sharing and learning of the various types of knowledge.
This paper investigates the role and function of digital technologies within firms, widely believed to make them much more sustainable and promote the social inclusion of people with disability (PWD) at the workplace, especially those with cognitive disability or autism spectrum disorder (ASD). In the last thirty years, and more recently due to the COVID-19 pandemic, technological change related to digital transformation, hence the adoption and diffusion of digital technologies, has impacted every field and sector in private and professional life, both positively and negatively. Undoubtedly, our ways of working and quality of life have been improved by digital technologies which are able to overcome geographical, physical, and social barriers. Yet there are negative effects in some domains and for certain categories of people, like those with disabilities or special needs. Within the well-known phenomenon of digital divide, people may be totally excluded due to their limited digital skills or lack of access to technological tools. After a brief review of the literature on the topic, adopting a multiple case study method, we investigate several firms operating in different economic sectors in one specific country, namely Italy, where there is a significant presence of PWD, mostly with ASD, who face challenges in being recruited and working within organizations. Our qualitative research, investigating the role and function of digital technologies in supporting and promoting the inclusion of PWD at workplace, provides some stimulating insights for future studies.
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