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This paper aims to explore the intersection of disability and accounting employment.

The paper uses oral history accounts of 12 disabled accountants. The authors investigate narrators' experiences of being disabled people and professional accountants, identify the barriers they encounter in professional employment, and how they (re)negotiate professional work.

The narrators' accounts are complex and diverse. The narratives record a discourse of success, offset by the consistent identification of social and environmental barriers relating to limited opportunities, resources, and support.

The paper develops the limited research on the relationship between disability and the accounting profession, expands the limited literature on disabled professionals' experience of work, provides voice for disabled accountants, adds to the limited oral histories available within accounting, and augments the accumulated literature considering the accounting profession and minorities.

This paper proposes an anthropology‐based theoretical model describing the impact of top management culture clash on the commitment of the acquired team to the new organization and on its cooperation with the acquiring team. It suggests that three factors are influential, namely the degree of cultural differences, the nature of the contact between the teams, and the intended level of integration between the companies. The paper generates numerous propositions for predicting the impact of the culture clash. It also offers suggestions for further theoretical and empirical study, and presents some of the model's practical implications.

In the fall of 1989, SilverPlatter and Human Relations Area Files, Inc. began releasing their new series Cross‐Cultural CD, based on a subset of the Human Relations Area Files. The first disk in the anticipated five‐disk series covers the subjects Human Sexuality and Marriage, and represents two of ten proposed topical databases that are scheduled to be released over the next five years. The other eight databases in the series, to be produced on a total of four additional disks, are to be on the following topics: Family, Crime and Social Problems, Old Age, Death and Dying, Childhood and Adolescence, Socialization and Education, Religious Beliefs, and Religious Practices. An annual “volume” of two databases is currently $1,495, and each volume may be purchased separately. The databases will be issued one time only, one every six months, and are not updated. The second disk in each volume replaces the first disk of that volume, and becomes the property of the purchaser.

Understanding linguistic profiling and its substantial consequences on employee career development is essential in diverse workplaces. This study utilizes Levinson’s eras and career development theories to analyze the complicated relationship between linguistic profiling and biases, which hamper employee career development.

This study used an interpretive methodology and conducted thematic data analysis. It documented lessons learned from diverse viewpoints through semi-structured interviews with 19 participants conducted in November and December 2022.

The study demonstrates that linguistic discrimination occurs in diverse workplaces. After data exploration, four intriguing themes appeared. The first theme was related to employees who were discriminated against because of various languages. This shows how often language choice affects employees. The second theme examined how linguistic profiling intersected with marginalized groups, increasing discrimination. The third theme, linguistic profiling and career development showed that bias had a huge influence on career progression. The fourth theme emphasizes organizational policies for preventing language discrimination, promoting career growth and inclusive organizations.

This study advances the understanding of linguistic profiling and career development in a multilingual society. In addition, it furthers discourse and provides ways to minimize biases, creating a more inclusive workplace environment.

Training programs designed to enhance managerial effectiveness at cross‐cultural communication tend to be directed at specific target cultures. This paper argues that an etic approach, one based on universal variables that occur in every culture and that vary across cultures, comprises an important alternative. This paper reviews anthropological/sociolinguistic research on one universal variable, “politeness.” Politeness, or linguistic indirection used to show social consideration, is a crucial element of interpersonal communication in all human cultures, yet it has received little mention in the literature. Implications of politeness for managerial cross‐cultural communication are explored. The implications of a universalistic approach to cross‐cultural communication training are discussed.

This year marks the fortieth anniversary of the incorporation of the Human Relations Area Files (HRAF) as a private, nonprofit educational institution. HRAF was founded and continues to exist with one primary mission in mind—to encourage and facilitate the cross‐cultural study of human culture, society, and behavior. This mission has mainly involved the continuous expansion, updating, refinement, and distribution of the Human Relations Area Files Cultural Information Archive (HRAF Archive). The archive, which now contains nearly 800,000 pages of text, provides both historic and contemporary descriptive information on the ways of life of people in over 330 different cultural, ethnic, religious, and national groups around the world.

The purpose is to show how actors' relative power or parity is dynamically instanced in discrete speech behaviors that are exchanged throughout everyday organizational interaction.

Politeness theory, rooted in the dramaturgical theories of Erving Goffman, details a set of linguistic indices used to show regard for others' face. This conceptual paper draws on politeness theory to model the unfolding of power relations within face-to-face verbal interchange in organizations. The paper presents a number of propositions suggesting how power differentials (or parity) are reflected in a set of common speech behaviors used to defray threats to face throughout organizational interaction.

This article extends and applies politeness theory to organizations by exploring specific motives and linguistic outcomes of high and low power actors, describing the behavioral egalitarianism associated with organic organizations, and suggesting how the demand characteristics of face-to-face interaction create oligarchic tendencies that militate against the success of workplace participation. Politeness' role in the social construction of power, and in distortive processes within hierarchical communication, is also discussed.

This paper enables researchers to understand the specific linguistic features associated with power-related roles, and it shows how the social distribution of certain speech behaviors is a function of power and dependency relations.

The findings provide managers a fine-grained understanding of how power affects speech, and an understanding of how such speech patterns may stymie attempts to stimulate organizational empowerment and employee voice.

Prior scholarship has neglected this most important topic.

The author argues that we must stop and take a look at what our insistence on human labour as the basis of our society is doing to us, and begin to search for possible alternatives. We need the vision and the courage to aim for the highest level of technology attainable for the widest possible use in both industry and services. We need financial arrangements that will encourage people to invent themselves out of work. Our goal, the article argues, must be the reduction of human labour to the greatest extent possible, to free people for more enjoyable, creative, human activities.

Ting‐Toomey's (1988) face‐negotiation theory of conflict predicts that choice of conflict style is closely associated with face‐negotiation needs, which vary across cultures. This study investigated this prediction in a workplace setting involving status and face‐concern with a sample of 163 Anglo‐Australian and 133 Chinese university students who were working full or part‐time. The association of type of communication (direct or cautious) according to type of face‐threat (self or other) and work status (subordinate, co‐worker or superior) with preferences for three conflict management styles (control, solution‐oriented, non‐confrontational) was examined for the two cultural groups. The results showed that: (1) as predicted by the individualist‐collectivist dimension, Anglo respondents rated assertive conflict styles higher and the non‐confrontational style lower than their Chinese counterparts; (2) overall, both Anglo and Chinese respondents preferred more direct communication strategies when self‐face was threatened compared with other‐face threat; (3) status moderated responses to self and other‐face threat for both Anglos and Chinese; (4) face‐threat was related to assertive and diplomatic conflict styles for Anglos and passive and solution‐oriented styles for Chinese. Support was shown for Ting‐Toomey's theory; however the results indicated that, in applied settings, simple predictions based on only cultural dichotomies might have reduced power due to workplace role perceptions having some influence. The findings were discussed in relation to areas of convergence and the two cultural groups; widening the definition of “face”; and providing a more flexible model of conflict management incorporating both Eastern and Western perspectives.

The following bibliography focuses mainly on programs which can run on IBM microcomputers and compatibles under the operating system PC DOS/MS DOS, and which can be used in online information and documentation work. They fall into the following categories: