natgillin/translations-raw huggingface dataset:
81 omfatte hurtigere og mere detaljeret information om de afgørende og indviklede aftaleudkast og holdningerne bag dem på brancheplan.
83 need for a more flexible organization of work in connection with the in stallation of on-line systems in the individual departments.
- nye, mere uformelle informationskanaler i ledelsen blev åbnet for medarbejderrepræsentanterne især efter tilspidsningen af konflikten omkring beskæftigelsesgarantien.
The rapid technological development within the sector, particularly in re cent years, has led to a greater awareness among the bank's management of the potential for rationalization offered by the technological alternatives now available.
Alt i alt har medarbejdernes direkte indflydelse været begrænset til den omtalte beskæftigelsesgaranti, der blev opnået gen nem direkte forhandlinger i implementeringsfasen.
In the staff policy field, the bank has a series of principles which are re garded both within the bank and by other banks as progressive in terms of security of employment, opportunities for promotion, information and in volvement of the staff.
Medarbejder nes indflydelse iøvrigt har været mere indirekte i form af med indflydelse gennem tilkendegivelse af synspunkter på især de driftstekniske aspekter ved pengeautomatinstallationen. Spørgsmål om jobindhold og arbejdsmiljø blev kun berørt meget perifert, bl.a. fordi ingen af parterne forventede, at automater ne ville have særlige konsekvenser på disse områder.
In line with this, the bank has dismissed no staff in connection with the rationalization of recent years, but has reduced staff by natural wastage and a cut-back of 80$ in the number of trainees.
For ledelsen var Teknologiudvalget og diskussionerne om pengeautomatspørgsmålet både en oplagt chance og en risiko.
The flow of information on new technology to employees is made available through the bank's own newspaper and through the staff association's newspaper.
Chancen bestod i, at pengeautomaterne i forhold til andre investeringer var af langsigtet, strategisk betydning, og at en udvidelse af samarbejdet gennem en afprøvning af Teknologivalget på dette spørgsmål ville give et godt signal om fordele og ulemper ved at inddrage medarbejderne.
In addition, minutes of works council meetings are circulated; this is the forum in which the bank and its employees discuss questions of principle under the cooperation agreement. Moreover, printed information is used in the form of internal circulars to all staff, with memoranda and information to target groups specifically affected.
Risikoen bestod i, at inddragelsen af Teknologiudvalget ville forstyrre den allerede igangsatte planlægningsproces på flere ledelsesniveauer både i hovedsædet og i egnssparekasserne.
All the bank's customer-service departments have works councils. These councils are associated with the 53 largest departments, each of which covers a local geographical area with a number of branches.
Det faktiske forløb i Teknologiudvalget viser, at diskussionerne her ikke forsinkede beslutningsprocessen.
The staff is involved in management's decision-making primarily through the formal bodies for co-operation.
Selv om tidsforløbet i store træk var fremmedstyret, sikrede sammenslutningens ledelse dog, at der inden for disse rammer skete en intensiv inddragelse af Teknologiudvalget med mange møder, hvor man kunne diskutere tingene .
These 53 works councils function primarily as information channels and a forum for discussions on matters of local significance. The works council
Der kan endvidere næppe være tvivl om, at ledelsens satsning på Teknologiudvalget har styrket medarbejdernes tillid til le delsens gode vilje og generelle troværdighed.
For management, esprit de corps means that employees involve themselves in the bank's operations, and have in general a very positive attitude towards the introduction of new technology.
Det pres, der blev lagt på Teknologiudvalgets troværdighed gennem ekstern påvirkning (fra henholdsvis bestyrelsen i sammenslutningen, forhandlingerne i branchen og Hovedbestyrelsen i DSFL), var en yderligere faktor i den integration, der faktisk kom til at foregå mellem ledelsens og medarbejdernes synspunkter.
For employees, esprit de corps means, analogously, a high degree of identification with their day-to-day work, but a minority feel that esprit de corps is rather less than positive: "You think about the bank before you think about yourself and your colleagues" - (an employee in the spring of 1983)· The employees interviewed considered that esprit de corps was a characteristic of the majority of the bank's staff.
