natgillin/translations-raw huggingface dataset:
hvor det tilsyneladende er lykkedes at finde balancen mellem »afskrækkelse« og »tilskyndelse« i en atmosfære med åbne samtaler og en didaktik, som er orienteret efter deltagernes konkrete planer.3)
In Denmark the Jutland Technological In stitute has developed a concept for courses on the establishment of new firms which clearly manages to strike a balance between the two extremes 'deterrence' and 'encouragement' in an atmosphere of frank discussion and with teaching methods geared to the participants' own plans.3
En del af den tvivl, om iværksætterkurser kan tilgodese mandlige og kvindelige deltageres interesser lige godt, er begrundet i denne vanskelige balance.
This delicate balance justifies some of the doubts about the ability of such courses to do justice equally to male and female participants.
Etablering af egen virksomhed forekommer mindre hyppigt i kvinders planer for tilværelsen end i mænds.
The establishment of a firm of their own figures less frequently in women's plans for the future than in men's.
Kvinder har derfor brug for mere motivation for at tage det afgørende skridt til selvstændighed:
Women therefore need more motivation if they are to become self-employed:
I Forbundsrepublikken Tyskland er 1 000 unge under erhvervsfaglig uddannelse blevet adspurgt om deres erhvervsønsker med henblik på udformningen af deres personlige tilværelse.
In the Federal Republic of Germany a thousand young people undergoing training by the dual system were asked what form they would like their working lives to take.
48% af drengene, men kun 31% af pigerne så det som et ønskværdigt perspektiv at blive selvstændige.4) mobilitet, som er typisk for de adspurgte kvinders mere tilfældige og lidet målrettede erhvervsmæssige udvikling.
Of the boys questioned 48% were attracted by the idea of becoming self-employed, as compared with only 31 % of the girls.4 of French women who have taken part in extensive training schemes (some lasting over 700 hours). The work of the organizing bodies is praised.
Af uddannelsesinstitutionernes oplysninger fremgår, at et typisk iværksætterkursus arrangeres af en »klassisk« institution for fremme af virksomhedsetablering, at det som regel er kortvarigt (20 til 80 timer), at deltagerne er både mænd og kvinder, og at undervisningen gives af mænd.
The information obtained from the organizations which provide training reveals that a typical course on the establishment of a business is run by a 'conventional' institution involved in promoting the establish ment of firms, tends to be short (20 to 80 hours) and co-educational and is led by a male teacher.
På kurserne forventer kvinderne fremfor alt at få driftsøkonomiske fagkundskaber og informationer.
At the same time, many women are becoming dissatisfied with the usual forms of gain ful activity.
Den nederlandske rapport om CEDEFOP-rundspørget nævner i den forbindelse en hypotese om, at det store in formationsbehov og uddannelsesinteressen hos de kvindelige virksomhedsejere er et tegn på usikkerhed.
This is apparent from the careers of the businesswomen covered by the CEDEFOP survey: the French report refers to the mobility that characterizes the 'zig-zag', haphazard careers of the women questioned.
Denne fortolkning synes ikke at passe sammen med billedet af den beslutsomme, selvsikre kvindelige virksomhedsejer. somhedsejer.
Past courses held in the Federal Republic for women wanting to set up a business show that many of the participants have undergone several types of training with out pursuing a clear career objective.
I CEDEFOP rundspørgets sample af kvindelige virksomhedsejere er de kvinder, der har deltaget i et iværksætterkursus eller kursus i virksomhedsledelse, tydeligt over repræsenterede med 45%.
In the sample of businesswomen covered by the CEDEFOP survey women who have at tended a course on the establishment or management of firms are clearly overrepresented at 45%.
De fleste (85%) af kvinderne har deltaget i kurser med del tagere af begge køn.
Most of these women (85%) have attended mixed courses.
Men når man tager i betragtning, at det ge nerelle kvindebillede kan komme til at på virke deres opfattelse af sig selv, er denne fortolkning plausibel: De betragter sig som værende utilstrækkeligt kvalificeret og tror, at denne mangel kan afhjælpes ved yderligere fagviden.
The Dutch report on the CEDEFOP survey refers in this context to the hypothesis that the considerable need for information and interest in training among businesswomen is a sign of uncertainty. This interpretation does not seem consistent with the image of the resolute, self-assured businesswomen.
Vi ved kun lidt om, hvorfor nogen giver af kald på uddannelse.
We know little about the reasons for fore going training.
