natgillin/translations-raw huggingface dataset:
Den store arbejdsløshed og det at der blev lagt vægt på at skabe arbejdspladser er måske til en vis grad en forklaring på, hvorfor overgangen fra det ene system til det andet foregik langsommere end ventet.
In the cases where piecework has remained, it has mainly become an organisational technique and only marginally a method of payment. This development was part of a general trend to remove the incentive character of production premiums which then became a fixed element of the remunera­tion.
Disse aftaler regulerede løndynamikken og lønforskel lene efter faglig uddannelse, køn, alder samt geografisk område.
A of the male werkers respectively. Owing to the key position of the steel industry in the national context, it. is not surprising that its development over the years, as well as that of the wage payment systems used in this industry, have had a major impact on a number of other industrial sectors.
Denne centraliserede procedure betød blandt an det, at fagforbundene ikke kunne tage forhandlingsinitiativer på virksomheds niveau.
This fluctuation was felt particularly during periods of gener­τ] decline in production, where it materialised in a substantial decline in wages.
Gennem denne opbygningsperiode efter krigen drejede fagforbundenes lønkrav sig udelukkende om lønnens størrelse, som i de fleste andre lande, og de an fægtede ikke ledelsens autonomi med hensyn til tilrettelæggelsen af arbej det.
Tn addition, changes in plant and equipment, and in production and production methods, made collective barraining in the steel industry still ¡mere difficult, These circumstances led the unions to give priority to the introduction of fixed monthly wages.
Produktivitetsfremmende lønsystemer som f.eks. akkord og produktions- bonusordninger blev anvendt, men de blev administreret på en sådan måde, at fagforbundene kun kunne behandle spørgsmål, som faktisk havde med lønninger ne at gøre.
As this chsmze meant a simplification of the payment systems, monthly wages were introduced in 1976» taking into account the particularities of the steel industry, such as continuous shifts and difficult working conditions. However, s not
Dertil kom, at teknologiske fremskridt og fornyelser i industri en førte til, at produktionen blev tilrettelagt på nye måder, en kendsger ning, der, i kraft af at ledelsen ensidigt havde beføjelse til at fastlægge betingelserne for anvendelse af produktivitetsfremmende lønsystemer, gjorde det vanskeligt for arbejderne at kontrollere lønsystemerne udelukkende ved hjælp af den "landsdækkende overenskomst".
«it hst ånding the fixed, wages system, deductions are made depending on the rawnber of hours of absence,
I begyndelsen af 1960erne udvikledes et decentraliseret overenskomstforhand lingssystem, som bragte overenskomster på virksomhedsniveau med sig.
During the first post-war years, wage incentives were primarily considered as a means, though not the only one, of achieving an increase in produc­tivity.
Dette system har tenderet mod stadig at blive stærkere på arbejdspladsen, og er of te gået ud over de grænser, der er afstukket i landsdækkende aftaler.
A report on the 'Rewarding of Exceptional Performance' published by the Commitee for the Promotion of Productivity in 1947 formed an important basis for dealing with incentive schemes, of which the most common were merit rating and the various rate payment systems.
Der blev ligeledes indført arbejdsvurderingssystemer med direkte medvirken fra fagforeningerne, men disse systemer var allerede i tilbagegang i slutningen af 1960erne, da fagforbundene foretrak et mere fleksibelt jobklassificerings system.
Initially, these wage incentives applied to the individual worker performance, but after some years there was a move away from such individual schemes towards systems based on the performance and results of the group or the plant.
Gennem denne anden fase focuserede fagforbundene på mere kvalitetsorienterede produktivitetsfremmende faktorer samt bedre arbejdsvilkår.
The criticism of the incentive payment schemes in use started at the end of the 1950s; these schemes, however, remained widespread until the middle of the 1960s.
De blev klar over betydningen af at forhandle forskellige aspekter af arbejdsorganisation.
Furthermore, the liberalisation of wage policies made superfluous a number of inadequate incentive schemes with no realistic link between rates and performance, and in other cases where establishments had in fact introduced proper norms, they did not always adjust these norms when necessary, for instance when production methods were changed.
I stedet for at forhandle rent tekniske procedurer til fastsættelse af præsta tionsstandarder i forbindelse med akkord, foretrak fagforbundene at være med i beslutningsprocessen knyttet til de enkelte produktionsplaner, for at sikre at disse planer var forenelige med beskyttelse af arbejdstagernes sundhed.
Finally, but not least there was a wish among the workers and unions to obtain fixed earnings for manual workers also; a wish which must be seen in the perspective of the attempts to harmonise the terms of employment for manual and non-manual workers which developed gradually in the mid-1960s. All these factors meant that a re-orientation of wage incentives was necessary.
Denne holdning kom til udtryk i vigtige ændringer af den generelle regulering af akkordarbejde, som f.eks. blev indført for første gang i metalarbejdernes overenskomster i 1961 og 1963.
In 1970 the direct link between performance and earnings was already loosening in many establishments, although such a link was still considered relevant, as reflected in the report of the Wage Incentives Committee of the Labour Foundation.
Mange virksomheder har således indført et præstationsloft. Udover dette loft betales der ingen præmie.
The percentage of manual workers involved in the various payment schemes in the period 1964 to 1972 is illustrated in Table 2.
Dette fik fagforbundene til at give indførelse af fast månedsløn første prioritet.
- 28 - that the number of manual workers paid according to measured ratings dropped by more than 5^$ from I964 "to 1972.
1950erne. Systemerne var imidlertid udbredt til midten af 1960erne.
There was also a considerable decline in the use of multi-factor payment schemes.
Tabel 2 viser procenttallene for manuelle arbejdere omfattet af de forskelli ge lønsystemer 1964-1972.
On the other hand the table shows a steep rise in the percentage of manual workers receiving a fixed time wage (flat rate).
Denne udvikling er illustreret i Diagram 3.
This development is illustrated in Graph 3.
I henhold til en komparativ undersøgelse, der blev offentliggjort i 1979 af
According to a comparative survey published by the Wage Administration Department in 1979» the use of payment schemes with a variable increment has stabilised.
I undersøgelsen blev det ligeledes angi vet, at kun 2,5% af de ansatte i de 1218 virksomheder, som undersøgelsen omfat tede, stadig modtog produktivitetsfremmende løn baseret på normer beregnet ud fra tids- og metodestudier.
This survey also stated that only 2.5$ of the employees in the 1218 establishments it covered still received incentive payment based on measured norms.
Kvalitetsbonus 8.
Quality bonus 8.
Personlig vurdering (objektiv) 9.
Personal assessment (objective) 9.
2) Tallene for I964/1965 vedrører "personalet" i de virksomheder, der var genstand for undersøgelser, og de kan derfor ikke udelukkende bruges i forbindelse med manuelle arbejdere. Data vedrørende procenttallet for ansatte, der vurderes (system 8, 9 og 10) og procentallet for ansatte med "fastere" indkomst (system 13 og 15) er heller ikke offentliggjort for denne periode.
2) The 1964/1965 figures are related to "the employees" in the companies investigated and are not therefore exclusively applicable to manual workers.
Samme +kvalitetsbonus Semi­measured rating (vur­dering delvis baseret på tids­ og metodestudier Standard multx­moment recording (målinger til Drug for tids­ og metode­studier udført på vilkår­lige tidspunkter af dagen)
Measured rating Idem + quality bonus Semimeasured rating Standard multimoment recording ι Multi-factor payment Productivity apportionment
Reguleret bonus Tidlønstillæg Tidløn Personlig vurdering c
> ω Linked bonus Time wage benefit Time wage Personal assessment d)
I 1950erne skete der en stor udvikling i anvendelsen af individuelle bonus­ ordninger baseret på tids­ og metodestudier.
In the 1950s, there was a major development in the use of individual incentive payment systems based on work measurement.
Disse systemer blev i stor ud­ strækning indført såvel i brancher, der traditionelt havde praktiseret akkord­ lønsystemer, som f.eks» maskinindustrien, som i brancher, hvor tidløn havde væ­ ret det dominerende system op til dette tidspunkt, f.eks. den kemiske industri.
These systems were introduced on a large scale, both in industries traditionally operating piecework schemes, such as the mechanical engineering sector, and into those where time wage had dominated until that time, for instance the chemical industry.
Fra sidst i 1950erne til slutningen af 1960erne blev bonusordninger baseret på tids­ og metodestudier imidlertid strækt kritiseret på grund af bivirkningerne, som f.eks. arbejdskonflikter og lønglidning.
However, between the late 1950s and the late 1960s, work-measured incentives were much criticised on the grounds of their side-effects, such as industrial conflict and wage drift.
Disse lønsystemer var antageligt på deres højeste omkring 1967 til 1968, og derefter kom der en lille nedgang.
The peak use of these payment systems probably occured about I967 or I968, followed by a slow decline.