Afslutningsvis kan det tilføjes, at ledelsens informationspolitik over for medarbejderne generelt (fx om bemandingsreduktioner, strukturrationaliseringer osv.) må vurderes som meget åben og omfattende.
As we have said, the situation regarding cooperation is described as good in comparison with the industry as a whole, and this evaluation is shared by both management and staff.
Informationen fra ledelsen omfatter mange områder af central interesse for medarbejderne om sammenslutningens strategi og dennes virkning på medarbejderne.
In management's opinion, good cooperation relations, both formal and informal, with the employees are important management objectives.
Orienteringer om fremtidig teknologianvendelse, nye arbejdsfunktioner og arbejdsfunktionssammensætninger, reduktioner, strukturrationalisering, uddannelse, mobilitetsspørgsmål og generelle markedsovervejeiser spredes til alle medarbejdere og sikrer informationen af den enkelte.
The policy on information, staff and promotion referred to above expresses the formal content of cooperation with em ployees.
Den informationspolitik, der gen nemføres, er utvivlsom et væsentligt bidrag til, at samarbej det omkring pengeautomatindførelse er forløbet uden større konflikter og uden undertrykt utilfredshed blandt medarbejder ne .
However, both management and trade union representatives attach great importance to informal cooperation when specific matters are to be resolved or are anticipated. In the case of matters for consideration in
INTEGRERET TEKST OG DATABEHANDLING
85 the main works council, informal discussions often take place between senior representatives of both management and employees.
Samarbejdsforhold og teknologiaftale
Sequence of events in the casehandling project
Indledning
The planning process
Denne case-beskrivelse omhandler den tidligste fase i et eksperimentalprojekt, der blev gennemført af en af de større danske banker.
The planning process extended over nearly 12 months, from March I982 when the experimental project was begun until the end of February I983 when the main works council decided to implement the system in the 20 largest de partments.
Et eksperimentalprojekt involverer først og fremmest organisationens relevante stabsafdelinger samt en pilotafdeling, hvor implementeringen og erfaringsopsamlingen finder sted.
It is not possible to determine the precise dates of the concept phase be cause both in the bank's headquarters departments (EDP and organization departments) and in an intersecting management group a running discussion was in progress on the rationalization potential.
I casebeskrivelsen refererer udtrykkene - bankens ledelse og ledelsen - til bankens stabsafdelinger, hvis ledelse organisatorisk er det øverste led i beslutningshierarkiet efter be styrelse og direktion.
In the autumn of I98I, arising from decisions at board level to increase efforts towards rationalization, the bank's organization department drafted a report. This report formed the basis for increased attentiveness in the bank's EDP department to the technical opportunities in the casehandling area.
En del af case-materialet refererer desuden til pilotafdelingen, og derfor bruges udtrykkene -pilotafdelingens ledelse og pilotafdelingens medarbejdere el ler medarbejderne.
Following dis cussions with the bank's EDP supplier, a seminar was held in March I982 attended by the EDP supplier, the bank's EDP centre and its systems depart ment.
Pilotafdelingen henviser til een af bankens største afdelinger, der dels er en kundebetjenende afdeling i sig selv, og dels repræsenterer det øverste organisatoriske niveau i forhold til de øvrige afdelinger i et geografisk område.
One concept of an experimental project is to buy or, as in this case, to lease an EDP package solution in which the fundamental facilities exist but which is in fact designed and employed on the basis of the bank's own systems develop ment.
Casebeskrivelsen er lavet på baggrund af skriftligt kildemateriale samt interviews med ledere i bankens stabsafdelinger
Briefing was given in the main works council and, shortly afterwards, in the form of minutes to all the bank's employees.
(herunder især i organisationsafdelingen, hvorunder ny teknologi sorterer) samt med et udsnit af pilotafdelingens ledelse og medarbejdere.
Management in the pilot department in which the system was to be implemented had been contacted in February 1982, requested to enter into the project and to make 12 employees available to take part in the building-up of the system.
Derudover er der gennemført interview med en leverandørrepræsentant samt med en repræsentant fra bankens personaleforening.
The safety committee, which included the staff association's chairman, had been briefed shortly before the meeting of the main works council.
I efteråret 1982 blev der opstillet et forsøgsanlæg til integreret tekst og databehandling i en pilotafdeling.
