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This study aims to examine a German multinational that uses English as the common corporate language (CCL) for internal communications with its international subsidiaries/agencies. It examines use of English within the workplace, and problems/opportunities it presents to those who use it.

The questionnaire was piloted with a German employee on placement in the UK. The e‐mail questionnaire was then used to collect data from a random sample of 10 per cent (142) of respondents in non‐English‐speaking countries, using the company database.

CCL is supported by employees and English is used widely: a total of 90 per cent of respondents need to speak English for their job, and wish to continue English training – a virtuous circle of instrumental motivation. Varying levels of fluency create problems in meetings, and dissuade some from contributing. Whilst most wish to continue their English training, few currently take lessons.

In meetings, use handouts, and remind those with greater fluency to speak more slowly, and not use colloquialisms/idioms. Language audit is needed, to allow a more targeted training programme, based on levels of competence. Conversation classes with native English speakers: for higher levels of competence, focus on slang expressions, idioms and colloquialisms. Job rotation in English‐speaking countries – on return, employees help with language classes and cultural briefings. Selective recruitment across the company's global network.

The study examines many aspects of CCL use, and as such, should provide a useful indicator of areas that other researchers might like to examine in greater detail in future.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

Mutual understanding and cross‐border synergy in international organizations largely depend on the efficiency of the language(s) used between employees in home and foreign markets. This study aims to provide insights in how language(s) can be applied efficiently in international companies.

The study reports on a cross‐cultural employee survey that was conducted in a Dutch international company intending to improve internal communications between Dutch‐based and German‐based employees.

The study shows that although English is a popular language in internal contacts with foreign colleagues, it is not perceived to be equally effective across borders. The results indicate that language background affects experiences with passive as well as active language skills. This suggests that an English language policy can be feasible, but that promotion and facilitation of language use is needed for specific language groups.

The study indicates that quantitative academic research can help international companies in formulating a relevant corporate language policy tailored to the needs of the organization.

The study uses insights from existing qualitative studies on corporate language in established multinationals to create a quantitative research instrument employed within a company with a relatively young internationalization strategy. As such, it contributes to substantiating previous research findings.

Investigates the differences in protocols between arbitral tribunals and courts, with particular emphasis on US, Greek and English law. Gives examples of each country and its way of using the law in specific circumstances, and shows the variations therein. Sums up that arbitration is much the better way to gok as it avoids delays and expenses, plus the vexation/frustration of normal litigation. Concludes that the US and Greek constitutions and common law tradition in England appear to allow involved parties to choose their own judge, who can thus be an arbitrator. Discusses e‐commerce and speculates on this for the future.

The Foreign Corrupt Practices Act (FCPA) of 1977 and its amendment – the Trade and Competitive Act of 1988 – are unique not only in the history of the accounting and auditing profession, but also in international law. The Acts raised awareness of the need for efficient and adequate internal control systems to prevent illegal acts such as the bribery of foreign officials, political parties and governments to secure or maintain contracts overseas. Its uniqueness is also due to the fact that the USA is the first country to pioneer such a legislation that impacted foreign trade, international law and codes of ethics. The research traces the history of the FCPA before and after its enactment, the role played by the various branches of the United States Government – Congress, Department of Justice, Securities Exchange commission (SEC), Central Intelligence Agency (CIA) and the Internal Revenue Service (IRS); the contributions made by professional associations such as the American Institute of Certified Public Accountants (AICFA), the Institute of Internal Auditors (IIA), the American Bar Association (ABA); and, finally, the role played by various international organizations such as the United Nations (UN), the Organization for Economic Cooperation and Development (OECD), the World Trade Organization (WTO) and the International Federation of Accountants (IFAC). A cultural, ethical and legalistic background will give a better understanding of the FCPA as wll as the rationale for its controversy.

The purpose of this conceptual literature review is to investigate how language factors have been studied in the expatriate literature, and how cross-fertilisation with the broader language-sensitive international business and management field may facilitate integrated research of language in global work.

