natgillin/translations-raw huggingface dataset:
Til sidst var der tilfælde, hvor arbejdstagerrepræsentanterne ved problemer i forholdet mellem arbejdstagerne og virksomhedsledelsen så at sige forsøgte, hvis ikke at mægle, så at få forhandlinger igang.
Finally there were instances where, in industrial relations problems, worker directors tried, if not to mediate, to get negotiations going so to speak.
Der blev også henvist hertil i den til Instituttet indgivne sammensatte rapport, som nævntes i begyndelsen af dette sammendrag, hvor det også nævntes, at en sådan intervention var genstand for blandede synspunkter.
Thin matter war, also alluded to in the composite report submitted to the Foundation mentioned at the outset of this summary, where, it was also stated, that sudi interventions were the subject of mixed views.
Dette, var stadig tilfældet, og hertil kom, at arbejdstagerrepræsentanterne i interviewer med nogle tillidsmænd blev kritiseret for i visse tilfælde ikke at påtage sig en sådan rolle.
This would still be the case with the addition that from interviews with some shop stewards worker directors came in for criticism for not assuming such a role in certain instances.
Sammenfattende kan det siges, at arbejdstagerrepræsentanternes aktiviteter nærmere er tiltaget end aftaget i deres første tre år i bestyrelsen.
In summary it can be said that the activities of worker directors have expanded rather than contracted during the course of their first three year term.
Dette har muligvis ikke været tilfredsstillende for alle personer og alle grupper.
This may not have been to the satisfaction of all people and all groups.
Det betyder imidlertid, at arbejds tagerrepræsentanterne i mange henseender er meget forskellige fra deres kolleger i bestyrelsen, og dette må på mange måder indvirke på bestyrelsen og dens rolle i virksomheden.
It does make worker directors, however, very different in many ways to their board colleagues and this must impact in many ways on the board and its role in the company.
Resultaterne af undersøgelsen af holdninger over for arbejdstager repræsentanter beskrives kort i denne del.
The results of the survey of attitudes toward worker directors are outlined in this section.
Først introduceres under et antal hovedpunkter resultaterne for alle respondenter (men ikke
Firstly, the results for all respondents (but excluding those who were against the idea of worker directors in the 1978 survey, and also excluding directors/senior managers) are introduced under a number of main headings.
ALMINDELIG HOLDNING OVER FOR ARBEJDSTAGERREPRÆSENTANTER
GENERAL ATTITUDES TOWARD WORKER DIRECTORS
Et antal spørgsmål angik den almindelige holdning over for arbejds tagerrepræsentanter og disses aktiviteter.
A number of questions dealt with general attitudes toward worker directors and their activities.
Spørgsmål 1 i undersøgelsen var særlig interessant i denne forbindelse, da det også blev stillet til respondenter i 1978-undersøgelsen.
Question 1 in the survey was particularly interesting in this connection since it had also been asked of respondents in the 1978 survey.
Spørgsmålet gik ud på, om respondenterne mente, at det var en god idé med arbejdstagerrepræsentanter i virksomheden.
The question inquired as to whether respondents felt that having worker directors in a company was a good idea or not.
Tabel 5: Er det en god idé eller ej at have arbejdstagerrepræsentanter i virksomheden?
Table 5:
Svar fra alle af 1981undersøgelsen omfattede respondenter, som var positive over for idéen i 1978undersøgelsen
Results for all those respondents included in the 1981 survey who were positive toward the idea of worker directors in the 1978 survey.
Procentdel af respondenter
Percentage of Respondents
Meget god/ ret god idé
Very good/fairly good idea
Ikke nogen særlig god/ slet ikke nogen god idé
Not a very good/not at all a good idea
Tabel 5 viser resultaterne for 345 respondenter, som gik ind for idéen om arbejdstagerrepræsentation i 1978-undersøgelsen.
In Table 5 are outlined the results for the 345 respondents who had been in favour of the idea of having worker directors in the 1978 survey.
Som det fremgår af tabellen, havde 10% af de respondenter, som i 1978 mente, at det var en god idé at have arbejdstagerrepræsentanter, så at sige ændret
In Table 6 following, is shown how respondents who had reported themselves as being against the idea of having worker directors in 1978 answered in 1981.
Tabel 6: Er det en god idé eller ej at have arbejdstagerrepræsentanter i en virksomhed?
Table 6:
Resultater for de af 1981undersøgelsen omfattede respondenter, som var imod idéen i 1978.