The staff association's attitude towards the project was positive.
Systemet er bygget op omkring et standardsystem fra IBM (IPDT) og an vendes til sagsbehandling. Sagsbehandlersystemet, som det in ternt kaldes, er populært taget en kombination af en tekstbehandlingsmaskine og en datamaskine med regnefaciliteter samt adgang til informationer i bankens eksisterende EDB-system.
The first four months of the planning phase went ahead with a gradual ex pansion of the system, but this was taking place in the systems department.
Systemets funktioner spænder fra at indhente og videregive information (fx om aktuelle kurser o.l.) over udskrivelse af standardbreve til individuel sammensætning af mere komplekse sager som udformning af lånedokumenter med sikkerhedsstillelse. På længere sigt forventes sytemet udvidet med flere funktioner, og det installeres i de 20 største afdelinger over en periode på l*s år.
The employees' role was primarily to supply documents for in-coding into the computer system, but they also put forward suggestions on the design of the system and on possible areas of use.
Den beregnede rationaliseringseffekt i disse 20 afdelinger er på knap 3% af det aktuelle medarbejderantal på 655.
The user repre sentatives felt that they did not have the qualifications to take part in discussions with the technical experts.
Banken har alt i alt ca. 2800 ansatte og har in den for de sidste fire år forøget sin omsætning med over 10% pr. år (målt på statusbalancen), mens antallet af medarbejder ne som følge af ansættelsesstop reduceres med ca. 3% pr. år.
"The proposals we put forward were certainly discussed, but we could not actually take part in the dis cussion of whether they were practicable.
For de kommende år regnes der med en fortsat reduktion af an tallet af medarbejdere samt en fortsat øgning af aktivitetsniveauet, især med vægt på bankens udlands- og fondsaktiviteter.
Our knowledge of what was possible and what was not possible was far too limited" (interview in June 1983)· This experience also characterizes the user representatives' in volvement in discussions on the design of the system, VDU layout and VDU colours.
På det teknologiske område fører banken efter ledelsens udsagn en mere afventende kurs over for investeringer i den nyeste teknologi end de øvrige store banker.
These questions were discussed mainly from a technical point of view on the lines of what was possible within the restricted time limits.
Fx indførte man først on-line EDB-systemer i banken i 1977, det vil sige, efter at de øvrige store banker havde haft on-line systemer i flere år, og erfaringerne med børnesygdommene ved systemerne var indhøstet. Som en følge heraf kunne udviklingen og implementeringen
Workenvironment considerations were given no priority, either by the sys tem planners or by the user representatives.
87 af bankens on-line system foregå hurtigere og efter ledelsens opfattelse med et teknisk og systemmæssigt bedre resultat, end man ellers ville have fået.
89 employees in the pilot department. There were frequent discussions here in a broad circle of managers and employees on possible fields of application. tion.
Bankens afventende strategi over for større investeringer i den nyeste teknologi skal også ses på baggrund af en afdelingsstruktur med mange mindre enheder og en generel filosofi om løbende at implementere organisationsændringer, når man bliver opmærksom på interne eller eksterne forhold, der kan løses organisatorisk.
The system was implemented in the pilot department at the end of August 1982. At the same time, the system was discussed in the main works coun cil on the basis of a memorandum from the bank's organization department.
Fx gennemførtes en organisatorisk opstramning i 1981, en overordnet inddeling i flere kundegrupper (fx erhvervskunder og privatkunder) og interne grupper (der varetager baggrundsfunktioner og andre funktioner uden hyppig kundekontakt).
The employees' side in the main works council was looking for calculations referring to the implications for economic factors and employment, but accepted management's rejection of this until the pilot trial had provided a better basis for assessment.
Denne organisationsomlægning var blandt andet nødvendiggjort af behovet for en me re fleksibel arbejdsorganisation i forbindelse med installationen af on-line systemerne i de enkelte afdelinger.
The fundamental facilities were incorporated into the system as the pilot trial was introduced, but over the same period, and particularly during the first 3-k weeks, there were some further adjustments to the system.
Specielt inden for de senere år har den hurtige teknologiudvikling i branchen dog medført en større opmærksomhed i bankens ledelse over for de rationaliseringspotentialer, der knytter sig til de alternative teknologiske muligheder.
