Compare and contrast 3 attachments with each other. APA format 2 1/2 pages

Barcelona 9-11

Healthcare Management

Barcelona hosts one of the biggest and leading hospital in Spain; the Hospital Vall d’Hebron. The hospital has four centers which include maternity, general hospital, pediatric and traumatology centers. The hospital also offers outpatient services. Besides this hospital, there are also a number of hospitals in Barcelona which in both public and private sectors. In trying to analyze the Healthcare of Barcelona City, it is important to look into the pros and cons of healthcare in this particular city.

One of the advantages of Barcelona healthcare is that the city has a lot of public hospitals. The public hospitals include but not limited to Hospital de Mar, Hospital de Sant Joan de Deu, hospital Santa Creu I Sant Pau. With many health centers in within the city, many people do not waste time in the long queues in an attempt to get healthcare services. This means that emergency and casual departments of healthcare centers in Barcelona are not too busy to save lives in cases of emergencies.

It is also important to note that Barcelona hosts one of the biggest hospitals in the country. This means that there is a number of services within reach for Barcelona people. The hospital (Hospital Vall d’Hebron) has over four centers that handle different healthcare issues. One of the centers in this particular hospital is the “general hospital” where individuals can access the general health care services. There is also a section of maternity where the mother care services are given. The pediatric center is also available where the city children are taken care of. There is also rehabilitation centers under this particular Hospital where citizens with drug addictions are getting services to better their lives.

There are also a number of private hospitals in Barcelona. This helps patients who wish to seek private services to achieve their dreams. Presence of private hospitals in the city reduces the pressure on the public hospitals hence emergency issues can be attended to in time. Another advantage of Barcelona healthcare is that the private hospitals also allow those with healthcare insurance to get their services. Healthcare centers in Barcelona also allow those Barcelonans with E-111 to receive free treatments for three months.

Almost all hospitals in Barcelona offer outpatient services. Outpatient services give people less restrictive policies hence patients do not have to stay for a prolonged period of time in hospitals. This assists those patients who want to keep some of their commitments while at the same time seeking medical services.

In general, the healthcare system in Barcelona is quite impressive, especially in the private sector. All legal residents of Barcelona are eligible for receiving public healthcare in their entire life provided you have your social security number.

Contrary to the good features of Barcelona healthcare programs, there are also a good number of practices within the healthcare of Barcelona which do not give good impressions at all. Of the cons of Barcelona healthcare is that the dentists of almost all health care centers do not get healthcare coverage. Meaning patients with healthcare problems are likely to use their own funds in getting g health care services in this town. The social security healthcare also does not cover the opticians. Citizens in Barcelona, therefore, will part with some funds to access optical services. Another disadvantage is that the private health centers in Barcelona tend to give qualified services but at a very high cost. It is therefore very expensive for low-income earners to access healthcare services in Barcelona.

Barcelona is one of the largest cities in Spain with a population of 1.6 million. The city has a mix of cultural dimensions that can really affect its functionality in housing business operation. In an attempt to analyze international human resource management of this city, some of the cultural dimensions that are seeming to affect its capability in housing business operations include but not limited to individualism, uncertainty avoidance as well as indulgence/restraint and masculinity-femininity.

Performance-oriented dimension will impact the Barcelona’s ability to house the business. Appadurai, (1996) defines this dimension as the rate which excellent performance and innovations are encouraged and rewarded. Dimension gives a positive attribute towards Barcelona giving the business a good opportunity for its operation. The culture of Barcelona people upholds this dimension and values competitiveness as well as materialism. Their expectation will be the business to invest a lot in training to promote improvements and performance.

Masculinity-Femininity culture dimension will also affect Barcelona. This dimension gives a positive effect on Barcelona to hoist the regional headquarters for the business. A feminine society is one that gives a slight differentiation between the genders in the society. The culture of Barcelona upholds this dimension as most of the people are from both genders now joins high learning institutions and joining professions that were previously occupied by one gender. Operating in a feminine culture will boost the operations of the business as there will never going to be issues of role-playing in the business organization?

