natgillin/translations-raw huggingface dataset:
Vi må dog konstatere, at indholdet af begrebet arbejdsorganisationsform og ændringer heri ikke er fastlagt i den sammenfattende beretning, selv om man finder det i visse af de nationale rapporter.
It might seem unnecessary to point this out to the European centre for the improvement of working conditions. However, we think that an overall assessment of the work situation before and after the implement ation of new forms of work organisation is desirable.
Som følge heraf finder vi, at det ville have været hensigtsmæssigt tillige at behandle det i den sammenfattende beretning.
Furthermore, the definition of participation put forward by the author has been amended by the workers' group in order to underline the fact that for any participation to be real it must comprise three stages :
Som forfatteren til den sammenfattende beretning med rette understreg er, må enhver ny arbejdsorganisationsform udtrykkeligt gå ud på at forbedre arbejdsvilkårene og ikke ALENE virksomhedens effektivitet.
These different elements must be present from the beginning of any project of new work organisation. In this way it is possible to take account of the points of view of workers and their organisation in relation to technology, equipment and plant.
Det synes os overflødigt at minde om noget så selvfølgeligt inden for dette institut til forbedring af arbejdsvilkårene, men vi fandt dog, at en generel udtalelse om arbejdsforholdene før og efter indførelsen af nye arbejdsorganisationsformer var nødvendig for at fastslå denne selvfølgel ighed.
Too often, and the joint report mentions it, worker participation begins only when the project is at a very advanced stage.
På den anden side fører den definition af begrebet medbestemmelse, som foreslås af forfatteren, arbejdstagergruppen til at supplere denne ved enhver form for reel medbestemmelse må omfatte føl at fremhæve, at gende tre forhold:
As a result criticisms and remarks relate to decisions taken prior to
- OPLYSNING - RÅDSLAGNING - FORHANDLING.
their participation.
Disse tre faser i forbindelse med medbestemmelse skal med allerede fra starten af ethvert projekt til indførelse af nye arbejdsorganisationsformer.
Encouraging workers to participate fully seems to us the only real way of putting an end to the scientific organisation of work by merging the roles of design and execution.
Disse gør det muligt for arbejdstagerne og deres organisationer at få deres synspunkter taget i betragtning i forbindelse med de former for teknologi, projektets udformning, og det udstyr og de anlæg, der skal indføres. Arbejdstagerne burde ligeledes have adgang til rådgivning fra sagkyndige, der ikke er tilknyttet virksomheden.
Nearly all of the examples put forward by the authors of the reports, even if not statistically representative, are, to our mind, demonstrative of priority accorded by businesses to growth in productivity, competitiveness and recourse to rationalisation.
Som omtalt i den sammenfattende beretning tages arbejdstagerne med på råd på et alt for fremskredet stadium af projektet.
It is perhaps necessary to point out that, at the moment, the choice of technology is not without importance and that it has serious economic implications especially on working conditions, living conditions, health and qualifications.
Den kritik, og de bemærkninger, som arbejdstagerne fremsætter, støder i disse tilfælde på hindringer i form af beslutninger, der er truffet, inden de kom ind i billedet.
When choices are being made, factors such as noise, dust, isolation and mental stress must be taken into account.
At lade arbejdstagerne være fuldt ud medbestemmende er efter vort skøn det eneste rigtige middel til at få gjort en ende på den videnskabelige tilrettelæggelse af arbejdet ved én gang for alle at sammensmelte rollerne i forbindelse med dets udformning og gennemførelse.
It's important, therefore, to underline the need to separate radically the notions of productivity and improvement of working conditions.
Så godt som alle de eksempler, der nævnes af forfatterne, er, selv om de ikke er repræsentative i statistisk henseende, efter vor opfattelse typiske med hensyn til den prioritet, som virksomhederne giver væksten i produktiviteten, konkurrenceevnen og rationaliseringer.
This does not mean that it would be impossible to improve productivity by setting up the re-organisation of working conditions as a primary objective: but this increase in productivity must take second place to the improvement of working conditions.
Det er måske nødvendigt på dette sted at erindre om, at de teknologis ke valg, der gøres, ikke er neutrale, og de naturligvis har vidtræk kende virkninger på økonomisk plan, men sandelig også på arbejdsvil kårene og arbejdstagernes liv, helbred og kvalifikationer.
considers that it would be foolish, even harmful, to oppose the introduction of new technology.
støj, støv, isolering, psykiske belastninger og stress, når valgene skal træffes.