On the employees' side, the system had a positive reception from the outset. Training in the use of the system was given by the project leader and by the supplier, who in the first month after start-up worked on the running-in in the department itself.
Hertil kommer, at ledelsen forventer et øget pres på rentemarginalen og dermed dårligere indtjeningsmuligheder, hvis banken ikke som minimum gennemfører omkostningsreduktioner i samme takt som de øvrige pengeinstitutter.
Because the build-up employed a self-instructing but menu-operated system, no written material giving instructions in the use of the system was drafted. Instead, the intention was to train em ployees by verbal instructions directly at the machine.
På det personalepolitiske område har banken en række principper, der såvel i banken som af andre banker vurderes som pro gressive i forhold til tryghed i ansættelsen, avancementsmuligheder, information og involvering af de ansatte.
This was directly reflected in the system's utilization time, which after the first month's intensive interest fell significantly because some of the employees stopped using the system.
Banken har således ikke gennemført fyringer af personale i forbindelse med de sidste års rationaliseringer, men reduceret medarbejder staben gennem naturlig afgang samt en 80% reduktion i antal let af elevansættelser.
"If you have got to sit down and feel your way for a long time each time you operate the system, you give up. It's easier to use the old procedure" (interview with an employee in 1983).
Avancementsmulighederne forsøges optimeret gennem intern rekruttering af ledere til de fleste funktioner, også selv om der er tale om mere specielle funktioner (systemplanlægning, organisationsudvikling etc.), hvortil der da tilbydes et uddannelsesforløb betalt af banken.
This fall in the use of the system and the change in employees' attitude towards it was recorded at the bank's headquarters, and the pilot department's management was informed. The pilot department's management was therefore aware of the problem, but did not try initially to stimulate employees' use of the system.
Informationsstrømmen til de ansatte om ny teknologi går dels gennem bankens eget blad samt personaleforeningens blad.
90 towards managerial strategy in relation to the fall in the system's use.
Des­aden udsendes referater fra Samarbejdsrådet, der er det fo­rum, hvor banken og medarbejderne diskuterer principielle spørgsmål under Samarbejdsaftalen.
Day-to-day management considered that employees should be actively stimulated to use the system.
Derudover anvendes skrift­lig information i form af interne cirkulærer til alle samt oplæg og informationer til konkret berørte målgrupper.
Top-level management considered that a wait-and-see attitude should be adopted, and that employees would gradually become encouraged to use the system as it expanded.
Mie bankens kundebetjenende afdelinger har samarbejdsudvalg. Samarbejdsudvalgene er knyttet til de 53 største afdelinger, der hver især dækker et geografisk lokalområde med et antal afdelinger.
All levels of management in the pilot department as well as the employees appear, however, to be agreed that the lack of adequate written instructions was an important contributory factor to the failure to use the system on the part of some employees.
Medarbejderrepræsentanterne vælges ved skriftlig afstemning blandt alle ansatte i lokalområder.
The same people considered that another contributory factor was too high a pressure of time on the individual em ployee, and that the time for training in operation of the system had to be taken from other duties.
Involvering af de ansatte i ledelsens beslutninger sker først og fremmest i de formelle samarbejdsorganer.
As a conclusion to the pilot trial, and as an important part of the subsequent decision to implement the system in 20 other departments, interviews were conducted in the pilot department in October I982.
Disse 53 samarbejdsudvalg fungerer først og fremmest som in­formationskanal og diskussionsforum omkring spørgsmål af lo­kal betydning.
These interviews were carried out by the project leader and the supplier, and their purpose was to draw up a balance sheet of employees' experience in using the system during the test period.
Samarbejdsrådet, der dækker hele banken (Ho­vedsamarbejdsudvalg), behandler de sager, der vedrører flere afdelinger, herunder ny teknologi og består af 5 ledelsesre­præsentanter og 5 medarbejderrepræsentanter.
The employee interviews were included in a com prehensive report to assist the main works council in its subsequent dis cussions on implementation in other departments.
Medarbejderre­præsentanterne vælges direkte på generalforsamlingen i perso­naleforeningen, og kutymemæssigt er det først og fremmest tillidsfolk og sikkerhedsrepræsentanter, der får pladserne.