Results for those respondents included in the 1981 survey who had been against the idea in 1978.
Meget god/ret god idé Ikke nogen særlig god/ slet ikke nogen god idé
Not a very good/not at all a good idea
Antallet af respondenter i Tabel 6 er mindre end i Tabel 5, da under 10% af samtlige interviewede i 1978undersøgelsen erklærede sig som modstandere af idéen om arbejdstagerrepræsentation.
The number of respondents in Table 6 is much smaller than in Table 5, since, in the 1978 survey, less than 10% of all those interviewed pronounced themselves as against the idea of worker directors.
Som det fremgår af Tabel 6, havde lige over halvdelen (53%) af disse 47 skiftet mening i 1981.
As can be seen from Table 6 of these 47 just over half, 53%, had changed their minds by 1981.
Udover at blive spurgt om, hvordan de vurderede idéen, blev respondenterne også bedt om at give deres mening om, hvor godt initiativet havde fungeret, i deres egne virksomheder.
As well as asking respondents about how they rated the idea of worker directors respondents were also asked to give their opinion as to how well the initiative had worked out in their own companies.
Tabel 7: Hvor godt har arbejdstagerrepræsentationen fungeret i din virksomhed?
Table 7:
Resultater for alle, som i 1978undersøgelsen mente, at det var en god idé.
Results for all those who felt that having worker directors was a good idea in the 1978 survey.
For så vidt angår eventuelle fordele for virksomheden, mente ca. halvdelen af respondenterne, at tilstedeværelsen af arbejdstager repræsentanter havde medført fordele for virksomheden såsom bedre relationer og kommunikation.
While 10% of respondents (Table 5) felt that the idea of having worker directors was not a good one, when asked how well the idea had worked in practice, 39% (Table 7) felt that having worker directors had not worked well.
Hvis vi vender os fra fordelene for virksomheden og kigger på de personlige fordele, ser vi, at næsten tre fjerdele af respondenterne ikke mente, at arbejdstagerrepræsentationen havde medført nogen personlig fordel for deres vedkommende, og under 10% mente, at den havde resulteret i personlige ulemper.
Other questiuus in the area u(* general attitudes to worker directors referred to possible advantages and disadvantages to the company of having worker directors and potential personal benefits and drawbacks to individuals.
Hvad angår den almindelige eller generelle holdning til arbejdstagerrepreæsentanterne, går arbejdstagerne således stadig i høj grad ind for idéen, men er knap så begejstrede for den måde, den har fungeret på i praksis.
As regards possible company advantages about half of respondents felt that having worker directors had resulted in benefits for the company, such as better relationships and communication.
Mens der også var en ret kraftig generel tendens til at betragte virksomheden som havende draget nytte af arbejdstager repræsentanterne, har de haft mindre indvirkning for så vidt angår fordele for enkeltindivider.
A much smaller number, about one fifth of respondents felt that having worker directors had resulted in disadvantages for the company such as problems of confidentiality or difficulties for management and the board.
ARBEJDSTAGERREPRÆSENTANTERNE, FAGFORENINGERNE OG FORHOLDET MELLEM LEDELSEN OG ARBEJDSTAGERNE
WORKER DIRECTORS, TRADE UNIONS AND INDUSTRIAL RELATIONS
Mellem halvdelen og tre fjerdedele af respondenterne (62%) mente, at arbejdstagerrepræsentationen havde gavnet fagforeningerne.
Between a half and three quarters of respondents (62%) considered that having worker directors had been of benefit to trade unions.
Ved nærmere undersøgelse viste det sig, at de fordele, folk havde i tankerne, var, at fagforeningerne nu kunne få feedback og oplysninger fra arbejdstagerrepræsentanterne om, "hvad der skete i virksomheden", og det tilmed førstehåndsoplysninger.
On investigation the benefits people had in mind were that trade unions could now get feedback and information from worker directors about "what was happening in the company" and first-hand information at that.
Andre fordele, som man havde registreret, gik ud på, at arbejdstagerrepræsentation i en virksomhed f.eks. betød, at fagforeningerne ville opnå større anerkendelse og få mere indflydelse, og at der gennem større forståelse inden for virksomheden ville forekomme færre strejker og afbrydelser.
Other perceived benefits to trade unions were along the lines that having worker directors in a company gave more recognition, say, and influence to trade unions and that through greater understanding in the company there would be less strikes and disruption.
