A hospital protocol to resolve complaints against staff physicians

Complaints of discrimination or harassment in the workplace have become almost commonplace in recent years, increasing in both frequency and variety. In the hospital setting, this trend is manifested in allegations against members of the medical staff by hospital employees as well as by patients or their families. Whether real or fancied, such allegations are reflective of a potentially disruptive undercurrent of organizational tensions. Left unresolved, they can erode the essential partnership between staff physicians and other members of the health care delivery team. Unsatisfactory patient experiences may also damage the reputation of the institution and thereby undermine its viability. With either group of complainants, allegations of malfeasance that are not resolved at the source in a timely manner are far more likely to result in expensive, time-consuming, and potentially damaging litigation.     

Stimulating high performance in frontline staff

When the author of this article found herself in need of emergency medical help, her role reversed from physician to patient. Unlike many patients who are traumatized by an emergency department visit, Dr. Blumberg was pleased with her treatment. However, in later reviewing the experience with her nonphysician husband, she was amazed to learn that he was left with negative feelings about how he was treated by the frontline staff and about the appearance of the facility. As a result, Dr. Blumberg wrote this article detailing the importance of frontline staff performance and exploring ways staff can be motivated to gain maximum job and patient satisfaction.     

The contemporary crisis and the social relations department at Harvard: A case study in hegemony and disintegration

The history of sociology is marked by periods of theoretical pluralism and hegemony. Their interplay has resulted in the slow and uneven development of the discipline. Today, however, bodies of theory and practice have become so diverse that many scholars worry that sociology is in a state of disintegration. The theoretical career of Talcott Parsons provides a microcosm in which to explore similar processes. Building on the success of The Structure of Social Action, Parsons led a movement that transformed Harvard's Department of Sociolgy into the Department of Social Relations. There he attempted a grander, but failed synthesis in Toward A General Theory of Action. His case provides a situation in which to explore features of disciplinary integration and fragmentation. The comparison stimulates one to fashion an informed sense of whether sociology is now facing its latest crisis or may be in the process of decomposition as a corpus of study. This research was supported by grants from the American Sociological Association's Fund for the Advancement of the Discipline and by Indiana University Northwest through a sabbatical leave.     

A cultural economy perspective on service sector migration in the global city: the case of Hong Kong

This article argues that in order to fully understand the geography of labour migration to global cities, it is necessary to consider economic forces in conjunction with mediating socio-cultural influences. Support for this argument is based on an examination of the pattern of migration to Hong Kong, a city which plays a significant role in the world economy.
Reported here are the results of an analysis of recently released 1996 by-census data, and the authors' interviews with foreign domestic workers in Hong Kong. These findings have shown that highly skilled immigrant workers were drawn largely from developed countries, the main sources of inward investment in this city, while less skilled immigrants were drawn from less developed neighbouring labour markets.
While the geographical pattern of immigration followed broadly that predicted from Hong Kong's position in the world economy, the results have revealed that cultural influences such as language and social networks are also important in shaping the economic roles of migrant workers.     

Home,work and community: skilled international migration and expatriate women in Singapore

While skilled labour migration across international borders is a phenomenon of increasing significance in the age of globalization and an important component in the production of global cities, it has not been given sufficient attention in traditional migration analyses.
Recent research has focused on institutional mechanisms regulating the patterns of skill transfer rather than the individual experience of being part of the international labour circuit. Women, in particular, have usually been relegated to the role of "trailing spouses" and are generally invisible in the migration process.
Using a questionnaire survey and in-depth interviews, this article attempts to reinstate the importance of women's roles by portraying them as active agents who adopt a range of strategies in negotiating the move and coming to terms with the transformations wrought by the move in the domains of home, work and community. It argues that skilled labour migration is a strongly gendered process, producing different sets of experiences for the men and women involved in it.
While international circulation often represents "career moves" for expatriate men, their spouses often experience a devalorization of their productive functions and a relegation to the domestic sphere. As an adaptive strategy, expatriate women often turn to the social and community sphere to reach for grounding in their lives.
The article also points to the diversity of "expatriate experiences": while "western" expatriates tend to recreate a more exclusive world by drawing on strong institutional support, "Asian" expatriates find that they have to navigate much finer social and cultural divides between themselves and the host society.     

Community,Family, and Race/Ethnic Differences in Health Status in Rural Areas1

Abstract Many race-specific differences in health outcomes that have been observed in previous research have been attributed to class and racebased group differences which either facilitate or constrain health opportunities and behaviors. These include such variables as different rates of poverty, health insurance coverage, and access to medical care. However, these relationships have been inadequately examined in rural communities where minority status may be even more detrimental to health than in urban areas, due to various constraints on access to health care. We present an analysis that assesses the effects of community, family structure, sociodemographic, and medical care variables on self-reported health status among Hispanics, Mrican Americans, and non-Hispanic whites in six rural communities in Florida. Community structural characteristics had a significant effect on self-reported health, as did some of the measures of how respondents “experience” community. These relationships held even when other sets of variables were added to the models. Family/household characteristics and sociodemographic and medical care variables were less important in explaining self-reported health status. These findings suggest that community continues to be important in explaining differences in health status in rural areas.     

Organizational Symbolism as a Social Construction: A Perspective from the Sociology of Knowledge

This article describes organizational symbolismfrom a sociology of knowledge perspective and considersboth the theoretical and extra-theoretical bases of thesymbolic approach. It illustrates the distinctive principles of the symbolic approach withrespect to other methods used in the study oforganizations, the concepts on which it is based, andthe organizational issues on which it has shedsignificant light. Symbolist studies of organizations haverefocused scholarly attention on the multidisciplinaryunderstanding of the logos, ethos, and pathos oforganizational life. They have done so by stressing the production of knowledge tout court, rather thanconcerning themselves with the applicability of theorganizational knowledge acquired by this approach formanagerial purposes. Organizational symbolism is described in the article as a fluctuatingand emerging social construction whose growth and spreadhas been fostered by support within academia.