But, on the other hand, it thinks that new technology should not be introduced regardless of cost or consequence.
Vi skal derfor understrege nødvendigheden af, at man sondrer radikalt mellem begreberne produktivitet og forbedring af arbejdsvilkårene.
A legal framework or some form of agreement is needed which will guarantee workers that the economic factors will not take precedence over social concerns.
Dette betyder ikke, at det er umuligt at forbedre produktiviteten ved som sit første mål at sætte sig en bedre udformning af arbejdsvilkår e ne:
Finally, the last point from the workers' group concerns the reduction of working hours.
Men denne forøgelse af produktiviteten må vige for hensynet til forbedring af arbejdsvilkårene.
This should result from the introduction of new technology, new types of mental stress which workers will have to endure, as well as from the necessary sharing of the increase in productivity.
I forbindelse med dette sigter arbejdstagergruppen nærmere til indførel sen af nye former for teknologi.
Let us look to the future now and the developments following on this present research.
Det er klart, at disse i sig selv fører til nye arbejdsorganisationsformer.
We are thinking of two new areas:
Arbejdstagergruppen finder her på den ene side, at det ville være illusorisk og endda katastrofalt at modsætte sig indførelsen af disse nye former for teknologi.
1) the first is examining to what extent the workers can exercise real influence over working conditions;
Men på den anden side finder gruppen også, at disse ikke må indføres for enhver pris, og at der således bør skabes et retligt eller aftale mæssigt regelsæt, der sikrer arbejderne, at økonomiske faktorer ikke kommer til at dølge alle de sociale sider af dette spørgsmål.
2) the second concerns new technology; we would like to see case studies carried out to examine the influence that workers can have in this specific area.
En sådan nedsættelse bør nemlig være en af følgerne af indførelsen af nye former for teknologi, af de nye former for stress og psykisk belastning, som arbejdstagerne udsættes for, samt af den nødvendige fordeling af den vækst i produktiviteten, som ny teknologi medfører.
In conclusion, the workers' group emphasises that in our type of production system, information, consultation and negotiation are indispensable to guarantee an industrial democracy.
Vi vil nu kaste et blik på fremtiden og udviklingen efter søgelse.
For us, participation is a means of allowing workers to maintain and improve working conditions and of protecting themselves against the excesses of pure economic rationality.
1) den første består i en undersøgelse af, i hvilket omfang arbejdstagerne kan øve reel medbestemmelse over arbejdsvilkårene,
SEMINAR ON THE ROLE OF THE PARTIES CONCERNED IN THE DESIGN AND SETTING UP OF NEW FORMS OF WORK ORGANISATION
rådslagning nødvendige
Dublin on 28 June, I984
OG INDFØRELSE AF NYE ARBEJDSORGANISATIONSFORMER afholdt i Dublin den 28. juni 1984
The Employers' group wishes first of all to emphasise the quality of reports compiled by the researchers and the importance of their contribution to knowledge concerning change in working conditions.
Seminar om de berørte parters rolle ved udformning og indførelse nye arbejdsorganisationsformer
The case studies underline the importance of the new forms of work organisation and confirm that they result in an improvement in working conditions and social relations.
Afholdt i Dublin den 28. juni 1984
The joint report
Arbejdsgivergruppens evalueringsrapport standard af deres
It seems quite removed from the reality portrayed by the case studies, as in chapters I_I and III on 'participation.' .
Arbejdsgivergruppen vil indledningsvis understrege den høje af de af forskerne udarbejdede rapporter og betydningen bidrag til kendskabet til arbejdsvilkårenes udvikling.
It might have been interesting to study certain important aspects like the 'objectives' of the parties involved or the bases upon which action was taken, rather than describing the obvious circumstances or concluding with theoretical suggestions.
Vi vil begrænse os til at kommentere de forelagte rapporter og ønsker ikke at udtale os om alle sider ved de nye arbejdsorganisationsformer. Vi ønsker imidlertid at understrege, at vi opmærksomt følger alle sociale fremskridt, særlig inden for arbejdslivet.
- Apart from social relations, how can the pluri-disciplinary approach be implemented? - When new forms of work organisation are being introduced, how can the relationship between Man and machine be developed through the design of the machine?
Arbejdsgiverne finder det rigtigere at tale om 15 case studies i forskellige lande i stedet for nationale rapporter.
There is a need to emphasise that the facts provided by our experimental groundwork (15 case studies) remain limited, that the circumstances of application and contexts are changing.
Et, to eller tre tilfælde kan ikke være repræsentative for et land eller blot for et enkelt erhverv.
