natgillin/translations-raw huggingface dataset:
70 af arbejdskraften inden for masseseriefabrikation og her igen speci elt i automobilindustrien decentraliseringsprocessen (decentraliz zazione), d.v.s. en flytning af individuelle produktionsafsnit til små og meget små virksomheder eller til (nyoprettede) branchefabrik ker i økonomisk svagt organiserede regioner eller endog i tredie lande.
70 in the undertakings.
Med den voksende beskæftigelseskrise skærpedes samtidigt afsondringen af virksomhedernes arbejdsmarkeder fra det almindelige arbejdsmarked, og splittelsen mellem beskæftigelse og ledighed blev dybere med den foruroligende stigning af arbejdsledigheden blandt unge.
These aims can be summarised as follows: basic renunciation of tayloristic forms of work organisation; increase in the occupational contents of the activities (professionalità) and recognition of the skills acquired in the work process; standardisation of the wage classification also as regards wage- and salary-earners (inquadramento unico), whole sale upgrading; permanent control by the workers and their representative bodies (delegates, works council) over the actual deployment of workers, including performance of overtime.
På baggrund af disse almindelige og tiltagende kriseagtige økonomiske og sociale udviklinger i Italien får ændringen af ar bejdsorganisationen som fagforeningspolitisk instrument stadig min dre betydning.
Although the Italian unions partially succeeded - particularly in some large undertakings - in making the change in work organisation the subject of wage negotiations, the case analyses also show that the changes in work organisation are usually based on plant wage agreements which include - at least in programme form - the obligation of the management to develop new forms of work organisation.
Frem for alt viser det sig dog, at den i fagforenings politikken påståede sammenhæng mellem nye former for arbejdsorga nisation, enhedsklassifikation og det store pres for arbejdstager nes højere kvalificering er uigennemførlig.Virksomhederne unddra ger sig til dels presset for ændring af arbejdsorganisationen gen nem produktionsevakuering og velberegnede teknificeringsforanstalt- ninger i særligt "neuralgiske" produktionsafsnit, og til dels går tilsvarende forhandlinger i virksomhederne i stå eller indgåede aftaler er uden følger.
By contrast the unions have largely been unable to achieve their wider political aims of bringing the plant work processes under union control by using work organisation as a "lever": on the contrary, the union policy of standard classification and control of labour deployment by the base organs led to increasingly inflexible worker deployment in the plants and blocking of negotiations at national and plant level.
Og til dels går arbejdsorganisatoriske ændringer ikke længere end almene former for jobudvidelse eller jobrotation uden afgørende virkning for arbejdstagernes højere kva lificering, omend virksomhederne dog til dels bøjede sig for pres set for arbejdstagernes højere kvalificering inden for rammerne af en enhedsklassifikation uden imidlertid at indlede foranstaltninger til en ændring af arbejdsorganisationen eller til arbejdstagernes kvalificering.
Under the conditions of economic crisis, which exerted increasing pressure on the unions to accept joint responsibility for productivity in the economy as a whole, the
I det hele taget kan man gå ud fra, at fagforeningernes pres for indførelsen af nye former for arbejdsorganisation også kun lyk kedes i Italien, hvor en ændring af arbejdsorganisationens hidti dige former samtidigt tilgodeså virksomhedskravene (f.eks. markeds forholdene, ændringer i produkt- og produktionsteknologien) eller
1) Cf. also the Italian report for the European Foundation: Leon, P., Pellegri, I., Miani, G.: "New Forms of Work Organisation in Italy" - Rome 1978 - in: "New Forms of Work Organisation in the European Community", Dublin 1979. A self-critical consideration of the aims of union policy and experience can be found in: "Organizzazione di lavoro e ristrutturazione", in: Rassegna sindacale No. 64/65, Jan./ Aprii 1977; in French: A. Borseix (editor): "Le syndicat et l'organisation du travail" (Paris 1978)'.
71 svarede til virksomhedernes arbejdsmarkeds- og personalepolitiske interesser (f.eks. større arbejdsmarkedsattraktion, nedsættelse af fravær og fluktuationer, tilfredsstillelse af det interne kvalifi kationsbehov) .
71 base-orientated and plant-centred trends within the union movement in Italy also reached a critical stage.
På den anden side blokeredes tilsvarende initiativer fra virksomhedsledelsens side ofte af fagforeningsrepræsentanterne og basisorganerne, der repræsenterer arbejdstagernes interesser, fordi disse initiativer ikke svarede til de af dem rejste krav om højere "professionalità" og en højere løngruppering.
The stresses between the union organisations and "base organs" in the plants or between these and the workers themselves intensified.
I lang tid stillede fagforeningsrepræsentanter og fabriksråd sig mistroiske over for det relevante firmaprojekt på grund af den uafklarede beskæftigelsessituation i virksomheden.
At the same time the separation of the plant labour markets from the general labour market intensified with the increasing employment crisis, and the split between employment and unemployment deepened with the disquieting increase in youth unemployment.