Ikke desto mindre finder de stadig vid udbredelse, især inden for maskinindu­ strien.
Nevertheless they are still widely used, especially in the engineering sector·
"Measured daywork" og "premium pay plans" ligger ret tæt op ad individuelle bo­ nusordninger baseret på tids* og metodestudier, og sidst i 60erne betragtedes de af nogle iagttagere som naturlige efterfølgere for individuelle produktivi­ tetsfremmende lønsystemer (PBR).
Rather closely related to the work-measured individual incentive schemes are the 'measured daywork' system and 'premium pay plans' perceived by some commentators in the late 1960s as natural successors to individual PBR systems.
Men selv om de praktiseres i nogle af de store virksomheder, har de dog aldrig fundet større udbredelse, sandsynligvis fordi der i denne forbindelse kræves en meget dygtig topledelse og arbejdslederstab.
However, although used by some of the larger companies, they have never been widely adopted, probably because of the high level of management - and supervisory skill they require.
Anden fase af den lidt mere nutidige udvikling inden for produktivitetsfremmen­ de lønsystemer ­ som i en vis udstrækning er foregået op til nuværende tids­ punkt ­ var brugen af "productivity bargaining", d.ν.s. højere løn til gengæld for bedre forhold på arbejdspladsen ­ først i 60erne og, på et senere tidspunkt
The second phase of the more recent developments within PBR systems -which to a certain extent has continued up till now - was the use of 'productivity bargaining' - higher wage rates in return for improved working practices - in the early 1960s and, at a later stage, of 'selffinancing productivity schemes'.
Efter lønstoppet i 1966 havde arbejdsgiverne i henhold til denne lønpolitik kun lov til at forhøje lønnen, hvis de pågælden­ de arbejdere indvilligede i, at der ville ske tilsvarende stigninger i produk­ tiviteten.
Under this policy, following the wage freeze of 1966, employers were only permitted to increase wages if corresponding improve­ments in productivity were agreed to by the workers concerned.
I mange tilfælde er meningerne delte med hensyn til denne udviklings effektivitet.
Opinion is divided as to the effectiveness of this development in many instances.
For eksempel har det fra nogle sider været hævdet, at productivity bargaining er blevet anvendt som et system til at undslippe regeringens lønregu­ lering, eller at nogle virksomheder har arbejdet hårdt for at gennemføre sådanne ordninger, hvor de rent faktisk ikke var hensigtsmæssige eller, hvor den faglige
For example, it has been claimed that productivity bargaining has been used as a formula for escaping Government pay controls, or that firms have striven to implement such schemes when in fact they were inappropriate or where the skill to achieve a successful result was lacking.
På den anden side set erstattede productivity bargaining efter yderst indgående undersøgelser på virksomhedsniveau f.eks. inden for den kemiske industri gene relt individuelle bonusordninger, der var baseret på tids- og metodestudier, og har været vidt udbredt inden for denne industri helt op til nu.
On the other hand, in the chemical industry, for instance, plant-level productivity bargaining, following intensive studies, generally replaced work-measured individual incentives and has remained widespread in this industry up to the present.
I 1977 var endnu en lønti Ibageholdenhedspolitik fra regeringens side ansvarlig for en hurtig vækst i self-financing productivity schemes (selvfinansierende pro- duktivitetsordninger).
In 1977» another Government policy of wage restraint was responsible for a rapid growth in the self-financing productivity schemes.
I henhold til denne politik skulle der i forbindelse med lønaftaler, der oversteg det fastsatte niveau, ske en faktisk produktivitets stigning og ikke en forventet stigning, således som det havde været tilfældet i det forudgående tiår.
Under this policy, wage settlements in excess of the stipulated level were subject to an actual increase in productivity, and not to an anticipated increase as had been the case during the previous decade.
Denne politik førte til, at der blev indført forskellige former for gruppebonusordninger, og i begyndelsen af 1978 så det ud til, at størstedelen af virksomhederne enten arbejdede med selvfinansierende produktivitetssystemer eller havde planer om at indføre dem.
This policy led to the introduction of various forms of collective bonus schemes, and by 1978 it seemed that the majority of firms either had self-financing productivity payments or were planning to introduce them.
Langsomt, men støt, vundet accept igennem de sidste 20 år og synes i høj grad at have formindsket fagskellene og at have forenklet Lønstrukturen.
In contrast to these changes in the fashions of payment systems, job evaluation methods have been steadily but slowly gaining acceptance throughout the last 20 years, and seem to a great extent to have reduced the distinctions among jobs and to have simplified the structure of the wage rates.
