OCCUPATION

Drew and Heritage (1992)

Identified key difference between everyday conversation and workplace talk (e.g. goal orientated speech and turn taking rules and restrictions).

Drew and Heritage (1993)

Concluded that members of a discourse community show inferential frameworks, which consist of implicit ways of thinking, communicating and behaving.
He identified a list of features:
- Goal orientation
- Turn taking rules or restrictions
- Allowable contributions
- Professional lexis, structure & asymmetry

Herbert and Straight (1989)

Compliments tend to flow from those of higher rank to those of lower rank.

Holmes and Marra (2002)

Women use just as much humour as men in the workplace; citing the same reasons for their humour. Women are more likely however, to encourage supportive and collaborative humour.

Hornyak (1994)

The shift from work talk to personal talk is always initiated by the highest ranking person in the room.

Howard Giles (1973)

Accommodation Theory: The idea that people have different levels of formality of language at their disposal, and will converge or diverge their language depending on their situation.

Janet Holmes (1998)

Women managers are more likely to negotiate consensus of an idea of plan, compared to men who will press through their agenda.

John Swales (1990)

Professional discourse communities occur due to the professional lexis used to maximise efficiency in the workplace.

Koester (2003)

Phatic talk (small talk) is important for increasing productivity in the workplace, by establishing positive interpersonal relationships and building solidarity between workers.

Porter (1992)

Found that professions with more complex technical or bureaucratic procedures are more likely to develop stronger and more restricted discourse communities.