It has been suggested that it is perhaps now more appropriate to talk about an emerging discursive rather than linguistic 'tum' in the social sciences (Torfing 2005). This observation seems especially pertinent in relation to organisation and management theory, where we have seen an increasing interest in an approach to the study of organisations that has been termed organisational discourse studies (ODS) (Grant et al. 2004; Alvesson and Karreman 2000, 2011; Hardy and Grant 2012). The value of this approach is highlighted by Mumby and Clair (1997: 181) where they discuss the nature of the relationship between organisations and discourse: >>When we speak of organizational discourse, we do not simply mean discourse that occurs in organizations. Rather, we suggest that organizations exist only in so far as their members create them through discourse. This is not to claim that organizations are nothing but discourse, but rather that discourse is the principal means by which organization members create a coherent social reality that frames their sense of who they are.<< The reach of organisations is such that they impact in some way, on almost every aspect of our daily lives and remind us of the importance of understanding organisational discourse more broadly. Specifically, it reminds us that, through their communicative practices and activities, organisations and their members have the capacity to shape identities and democratic processes. The study of organisational discourse thus extends to how organisations are engaged in framing the social reality of actors locally and globally.
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