artikel over dat arabische taal is voor moslemmensen, zo staat het geschreven.
Over identiteit en UK moslim jongeren
woensdag 14 juli 2010
Q-12
The Gallup questionnaire on employee engagement
Here are those 12 questions:
*
Do you know what is expected of you at work?
*
Do you have the materials and equipment you need to do your work right?
*
At work, do you have the opportunity to do what you do best every day?
*
In the last seven days, have you received recognition or praise for doing good work?
*
Does your supervisor, or someone at work, seem to care about you as a person?
*
Is there someone at work who encourages your development?
*
At work, do your opinions seem to count?
*
Does the mission/purpose of your company make you feel your job is important?
*
Are your associates (fellow employees) committed to doing quality work?
*
Do you have a best friend at work?
*
In the last six months, has someone at work talked to you about your progress?
*
In the last year, have you had opportunities at work to learn and grow?
Reprinted with permission. Copyright 1992-1999 The Gallup Organization, Princeton, NJ. All rights reserved. Gallup and Q12 are registered trademarks of The Gallup Organization.
Here are those 12 questions:
*
Do you know what is expected of you at work?
*
Do you have the materials and equipment you need to do your work right?
*
At work, do you have the opportunity to do what you do best every day?
*
In the last seven days, have you received recognition or praise for doing good work?
*
Does your supervisor, or someone at work, seem to care about you as a person?
*
Is there someone at work who encourages your development?
*
At work, do your opinions seem to count?
*
Does the mission/purpose of your company make you feel your job is important?
*
Are your associates (fellow employees) committed to doing quality work?
*
Do you have a best friend at work?
*
In the last six months, has someone at work talked to you about your progress?
*
In the last year, have you had opportunities at work to learn and grow?
Reprinted with permission. Copyright 1992-1999 The Gallup Organization, Princeton, NJ. All rights reserved. Gallup and Q12 are registered trademarks of The Gallup Organization.
maandag 12 juli 2010
gapminder
visualisering van wereldontwikkelingen BNP * http://www.gapminder.org/feed/
video met ontwikkeling verhouding westen tot wereldbevolking.
video met ontwikkeling verhouding westen tot wereldbevolking.
zaterdag 10 juli 2010
English, identity en Malaysian English (success)
English, identity and the Malaysian workplace
Shanta Nair-Venugopal
Department of English Language and Literature Studies, Universiti Kebangsaan Malaysia, 43600 Bangi, Selangor Darul Ehsan, Malaysia
Copyright Blackwell Publishers Ltd 2000
ABSTRACT
This paper, which is an outgrowth of an ethnographic study of code and style choice in two Malaysian business organizations, explains individual and institutional choices as locally motivated pragmatic selections within the specific contexts of the workplace settings and the larger Malaysian sociolinguistic context of English as the normative choice of Malaysian business and Malay as the lingua franca. Malaysian English (ME) as the prevailing sociolect emerged as the unmarked choice in Malaysian business, rather than approximations to exonormative models, such as Standard British English, thereby challenging traditionally imposed norms of speech in Malaysian business settings which are a legacy of British rule and business links. Localized speech variation was consistently demonstrated. Sub-variants of ME spoken in ethnically distinct ways, mainly in the prosody of the native languages of the speakers, as ethnolects, together with style shifting along the full varietal range of ME, and the code-mixing of English and Malay and code-switching into Malay, were the most common ways of speaking in these settings. They voice local notions of language and communication through ethnic speech diversity in the projection of specific social and cultural personae and identities.
