natgillin/translations-raw huggingface dataset:
Målsætningerne med denne undersøgelse var som følger:
This survey had the following objectives:
• At dokumentere de former for FSA­aktiviteter, der finder sted på arbejdspladserne i Europa
• To document the types of workplace health promotion activity which take place in workplaces in Europe
• at dokumentere hvordan og hvorfor der tages FSA­initiativer
• To document how and why WHP initiatives are set up in the
• at undersøge de ansattes medindflydelse ved iværksættelse af FSA­initiativer
• To examine the role of worker participation establishment of WHP initiatives
• at give en karakteristik af virksomheder, som har taget initiativer på dette område
• To identify the characteristics of companies which are active in the area
■ Udsnittet
■ The sample
Over 1400 virksomheder i syv lande besvarede spørgeskemaet, hvilket udgjorde en samlet svarprocent på 23%.
More than 1400 companies responded to the questionnaire in seven countries, which represented an overall response rate of 23%.
Disse virksomheder blev hovedsageligt udvalgt på regionalt grundlag i de store lande (Tyskland, Spanien, Italien og Det Forenede
These companies were selected mainly on a regional basis within the larger countries (Germany, Italy, Spain and the UK),
Kongerige), mens virksomhederne fra de mindre lande blev udvalgt på nationalt grundlag.
The survey of European workplaces while the samples from the smaller countries were drawn on a national basis.
Der var nogle forskelle i svarprocenten mellem landene, som varierede fra 11,3% i Tyskland til 37,4% i Grækenland.
There were some differences in response rates between the countries, which varied from 11.3% in Germany to 37.4% in Greece.
Desuden var der store variationer i størrelsen på de virksomheder, der svarede, idet hovedsageligt store eller meget store virksomheder svarede i Tyskland, og små og meget små virksomheder svarede i de mindre lande.
In addition, there were variations in the size of company which responded, with predominantly large or very large companies responding in Germany and small and micro companies responding in the smaller countries.
De fleste virksomheder beskæftigede imidlertid imellem 200 og 500 ansatte.
However, most companies employed between 200 and 500 workers.
Generelt var de virksomheder, som svarede, større end gennemsnittet, og der var en stor sandsynlighed for, at de havde taget flere initiativer på sundhedsområdet end de virksomheder, som ikke svarede.
In general, the companies which responded were larger than average and were likely to have been more active in the health area than the non­responders.
Rent praktisk betyder det, at det formentligt blev overvurderet, hvor fremherskende fremme af sundere arbejdspladser er.
In practical terms, this means that the prevalence of workplace health activity was probably over­estimated.
Undersøgelsens hovedformål var imidlertid snarere at få et generelt overblik over de former for sundhedsaktiviteter, der fandt sted, end at få et nøjagtigt kvantitativt skøn over udbredelsen, og derfor var denne potentielle skævhed ikke et problem.
However, as the main thrust of the survey was to obtain a general overview of the types of health activity which took place, rather than to obtain an exact quantitative estimate of prevalence, this potential bias was not a problem.
■ Hvor udbredt er sundhedsaktiviteter ?
■ How prevalent is health activity?
Svarpersonerne blev bedt om at anføre, om nogle af de 30 mulige sundhedsrelaterede aktiviteter fandt sted på deres arbejdsplads.
Respondents were asked to state whether any of thirty possible health related activities took place in their workplace.
Desuden blev de for alle de aktiviteter, der fandt sted, bedt om at anføre i hvor høj grad det var et hensyn i den pågældende aktivitet, at arbejdsstyrkens helbred blev forsøgt forbedret.
Furthermore, they were asked to state for all activities which took place, the extent to which trying to improve the health of the workforce was a consideration in that activity taking place.
Dette sidstnævnte spørgsmål var en indikator for, om sundhedsfremme var en faktor for at udføre disse aktiviteter.
This latter question provided an indicator of whether health promotion was a factor in these activities taking place.
De 30 aktiviteter var inddelt i fem områder:
These thirty activities were grouped into five areas:
• lægeundersøgelser
• Health screening
• organisatoriske indgreb
• Safety/physical environment
Fremme af sundere arbejdspladser i Europa
Workplace Health Promotion in Europe
Resultaterne viste, at der normalt var flest sundhedsaktiviteter på de større arbejdspladser, på arbejdspladser som havde en sundhedspolitik og et budget herfor, og på arbejdspladser som havde aktive sikkerhedsudvalg.
