Search results

As a key component of the American health care system, the physician office could be the front line in a bioterrorist attack. Nationally and locally, the primary focus on this subject appears to be from a hospital preparedness and public health agency perspective, with little attention devoted to primary physician providers in their own offices, and those specialists to whom patients may be referred. While unrelated to bioterrorism, the recent SARS outbreak also brings to the forefront the need for physicians offices to be able to clinically, operationally, and managerially respond to illnesses that mirror the symptoms of known illnesses, but may be more virulent new organisms or hybrids of existing organisms. If the face of bioterrorism is subtle and slow in its presentation, physicians, in their own offices, could be the first providers of care. Will they be prepared, or will they be among the first fatalities in a bioterrorist attack?

Researchers recommend a reorganization of the medical profession into larger groups with a multispecialty mix. We analyze whether there is evidence for the superiority of these models and if this organizational transformation is underway.

We summarize the evidence on scale and scope economies in physician group practice, and then review the trends in physician group size and specialty mix to conduct survivorship tests of the most efficient models.

The distribution of physician groups exhibits two interesting tails. In the lower tail, a large percentage of physicians continue to practice in small, physician-owned practices. In the upper tail, there is a small but rapidly growing percentage of large groups that have been organized primarily by non-physician owners.

While our analysis includes no original data, it does collate all known surveys of physician practice characteristics and group practice formation to provide a consistent picture of physician organization.

Our review suggests that scale and scope economies in physician practice are limited. This may explain why most physicians have retained their small practices.

Larger, multispecialty groups have been primarily organized by non-physician owners in vertically integrated arrangements. There is little evidence supporting the efficiencies of such models and some concern they may pose anticompetitive threats.

This is the first comprehensive review of the scale and scope economies of physician practice in nearly two decades. The research results do not appear to have changed much; nor has much changed in physician practice organization.

Advances in artificial intelligence have ushered in new opportunities for marketers in the domain of content generation. We discuss approaches that have emerged to generate text and image content. Drawing on the customer equity framework, we then discuss the potential applications of automated content generation for customer acquisition, relationship development, and customer retention. We conclude by discussing important considerations that businesses must make prior to adopting automated content generation.

Through a critical viewing of All in the Family and Curb Your Enthusiasm, significant shifts in popular conceptions of racialized others can be identified. All in the Family, represented by the character Archie Bunker, and Curb Your Enthusiasm, represented by Larry David, are deconstructed and contrasted to represent distinct eras in the portrayal of race relationships. All in the Family takes a sanctimonious and judgmental stance toward prejudice that embodies a simplistic conception of race humanized through the defects of Archie Bunker. Curb Your Enthusiasm, in contrast, offers a complex conception of racialized relationships, humanized by the character of Larry David. Comparisons of the two portrayals suggest that (1) conceptions of race have shifted from fixed, definitional and “individualized” contents toward situational, fluid, and ironic ones, (2) this shift parallels transformations in society, and (3) sarcastic and framed narratives of the consequences of interracial relationships and race prejudice have displaced optimistic and challenging portrayals. For their respective eras, each program reflects conceptions of race in popular consciousness.

This study uses the concept of standing, or legitimacy, to bridge the disciplinary divide between social movement and communication scholarship on activism. Here, the authors examine whether activist standing in 269 broadcast news stories sampled between 1970 and 2012 across five social movements – Women’s Rights, Gay Rights, Immigrant Rights, Occupy Wall Street, and Tea Party – is undermined by (1) the mix of visuals included in media coverage and (2) activists’ social statuses at the intersection of gender, race, and age. The authors find that broadcast media undercut the standing of activists in some social movements more than others. Occupy activists faced the most challenges to their standing because they were more likely to be shown as angry, young protestors wearing anti-government costumes and engaged in nonnormative protest behavior than activists associated with other movements. In contrast, Tea Party movement activists, who also made anti-government claims during the same relative time frame, were not cast in a similarly negative light. The authors also find that activist standing is diminished and enhanced at the intersection of gender, race, and age. For example, the social movements with the most racial diversity – the immigrant rights and Occupy movements – were also shown as the most deviant and deserving violent repression in coverage. The authors conclude the study with a discussion of the importance of interdisciplinary research and a call for additional research on the movement–media relationship.

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.