This chapter explores how “discourse,” as a process concerned with the production and consumption of talk and text, has been embraced within the field of organizational change and development (OCD). We present six ways of thinking about the role of discourse in OCD (namely: “discourse as component,” “discourse as process,” “discourse as analysis,” “discourse as method,” “discourse as mindset,” and “discourse as style”). Although the advent of dialogic OD has raised awareness of discourse, we demonstrate that it remains a marginal and under-utilized area of interest. We conclude by making a case for a more expansive role for discursive modes of analysis and engagement within OCD.
Oswick, C. and Li, Y. (2023), "The Role and Relevance of Discourse and Discursive Perspectives in Organizational Change and Development", Noumair, D.A., (Rami) Shani, A.B. and Zandee, D.P. (Ed.) Research in Organizational Change and Development (Research in Organizational Change and Development, Vol. 30), Emerald Publishing Limited, Leeds, pp. 155-181. https://doi.org/10.1108/S0897-301620220000030008
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Copyright © 2023 Cliff Oswick and Yuan Li. Published under exclusive licence by Emerald Publishing Limited