The findings indicated that the highest levels of health activity tended to be seen in larger workplaces, in workplaces which had specific health policies and budgets, and workplaces which had active health and safety committees.
Endvidere var virksomheder, hvor ledelsen gik aktivt ind i sundhedsaktiviteter, tilbøjelige til at udføre flere sundhedsaktiviteter.
In addition, companies which had the active involvement of management in health activities tended to undertake more health activity.
Der kan drages to vigtige konklusioner af resultaterne:
Two important conclusions can be drawn from the findings:
• De mest almindelige sundhedsaktiviteter på arbejdspladsen finder sted på arbejdsmiljøområdet, hvor op til 75% af virksomhederne beretter om bestemte aktiviteter.
• The most common health activities at work take place in the health and safety area, with up to 75% of companies reporting specific activities.
Omvendt er det relativt ualmindeligt, at der udføres aktiviteter, som sigter mod en sundere adfærd (f.eks. arbejdsorganisering, jobudformning).
Conversely, activities which still might be thought of as falling within the health and safety area (e.g. work organisation, job design), are relatively uncommon.
Desuden finder aktiviteter, som kan betragtes som hørende under sundhedsfremme (f.eks. mad­, alkohol­ og rygepolitik), normalt kun sjældent sted.
Furthermore, activities which might be regarded as coming from the health promotion arena (e.g. eating, alcohol or smoking policies) tend to take place rarely.
• Mange sundhedsaktiviteter finder sted af andre årsager end forbedring af arbejdstagernes sundhed, selvom de alligevel påvirker sundheden. Dette resultat har stor betydning for markedsføringen af FSA ­ det er ikke nødvendigt at markedsføre sundhedsfremme udelukkende som sundheds­forbedring.
• Many health activities take place for reasons other than the improvement of health.
■ Hvordan iværksættes sundhedsaktioner ?
■ How are health actions set up ?
Undersøgelsen fokuserede kraftigt på, hvordan der iværksættes sundhedsaktioner på arbejdspladsen.
A major focus of the survey was to establish how health actions in the workplace were set up.
Der var en række spørgsmål om, hvilke parter der deltog i iværksættelsen af sundhedsinitiativet, på hvilket trin de deltog, og i hvor stort omfang de deltog.
A series of questions asking about what parties were involved in setting up the health initiative, when they were involved and to what extent they were involved were asked of respondents.
For at gøre det lettere at besvare disse spørgsmål havde man beskrevet en ideel procedure i fire faser for iværksættelse af sundhedsaktioner: den oprindelige ide, planlægning, gennemførelse og evaluering.
In order to facilitate answering these questions, an idealised process of setting up health actions was described, involving four phases: the initial idea, planning, implementation and evaluation.
Endvidere forudså man, at der ville være fire former for deltagelse i proceduren:
In addition, four levels of involvement in the process were envisaged: information provision, consultation, participation and responsibility.
Hovedresultaterne af denne del af undersøgelsen var:
The main findings from this part of the investigation were:
• ledelsen var mest impliceret i igangsættelsen af sundhedsinitiativer i alle faser og havde størst indflydelse i beslutningstagningen
• Management were most involved in the process of setting up health initiatives at all phases and with the highest degree of participation
• personalerepræsentanterne og sikkerhedsrepræsentanterne var de næstmest implicerede grupper, men havde mindre indflydelse på beslutningstagningen
• Staff representatives and health and safety representatives were the next most involved groups, but at lower levels of participation than management.
• de andre parter spillede mindre roller, både med hensyn til hvornår de var impliceret og med hensyn til deres indflydelse i beslutningstagningen
• The other parties played lesser roles, both in terms of when they were involved and the extent of their participation.
• generelt var ledelsen altid ansvarlig for sundhedsinitiativer, mens de andre parters implikation sjældent oversteg deres indflydelse.
• In general, management were always responsible for health initiatives, while the other parties level of involvement rarely exceeded participation
Disse resultater vedrørte den faktiske forekomst af sundhedsaktioner, uanset om sundhedsforbedring var et element eller ej.
These findings were related to the actual occurrence of health actions, whether they had health improvement as a component or not.
Selvom resultaterne af denne analyse var komplekse, gav de et interessant indblik i, hvordan de forskellige parter er impliceret i igangsættelsen af de fem typer sundhedsaktivitet.