Shanta Nair-Venugopal
Department of English Language and Literature Studies, Universiti Kebangsaan Malaysia, 43600 Bangi, Selangor Darul Ehsan, Malaysia
Copyright Blackwell Publishers Ltd 2000
ABSTRACT
This paper, which is an outgrowth of an ethnographic study of code and style choice in two Malaysian business organizations, explains individual and institutional choices as locally motivated pragmatic selections within the specific contexts of the workplace settings and the larger Malaysian sociolinguistic context of English as the normative choice of Malaysian business and Malay as the lingua franca. Malaysian English (ME) as the prevailing sociolect emerged as the unmarked choice in Malaysian business, rather than approximations to exonormative models, such as Standard British English, thereby challenging traditionally imposed norms of speech in Malaysian business settings which are a legacy of British rule and business links. Localized speech variation was consistently demonstrated. Sub-variants of ME spoken in ethnically distinct ways, mainly in the prosody of the native languages of the speakers, as ethnolects, together with style shifting along the full varietal range of ME, and the code-mixing of English and Malay and code-switching into Malay, were the most common ways of speaking in these settings. They voice local notions of language and communication through ethnic speech diversity in the projection of specific social and cultural personae and identities.
identity and workplace
Identity and Language: Contributions to and Consequences of Speaking Spanish in the Workplace Hispanic Journal of Behavioral Sciences February 2008 30: 40-68, first published on December 27, 2007
widdowson
Language spread = niet language distribution.
Als je spreekt van distribution dan ga je ervan uit dat taal een monolitisch ding is, een product, dat geexporteerd kan worden, als McDonalds of KFC. Dat werkt niet.
Is naief.
Als je spreekt van spread, dan is er sprake van een natuurlijk proces, waarbij taal ook veranderen kan, zich ontwikkelen kan, kan convergeren.
Uit Jenkins
Als je spreekt van distribution dan ga je ervan uit dat taal een monolitisch ding is, een product, dat geexporteerd kan worden, als McDonalds of KFC. Dat werkt niet.
Is naief.
Als je spreekt van spread, dan is er sprake van een natuurlijk proces, waarbij taal ook veranderen kan, zich ontwikkelen kan, kan convergeren.
Uit Jenkins
taal en identiteit
Jenkins ELF attitude and identity
Geeft aan dat er ontwikkeling is in het bezien van identiteit;
Geeft aan dat er erkenning is voor de rol van macht, power en taalpolitiek (post structural). Attitude tov ELF beinvloed door docenten SLA (RP ideaal), maar de werkelijkheid haalt in, zorgt ervoor dat mensen meer dan 1 identiteit hebben, zorgt ervoor dat ELF gaat staan voor multilingualiteit, voor globaliteit, voor wereldburgerschap. Hoger aanzien.
Heeft onderzoek gedaan naar percepties docenten ELF/SLA
Arendt: invloed Heidegger; gaat nog niet erg over communicatie of taal of identiteit.
Heidegger: woordspelletjes. Sein und Zeit. Dasein. Besorgen.
Practische filosofie. Mens zijn is vooral werken en interageren met andere mensen, terwijl ze allemaal vrij zijn om zichzelf te zijn.
Overstap naar politiek.
Zie Sartre, zie ook Derrida.
Wat doet Arendt?
Geen idee.
Christopher Miles, Linking Second Language Use with Strategic Competence
Janet Holmes over taal at work en identity
Professional and personal identity at work: achieving a synthesis through intercultural workplace talk
Tollefson Planning Language, planning inequality
Zegt iets over taal, identiteit en werk. En het recht om in je eigen taal te werken, en de rol van politiek en macht, en over sociopolitieke visie op SLA
zegt dat 'nowhere is the failure to capture indivisual experience more evident than in regard to policies that require individuals to use a second langauge at work."
work instinct = niet work ethic
work ethic is associated with efficiency aimed at maximizing income from investment and with cost-benefit analysis. Daar past taal politiek van bovenaf opgelegd bij.
work instinct = dynamic relationship between one's work and one's self. what we do is what we feel we are. Therefore when individuals are not permitted to use their own languages at work, they are alienated not only from their work and the workplace, but from themselves. From this perspective, language policies that deny individuals the use of their own languages at work are unnatural, antihuman and, anticultural." p. 207
Eye-opener
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