Arbejdstagerrepræsentanterne og forholdet mellem ledelsen og arbejdstagerne
Worker directors and industrial relations
Udover at være opstået i al almindelighed, som det skete i forbindelse med det foregående spørgsmål, blev emnet angående arbejdstager repræsentanternes mulige indflydelse på forholdet mellem ledelsen og arbejdstagerne også rejst direkte over for respondenterne.
Apart from arising in a general way as in the last question the issue of the possible impact of worker directors on industrial relations was also raised directly with respondents.
Generelt mente ca. halvdelen af respondenterne, at arbejdstagerrepræsentationen ikke havde haft nogen, eller havde haft meget ringe, indvirkning på forhandlinger og forholdet mellem ledelsen og de ansatte, mens en tredjedel mente, at den havde en gavnlig virkning.
Generally about half of respondents felt that having worker directors had had no or little effect on negotiations and industrial relations while about one third would feel that they had had a beneficial effect.
Den gavnlige virkning betragtedes som generel - et bedre klima for forståelse eller den kendsgerning, at fagforeningerne var bedre informeret og ikke længere arbejdede i det uvisse.
The beneficial effect was seen as a general one - a better climate of understanding or trade unions having better information and no longer working in the dark.
Langt sjældnere nævntes særlig hjælp såsom at føre en bestemt aftale ud i livet eller at hjælpe i en bestemt uoverensstemmelse.
Much less frequently mention would be made of specific help such as bringing a particular agreement to fruition or helping in a particular dispute.
Fagforeningernes indflydelse på arbejdstagerrepræsentanterne og sidstnævntes bidrag til nedbrydning af barrierer mellem fagforeninger
Trade union influence on worker directors and worker directors as a help in breaking down barriers between unions.
-21- med fagforeningernes indflydelse på arbejdstagerrepræsentanterne og i det andet med muligheden for, at arbejdstagerrepræsentanterne kunne medvirke til at nedbryde barrierer og føre til bedre samarbejde mellem fagforeninger.
Two issues which emerged from the 1978 survey and which were further investigated during the present one referred in one case to the issue of trade union influence on worker directors and in the other case to the possibility that having worker directors would help to break down barriers and lead to better co-operation between unions.
Som svar på spørgsmålet om, hvorvidt fagforeningerne havde for stor indflydelse på arbejdstagerrepræsentanternes virkeområde, gav halvdelen af respondenterne et klart nej.
In «response to the question as to whether trade unions had too much influence in the area of worker directors or not half of the respondents gave a flat no.
Af de resterende 50%, som mente, at fagforeningerne havde for stor indflydelse, fremkom der en række forskellige svar.
From the remaining 50% who felt that trade unions had too much influence a number of answers emerged.
Omkring en femtedel henviste ikke så meget til, at fagforeningernes indflydelse var for stor, men til, at større fagforeninger havde for stærk indflydelse, og at mindre fagforeninger havde færre muligheder eller slet ingen mulighed for at få indvalgt arbejdstagerrepræsentanter eller for generelt at drage fordel at initiativet.
About one fifth referred, not so much to the fact that trade union influence was too strong, but to the fact that the influence of larger unions was too strong and smaller unions had lesser or no opportunities in having worker directors elected or in getting benefit generally from the worker director initiative.
Ca. en femtedel mente også, at arbejds tagerrepræsentanternes indflydelse var for stor og generelt var til ulempe for arbejdstagerrepræsentantinitiativet, da det var usandsynligt, at den bedst egnede kandidat til posten som arbejdstagerrepræsentant ville fremkomme ved den eksisterende nomineringsproces.
About a fifth also were of the opinion that the influence of worker directors was too strong,and to the disadvantage of the worker director initiative generally, since the most suitable candidate for the position of worker director was unlikely to emerge from the nomination process as it existed.
Man mente derfor, at nomineringsprocessen ikke burde udføres gennem fagforeninger eller udelukkende gennem fagforeninger.
Consequently it was felt that the process of nomination should not be done through trade unions or exclusively through trade unions.
Respondenterne blev også stillet et direkte spørgsmål om, hvorvidt den kendsgerning, at arbejdstagerrepræsentanterne hovedsagelig kom fra de større fagforeninger, havde skabt nogle problemer "så vidt dig bevidst".
Respondents were also asked a direct question as to whether the fact that worker directors came mainly from the bigger unions had posed any problems "that you are aware of".
Sidste sætning blev medtaget for at opfordre respondenterne til at tænke over emnet i specifikke i stedet for generelle eller teoretiske baner.
