The Handbook is divided into four sections. Part I, Domains of Discourse, focuses on specific discursive domains or 'forms' of organizational discourse. Part II, Methods and Perspectives, plots the contrasting methodological approaches...
moreThe Handbook is divided into four sections. Part I, Domains of Discourse, focuses on specific discursive domains or 'forms' of organizational discourse. Part II, Methods and Perspectives, plots the contrasting methodological approaches and epistemological views that may be discerned among those studying organizational discourse. Part III, Discourses and Organizing, comprises chapters that draw on a variety of discursive perspectives and approaches in order to show how discursive activity produces and mediates different organizational phenomena. Part IV, the final section of the Handbook, is titled Reflections. It comprises three pieces in which eminent contributors consider the value of organizational discourse to the broader field of organizational studies, reflect on chapters presented in the Handbook and suggest future avenues of research. The remainder of this chapter provides an introductory overview of the field of organizational discourse by using the structure and content of the Handbook to explore what organizational discourse comprises. We then discuss key areas of debate and discussion within the field, and identify some of the challenges it faces. We conclude by highlighting the significance of organizational discourse in terms of its contribution to our understanding of organization. However, we also note that while there has been a recent growth in the number of studies of organizational discourse, it remains a relatively underutilized avenue of enquiry whose contributions have not been fully realized. We assert that there is considerable further scope for its application, and advocate more discourse-focused research on the basis of the potentially considerable insights that it offers. Exploring Organizational Discourse The term 'organizational discourse' refers to the structured collections of texts embodied in the practices of talking and writing (as well as a wide variety of visual representations and cultural artefacts) that bring organizationally related objects into being as these texts are produced, disseminated and consumed (Grant et al., 1998b; Parker, 1992; Phillips & Hardy, 2002). Consequently, texts can be considered to be a manifestation of discourse and the discursive 'unit' (Chalaby, 1996) on which the organizational discourse researcher focuses. They signify collections of interactions, media of communication (i.e., oral, print, electronic), or assemblages of oral and written forms (Putnam & Cooren, 2004). Such a definition demonstrates that those studying organizational discourse are often interested in the social constructionist (Berger & Luckmann, 1967; Searle, 1995) effects of language in organizational settings (Phillips & Hardy, 2002). As Mumby and Clair point out: Organizations exist only in so far as their members create them through discourse. This is not to claim that organizations are 'nothing but' discourse, but rather that discourse is the principle means by which organization members create a coherent social reality that frames their sense of who they are. (1997, p. 181) In line with Mumby and Clair's observation, this Handbook shows how the everyday attitudes and behaviour of an organization's members, along with their perceptions of what they believe to be reality, are shaped and influenced by the discursive practices in which they engage and to which they are exposed or subjected. In short, the Handbook highlights the fact that discursive practices in organizations 'do not just describe things; they do things' (Potter & Wetherell, 1987, p. 6). In studying how discourse shapes organizing processes, researchers engage with discourse