Understanding Translation Work: The evolving interpretation of a trade union idea

Abstract

This paper uses data from a longitudinal, seven-year, cross-national study to explore the translation of a trade union idea. The aim of the paper is to examine and explicate the nature of the translation work undertaken to translate a trade union idea in a multi-organizational setting. In examining how the idea of the learning representative initiative was translated into the New Zealand context we draw upon a narrative analysis to reveal the complexities of the dynamic and ongoing translation of the idea and identify the nature of the translation work required. As such we contribute to the literature on the translation of ideas firstly by explicating the concept of real-time translation work in a novel empirical context, and secondly theoretically, by drawing attention to the distinctive characteristics of trade union translation work. In doing so we argue that translation work in this distinctive socio-political context requires ongoing vigilance and proprietorship of the idea by trade union actors and that such proprietorship is crucial in other cases where translators are coming from subordinate positions.

Trade union pedagogy and cross‐border action

“…By placing learning at the heart of the renewal and revitalisation agenda as a core strategic capability (Lévesque and Murray 2010), it is anticipated that this will go some way to ensuring that its adoption does not become tokenistic, disconnected and symbolic (Hyman 2005;Ramsay 1997). However, we recognize the potential for the dilution and transmutation of ideas (Cassell and Lee 2016) and acknowledge that commitment to strategies for renewal are neither straightforward nor deterministic (Simms et al 2013).…”

“…Central to this is listening to developing situations across all levels of internationalism (Ramsay 1997) as members and activists raise them inside the organization (both horizontally and vertically), as well as sensing changing conditions in the external environment. Third, there is a need to address issues of language and translation to ensure comprehension across borders (Cassell and Lee 2016). This part of the process acknowledges what is not known by learners and activists, in keeping with the reflective nature of our framework, with the aim being to synthesize existing knowledge from these contexts.…”

“…Second, once codified, the possibility of management's access to knowledge increases and international bodies need to be wary of leaks through the perils of partnership, works councils or yellow unionism. Third, there is a need to address issues of language and translation to ensure comprehension across borders (Cassell and Lee 2016). In any case, the synthesis of knowledge in a union tends to be evolving and tacit.…”

Metaphorical and Interlingual Translation in Moving Organizational Practices Across Languages

“…We do not concern ourselves with monolingual settings where metaphorical translation can exist by itself (e.g. Cassell & Lee, 2017). Thus, in multilingual contexts, the combination of metaphorical and interlingual translation produces four prototypical, idealized types of constellations, with high or low degrees of either form of translation, depending on the context and the agents involved.…”

Identities in Translation: Management Concepts as Means and Outcomes of Identity Work

“…In seeking to address these areas of relative neglect, we draw on research on identity work (Brown, 2017), which has the potential to help understand some of the resources through which individuals shape (and are shaped by) the translation process (e.g. Cassell & Lee, 2016). We shall explore this empirically by investigating those formally tasked with the implementation and translation of the concept of Lean in the context of a network of hospitals.…”