Professional Documents
Culture Documents
Cross Cultural Management Romania
Cross Cultural Management Romania
Cross Cultural Management Romania
Acknowledgments
References:
Kwintessential.com ……………………………………….
BusinessRomania.com ……………………………………
www.investromania.ro ………………………………….
Topics covered:
i. Facts & Figures About the country
Capital: Bucharest
Ethnic Make-up: Romanian 89.5%, Hungarian 6.6%, Roma 2.5%, Ukrainian 0.3%,
German 0.3%, Russian 0.2%, Turkish 0.2%, other 0.4% (2002)
This work tries to emphasize the main components of the Romanian culture. I
used my own questionnaire in order to detect how the Romanian culture is
positioned on the bases of the Geert Hofstede's cultural dimensions.
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I have found a very high level of power distance and a low rank of
individualism and a medium rank of masculinity (rather masculinity than
feminity); the uncertainty avoidance seems to be a high-middle one; as with
the long-term orientation, things appear to reveal a moderate one.
VS
In addition, even the ways to say HELLO in Romania are bound to follow up
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certain rules. For example, if you are the secretary you can’t greet the same
way you’re working colleagues and your boss. Greetings are subject to the
same strict rules of formality and informality.
Some extremely important consequences of a high power distance level are
the sudden changes in government and the autocratic / absolutist
governments. In days gone by, this has been more than obvious in our
country. Let’s think of the 1989 Revolution when the Communist leaders
were killed. In this day and age we find a certain polarization of left / right
wing parties which is another consequence of a high power distance.
INDIVIDUALISM:
This dimension focuses on the degree to which a society reinforces individual
or collective achievement and interpersonal relationships. If a country has a
high Individualism score, this indicates that individuality and individual rights
are dominant. Individuals in these societies tend to form relationships with
larger numbers of people, but with the relationships being weak. A low
individualism score points to a society that is more collectivist in nature. In
such countries, the ties between individuals are very strong and the family is
given much more weight. In such societies members lean towards collective
responsibility. In my opinion, Romania is among the most individualistic
countries in the world.
Apart from this, there is another issue to present. Whenever something goes
wrong in Romania, there is a strong tendency for people to consider
themselves as victims of circumstance, which leads to two subsequent
effects. First of all, they exhibit passivity in the face of gross public abuses.
Secondly, they have the tendency to find outsiders to blame. This can be
proved by a very good example: the Emma Nicholson scandal over children’s
homes. Rather than face the issue, the country seemed to unite in outrage at
how this foreign woman dared to expose the things that we don’t speak
about. This, of course, underlines the weakness of the society.
UNCERTIANTY AVOIDANCE:
Another reason for this high level of uncertainty avoidance could be the fact
that the Romanian nation is very old, and it has survived numerous wars,
political upheavals and economic changes. Hence, Romanians have a greater
fear of the unknown.
Citizens being critical of their own nation are another characteristic feature
of a country with a high uncertainty avoidance level. Romania’s population is
never satisfied by any performances of the country. They always find a
reason to put the negative part of an achievement in front of the positive
one.
MASCULINITY:
To begin with, most of the VIP’s in Romania are men. The president is a man,
the prime minister is a man, most of the other ministers are men, and the
secretaries of the state are men and so on.
I would like to analyze the administration board of BNR, the national bank of
Romania, to prove my point. This board has the following structure:
As we can see, 77.77% of the members are men while only 22.23% are
women.
Another important fact is that the inequalities between men and women in
Romania are structural, rather than merely contingent, and pervasive
phenomena rather than temporary consequences of the transition. It is a fact
that the rising of unemployment has constantly affected women more than
men, while women are over-represented in the lowest wage sectors of the
economy (especially agriculture, healthcare and education).
The employers in Romania often regard the aspect of gender when hiring
new people. For example, they prefer men engineers rather than women
engineers, which are, of course, discrimination as the only difference
between men and women should be made when a job implies physical effort.
By and large, I think that these characteristic features of Romania are really
clear and that they are not unchangeable. In my opinion, each feature of
each country varies in time. Maybe in some decades, the high level of
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masculinity and power distance will be a thing of the past, and we shall live
in a better country with better people and smarter rules.
Business in Romania:
Like other countries in the region, Romania has worked to create a legal
framework consistent
With a market economy and investment promotion. Gradually it is moving to
strengthen tax
Administration, enhance transparency and create legal means to reach
expeditious resolution of contract disputes. In spite of progress, the
unpredictability of the legal framework continues to undermine investor
confidence. It is, therefore, recommended that any prospective investor
Meetings often start late and run over the allocated time. On greeting it is
customary to shake hands and business cards are often exchanged. Business
lunches may take two hours, with wine or beer the most popular tipple. Work
colleagues may socialize together in the evening at a local bar, although this
tends to take place more among those working in multinational companies.
Be ready for two job interviews. Usually the first job interview is with the HR
manager and the next one with your future supervisor and/or company
manager.
Romania is a very punctual society, so arrive 5 -10 minutes before the job
interview. Prepare yourself - find out information about the company you
want to work for. Bring with you copies of diplomas and letters of reference
from former employers. An extra CV can be handy too. You will never get a
second chance to make a first impression!
Usually the job interview starts with introductions, handshakes with everyone
present. When introducing yourself use your last name without your title. Use
professional titles, or Mr., Mrs., Miss with the last name when addressing
someone and maintain eye contact.
Do not sit until invited. Talk effectively demonstrating your knowledge of the
industry and/or the company, do not interrupt the interviewer and criticize
former employers.
Prepare for all kinds of questions about yourself, your qualifications, skills,
experience and hobbies. Answer questions as fully as you can, avoiding yes
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and no answers. Mention several reasons why you are the right candidate for
the position for which you are applying.
Romania Job Interview Dress Code
Dress neatly and formally. Women may wear dresses or skirts and blouses.
Suits and ties are appropriate for men.
If you received an invitation to a job interview, you may look at job interview
techniques and other job search skills.
Follow up the job interview with a thank you letter. Employers regard this as
an indication of your final interest in the position.
* In some large concerns, expect that the bureaucracy required will slow
down the progress of building business connections. When fixing a meeting,
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e) When the employee fulfils all conditions for a pension but has not
requested retirement.
Dismissal for reasons unrelated to the employee can be disposed in the case
of dissolving the position occupied by the respective employee.
It is important to be noted that the employer has the obligation to provide all
relevant information and to notify the syndicates or employee’s
representatives in regards to total number and employee categories, motives
for the future dismissals, criteria, measures to limit dismissals etc. For both
individual and collective dismissals, the employer shall not be able to hire
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new personnel for the same positions for a period of 9 months, without
written notifications to the dismissed personnel for re-hiring. These
employees have a term of 10 days to express their interest for the positions.