Det ser ud som om net op de kvinder, hvis formelle kvalifikation ikke svarer til reglerne for støtte, giver af kald på vejledning og uddannelse for ikke at miste modet og opgive deres forehavende.
However, when it is remembered that the shortcomings attributed to women by others influence their self-image, this interpretation becomes plausible: they do not consider themselves well enough qualified and believe they can compensate for this de ficiency by acquiring additional expert knowledge.
Mange af de i Portugal adspurgte kvindelige virksomhedsejere har taget skridtet til selvstændighed, fordi der trods mange års erhvervserfaring og de bedste kvalifikationer ikke fandtes nogen mulighed for dem for at nå videre i deres fag.
Many of the businesswomen questioned in Portugal became selfemployed when they had no chance of advancing further in their occupations despite many years of professional experience and good qualifications.
Et mindretal af unge kvindelige iværksættere repræsenterer derimod en ny type virksomhedsejere: Efter en kvalificeret uddannelse inden for utraditionelle fagområder og uden forudgående erhvervserfaring har de til hensigt at drive selvstændig virksomhed, en med produktion af mikroalger, en anden inden for edb.
A minority of young businesswomen, on the other hand, forms a new category: after being trained in fields that are unusual for women and without having any previous professional experience, they plan to be come self-employed, one producing microalgae, another in data processing.
Kun få kvinder mener, at de som virksomhedsejere kan erstatte videreuddannelse med beslutsomhed, foretagsomhed, kvalificerede medarbejdere og ekspertvejledning.
Few women believe businesswomen can substitute determination, initiative, skilled staff and expert advice for continuing training.
Kvindernes situation på arbejdsmarkedet og i erhvervsarbejdet påvirker ikke alene deres erhvervsmæssigt anvendelige kvalifikationer.
All in all, the CEDEFOP survey of business women paints an impressive picture of their perseverance, mobility and even, in some cases, professional knowledge.
Samtidig opstår der hos mange kvinder en utilfredshed med de sædvanlige former for erhvervsarbejde.
Many mention the encouragement they experienced.
Ca. to tredjedele af de adspurgte kvinder har børn, der skal forsørges.
Some two thirds of the women questioned have children to look after.
Næsten alle kvinder, der har deltaget i kurserne, anser dem for at være meget nyttige.
The situation of women in the labour market and gainful employment has implications not only for the qualifications they can use professionally.
De er tilfredse med tilbudet og har ingen kritik eller forbedringsforslag.
The marginalization of women's work seems to be growing as technological advances are made.
Mange af kvinderne nævner den opmuntring, det har givet dem. Dette gælder især for de franske deltagere i omfattende kvalificeringstiltag (til dels over 700 timer).
In the Federal Republic of Germany more and more women are having to make do with unprotected employment relationships.
skal overvinde, inden de kan tackle dette emne, og de rammes derfor særlig hårdt, når det undervurderes.
perience shows that women have higher inhibition thresholds to overcome when faced with this subject and are therefore particularly affected by the underestimation of its value.
anvendelige kompetencer gennem familiearbejdet, denne fase er spildt erhvervsmæssigt set. De faktiske kvalifikationskrav til en virksomhedsejer, mand eller kvinde, er vanskelige at definere.
have 'different' business concepts as a result of their own unhappy experience in working life and the orientation to other people's needs that is part and parcel of women's socialization.
De ønsker at etablere virksomheder, hvor der arbejdes kooperativt og træffes demokratiske afgørelser, hvor der produceres miljøbevidst og orienteret efter brugsværdi.5)
As it is difficult to spe cify what skills an entrepreneur, whether male or female, needs, it is inappropriate to dismiss the 'family' entirely as an area of experience. perience.
Dette er nye udgangspunkter for tænkning og planlægning af selvstændig virksomhed, som det er værd at få realiseret og afprøvet.
These are new approaches to entrepreneurial thinking and planning which are worth putting into practice and trying out.
Ifølge institutionernes vurdering har kvindelige virksomhedsejere den psykiske egen art »to think small«.
The institutions believe that businesswomen have the mental peculiarity of 'thinking small'.
CEDEFOP-rundspørget blandt kvinderne viser endnu engang, at de som regel rent faktisk driver småvirksomheder med lave omsætninger og få med arbejdere.
The CEDEFOP survey of business women again makes it clear that most women do in fact run small firms with a low turnover and a small staff.
En undtagelse er det spanske sample med karakteristika lidt over gen nemsnittet.
An exception is the Spanish sample of businesswomen, where the percentage of women running large firms is slightly above the average.