There is a need to remember that the economic conditions necessary to efficiency must be respected and that, finally, new forms of work organisation are only means of obtaining economic and social results and not an end in themselves.
Disse case studies viser klart, hvor forskellige forholdene, de nødvendige metoder og som følge heraf de mulige løsninger er. Beskrivelsen af forholdene viser i hvert enkelt tilfælde, hvorfor man har forholdt sig på en bestemt måde. Gruppen kunne imidlertid have ønsket sig, at man
The case studies confirmed the importance of new forms of work organisation and the fruitful nature of the methods used.
Hvorledes kan man undersøge de nye arbejdsformer fag på andre områder end forholdet mellem parterne?
EUROPEAN FOUNDATION FOR THE IMPROVEMENT OF LIVING AND WORKING CONDITIONS
Hvorledes kan man i forbindelse med indførelse af nye organisationsformer vurdere forholdet mellem mennesket og maskinen til brug for udformningen af denne?
SEMINAR ON THE ROLE OF THE PARTIES CONCERNED IN THE DESIGN AND SETTING UP OF NEW FORMS OF WORK ORGANISATION
De foreliggende case studies har bevist de nye arbejdsorganisationsformers betydning og de nu benyttede metoders frugtbarhed.
Loughlinstown House, Shankill, Co. Dublin, Ireland. Tel: (01) 826888 Telex: 30726 EURF
Denne evalueringsrapport drejer sig om de rapporter, der blev fremlagt på seminaret, samt instituttets arbejde fremover inden for dette område.
-3- development; these branches should have in addition a high rate of technological and social innovation.
Regeringsrepræsentanternes vurdering af rapporterne om case-studierne er noget forskellig fra deres bedømmelse af den sammenfattende rapport.
Such studies can be highly informative, instructive and stimulating.
I den sammenfattende rapport skulle man behandle et særdeles kompliceret emne, og rapporten er derfor, hvad formentlig ikke kunne undgås, meget abstrakt.
The suggestion is made, moreover, in view of the budget constraints of the Foundation.
Før der fremlægges forslag til instituttets fremtidige arbejde inden for dette område, skal man fremkomme med en række indledende bemærkninger.
Finally, the governments representatives would like to sustain the suggestions for further research made at the end of the summary report of Mr. Della Rocca.
Indledende bemærkninger Regeringsgruppen er af den opfattelse, at parterne - arbejdsgiverne, lønmodtagerne/fagforeningerne og regeringerne - til en vis grad har en fælles interesse i at udarbejde en politik for nye arbejdsorganisations-
The research should focus on the results of change: technical,social and economic, and should relate these to aspects of the participation process with a view to improving the process as a whole in the future.
I disse sektorer skulle man endvidere være langt fremme m.h.t. teknologi og arbejdsforhold.
Technological Institute Department for Industrial Psychology P.O. Box 141 DK - 2630 Tistrup Denmark
FORSKELLIGE PARTERS ROLLE I PLANLÆGNING OG OPDYG11ING AF NYE ARBEJDSORGANISATIONSFORMER - ERFARINGER FRA FREDERICIA BRYGGERI af
This report is based on part of this study and pays special attention to the roles of the various parties involved in the planning and runningin of the new brewery.
Tåstrup 1982
October 1982
Nærværende rapport er baseret på en del af dette studium og behandler specielt de roller, forskellige parter har spillet i forbindelse med planlægningen og indkøringen af det nye bryggeri.
PRODUCTION AND WORKING CONDITIONS IN THE NEW BREWERY
Rapporten er specielt udarbejdet for Det Europæiske Institut til Forbedring af Leve- og Arbejdsvilkårene,, som har finansieret arbejdet med rapporten.
QUESTIONS: INDEPENDENT PRODUCTION UNITS, INDUSTRIAL RELATIONS,
INDHOLDSFORTEGNELSE
Facts about Fredericia Brewery Ltd.
FREDERICIA BRYGGERI OG BAGGRUNDEN FOR DETS ETABLERING
The brewery was built from 1977 to 1978 and production started in the summer of 1979.
DFB-LEDELSENS MÅL OG INTENTIONER VEDRØRENDE PRODUKTIONS- OG ARBEJDSFORHOLD PÄ DET NYE BRYGGERI
When the brewery was com missioned in 1980, the production capacity was 1.1 million hectolitres per year, with a workforce of 250 employees.
FASERNE I PLANLÆGNINGSFORLØBET
All the production is bought by the group, which takes care of sales and distribution.