Generelt er arbejdsvurdering.blevet gennemført sammen med en betydelig deL med indflydelse.
Job evaluation has generally been implemented with a considerable element of employee participation.
Akkord, som er den ældste form for bonussystem, anvendes stadig i stor udstræk ning i Det forenede Kongerige, særlig inden for tekstilindustrien samt fodtøjs- og beklædningsindustrien.
Piecework, the oldest form of incentive payment system, is still widely used in the UK, especially in the textile, footwear and clothing industries.
Dets karakter er imidlertid blevet ændret igennem de sidste 20 år, normalt ved at indføre en garanteret mindsteløn, men i nogle til fælde også ved at gå over til at bruge tids- og metodestudier som udgangspunkt for beregningen.
However, its character has been modified in the past 20 years, usually by the introduction of a guaranteed minimum wage but also, in some cases, by changing to work measurement as the basis of calculation.
1968 til 1977, men gik ind i en opgangsperiode i slutningen af perioden sandsyn ligvis på grund af væksten i selvfinansierende produktivitetsordninger fra 1977 og frem. Der var imidlertid såvel i den private som den offentlige sektor nogle brancher, som gjorde større brug af produktivitetsfremmende lønsystemer, andre
An analysis of the statistics available shows that PBR, in industry as a whole, declined slowly from 1968 to 1977» tut recovered at the end of the period, probably due to the growth of self-financing productivity schemes from 1977 onwards· However, in both the private and the public sectors, there were some industries which increased their use of PBR, others which reduced it, and others where it remained constant.
Udviklingen illustreres på Tabel 3 og 4.
The development is illustrated in Tables 3 and 4·
Sammenfattende kan det med sikkerhed siges, at anvendelsen af lønsystemer har undergået betydelige ændringer i løbet af de sidste 20 år.
To summarise, it is certain that the use of payment systems has changed considerably over the last twenty years.
Der var imidlertid ingen nettovækst i anvendelsen af disse systemer igennem den sidste halvdel af denne periode, snarere en overgang til at lægge mere vægt på forskellige for mer for produktivitetsregulerende lønsystemer.
However, there was no net growth in the use of these systems during the latter half of this period, but rather a shift in emphasis towards productivity-linked payment schemes of various types.
I forbindelse med denne overgang har regeringens lønpolitik spillet en betydelig rolle.
Government pay policy has played an important part in this change of emphasis. s
Produktivitetsfremmende lønsystemer (PBR) i Det forenede Kongerige, 1968-1979
Payment by Results (PBR) in the UK t 1968-1979
Tallene er taget fra New Earnings Survey (NES) årsberetninger, PBR indbefatter de procenttal (normalt små), som benævnes "anden bonus" og "tillæg** i de tidligere beretninger fra NES.
The figures are taken from annual reports of the New Earnings Survey (NES), Included in PBR are the percentages (usually small) classified as 'other bonus' and 'commission' in the earlier NES reports.
Fuldtidsbeskæftigede manuelle arbejdere over 21
Full-Time Manual Men Over 21 Years of Age
Nøgle: (a): % af bruttoindtjening fra PBR - alle ansatte (b): % af alle ansatte, der bliver lønnet efter PBR systemer (c): % af bruttoindtjening for ansatte, der lønnes efter produktivitetsfremmende lønsystemer.
(a): % of total earnings from PBR - all employees (b): % of all employees receiving PBR (c): % of total earnings from PBR - employees receiving PBR
Statistikkerne (b) og (c) findes ikke i udgaver, der kan anvendes til sammenligning, for årene før 1973.
Statistics (b) and (c) are not available in a comparable form for the years before 1973.
Olieindustri Kemisk industri, o.s.v. Finmekanisk og optisk industri Papirindustri, o.s.v.
Merit rating re (i) Flat rate
Nærings­ og nydelsesmiddelindustri Maskinindustri Elektroindustri Skibsbygning Automobilindustri Metalvarer Tekst ilindustri Beklædningsindustri Fodtø jsindustri Fremstilling af mursten (kalksandsten) Gummiindustri Bygge­ og anlægsvirksomhed
In addition to the minimum or basic wage there is a variety of non-output-related allowances and supplements. Apart from the usual shiftwork premia and allowances for work at night, weekends and holidays, they include allowances for dirty, hard, unpleasant and dangerous work (e.g. in the cement, tobacco, building and civil engineering industries), seniority bonuses (e.g. in the tobacco industry), mobility, housing and food allow­ances (e.g. in the building and civil engineering industry) and attendance bonus (e.g. in the paper and food industries).
