Organisationsdiskurs

Organisationsdiskurs is a term used in sociology and organizational studies to describe the patterns of language, communication, and symbolic practices through which organisational identities, power relations, and collective meanings are constructed and reproduced. The concept builds on discourse theory, particularly the work of Michel Foucault, and views organisations not only as rational structures but as sites where particular ways of speaking and thinking are continuously negotiated.

In this framework, organisational discourse includes written documents such as mission statements, reports, and policies, as well as informal conversations, meetings, and digital communications. By analysing the lexical choices, narratives, and rhetorical strategies present in these texts, researchers can uncover how authority is legitimised, how employee roles are defined, and how organisational change is framed.

Key theoretical contributions have been made by scholars such as Karl E. Weick, who emphasised sense‑making processes, and David Boje, who highlighted the storytelling dimension of organisational life. Empirical studies often employ qualitative methods like discourse analysis, ethnography, or content analysis to trace the emergence of shared meanings over time.

Applications of the concept range from diagnosing cultural misalignments during mergers, to understanding the impact of corporate social responsibility narratives, and to evaluating governance discourses in public institutions. Critics argue that a focus on language may overlook material and structural factors, and that the interpretive nature of discourse analysis can lead to subjective conclusions. Nonetheless, the notion of Organisationsdiskurs remains a valuable analytical lens for examining how communication shapes organisational reality.