A Proposal for a Standard With Innovation Management System

Anca Otilia Dodescu et al.
intuition, compassion and sympathy to the values of others. These are values that considered
altogether, began to turn slowly all organizational structures. Changes in the scale of values "of
corporate culture", in the technologies work, in the structure of available positions and the workforce,
in the classic pattern of lifestyles, in the social attitudes and the distribution of roles in the family, the
globalization, new requirements of legislative framework, the reorganization of companies emphasis
on teamwork and the involvement of each employee – all these changes are factors that stimulate the
appearance of new opportunities for women to withstand and compete successfully in an economic
environment increasingly harder (Pastor 2011).
Table 4: Support elements to start a business - responses of woman entrepreneur involved in our
research-wave 2
Class Categories
Frequencies
First Second Third
choice choice choice
I Financial and material resources 101 35 11
II Psycho individual qualities 3 6 11
III Skills, knowledge and experience 7 9 9
IV Professional consultancy 7 18 8
V Emotional support (family, friends) 19 20 21
VI Space, logistical support, specialized
training
7 13 7
VII Self-confidence, ambition - 5 3
VIII Human resources 4 15 8
IX Relations, business partners 2 3 7
X Luck, chance 1 4 1
Non-responses 4 27 69
There are sufficient traditional prejudices which are evidently maintained related to gender
differences. At the level of public opinion these require time and factual evidence on women's
capacity to perform tasks that are associated in the collective mental reflex as being typically male
skills. A civil action with concerted character does nothing to help overcome this inertia about
mentality. „Based on these aspects frequently raised by many organisms constituted to promote
women, have been shaped a series of possible measures necessary to adjust the balance of
participation, taking in consideration changing of mentalities related to power and the holders of this in
society. It was remarked the need for real networks, functional, business women to exchange
information, mentoring, partnerships, promotion of models, etc.. (...). Finally, promoting women in the
decision-making bodies can contribute to a better representation and support, which may be crucial
for better gender balance in society” (On 2011).
Given the specific nature of managerial activity and character of the benchmarks, the access of
women in top administrative management positions is limited not only by prejudice and mentalities,
but also the requirement of total commitment that they require family obligations. Rarely a business
woman chooses career objectives to the detriment of family (Văduva 2004). Research has shown that
female managers increased significance attributed to family and moral support that you expect from
relatives. It is clear that female entrepreneurs in Romania prefer to work with many precautions when
deciding to engage in business. The choice in favor of businesses that provide certainty and progress
in small steps is explained in the context of avoiding failure is essential. However in the wave 2,
subject’s responses become more open to businesses that provide products or services market,
which is equal to the greater tolerance for risks.
The reorientation of preferences towards business brings on the market new services of products that
reflect the increasing confidence of women in their creativity and innovation abilities. These are also
associated with an increased self-confidence on behalf of these women. It is highly probable that the
project succeeded in improving self-esteem and also an improvement of self-image of the
participants. This was also possible as these courses, with their practical orientation, provided a basis
for confirmation of personal skills of participants.
Romania registered significant progress in improving the public perception regarding the capacity of
women to run a successful business. However, these developments do not imply the eradication of
gender barriers but merely a premise for an efficient approach of governmental gender policies.
Promoting women’s access on a business sector characterized by unprecedented tensions can
constitute a mechanism of improvement of quality of life by equal redistribution of social responsibility.
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