Neither employees nor management in the pilot department were given access to the report, which was seen as disappointing by all concerned in the round of interviews.
Personalepolitikken som skitseret vurderes i store træk posi­tivt af medarbejderne, der blandt andet sammenligner deres eg­■\e forhold med forholdene i de øvrige større banker.
In February 1983, agreement was reached in the main works council on implementation of the system in the bank's 20 largest departments. The decision was taken on the basis of the report on the pilot trial.
Denne po­sitive indstilling over for banken sammenfattes af ledelsen Dg medarbejderrepræsentanterne i, at den typiske medarbejder Identificerer sig meget med virksomheden, oplever en høj grad if sammenfald mellem virksomhedens og medarbejdernes egne be­lov og oplever sig som en integreret del af virksomheden.
Employee repre sentatives on the main works council supported the decision, and accepted the anticipated rationalization effect. The bank's management estimated that in the long term about 150 employees would be affected by the implementation of an extended system in all the bank's departments.
I store træk kan dette forhold til virksomheden karakteriseres som en høj grad af korpsånd hos hovedparten af medarbejderne. )enne korpsånd vurderes som særdeles positiv af såvel ledel­
The report estimated that, in the short term, by implementing the system in 20 depart ments, rationalization affecting about 20 employees would be reached within one year.
89 sen som af majoriteten af de interviewede medarbejdere.
91 light of the confidence of the employee representatives that the rationalization concerned was a necessary link in the bank's future competitiveness.
For ledelsen betyder korpsånden, at medarbejderne engagerer sig i bankens drift og alt i alt har en meget positiv indstilling til indførelsen af ny teknologi.
Moreover, the employee representatives questioned the validity of the cal culations in so far as they concerned savings attainable.
For medarbejderne betyder korpsånden tilsvarende en høj grad af identifikation med det daglige arbejde, men for et mindretals vedkommende opleves korpsånden som noget mindre positivt: "Man tænker på banken, før man tænker på sig selv og kollegerne" - (medarbejder i foråret 1983).
It was also sub mitted that the system was not ideally suited to direct customer contact in its present form, but that in the long term it was conceivable that the sys tem would affect the internal organization by enabling work to be moved from internal departments to customer departments.
De interviewede medarbejdere oplevede, at korpsånden var et kendetegn for hovedparten af bankens ansatte. Korpsånden blev opfattet positivt og som en slags modydelse til de personaleforholds- og avancementsmæssige muligheder, banken giver de ansatte.
Management representatives were unable to refute the possibility that in the long term the system could lead to organizational changes, but if that occurred such changes would merely be a continuation of the organization's day-to-day adaptation.
Samarbejdsforhold og teknologiaftale
Postscript to the planning process
Samarbejdsforholdene betegnes som nævnt som gode i forhold til branchen iøvrigt, og denne vurdering deles af såvel ledelsen som af de ansatte.
Between the conclusion of the trial period at the end of December I982 and selection at the end of 1983, at the instigation of the pilot department management prepared a reasoned statement for head office aimed at securing permission to retain the system.
Efter ledelsens mening er såvel gode for melle som uformelle samarbejdsrelationer med de ansatte vigtige ledelsesmålsætninger.
It was considered that, although the sys tem had not lived up to original expectations, it offered many facilities (especially in the information retrieval field) of advantage to the depart ment.
Den nævnte informations-, personale- og avancementspolitik er udtryk for det formelle indhold i samarbejdet med de ansatte.
In March I983, after the main works council had reached a decision, discussion arose among the pilot department's employees on a basis of state ments made at the general meeting of the staff association.
Både ledelsen og de faglige re præsentanter tillægger imidlertid det uformelle samarbejde stor betydning, når konkrete spørgsmål skal løses eller for beredes.
Discussion turned on their fears that future rationalization would affect 200 staff if the new system were introduced into all the bank's departments.
I forbindelse med sager, der skal behandles i Hovedsamarbejdsudvalget, findes der ofte en uformel drøftelse mellem toprepræsentanterpe for henholdsvis ledelsen og medarbejderne.
The unrest created among employees by these prospects caused the pilot de partment's management to enter directly into discussions with employees on the opportunities offered by the system for improvements in service, which could lead to expansion of the market.