While the findings from uns analysis were complex, they revealed some interesting insights into how the different parties are involved in setting up the five classes of health activity.
• generelt kunne man ikke med en bestemt parts indflydelsesgrad forudsige, om der ville blive udført sundhedsaktiviteter
• In general, levels of participation by any party did not strongly predict health activity on their own
• sikkerhedsrepræsentanternes og arbejdsmiljørepræsentanternes implikation var mest forudsigelig i forbindelse med sundhedsaktiviter
• Involvement of Occupational health staff and health and safety representatives was most predictive of health activity
• arbejdsmiljøpersonalets implikation betød imidlertid, at alle andre parter ikke havde så stor indflydelse
• However, involvement of occupational health staff was associated with lower levels of health involvement by all other parties
Fremme af sundere arbejdspladser i Europa niveauet for ledelsens implikation afspejlede ikke nødvendigvis sundhedsaktiviteternes omfang.
Workplace Health Promotion in Europe
■ Hvorfor iværksættes der sundhedsaktioner ?
■ Why are health actions started ?
Der var to slags årsager til, at virksomheder iværksatte aktiviteter til fordel for en sundere arbejdsplads ­ de fordele som virksomheden kunne høste og det faktum at sundhedsaktiviteten kunne betragtes som en løsning på et bestemt problem.
There were two classes of reasons why organisations undertook workplace health activities - the benefits that might accrue to the organisation and the fact that health activity might be seen as a solution to a specific problem.
Der blev stillet både åbne og lukkede spørgsmål om disse emner.
Respondents were asked both open and closed questions in relation to these issues.
De vigtigste årsager til at iværksætte sundhedsaktioner var, at der var udstedt lovbestemmelser, at der var sundhedsproblemer i virksomheden, at der var problemer med de ansattes motivering, at der var personaleproblemer, eller at der var produktivitets­problemer.
The most important reasons for undertaking health action were related to legislative provisions, health problems in the enterprise, problems of employee morale, personnel problems and productivity problems.
Disse årsager blev nævnt af over 60% af virksomhederne i hvert tilfælde.
These reasons were cited by more than 60% of companies in each case.
Når svarpersonerne blev bedt om at fortælle om fordelene for virksomheden, var det bemærkelsesværdigt, at der blev nævnt vidtspændende fordele, især i forbindelse med de ansattes motivering og sundhedsproblemer.
When asked to report on the benefits to the company using the same set of issues, it was notable that widespread benefits were perceived, especially in relation to staff morale and health problems.
Desuden var der store uventede fordele på områder som f.eks. nedsat personale­udskiftning, en nedsat ulykkesfrekvens og de ansattes motivering.
In addition, there were major unexpected benefits in relation to areas such as reduced staff turnover, reduced accident rates and staff morale.
Disse opfattelser af fordelene blev støttet af resultaterne af de åbne spørgsmål.
These perceptions of benefits were supported by the findings from open ended questions.
En anden fremgangsmåde i undersøgelsen af, hvorfor virksomheder iværksætter sundhedsaktioner, var en række case­studier af multinationale selskaber, som beskrives af Hauss (1992).
A second line of investigation into why companies undertake health actions is provided by a set of case studies of multinationals which is reported by Hauss (1992).
I disse case­studier blev virksomhedens motiver til at iværksætte FSA undersøgt meget nøje.
In these case studies, the motivation for the company undertaking workplace health promotion was examined in detail.
Det fremgik af disse case­studier, at der var mange forskellige årsager til, at virksomheder iværksætter FSA.
From these case studies, it was apparent that there were a multiplicity of reasons why companies undertake health promotion in the workplace.
I mange tilfælde (ofte amerikanske multinationale selskaber) udspringer sundhedsfremmeprogrammerne af en mere generel personale­
In many cases, (often US multinationals), their health promotion programmes stem from more general human resource policies.
Undersøgelsen af europæiske arbejdspladser politik, som fremmer en filosofi om god praksis.
The survey of European workplaces
Ud over virksomhedsledelsernes begrundelser for at iværksætte FSA nævnte mange virksomheder, at deres programmer i stort omfang havde udviklet sig på grundlag af initiativer fra engagerede og iderige medarbejdere i nøglestillinger.
In addition to these top level reasons for undertaking WHP, many companies stated that their programmes had evolved largely through the actions of committed and resourceful staff in key positions.