The last phrase was included so that respondents would be encouraged to think specifically rather than generally or theoretically about the issue.
Det viste sig i sidste ende, at næsten 70% af respondenterne ikke mente, at der var opstået problemer, hvorimod en fjerdedel af dem mente, at der faktisk var forekommet problemer.
In the event almost seventy per cent of respondents felt that no problems had arisen whereas a quarter of them felt that such problems had arisen.
Den nævnte problemtype gik ud på, at større fagforeninger havde for megen magt ved valgene og derfor udelukkede dygtige folk, eller at mindre fagforeinger aldrig ville få en chance for at få "deres mand" valgt.
The type of problem mentioned was again along the lines that larger unions had too much power in elections thus having the door closed on talented men or that smaller unions would never have a chance of getting "their man" elected.
-22- arbejdstagerrepræsentanter ikke havde nogen sådan virkning, og ca. en tredjedel mente, at den havde, idet der blev opført både generelle og specifikke årsager til denne opfattelse.
On the issue of barriers between unions being broken down somewhat more than half of respondents felt that having worker directors had had no such effect and about a third felt it had mentioning both general and specific reasons for this belief.
I denne sidste henseende nævntes det, at forskellige fagforeningsgrupper nu sidder i samme møde, idet arbejdstagerrepræsentanterne bidrager til at fremkalde en bestemt kollektiv overenskomst ved at hjælpe med til at udjævne forskelle, og at kommunikationen fra arbejdstagerrepræsentanterne fandt sted i et forum, hvor samtlige fagforeninger var repræsenteret.
In this latter regard mention was made of different union groups now sitting down at the same meeting, the worker directors helping to bring about a particular collective agreement by helping to bridge gaps, and, the fact that communication from worker directors happened at a forum at which all unions were represented.
ARBEJDSTAGERNES OPFATTELSER AF ARBEJDSTAGERREPRÆSENTANTERNE
EMPLOYEE PERCEPTIONS OF WORKER DIRECTORS
Opfattelserne af arbejdstagerrepræsentanterne og deres aktiviteter blev undersøgt efter en række forskellige kriterier.
Perceptions of worker directors and their activities were investigated along a number of lines.
I ét spørgsmål blev respondenterne bedt om at vurdere deres tilfredshed med den måde, arbejdstagerrepræsentanterne havde udført deres hverv på.
Respondents in one question were asked to rate their satisfaction with the way worker directors had gone about their jobs.
Omkring en tredjedel tilkendegav, at de var meget eller ret tilfredse.
Roughly one third reported that they were very or fairly dissatisfied, while two thirds reported that they were fairly or very satisfied.
Samtlige respondenter blev derefter spurgt om, hvad arbejdstager repræsentanterne eventuelt kunne have gjort anderledes.
All respondents were then asked what, if anything, worker directors might have done differently.
Langt den største svarkategori, afgivet af næsten halvdelen (42%) af respondenterne, gik ud på, at arbejdstagerrepræsentanterne burde have kommunikeret mere.
By far the largest category of response to this question, given by almost half (42%), of respondents was along the lines that worker directors should have communicated more.
Dette kommunikationsproblem i mange af dets aspekter var sikkert det mest gennemgående tema, der fremkom ved undersøgelsen, og det dukkede op i svarene til mange af spørgsmålene: Med mange af dets aspekter menes, at nogle respondenter f.eks. mente, at arbejdstagerrepræsentanterne burde have kommunikeret mere med tillidsmændene, mens andre mente, at dette ikke var nok, og at de burde have kommunikeret mere med arbejdstagerne som enhed.
This issue of communication in many of its aspects was probably the single most pervasive issue arising from the survey and cropped up in answers to many of the questions: By many of its aspects is meant that some respondents felt, for instance, that worker directors should have communicated more with shop stewards, while others felt this was not enough and that they should have communicated more with the general body of workers.
-23- dem blev studeret i nærværende undersøgelse.
Two further issues relating to employee perceptions of worker directors and their satisfaction with worker directors which had surfaced in the 1978 survey were investigated in the present one.
Et af disse havde at gøre med den indvirkning på arbejdstagerrepræsentanternes effektivitet, som eventuelle huller i deres uddannelse og erfaring kunne have, og det andet med muligheden for, at de kunne blive isoleret fra arbejdstagerne.
One of these referred to the impact on their effectiveness of possible deficiencies in the education and experience of worker directors and the other referred to the possibility of worker directors becoming isolated from employees.
