Increasing physician engagement. Using norms of physician culture to improve relationships with medical staff

Comments on the 2004 survey identified that physicians thought it was too early to judge whether the new structure itself was successful. This year, the survey will be repeated to measure the effectiveness of the new structure and to help administrators set goals to further improve physician engagement levels. Meanwhile, Mercy & Unity is using the tenets of the physician compact, elements of physician culture, and elements of administrative culture to inform new process-improvement activities. More study is needed to identify whether Mercy & Unity's techniques of reorganization contributed to the higher rates of physician satisfaction and engagement, but it is our belief that incorporating physician cultural norms into the process helped prevent the change process from turning the horse into the proverbial camel.     

Discrimination and Reaction: The Practical Constitution of Social Exclusion

This article explores and extends Blumer's work on race prejudice and discrimination by using empirical data from an ethnographic study of minority communities in Greece. Blumer explains prejudice as the result of an interactional process through which one group defines itself as superior or dominant in relation to the other. His work on race prejudice has often been misinterpreted as emphasizing the individual's subjective imaginary of the “other.” Here I illustrate the importance of the intersubjective processes involved in defining a particular social situation as discriminatory. A central point of the article is to elaborate on his analysis by looking at the experience of prejudice and discrimination from the receiving end, through the participants' interpretation of their social interactions with the dominant group. Therefore I focus on how members of the subordinate group interact with the process that Blumer identifies.