Det viser sig, at det netop er de mindste virksomheder, der har den mindste vækst.
It is apparent that growth processes are at their most limited in the smallest firms.
CEDEFOP-rundspørget viser, at der findes uddannelsesområder, som har betydning for kvindelige virksomhedsejere, men som der ikke tages tilstrækkeligt hensyn til af de ansvarlige uddannelsesinstanser.
The CEDEFOP survey shows that there are areas of learning which are important to businesswomen but are not sufficiently taken into account by the organizers of
Ifølge deres selvforståelse ønsker de fleste af de adspurgte kvinder gennem virksomheds etableringen først og fremmest at opnå arbejdsvilkår, som de mere eller mindre selv er herre over, mens økonomiske motiver (at få en indtægt eller tjene flere penge) kom mer i anden række.
Most of the women questioned claim that what they want to achieve most by setting up their own businesses is a greater say in their working conditions. Economic motives (having an income or earning more money) are secondary.
Hos de irske og de portugisiske kvinder står de økonomiske motiver i forgrunden.
Among the Irish and Portuguese women economic motives are uppermost.
»Frankfurter Frauenbetriebe« (Kvindevirksomheder i Frankfurt) har i nogle år gen nemført iværksætterkurser for arbejdsløse kvinder.
For some years the 'Frankfurter Frauenbetriebe' have been running courses for unemployed women wanting to start their own businesses.
Disse kurser har karakter af modeller for hele Forbundsrepublikken Tyskland.
They are seen as a model in the Federal Republic.
Dette fænomen skyldes forskellige forhold.
This phenomenon is due to various factors.
Det hænger sammen med kvindernes for ankring i servicesektoren samt den lille økonomiske margen, som er typisk for etableringen af kvindevirksomheder.
It has to do with the propensity of women The institutions and businesswomen ques to stay in the service sector and with the tioned surprisingly agree that skills in the limited financial room for manoeuvre that use of new technologies have very little in is typical of the establishment of firms by fluence on the success of a business. There women.
Det kan også være resultatet af et mere eller mindre bevidst valg af en overskuelig direkte håndterlig virksomhedsstørrelse.
It may also be the result of a more are few indications that new technologies or less conscious decision to keep the firm are adequately covered in the courses. Ex down to a manageable size.
For kvindelige virksomhedsejere er vækst det centrale punkt i virksomhedens drift.
For businesswomen growth is the central aspect of management.
I den forbindelse er det nødvendigt at disku­tere finansiering og hvordan man omgås penge, der bærer tydeligt præg af kønsrela­teret socialisation, endvidere beslutnings­strukturerne i virksomheden, personale­planlægning og ­ledelse.
In this context, fi­nancing and the handling of money, which bears clear traces of sex­specific socializa­tion, and decision­making structures, per­sonnel planning and staff management in the firm need to be discussed.
I Italien uddannes arbejdsløse kvinder — på Sicilien i projektet »Servizi d'informatica« og i Emilia­Romagna i projektet »Nouva occupazione« — til teknologi­ og virksom­hedskonsulenter.
In Italy unemployed women are being trained to become technology and business consultants in the 'Servizi d'informatica' project in Sicily and the "Nuova occupa­zione' project in Emilia­Romagna.
Det er meningen, at de skal danne andelsselskaber i deres respekti­ve regioner, hvor de skal vejlede små og mellemstore virksomheder og være med til at få virksomhederne tilsluttet til datanet­tet.
Being legally established as cooperatives, the wo­men concerned will advise small and me­dium­sized firms in their respective regions and help to form networks.
Det viser sig, at uddannelsesprogrammer der er orienteret efter mandlige iværksætte­re ikke fuldt ud tilgodeser de kvindelige iværksætteres behov:
Training concepts geared to would­be busi­nessmen are obviously not suited to po­tential businesswomen in every respect:
■ Kvinder kræver mere tilskyndelse til at overveje det for dem usædvanlige perspek­tiv at etablere en virksomhed.
■ Women need more encouragement to face up to what is for them the unusual prospect of establishing a business.
■ Der er ikke tilstrækkelig vilje til at aner­kende kvinders eksisterende kvalifikationer s og afprøve, om de kan bruges til at etablere S en virksomhed. J
■ There is a lack of willingness to recog­nize the qualifications women already have and to consider the possibility of their being transformed into business concepts.
■ I stedet for bibringes iværksættere den opfattelse, at de er bagud i J forhold til mandlige iværksætteres kund­3
■ Instead, would­be businesswomen are taught that they have ground to make up since they lack the knowledge, abilities and skills which their male counterparts have acquired in continuous, goal­oriented employment.
