When a group, irrespective of the species, uses identification elements/signals between its membe... more When a group, irrespective of the species, uses identification elements/signals between its members and ones of differentiation against one or more individuals to adopt a certain delimitation attitude, we deal with discriminative behaviour. Always rooted in the prejudices widespread in the society, the nature and reasons of such behaviour depend both on the way in which society and its institutions are structured, and on collective representations and cultural patterns. The marginalisation or discrediting practices of the "weak" (women, elderly or disabled individuals) or of promoting a model of citizen with a certain cultural profile, physical aspect, and socio-professional condition involves, inherently, the existence of a part of population that is excluded to a certain extent. This paper presents the opinions of Romanians regarding minorities in general, and about their access to labour market, being the outcome of analysing data resulting from a 2011 survey.
Anuarul Institutului De Etnografie Si Folclor Constantin Brăiloiu, 2006
Cultural differences among salaried employees in multinational enterprises, bring important diffi... more Cultural differences among salaried employees in multinational enterprises, bring important difficulties to productive and administrative activities. Geert Hofstede and Philippe d'lribarne developed this idea in their works. The research I propose hereby compares the perceptions of work conditions related to the speeding of globalisation process and is based on several interviews with salaried employees in French and Romanian multinational enterprises. France is confronted with anti-globalization movements (ATAC) and de-location of factories in favour of lower wedge countries, like Romania where foreign direct investment is rejected by ,,old-fashioned" workers. The main object of the research is to present the way in which an MNE employee sees his/her professional and social position and future related to the cultural adaptation of work habits to foreign managerial styles and imported technologies. The main hypothesis is that depending on decisions and innovations brought from abroad, can give an increased sense of employment insecurity, unacceptable to some people even if it means efficiency, profit and bigger incomes. The employment analysis in MNE-s touches several dimensions as cross-cultural interactions, resistance to innovation, educational adaptation, State's authority, unions influence, and consequently firm's prestige, organisational pressure, individualism and adjustment to corporate and business culture.
When a group, irrespective of the species, uses identification elements/signals between its membe... more When a group, irrespective of the species, uses identification elements/signals between its members and ones of differentiation against one or more individuals to adopt a certain delimitation attitude, we deal with discriminative behaviour. Always rooted in the prejudices widespread in the society, the nature and reasons of such behaviour depend both on the way in which society and its institutions are structured, and on collective representations and cultural patterns. The marginalisation or discrediting practices of the "weak" (women, elderly or disabled individuals) or of promoting a model of citizen with a certain cultural profile, physical aspect, and socio-professional condition involves, inherently, the existence of a part of population that is excluded to a certain extent. This paper presents the opinions of Romanians regarding minorities in general, and about their access to labour market, being the outcome of analysing data resulting from a 2011 survey.
Anuarul Institutului De Etnografie Si Folclor Constantin Brăiloiu, 2006
Cultural differences among salaried employees in multinational enterprises, bring important diffi... more Cultural differences among salaried employees in multinational enterprises, bring important difficulties to productive and administrative activities. Geert Hofstede and Philippe d'lribarne developed this idea in their works. The research I propose hereby compares the perceptions of work conditions related to the speeding of globalisation process and is based on several interviews with salaried employees in French and Romanian multinational enterprises. France is confronted with anti-globalization movements (ATAC) and de-location of factories in favour of lower wedge countries, like Romania where foreign direct investment is rejected by ,,old-fashioned" workers. The main object of the research is to present the way in which an MNE employee sees his/her professional and social position and future related to the cultural adaptation of work habits to foreign managerial styles and imported technologies. The main hypothesis is that depending on decisions and innovations brought from abroad, can give an increased sense of employment insecurity, unacceptable to some people even if it means efficiency, profit and bigger incomes. The employment analysis in MNE-s touches several dimensions as cross-cultural interactions, resistance to innovation, educational adaptation, State's authority, unions influence, and consequently firm's prestige, organisational pressure, individualism and adjustment to corporate and business culture.
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Papers by Gabriel STOICIU