When employees use multiple languages ​​for communication, they are usually referred to as workplace multilingualism and become a problem when they exclude employees and clients.

Vincent and Harriet were told about their story of two sales staff attempting to sell two slightly corrupted portable computers and using a serial number for a computer store.

When it comes to buying two new laptops, sales staffs immediately changed their conversation to their ethnic language before the transaction was conducted. Without realizing that what they consigned from their ethnic language, reflecting on their homeland, reflects the strange behavior of sales staff. By checking purchasing documents and computers, they found that computers were slightly injured and used the same serial number on the two shopping certificates. They quickly returned the computers to the store and complained to the Store Manager who detected the fraud. This is just an example of using other languages ​​at the workplace at the expense of customers and organizations.

Despite some of these negative stories, workers in different workplaces at work may have a competitive edge.

Perspectives on multilingualism in the workplace

Due to the demographic changes in the country and the diversity of workforce diversity, it is necessary to develop methods that allow acceptable practices for the use of multiple languages ​​in the workplace. Multilingualism issues in multicultural jobs are sufficient to capture the diversity of profits on a competitive global market. To ensure the proper use of languages, culturally diverse employees apply rules and models that challenge HRTs by justifying the use of restrictions and preventing accusations of discrimination. The above are just a short introduction to the complexity of the language-based rules imposed on employers by different domestic workers.

Most national legislations prohibit linguistic discrimination of national origin, and it is under consideration that most litigation are being dealt with by monolingual or monolingual rules at work. In the United States, in contrast to Canada, the legal rules and policies applied in the workplace were more legal challenges. In some jurisdictions, courts have given precedents to the application of language rules. Some legal decisions refer to the correct application of language rules where job assignments are closely intertwined with the use of the language. Legal experts felt that at all times the application of language rules at work places the burden of employment conditions more difficult and "creates a lower, isolated and intimidating atmosphere based on national origin that could lead to a discriminatory working environment". Language restrictions apply where the use of one language means the coordination of employee relationships within the work unit.

In Canada, English and French are the (only) two official languages, and both have important implications in business. Due to the official status of both languages, Canadian bilingualism provides benefits to the employment of employees in employment. Canadian multilingualism is often seen as a separate issue. Canadian employees have no restrictions on using their ethnic language when communicating in the social environment with those who understand them. Problems occur in working relationships when languages ​​are misused in the workplace

Our research did not reveal significant Canadian literature about practices adopted by organizations to limit language improper use at work. There are some development practices that introduce policies for the use of workplace languages ​​as employees. This does not mean that multilingualism is not a problem at Canadian workplaces.

Below is a statement from an article dealing with multilingualism in the workplace: Language Assistance Helps Social Development Bonds "says Cristina Rodrguez, Professor of Law School of Law at the University of New York and the author of Work Language Language Diversity, published in Northwestern University Law Review in 2006. He says, "The only English-language rules may hinder the development of relationships with employees, the relationship between the workplace and the community, and the ability of linguistic communities to maintain their existence. "

Some human resource practitioners recommend the following when it is absolutely necessary to create a working language rule: English policies only remain risky only if justified and verifiable business necessity can be justified, even if business necessity justifies the English only one rule, employers should be strictly enforced and enforced so as not to burden bilingual employees or endanger the hostile work environment formation. " – HR Magazine, April 2006 SHRM

Take Care of Part 3, which provides solutions for managing multiple-language employees and for your use of the organization 59002]

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