This paper is based on a thematic review of expatriate research and international business and management literature. The findings are structured through Reiche et al.'s (2019) three-dimensional conceptualisation of global work, after which two frameworks are developed to conceptualise how language connects the three dimensions – actors, structures and processes.

The literature review demonstrates that language-related topics are yet to gain status in the expatriate tradition, and the majority of studies, which do consider linguistic factors appear largely dissociated from the growing community of language research in the broader international management and international business fields. However, once consolidated, the literature reveals that language is present in all dimensions of global work. A processual view of corporate language management highlights the central role of human resource management (HRM), while a dynamic multi-level perspective indicates that language may form bidirectional relationships between the three dimensions of global work.

Due to the segmentation between language-sensitive research in the expatriate and international business/management traditions, few studies have considered the HRM implications of global mobility and the multifaceted nature of language at work. This conceptual literature review brings both perspectives together for a more contextualised and holistic view of language in international workforces.

The purpose of this paper is to examine the implications of corporate language policies that are implemented without formal decision-making processes.

A qualitative case study based on three Scandinavian multinational corporations which use English as a common corporate language without formal language policy decisions.

Non-formalised language policies are found to be clearly distinct from formalised language policies in terms of language policy format, language policy focus, language policy formation, language planning agency and management style. Non-formalised language policies can represent a type of informal control, but the absence of a policy document leaves employees without a common reference point which may cause confusion and inter-collegial conflict.

The study offers a nuanced perspective on the role of language policies in corporate communication by demonstrating that language policies may come in a variety of different forms, also as implicit assumptions about language use. Findings reveal benefits and drawbacks of the different language policy approaches.

The purpose of this paper is to contribute to previous research on intraorganizational power in multinational corporations (MNCs). It shows that a subsidiary manager may use language and acts of translation to resist control from headquarters and to (re)define his and his unit’s power position in a headquarters-subsidiary relationship. It also uncovers the interplay between natural languages and “company speak” as a specialized language.

The paper is based on a single case study of a European MNC undergoing strategic change. The data were drawn from company documents, personal interviews and focus group discussions.

The findings show that actors at both headquarters and in the focal subsidiary employed language and translation to exercise power over meanings; headquarters exerted control over “mindsets” and practices, while subsidiaries responded by resisting these meaning systems. The authors argue that the crossing of language boundaries offers a window onto shifting power positions and micro-politics in the MNC.

The study was limited to a single translation act in a focal headquarters-subsidiary relationship.

From the managerial perspective, any process of communication in a multilingual context needs to be sensitive to power (re)definitions associated with language and translation.

This study sheds light on translation as a political act and hidden activity in the MNC.

Nobody concerned with political economy can neglect the history of economic doctrines. Structural changes in the economy and society influence economic thinking and, conversely, innovative thought structures and attitudes have almost always forced economic institutions and modes of behaviour to adjust. We learn from the history of economic doctrines how a particular theory emerged and whether, and in which environment, it could take root. We can see how a school evolves out of a common methodological perception and similar techniques of analysis, and how it has to establish itself. The interaction between unresolved problems on the one hand, and the search for better solutions or explanations on the other, leads to a change in paradigma and to the formation of new lines of reasoning. As long as the real world is subject to progress and change scientific search for explanation must out of necessity continue.

The purpose of this paper is to analyse the consequences of globalisation in the area of corporate communication, and investigate how language may be managed as a strategic resource.

A review of previous studies on the effects of globalisation on corporate communication and the implications of language management initiatives in international business.

Efficient language management can turn language into a strategic resource. Language needs analyses, i.e. linguistic auditing/language check-ups, can be used to determine the language situation of a company. Language policies and/or strategies can be used to regulate a company’s internal modes of communication. Language management tools can be deployed to address existing and expected language needs. Continuous feedback from the front line ensures strategic learning and reduces the risk of suboptimal outcomes.

Offers a review of the relevant literature and provides a simple four-step model to make language a more important priority on the corporate agenda.