Language Usage and Human Resource Performance in Local Governments in Uganda: A Case of Bududa District
In this paper, the authors explain how language usage can affect human resource performance. They do that by explaining how language can be used in different institutions. Authors provide their explanations by referring to Bududa Local district government. The study's objectives were to explain the importance of human resources in organisations and the usefulness of language usage in human resource performance. The research problem is that in Uganda, language usage has not been emphasised so much as a key element in human resource performance. In this study, the researchers used a case study and field research designs. By using this particular research design, they interviewed only a few people and the results were used to represent the whole District. The researchers used the staff in different departments as their respondents following their experience. The researchers tallied the data and gave the frequency of each role of language usage in human resource performance. After tallying the data, the results were presented by the use of tables. The study's findings are as follows: promoting unity among the employees, promoting love among the employees, giving employees the zeal to do the work, making the employees develop the spirit of belonging, and developing a collective responsibility spirit.
Allen, D., Lee, Y. T., & Reiche, S. (2015). Global work in the multinational enterprise: New avenues and challenges for strategically managing human capital across borders. Journal of Management, 41(7), 2032-2035.
Barner-Rasmussen, W., Ehrnrooth, M., Koveshnikov, A., & Mäkelä, K. (2014). Cultural and language skills as resources for boundary spanning within the MNC. Journal of International Business Studies, 45(7), 886-905.
Brannen, M. Y., Piekkari, R., & Tietze, S. (2017). The multifaceted role of language in international business: Unpacking the forms, functions and features of a critical challenge to MNC theory and performance. In Language in International Business (pp. 139-162). Palgrave Macmillan, Cham.
Crowley, J. (2017, November 8). The importance of translating and localising your international HR communications. Retrieved from https://www.peoplehr.com/blog/2017/11/08/the-importance-of-translating-and-localising-your-international-hr-communications/
Daniel, V. O. (2017). Politeness in Language. Lancaster University Press, UK.
Froese, F. J., Kim, K., & Eng, A. (2016). Language, cultural intelligence, and inpatriate turnover intentions: Leveraging values in multinational corporations through inpatriates. Management International Review, 56(2), 283-301.
Harzing, A. W., & Feely, A. J. (2008). The language barrier and its implications for HQ‐subsidiary relationships. An International Journal of Cross-Cultural Management.
Human Resource Online. (2018, August 1). How the language you speak at work affects future company strategy. Retrieved from https://www.humanresourcesonline.net/how-the-language-you-speak-at-work-affects-future-company-strategy.
HumanResourcesEdu. (2021). What is Human Resource? Retrieved From https://www.humanresourcesedu.org/what-is-human-resources/.
Impraise. (2020). How language impacts your company culture. Retrieved from https://www.impraise.com/blog/how-language-impacts-your-company-culture.
Itani, S., Järlström, M., & Piekkari, R. (2015). The meaning of language skills for career mobility in the new career landscape. Journal of world business, 50(2), 368-378.
Jones, R. (2010, October 19). Redefining the Language of HR. Retrieved from -https://www.hrexchangenetwork.com/hr-talent-management/articles/redefining-the-language-of-hr.
Latukha, M., Doleeva, A., Järlström, M., Jokinen, T., & Piekkari, R. (2016). Does corporate language influence career mobility? Evidence from MNCs in Russia. European Management Journal, 34(4), 363-373.
McMunn, R. (2017, August 7). 3 Ways Language Training Benefits Your Business. Retrieved from https://www.entrepreneur.com/article/296242.
Neeley, T. (2019). The language of global success: How a common tongue transforms multinational organisations. Princeton University Press.
Peltokorpi, V. (2015). Corporate language proficiency and reverse knowledge transfer in multinational corporations: Interactive effects of communication media richness and commitment to headquarters. Journal of International Management, 21(1), 49-62.
Peltokorpi, V. (2017). Absorptive capacity in foreign subsidiaries: The effects of language-sensitive recruitment, language training, and interunit knowledge transfer. International Business Review, 26(1), 119-129.
Peltokorpi, V., & Vaara, E. (2014). Knowledge transfer in multinational corporations: Productive and counterproductive effects of language-sensitive recruitment. Journal of International Business Studies, 45(5), 600-622.
Peltokorpi, V., & Vaara, E. (2017). Language policies and practices in wholly owned foreign subsidiaries: A recontextualisation perspective. In Language in International Business (pp. 93-138). Palgrave Macmillan, Cham.
Peltokorpi, V., & Yamao, S. (2017). Corporate language proficiency in reverse knowledge transfer: A moderated mediation model of shared vision and communication frequency. Journal of World Business, 52(3), 404-416.
Piekkari, R., & Tietze, S. (2012). Language and international human resource management. In Handbook of Research in International Human Resource Management(Second Edition). Edward Elgar Publishing.
Piekkari, R., Welch, D., & Welch, L. S. (2014). Language in international business: The multilingual reality of global business expansion. Edward Elgar Publishing.
Presbitero, A. (2020). Foreign language kill, anxiety, cultural intelligence and individual task performance in global virtual teams: A cognitive perspective. Journal of International Management, 26(2), 100729.
Pudelko, M., & Tenzer, H. (2019). Boundaryless careers or career boundaries? The impact of language barriers on academic careers in international business schools. Academy of Management Learning & Education, 18(2), 213-240.
Richard. (2019, February 19). English for HR Managers: Jargon. Retrieved from London School of English and Foreign Languages, https://www.londonschool.com/blog/english-hr-managers-jargon/.
Schomaker, M. S., & Zaheer, S. (2014). The role of language in knowledge transfer to geographically dispersed manufacturing operations. Journal of International Management, 20(1), 55-72.
Selmer, J., & Lauring, J. (2015). Host country language ability and expatriate adjustment: The moderating effect of language difficulty. The International Journal of Human Resource Management, 26(3), 401-420.
Summa Linguae Technologies. (n.d.). Language Support: The fourth wheel for a diverse, ubiquitous workforce. Retrieved from https://summalinguae.com/business/language-support-the-fourth-wheel-for-a-diverse-ubiquitous-workforce/.
Tenzer, H., & Pudelko, M. (2015). Leading across language barriers: Managing language-induced emotions in multinational teams. The Leadership Quarterly, 26(4), 606-625.
Tenzer, H., & Pudelko, M. (2017). The influence of language differences on power dynamics in multinational teams. Journal of World Business, 52(1), 45-61.
Tenzer, H., Terjesen, S., & Harzing, A. W. (2017). Language in international business: A review and agenda for future research. Management International Review, 57(6), 815-854.
Zhang, L. E., & Peltokorpi, V. (2016). Multifaceted effects of host country language proficiency in expatriate cross-cultural adjustments: a qualitative study in China. The International Journal of Human Resource Management, 27(13), 1448-1469.
Copyright (c) 2021 Elizabeth Lamunu, Willy Wanyenya, PhD
This work is licensed under a Creative Commons Attribution 4.0 International License.