PARTERNES ROLLE VED UDVALGTE ARBEJDSORGANISATORISKE FORHOLD: SELVSTYRENDE PRODUKTIONSENHEDER, SAMARBEJDS FORHOLD , BEMANDING
The decision taken by The United Breweries to establish a production unit in Jutland was based on the following needs and considerations:
Fakta om Fredericia Bryggeri A/S
The challenge of the green-field site: a departure from the old way of thinking
Fredericia Bryggeri A/S er en selvstændig produktionsenhed under De forenede Bryggerier A/S (Carlsberg og Tuborg), en større dansk-ejet koncern med hovedsæde og hovedproduktion i København. Bryggeriet blev opført i 1977-78 og startede produktionen i sommeren 1979.
These technical/economic considerations resulted in a group decision in 1975 to build the new brewery, and, at the same time, those from the group management who had been appointed to take charge of the project wanted to use this opportunity to"make a fresh start" - not only in the production/technical field but also in the field of work organi sation.
Bryggeriet producerer "Hof" og "Grøn Tuborg", koncernens to mest solgte standardprodukter til levering og salg i den vestlige del af Danmark.
Here was an opportunity to get away from the traditional ways of the Copenhagen breweries and build something that was new and better in a green-field site at Fredericia.
Bryggeriet havde efter start i 1980 en produktionskapacitet på 1,1 mio hl. øl om året med en be manding på 250 ansatte. Ved en kapacitetsudvidelse i 1981 forøgedes produktionen til 1,7 mio hl øl pr. år med ca. 400 ansatte.
The setting-up of the new work place offered a unique opportunity to create a good working environment by employing types of management and cooperation that propoted good in dustrial relations and had a motivating effect on staff and management.
Hele produktionen aftages af koncernen, som sorger for salg og distribution.
The opportunities for innovation offered by the green-field site and the small plant had to be seized.
Bryggeriet er opført i Fredericia, en mindre industriby i Jylland, den vestlige del af Danmark, og er således centralt placeret med henblik på distribution til dette område. Bygningerne er opført i et plan spredt ud på et relativt stort areal.
The desire to innovate should to a large extent be seen in the light of the rather traditional conditions prevailing at the Copenhagen breweries where management organisation was based on rather rigid and traditional links and a large gap between rank-and-file and management - a situation which was also brought about by the size of the firm (the United Breweries' plant in Copenhagen employed 6500 people).
De er arkitektonisk smukt udformede i harmoni med det omgivende landskab.
The type of management used in Copenhagen was partly based on old-fashioned authoritarian principles.
Tilsvarende er udformning af produktionslokaler og opholdsrum præget af design af høj kvalitet med vægt på attraktive omgivelser.
By the same token, the work organisation was characterised by detailed supervision and control.
Produktionsanlægget er moderne med anvendelse af den nyeste teknologi på området.
For instance, the supervisors assigned the tasks to the individual worker on a day-to day basis.
Baggrunden for etablering af Fredericia Bryggeri
In addition, the work organisation was very specialised in the sense that in most cases the individual worker had only one function, or very few functions.
De forenede Bryggeriers beslutning om at etablere en produktionsenhed i Jylland var baseret på følgende behov og over vejelser:
As a result, the work organisation offered very little scope for flexibility and was vulnerable in cases of absenteeism and changes in production etc.
Der var behov for at udvide den samlede danske produktionskapacitet i koncernen. Det indenlandske ølsalg havde i en årrække været jævnt stigende med ca. 5% pr. år, så det var vanskeligt med de eksisterende produktionsanlæg i København at følge med i denne udvikling.
Judging from the Level of absenteeism, which in the case of the brew ery workers was very high, there did not seem to be much involvement either in the work or in the quality of life at the work place.
Selv om der i 1973 som følge af konkurrencen med vinen og opbremsningen i velstandsstigningen indtrådte en vis stagnation, mente man at stigningen på længere sigt ville fortsætte.
In addition, there were problems with the working environment at many of the old plants in spite of the fact that special efforts had been made in recent years to reduce the noise level in the noisiest brewing houses.
Der var et ønske om at reducere transportomkostningerne.
Finally, the formal industrial relations between employees and manage ment were strained and mutually lacking in trust with the result that conflicts and work-stoppages were frequent.
Forsyning til hele landet var hidtil foregået fra de københavnske bryggerier.
In particular there were problems with the brewery workers' trade union branches in Copenhagen.
Ved etablering af et bryggeri i Jylland vile man spare den omkostningskrævende transport over lange afstande.