I praksis ville en sundhedsfremmepolitik derfor sjældent være tilstrækkelig til at sikre, at der ville finde omfattende sundhedsfremme sted; tilstedeværelsen af ressourcer og engagerede medarbejdere er også nødvendig.
In practice, therefore, the existence of a policy to promote health would rarely be sufficient to ensure that substantial health promotion might take place; the availability of resources and committed personnel is also necessary.
■ Hvad forklarer, at der udføres sundhedsaktiviteter ?
■ What explains health activity ?
Som led i analysen af undersøgelsesdataene skulle der besvares et nøglespørgsmål om, hvorvidt der var visse træk ved en virksomhed, der kunne fortælle om omfanget af sundheds­aktiviteter i den pågældende virksomhed.
As part of the analysis of the survey data, a key question to be answered concerned what company characteristics predicted the levels of health activity within that company.
Man analyserede sådanne faktorer som virksomhedernes sundhedspolitik og sundhedsbudgetter, forekomsten af arbejdsmiljøafdelinger og sikkerhedsudvalg samt omfanget af nøgleaktørernes implikation i sundhedsaktiviteter.
This analysis examined such factors as the presence of health policies and health budgets within companies, the existence of occupational health departments and health and safety committees, and levels of involvement of the key players in the health activities.
Der var visse forskelle i kendetegnene ved virksomhederne,, som kunne forklare bestemte sundhedsaktiviteter, men følgende faktorer pegede på en større indsats m.h.t. sundhedsaktiviteter:
While there were some differences in the company characteristics which explained specific health activities, the factors which explained high overall levels of health activity were:
• virksomhedens størrelse ­ større virksomheder var mere tilbøjelige til at have et højt aktivitetsniveau
• Company size - larger companies were more likely to have higher levels of activity
• sikkerhedsudvalg
• Health policies
Fremme af sundere arbejdspladser i Europa sundhedspolitik sundhedsbudgetter
Workplace Health Promotion in Europe
Disse resultater giver intuitivt mening, da der er et solidt grundlag for at mene, at virksomheder med en politik og ressourcer er mere tilbøjelige til at være aktive på sundhedsområdet.
These findings make intuitive sense, as there are solid grounds for believing that companies with resources and policies are more likely to be active in the health arena.
Resultaterne peger imidlertid også på en række udfordringer for FSA og peger samtidig på nogle muligheder for at fremme og udvikle sundhedsaktiviteterne på arbejdspladsen.
However, they also point to a number of challenges for workplace health promotion and at the same time point to some opportunities for the promotion and development of health activity in the workplace.
Nærmere betegnet peger resultaterne på behovet for at lægge strategier, som kan opmuntre små og mellemstore virksomheder og meget små virksomheder til at iværksætte sundhedsativiteter.
Specifically, the results point to the need to develop strategies which can encourage SMEs and micro-enterprises to take up health activity.
De peger også på nogle af de skridt, der er nødvendige for at sådanne aktiviteter kan finde sted - behovet for at skabe en sundhedspolitik og behovet for at afsætte et sundhedsbudget og andre ressourcer.
They also point to some of the steps which are necessary for such activity to take place - the need to create a health policy and the need to assign a health budget and other resources.
Mens små og mellemstore virksomheder og meget små virksomheder ikke nødvendigvis har ressourcerne til for eksempel at finansiere arbejdsmiljøafdelinger, burde de være i stand til at udforme en sundhedspolitik og opstille selv et lille sundhedsbudget.
While SMEs and micro-enterprises may not have the resources to fund, for example, occupational health departments, they should be able to develop health policies and to assign even small health budgets.
En del af projektets forskningsfase gik ud på kortlægning af og dokumentation om case-studier af god praksis på området. Dette viste sig at være en vanskelig del af forskningsfasen, da praksis for FSA i mange lande kun var på et spædt stadium.
As part of the research phase of the programme, a major element of the investigation concerned the identification and documentation of case studies of good practice in the area.
Ikke desto mindre blev der udført over 40 case-studier af god praksis inden for FSA i projektets to faser.
Nevertheless, more than 40 case studies of good practice of WHP were identified during two phases of the research.
Disse case-studier blev udført i virksomheder i otte EU-lande, og de viste store forskelle i fremgangsmåderne.
These case studies were undertaken in companies located in 8 EU countries and they showed a wide variation in approach.