Indulgence and restraint cultural dimension in Barcelona is a key factor in thriving a business in this location. Indulgence is a cultural value that tends to give control of personal life. Restraint tries to give a perception of helplessness. (Appadurai,1996). That what happens in one's life is far beyond their control. The location gives a culture of indulgence as the people of Barcelona feels that they have a total authority and control over their future levels of functionality. This will mean that the business will be operating in an environment with a workforce that is focused and future-oriented.

A Spanish organization structure provides a hierarchal system of the structure. The Spain business hierarchy is dominated by individualism and the value of teamwork is not important. However, this is changing at a faster rate as it was majorly practiced in the traditional Spanish structures. The organization structure in Spain is made in such a way that the top most people in the organization are the managing directors. The structure treats this position to be occupied by the owner of the company or organization. The position is tasked with taking major decisions and making the strategic plan for the business. The future of the company will, therefore, depend on the skills and capabilities of the person sitting in this position. It is therefore very important to have this position under a very capable individual.

The structure gives the position of the board of directors just after the managing directors. The Spanish organization structure defines the key responsibilities of this position as to evaluation of the performance of the senior level managers as well as looking into the financial viability of the organization. It will be therefore important for the business to ensure that their boards of directors are people who are capable of executing the said tasks as well as tackling other stakeholder’s concerns. The position is also a key to organizations future.

The structure also gives the position of senior managers. This position should be made up of individuals capable of dealing with resources of the organization. The organization, therefore, should strive to fill this position with individuals who are capable of motivating the subordinate staff to ensure that they give their best towards the achievement of the company goals. This position is tasked with making improvements on the standards of work and services in the organization.

There is also a position of executives in the structure. Executives in the Spanish organization structures enjoy the challenging and exciting position. (Masuda & Visio, 2012). It combines many things such as negotiation and closing of deals, sales and marketing. The position helps the company to grow through direct or indirect revenue generation. The position holder also builds the company’s resources by meeting with potential partners and stakeholders. The staffs are the last position in the organization's structure in Spain. They are responsible for implementing the policies of the company. The staffs are considered to be the company’s greatest asset. They are composed of both skilled and non-skilled laborers. The current organizational structure of Spain is undergoing numerous influences from outside and it is belied there will be the effective adoption of busi9ness etiquette culture that will lead to high business growth.

Nepotism is the act of favoring relatives or friends in a work environment. (Masuda & Visio, 2012). Spain is considered to be one of the countries affected most by this act. Some people may argue that it is the best place to live and the worse place to work. It is most affected by nepotism and lack of transparency. In trying to establish the organization's headquarters at Barcelona, it would be important to evaluate some of the effects nepotism will have in this venture. Having the regional headquarters situated at Barcelona will mean that the company will have to employ Spain nationals to head different departments as well as the subordinates. This attitude of nepotism, it is likely that the organization will be affected in several ways such as lack of control.

When the staffs employed were recruited on the basis of nepotism then controlling such staff will be a nightmare. The managers will lack the ability to exercise control and authority over their subordinates because of the relations that exist between them. This will seriously affect the operations of the organization. Involving relatives in the company also spoils the company’s ethics. This will affect both the company and the employee morale to give their best. Any level of nepotism in an organization ruins the good image of an organization as well as its culture.

Having family members and friends working together in a company may bring so many issues from their past personal lives which later evolve to big problems for the company leading to interference of its key operations. To end this act, it will be proper for the organization to ensure that all its recruiting processes are transparent. It should have a laid down strategies for making all its recruitment processes transparent before establishing its headquarters at Barcelona.

Reference

Appadurai, A. (1996). Modernity at large: cultural dimensions of globalization (Vol. 1). U of Minnesota Press.

Guillén, M. F. (2001). The limits of convergence: Globalization and organizational change in Argentina, South Korea, and Spain. Princeton University Press.

Masuda, A., & Visio, M. (2012). Nepotism practices and the work-family interface. Nepotism in organizations, 147-170.

Schwartz, S. H. (1994). Beyond individualism/collectivism: New cultural dimensions of values. Sage Publications, Inc.