actions of other employees are rewarded (Cooke, and Szumal, 1993).
Because organizational culture influences the daily practices of the employees, it alsoinfluences the language used (Fancher, 2007). This is the case as language is themain method of passing the culture (Spradley, 1979). The organizational culture ofinstitutions, according to Bate (1990) is encoded in the language used. This latterpoint is significant for the purposes of this study. As this study investigates languageuse in an institutional practice, the investigation of the organizational culture, whichcomprises the norms, values, meanings and language in organizations (O’Donnelland Boyle, 2008), provides insights into why the employees of the educationalinstitution that is the subject of this study use language the way they do (Bhatia,2004).126.96.36.199 Organizational IdeologiesThe organizational ideologies, as the organizational culture, are informal rules inorganizations because they are set and enforced internally within the institution. Theideology of an organization, according to Mumby (1987), refers to “the ways inwhich members, as social subjects, become qualified to participate in and create theorganizational reality (mode of rationality) that is represented to them” (p. 125). Inthis sense, organizational ideology directs the general conduct of the organization’sprocesses, codes of behaviour, the management of people and its businesses withother institutions (Mullins, 2010).The purpose of the organizational ideologies has evolved over the years. Originally,organizational ideologies were used to reflect upon ethical and operationalfoundations, both of which reflected internal and external relations (Brech, 1975).
The external ethical foundations relate to the relationship with customers and thepublic. The internal ethical foundations, however, relate to the standards ofemployment in an institution. The operational foundations, on the other hand, relate