I store træk kunne der påvises tre typer fremgangsmåder.
Broadly speaking, three types of approach could be identified.
Den første havde baggrund i en tradition for medindflydelse på arbejdspladsen og var en problemløsningsmetode, som var karakteristisk for nogle af de nordeuropæiske lande.
The first came from a tradition of workplace participation and adopted a problem solving approach, and was characteristic of some of the Northern European countries.
Den anden fremgangsmåde var mere karakteristisk for Sydeuropa og indebar normalt en mere patriarkalsk ledelsesstil, hvor de ansatte kunne nyde godt af omsorg og sundhedstjenester.
The second approach was more characteristic of Southern Europe, and tended to involve a more paternalistic style of management towards the provision of welfare and health care to workers.
Der var også en tilbøjelighed til at inddrage de ansattes familier og det bredere samfund.
It also tended to involve workers families and the wider community.
Den tredje fremgangsmåde, som hovedsageligt forekom i Storbritannien og Irland, havde meget til fælles med den amerikanske fremgangsmåde.
The third approach, which tended to be found in Britain and Ireland, had much in common with the US approach.
Den indebar ofte gængse sundhedsfremmeprogrammer, som man fandt i amerikanske multinationale selskaber.
This often involved the use of off-the-shelf health promotion programmes which were often to be found in US multinationals.
Mens man klart kunne skelne mellem disse tre generelle fremgangsmåder, var der imidlertid også mange eksempler på mere innovative holdninger til FSA, hvor virksomhederne for eksempel tog fat på sociale og psykologiske sundhedsspørgsmål.
However, while these three general approaches could be distinguished, there were also many examples of more innovative approaches to WHP, where for example, social and psychological health issues were addressed by companies.
I slutningen af 1992 besluttede man at holde en konference for højtstående politiske beslutningstagere for at udbrede kendskabet til resultaterne af projektets forskningsfase.
Late in 1992 it was decided to hold a high level conference of policy makers to publicise the results from the research phase of the programme.
Omkring 100 repræsentanter for eksperter på området, offentlige instanser, forskere, arbejdsgivere og fagforeninger deltog i konferencen, som havde til formål at fastlægge prioriteterne for det fremtidige FSA-arbejde. På konferencen fastlagde man fire områder, som skulle prioriteres:
Approximately 100 participants, representing experts in the area, government agencies, researchers and employers and trade unions took part in the conference with the aim of identifying priorities for future action in workplace health promotion.
• markedsføring af og incitamenter til fremme af sundere arbejdspladser omlægninger til fordel for sundheden
• Marketing of and incentives for workplace health promotion
• organisatoriske (integreret FSA)
• Organisational change for health (integrated WHP)
• faglig uddannelse
• Professional development
• gennemførelse - strategier, instrumenter og metoder.
• Implementation - strategies, instrument and methods
På gundlag af disse prioriteringer besluttede man først at undersøge spørgsmålet om faglig uddannelse, dvs. undervisning og træning i FSA.
On the basis of these priorities it was decided to first address the issue of professional development, i.e. training and education for WHP.
Det gjorde man, fordi en af de største barrierer for fremskridt tilsyneladende skyldtes manglen på egnet viden og passende færdigheder blandt de faggrupper, som sandsynligvis ville blive inddraget i gennemførelsen af FSA.
This was done because it seemed that one of the major barriers to progress concerned the shortage of appropriate knowledge and skills among the professional groups likely to be involved in implementing WHP.
Denne beslutning førte til, at der blev udarbejdet en undervisningsspecifikation for fremme af sundere arbejdspladser (se nedenfor).
This decision led to the development of the training specification for workplace health promotion.
Undervisningsspecifikationen specifikationen
The training specification
Som et resultat af henstillingerne fra konferencen om fremtidig politik blev den næste fase i Instituttets projekt rettet mod udviklingen af faglige færdigheder på FSA-området.
As a result of the recommendations from the policy conference, the next stage of the Foundation programme directed itself towards the development of professional skills in the area of WHP.
En del af udviklingsprocessen var en undersøgelse af de eksisterende uddannelsesinitiativer i Europa, som afslørede, at der ikke var et udbredt kendskab til de træningskurser/uddannelser vedrørende FSA, som fandtes.
As part of the development process, a survey of existing training initiatives in Europe in the area was undertaken which revealed that there were no widely known or available training/education courses which dealt with WHP.