These branches had achieved a fairly strong position vis-a-vis the group management and, among other things - not least because of the power the union was able to display - its members succeeded in obtaining rates of pay that put them among the highest paid unskilled workers in Denmark.
01 er relativt dyrt at transportere, bl.a. fordi emballagen er tung og desuden skal returneres.
The brewery workers also wielded considerable pow er when it came to rationalizing technical or organisational structu res and they were particularly attentive to the consequences of in tended changes in manning levels.
I transportovervejelserne indgik også, at man forventede, at ølforbruget ville stige mest i Vestdanmark.
In addition, they were very sceptical about the introduction of modern, motivation-oriented forms of management and organisation, and were therefore not interested in cooperating with the management in these matters.
Når Fredericia valgtes skyldtes det, at denne by lå centralt inden for forsyningsområdet, samt at man der allerede havde en egnet byggegrund.
From the management's point of view, the trade unions in Copenhagen therefore constituted an obstac le to innovations in work organisation.
Der var brug for fornyelse og teknisk ajourføring af kon cernens produktionsanlæg.
The decision to set up a new brewery at Fredericia made it possible to implement some ideas about new and untraditional types of production, management and cooperation free from the constraints that existed at the old breweries in Copenhagen.
Hertil kom, at der på grund af snævre pladsforhold var begrænsede muligheder for udvidelse og fornyelser på de københavnske bryggerier.
Besides a new building and new brew ing houses the preconditions also included a new work force.
Ved at bygge et nyt bryggeri udenfor København ville man dels her kunne opføre et moderne produktionsanlæg, dels lette produktionspresset på de københavnske anlæg, så det blev muligt at ombygge og modernisere disse.
The brewery workers in Copenhagen saw the decision to build the brew ery in a provincial region as part of the group management's efforts to free themselves from the influence of the trade unions in Copen hagen. The production capacity which was going to be built up in
Her var ledelsesorganisationen opbygget efter ret stive og traditionelle principper med mange organisatoriske led og stor afstand mellem arbejdere og ledelse - et forhold, der også hang sammen med virksomhedens størrelse.
Fredericia could be used by the management in negotiations to threaten the brewery workers that they would move a larger part of the production to the province, thus enabling management to "break" the Co penhagen brewery workers.
(På DfB's københavn ske bryggerier var der 6500 ansatte). Ledelsesformen var til dels baseret på gammeldags, autoritære principper.
The manpower-saving technology which they wanted to use in the new brewery was in itself a threat to the preservation of the brewery workers' jobs.
DFB-LEDELSENS MAL OG INTENTIONER VEDRØRENDE PRODUKTIONS- OG ARBEJDSFORHOLD PÃ DET NYE BRYGGERI
THE AIMS AND INTENTIONS OF THE DFB­MANAGEMENT CONCERNING PRODUCTION AND WORKING CONDITIONS IN THE NEW BREWERY
I 1976 forelå DfB-ledelsens planer for det nye bryggeri i form af et omfattende byggeprogram suppleret med diverse op læg og ideskitser på det arbejdsorganisatoriske område.
In 1976 the DFB­management's plans for the new brewery were finally adopted in the form of a comprehensive building programme supplemented by various proposals and draft concepts in the field of work organisa­tion.
De mål og intentioner, der var indeholdt i planerne kan sammen fattes i følgende punkter:
The aims and intentions contained in the plans can be summarised as follows:
Overordnede intentioner
Overall intentions
FB skulle både med hensyn til produktion og arbejdsmiljø være en foregangsvirksomhed.
FB was going to be a leading enterprise as regards production as well as working environment.
Den nyeste teknologi og progressive arbejdsorganisatoriske principper skulle tages i anvendelse for at nå dette mål.
The newest forms of technology and a progressive policy regarding the forms of work organisation would be applied to achieve this objective.
Det var en grundlæggende antagelse, at et godt og medarbejdervenligt arbejdsmiljø ville være frem mende for såvel trivsel som produktion.
The underlying assumption was that a harmonious working environment would stimulate good industrial relations and high production.
Driftsøkonomiske intentioner
Economic intentions
Der skulle sikres en tilfredsstillende rentabilitet gennem en afvejning af investering og driftsøkonomi, dvs. de høje investeringsomkostninger skulle modsvares af en markant forbedret driftsøkonomi i forhold til de københavnske bryggerier.
A satisfactory level of profitability would be secured by a good ba­lance between investments and costs, i.e. the large investment would be offset by a marked improvement in the operating costs compared with the breweries in Copenhagen.