Dette program skulle genindsluse kvinder i erhvervslivet.
This programme was designed to reintegrate women into working life.
Kvindevirksomheder, der op­fyldte visse betingelser (blandt andet demo­kratiske beslutningsstrukturer, kvindevenli­ge arbejdsvilkår), modtog fordelagtige eta­bleringskreditter til en lav rente.
Firms run by women and fulfilling certain require­ments (e.g. democratic decision­making structures, working conditions suitable for women) could obtain low­interest loans.
I de første to år efter etableringen forventedes det ikke, at virksomhederne skulle være fuldt ud kon­kurrencedygtige.
The firms were not expected to be competi­tive in their first two years.
Programmet er bemærkel­sesværdigt, fordi det er en »støttepakke«, der tilbyder både finansierings­ og kvalifice­ringsstøtte, det vil sige løsningsmuligheder for at overkomme to væsendige startproble­mer for kvindevirksomheder på én gang.
During this in­itial phase the women involved were to ac­quire, as part of the project and on the basis of a training plan they themselves had drawn up, the skills needed to run a firm.
skaber, kompetencer og evner, som er op­nået gennem kontinuerligt, målrettet er­hvervsarbejde, og at de skal indhente det forsømte.
This programme is remarkable for offering a 'promotion package' consisting of financ­ing and training aids and so providing pos­sible solutions to two basic problems facing firms run by women during their initial stages.
■ Kvindevirksomheders specifikke proble­mer defineres ikke som vigtige uddannelses­områder.
■ The special problems encountered in firms run by women are not defined as an important area for teaching.
I Nederlandene tilbyder Alida de Jong School et ti måneders iværksætterkursus specielt for kvinder med lavt uddannelsesni­veau.
In the Netherlands the Alida de Jong School runs 10­month courses for poorly educated women on starting a business.
Kurserne omfatter driftsøkonomiske fag, udvikling af sociale kompetencer og en styrkelse af deltagernes selvbevidsthed.
The courses cover business management, the develop­ment of social skills and the improvement of self­confidence and include practical training.
Pro­grammet omfatter ligeledes praktikophold, og der tilbydes børnepasning.
Child­minding facilities are provided..
3) En anskuelig fremstilling af dette program og en vur­dering af kursusresultater fremgår af et indlæg af Niels Ravn: Erfaringer i Danmark — kurser i start af egen virksomhed i Århus Amt, i: Erhvervsuddannel­ se nr. 14/1984, s. 28­30.
Ravn, 'Business start­up courses in Arhus county', in: Vocational Training No 14/1984, pp. 27­29.
Nyskabelser inden for uddannelsen, der ta­ger højde for de påpegede problemstillin­ger, kan tilvejebringe muligheden for, at fle­re kvinder selv kan sikre deres eksistens, samt bidrage til at realisere nye former for virksomhed og forandre økonomiske struk­turer.
Innovative training concepts which take ac­count of the problem areas identified can give more women the opportunity of earning a living independently and help them to implement innovative entrepre­neurial concepts and change economic structures.
Uddannelsen er rettet mod bistandsklienter med få formelle kvali­fikationer og ringe erhvervserfaring.
They are intended for women who are on welfare and have limited formal qualifications and little work experience.
Kvin­derne lærer at arbejde selvstændigt inden for arbejdsområder, som bygger på deres hjemlige erfaringer (skrædderi, partyservi­ce, vask og strygning), mens de samtidig til­egner sig de nødvendige driftsøkonomiske fagkundskaber.
The women learn to work independently in areas in which they can use their experience of domestic work (dress­making, party service, washing and ironing) and at the same time acquire the necessary knowledge of business manage­ment.
Der tilbydes børnepasning.
Child­minding facilities are provided.
Produktionskooperativer: et særtilfælde?
Production cooperatives: a special case?
■ ^ midlerne, bygninger og maskiner bliver et kollektivt værktøj, hvis udnyttelse og brug bestemmes af medarbejderne.
This may well be due to the multi-faceted nature of the move ment, with all the diversity in the age and size of cooperative firms, the economic sectors in which they operate and the kind of people involved.
Siden slutningen af 70'erne har disse pro­duktionskooperativer, også kaldet arbejds­kooperativer, kvantitativt været i kraftig vækst.
the market, trying to create resources that at least offset and if possible exceed their expenses.
Denne eksponentielle vækst skyldes for en stor del den økonomiske og sociale krise i de vesdige industrilande.