Hvad angår første emne, mente næsten to tredjedele af respondenterne, at arbejdstagerrepræsentanterne af en række forskellige årsager (fagforeningsbaggrund, kendskab til virksomhedens drift eller hvad, der foregår i en bestyrelse) ikke på nogen måde havde været handicappet på grund af mangel på uddannelse eller erfaring, hvorimod ca. en fjerdedel af respondenterne mente, at de havde været handicappet.
As regards the former, almost two thirds of respondents felt that worker directors for a number of reasons (because of trade union background, their knowledge of the company's operations or the nature of board business) had not in any way been handicapped because of lack of education or experience whereas about a quarter of respondents felt that they had been handicapped.
Med hensyn til spørgsmålet om isolering fra arbejdstagerne mindede fordelingen af svarene om fordelingen i det foregående spørgsmål: to tredjedele af respondenterne mente ikke, at arbejdstagerrepræsentanterne var blevet isoleret, et interessant tal og ikke helt på linie med svarere i andre undersøgelser, mens en fjerdedel af respondenterne mente, at arbejdstagerrepræsentanterne var blevet isoleret.
On the question of becoming isolated from employees the breakdown of results was similar to those for the last question: two thirds of respondents felt that worker directors had not become isolated, an interesting figure and not altogether in line with results of other studies, while a quarter of respondents felt they had become isolated.
Blandt de årsager, der blev fremført hertil, var, at der havde været meget lidt eller ingen feedback, hvilket var den hyppigst fremførte årsag, eller at arbejdstagerrepræsentanterne efter så at sige at have set begge sider af medaljen helt naturligt udviklede en vis sympati for ledelsens synspunkt.
Among the reasons advanced for this wePe that there had been little or no feedback, the most frequent reason advanced, or that having seen both sides of the coin so to speak worker directors would in the nature of things develop some sympathy for the management point of view.
ARBEJDSTAGERREPRÆSENTANTERNE OG BESTYRELSEN
WORKER DIRECTORS AND THE BOARD
Et antal spørgsmål kom ind på forhold, der havde at gøre med arbejds tagerrepræsentanterne og bestyrelsen, herunder muligheden for nedstemning af arbejdstagerrepreæsentanterne, eventuelle problemer m.h.t. bestyrelsesdiskussioners fortrolige karakter, og om der var opstået problemer på bestyrelsesplanet, fordi arbejdstagerrepræsentanterne ikke tog et organisatorisk synspunkt eller helhedssynspunkt, men plejede snævre interesser eller særinteresser.
A number of questions touched on matters involving the worker directors and the board including the issue of worker directors being outvoted, possible problems relating to confidentiality of board discussions, and whether problems had arisen at board level because of worker directors failing to take an organisational or overall view by pursuing narrow or sectional interests.
(Det vil erindres, at disse svar blev givet af respondenter, der ikke tilhørte bestyrelsen/topledelsen, hvis svar der redegøres for senere i rapporten.)
(It will be recalled that these results refer to respondents other than directors/ senior managers, results for whom are outlined further on.)
Næsten halvdelen af respondenterne mente ikke, at nedstemning havde vist sig at være et problem, idet de fremhævede, at der, som de forstod det, sjældent fandt afstmning sted ved bestyrelsesmøder, eller at det ville være uansvarligt af andre bestyrelsesmedlemmer, hvis de ikke tog antallet af arbejdstaggerrepræsentanterne med i betragtning.
Almost half of respondents felt that being outvoted had not proved to be a problem pointing out in a fair number of cases that, as they understood it, voting seldom took place at board meetings or that other directors would be irresponsible if they failed to take account of the input of worker directors.
På den anden side mente næsten 40% af respondenterne, at der faktisk var opstået sådanne problemer, og en hel del var derfor afvisende over for initiativet til arbejdstagerrepræsentation, idet de ikke mente, at arbejdstagerrepræsentanterne havde nogen magt.
On the other hand almost forty per cent of respondents felt that such problems had arisen and, quite a few, as a consequence, were dismissive of the initiative of having worker directors considering that they had no power.
Nogle antog den principielle opfattelse, at arbejdstager repræsentanterne ikke kunne have megen indflydelse i denne situation, mens andre til understøtning af deres synspunkter udpegede eksempler på, at arbejdstagerrepræsentanterne efter deres mening var blevet nedstemt.
Some as a principle felt that worker directors could have little influence in this situation while others pointed to instances where, in their opinion, worker directors had been outvoted, to support their points of view.