The significance of communication in organizations has been widely acknowledged, yet the role of language in organizational communication remains underexplored in research. Traditional organizational communication primarily emphasizes the swift and accurate transmission of information, often focusing on information systems. However, such discussions fall short of fully capturing the complexities of organizational communication. Conventional views fail to account for the types of language employees use in their daily interactions. Moreover, organizational communication must not only address the exchange of information but also emphasize the importance of knowledge sharing. While the transmission of knowledge is vital, the communication and sharing of tacit knowledge—rather than explicit knowledge—are particularly essential for fostering organizational innovation, transformation, and strategic decision-making. Additionally, understanding meaning and value within organizations requires a re-evaluation of how organizational communication is conceptualized. Language plays a crucial role, as daily conversations and discussions in meetings are conducted using language. From the perspective of social constructionism and the hermeneutic paradigm, language is a medium through which knowledge is constructed from individual experiences. Thus, organizational discourse must be recognized as central to both communication and knowledge creation within organizations. Language has the power to influence employee commitment and motivation, making it a key factor in organizational success. This chapter explores organizational communication and knowledge within the framework of organizational discourse.