A production cooperative differs from the traditional SME in that the people who come together to set it up collectively own and run the enterprise.
Produk­tionskooperativerne byder på en mulighed for at imødekomme både det individuelle og kollektive behov for at opretholde, ska­be eller redde arbejdspladser.
The means of production, buildings and machines constitute their shared resources, and the producers themselves decide how they should be used and how they should operate.
Der er i øvrigt skalaforskelle mellem lande som Italien, hvor kooperativerne beskæfti­ger mere end 400 000 lønmodtagere, og Belgien, hvor de kun tegner sig for omkring 2 000 arbejdspladser. Der er også forskelle på startomstændighederne.
In the 1970s, there was a substantia] exponential growth in the number of production cooperatives, mainly due to the economic and social crisis through which industrialized societies in the West were passing.
Sideløbende hermed har de stadig hurtigere industrielle, teknologiske og økonomiske forandringer og udviklingen med hensyn til arbejdsdemokrati gjort de gamle systemer (Taylors og Fords metoder) uhensigtsmæs­sige.
On the one hand, there are what are known as the 'old-style' cooperatives, mainly in sectors calling for very skilled work and re latively low investment (for example in the printing, engineering and building in dustries).
Flere og flere kvinder og mænd har krævet frihed til kollektiv handling for at opnå øget medbestemmelse og større lighed på arbejdspladsen, herunder former for di­rekte arbejdsdemokrati.
On the other hand, there are the 'new-style' cooperatives, invading the sectors that call for a different approach or new technologies (computerized design, re newable energies, etc.) or that are poorly served by traditional firms; alternatively, the 'new' cooperatives may reflect the general shift to the service sector, especially the provision of intellectual and cultural services.
I den løbende udvikling af erhvervsstruktu­ren opfylder produktionskooperativerne i dag på europæisk plan en tredobbelt målsætning:
Today there are 32 500 production coop erative societies in Europe, providing about 813 500 jobs.1Like other SMEs, they produce goods and services to be sold on
I Europa findes der i dag 32 500 produk­tionskooperativer, som beskæftiger om­kring 813 000 lønmodtagere.1) Som andre mindre virksomheder producerer de varer og tjenesteydelser for at sælge dem på det frie marked til en pris, der mindst svarer til og helst overstiger omkostningerne.
At the same time, the ever faster rate of in dustrial, technological and economic change and the evolution in socioproduction relationships gradually called existing systems into question, whose shortcomings — Taylorism and Fordism — were seen as leading to their decline.
De ad­skiller sig fra andre virksomheder derved, at medarbejderne samtidig ejer virksomheden og forvalter den kollektivt. Produktions­
More and more men and women have been claiming the freedom to act collectively, to acquire greater control over their own work and to further egalitarian ideals, including direct democracy in the workplace.
■ at skabe sunde, ydedygtige virksomhe­der med nye, varige arbejdspladser og åbne for fortsat udvikling;
JEAN LEMAlTRE Journalist, director of Elise
Den kooperative bevægelse er i dag mere kendt og — måske — anerkendt end for blot få år siden.
Today the cooperative movement is better known, and has perhaps gained wider re cognition, than a few years ago.
Man finder den i Europas økonomiske og sociale liv, men har dog kun vage og klichéprægede forestillinger om den.
It is a feature of Europe's economic and social life,
■ at gøre disse virksomheder til kollektivt ejede og forvaltede foretagender;
The context in which new cooperatives are launched also varies: in some places they may spring up spontaneously, whilst elsewhere they may be a reincarnation of lame-duck companies or traditional firms that have changed their status.
PATRICIA WASTIAU, Psyko­sociolog, forsker ved ELISE
PATRICIA WASTIAU Psycho-sociologist, research manager at Elise
herunder i handels­ og forvaltningsmæssige funktioner, foregik på lærepladsen.
Today, the coopera­tive movement — in France, for example — always includes this entirely original prin­ciple in its model statutes.
I mel­lemtiden er der oprettet fagskoler, mens al­menundervisningen har fundet vej til ar­bejdsstedet.
In other words, individual self­fulfilment through training is a major goal of production cooperatives.
Det stigende antal produktionskooperativer på den ene side og udviklingen i den almin­delige økonomi på den anden side har alle­rede i nogle år givet nye tilskyndelser til den kooperative og administrative uddannelse.
For a long time, in most production coop­eratives all the members did the same type of work and there was little need for a rigid division of labour. Apprenticeship and training, including training for commercial and managerial duties, have taken place 'on the job'.