Occupation Flashcards
What do Brown and Levinson say about negative face?
negative face is the want of every competent adult member that their actions are unimpeded by others
What do Brown and Levinson say about positive face?
The second need and want is positive face- the want of every member that their wants be positive
How is negative face threatened? (Brown and Levinson)
By impositions from others e.g. requests and orders
How is positive face threatened? (Brown and Levinson)
By acts like criticism or disagreement
What is an example of a positive politeness strategy? (Brown and Levinson)
“I really appreciate all the music you’ve lent me, could I perhaps borrow…’
What is an example of a negative politeness strategy? (Brown and Levinson)
“I’m really sorry to ask you again but..”
What did Moreal theorise?
That humour was used in the workplace to maintain good working relations and boost morale
What did Drew and Heritage find?
Institutional talk differs from ordinary conversation in a number of ways; goal orientation, turn-taking rules, allowable contributions, professional lexis, structure and asymmetry
What did Drew and Heritage mean by ‘Goal orientation’?
Participants in workplace conversations usually focus on specific tasks or goals
What did Drew and Heritage mean by ‘Turn-taking rules’?
In some professional contexts there are special turn-taking rules in operation (e.g. in court). In others there are unwritten rules e.g. in a doctor-patient consultation, it is the doctor that usually asks the questions
What did Drew and Heritage mean by ‘Allowable contributions’?
There may be restrictions on what kinds of contributions are considered ‘allowable’ e.g. what participants might say
What did Drew and Heritage mean by ‘Asymmetry’?
Workplace interactions are often asymmetrical, that is often one speaker has more power and special knowledge than the other e.g. boss and employee
What does Bernstein theorise?
That imperatives are used in the workplace when power relationships are clear and stable in the organisation
What did Holmes and Stubbe theorise?
That power is not a personal attribute but more a part of a role of set behaviours people carry out as part of their jobs. Superiors in organisations ‘do power’ to carry out their role
What did Koester theorise?
Employees can support each other in getting tasks done through phatic talk. Phatic tokens are ways of showing status by orienting comments to oneself, to the other, or to the general situation