(a): % af bruttoindtjening fra PBR i alle brancher (b): k > af arbejdere, der lønnes efter PBR systemer (c): Indtjening fra PBR i forhold til bruttoindtjeningen udtrykt i procent. Se Tabel 3 for kilder og definitioner.
Several establishments, for example in the footwear and clothing, metal, mechanical engineering and electrical engineering industries»have introduced a ceiling for bonus earnings.
BESKRIVELSE AF EKSISTERENDE LØNSYSTEMER
The part of the profits paid out seems to be allocated either globally or individually to the employees.
Lønsystemerne i den belgiske rapport kan opdeles i følgende kategorier:
Essentially, wage systems are built up around one or more of the following elements:
Tidløn
Flat rate (tidløn)
Ad. (i) Tidløn
Page 83
Arbejderne indplaceres normalt i lønklasser (antallet af lønklasser varie­ rer betydeligt fra sektor til sektor) efter erhvervsuddannelse, faglig kunnen, arbejdserfaring, funktion, o.s.v.
- 41 - those stipulated in the collective agreements. These supplements may, for instance, be fixed according to qualifications, such as training, seniority, work function, supply and demand for a particular type of manpower, and they are paid in addition to the automatic cost-of-living adjustments.
For hver lønklasse er der en til­ svarende tidlønssats, som normalt fastsættes gennem kollektive overenskomster.
Minimum wage is widespread in industries with a high proportion of skilled workers, e.g. engineering and printing.
Disse er enten landsdækkende eller regionale og gælder til tider også for en enkelt industrigren.
The details in connection with pure piecework are determined by local agreements at the plant or department level, whereas the general principles -as is the case for all incentive schemes - are stipulated in the collective agreements.
Denne tidlønssats er sædvanligvis mindstelønnen, som re­ guleres gennem leveomkostningsindekset.
Work measurement seems to be applied in most cases, and pure piecework is therefore most widespread in production where a time norm can be calculated without too many complications such as in mass or large batch production with repetitive manual operations.
De faktiske lønninger kan variere alt efter virksomhedens størrelse, d.v.s., de største har det højeste lønniveau, og afhænger til tider af det lokale eller regionale arbejdsmarked.
As time studies are relatively more expensive in the case of small series production, the need for a greater flexibility in this respect has lead to an attempt, for instance in the textile industry, to find other incentive schemes reducing the need for such studies.
Udover mindste­ eller grundlønnen er der en række tillæg og supplerende beløb, som ikke afhænger af output.
The norms need not be as accurate as with pure piecework, and the bonus systems can cover all work functions where random time can be estimated by fixing a norm and agreeing on how productivity exceeding the norm will be rewarded.
Bortset fra de sædvanlige tillæg for skifteholds­ arbejde og tillæg i forbindelse med natarbejde, arbejde i weekender og ferier, omfatter de tillæg for smudsigt arbejde (f.eks. i cementindustrien, tobaksindu­ strien, bygge­ og anlægsvirksomhed), anciennitetsbonus (f.eks. i tobaksindustri­ en) og fremmødebonus (f.eks. i papirindustrien og næringsmiddelindustrien).
Usually these systems apply to workers in all departments of a firm and they are often aimed at improving the cooperation between groups and at promoting a smoother production.
En kompensationsbonus eller et beløb, der svarer til en månedsløn (den 13. måned) synes at være udbredt i den belgiske industri, men beregningsgrundlaget varie­ rer fra branche til branche og fra firma til firma. Disse bonusser kommer til
They may be combined with job evaluation or merit rating in addition to which a common bonus (equal sum) is paid, thus maintaining the wage differentials retained in the flat rate but removing the negative effects of these differentials for the plant.
Ad. (iii) Bonusordninger
re (v) Merit rating
En række forskellige ordninger er taget med i denne gruppe.
This system is based on an evaluation of personal and occupational skills and the monetary factor is normally calculated in a way similar to job evaluation.
Nogle af dem er knyt tet til akkordlønssystemer, andre ligger tættere på præmieløn eller overskudsde ling. Den kendsgerning, at mange virksomheder anvender flere lønsystemer, gør det ikke lettere at gennemskue situationen.
The factors taken into account when points are attributed vary among the plants, which will tend to reward only those qualifications deemed necessary in the specific production process.