I tilfælde DI (maskinbygning) tjente jobberigelsen i første linie til at anbringe gruppen af højt kvalificerede og polyvalente arbejdere inden for reservedelsfabrikationens i en højere lønklasse.
Against the background of these general and increasingly critical economic and social trends in Italy the change in work organisation as an instrument of union policy is becoming increasingly blunt; in particular, however, the relationship between new forms of work organisation, standard classification and massive pressure for higher training of workers, which was assumed in union policy, is proving to be inoperable.
72 afvandring af disse arbejdstagergrupper med den spændte arbejds markedssituation.
72 classification, but without initiating measures to change the work organisation or to train the workers.
I modsætning hertil kan introduktionen og den videre udvikling af delvis autonomt gruppearbejde i tilfælde BI (datamatsystemer) i første række føres tilbage til virkningen af de meget specifike ram mebetingelser i denne virksomhed (markedssituationens stærke indfly delse og en tilgrundliggende ændring af produktionsteknologien på den ene side og virksomhedens lange socialpolitiske tradition på den anden side). De arbejdsorganisatoriske ændringer blev snarere sanktioneret end udløst af virksomhedens tariflønoverenskomst i begyndelsen af 1970'erne (den første i sin art i Italien).
On the whole it can be assumed that union pressure for the introduction of new forme of work organisation was also successful in Italy only when a change in the previous forms of work organisation also conformed to plaat _eqiuii_e_eiits (such as the sales market situation or changes __ product and production technology) or the labour market and! labour policy interests of the undertaking (e.g. increase im labouor market attractiveness, reduction of absenteeism and labour turnover» satisfaction of the internal skill require ment) » X_ Italy tbe important initiatives for the development of _f_w foras ©f work organisation usually also originated from ¡Hanageaaemte which pursued mainly economic aims with these measures îcf. cases BI — electronic computers and CI - electric motors).
I den ne forbindelse bør man dog ikke ignorere, at arbejdsorganisatoriske ændringer af en sådan rækkevidde og et sådant omfang absolut også danner undtagelsen i Italien.
However» cor_aspa__iimg initiatives by the plant management were often blocked by One union representatives and base organs representing the interests of workers, because they did not meet their demands for higher "professionalità" and upgrading.
Disse er dog ikke under kastet nogen teknisk eller økonomisk saglig tvang.
These trends are also clearly illustrated by the case analyses.
Virksomheden udnytter udformningsmulighederne af disse indbyrdes forbindelser til en realisering af deres interesser i større produktivitet og effektivitet og/eller til en gennemførelse af deres specifike løn- og præstationspolitiske mål (lønincitamenter, løndifferen tieringer).
In case AI {motor industry), for example, the plant management blocked further changes in work organisation (montaggio a sccrri_ento) despite the existence of corresponding plant wage agreements, because the notified productivity aims were not fulfilled - at least in its view - and absenteeism and turnover rates remained high.
I forskellig form og i varierende udstrækning er forbindelserne mellem løn og præstation på den anden side underkastet forhandlinger mellem de sociale partnere på virksomhedsplan og på et plan uden for virksomheden.
The union representatives and works council had misgivings about the company's project for a long time because of the unclarified employment situation.
Man kan rejse tre spørgsmål i forbindelse med de nye former for arbejdsorganisation: (1) Hvor vidt tager aflønningen hensyn til de højere kvalifikations- og præstationskrav; (2) hvilken indflydelse har de anvendte aflønningsprincipper og aflønningsmetoder på virk ningerne af de nye former for arbejdsorganisation på arbejdstagerne
!n case DI (engineering) the main aim of job enrichment was to upgrade the group of highly trained and multiskilled workers engaged on component production.
Ud fra disse tre spørgsmål er to ting foreløbig iøjnefaldende i de tyske tilfælde: På den ene side viser det sig, at introduktio nen af nye former for arbejdsorganisation ikke har nogen (tilfælde
The works council approved the conclusion of a corresponding plant agreement, although additional wage differentiation is not compatible with the national wage agreement of the metal industry and the concept of "inquadramento unico" (cf. 5 below).
BD, CD - den elektrotekniske industri) eller kun har få følger for arbejdstagernes løngruppering (tilfælde AD - automob'ilindustri- en).
By contrast the introduction and further development of partially autonomous group work in case BI (computer systems) is attributable primarily to the effect of the highly specific limiting conditions of this undertaking (strong effect of the sales market situation and basic change in product technology on the one hand and the long social policy tradition of the undertaking on the other).
På den anden side ses det tydeligt heraf, at de arbejdsorgani satoriske ændringer i begge tilfælde i den elektrotekniske industri bevidst sigter på at tilvejebringe forudsætningerne for effektivite ten af et individuelt lønincitament (individuel akkord).
The changes in work organisation were approved rather than triggered by the plant wage agreement in the early seventies (the first of its type in Italy).
Begge forsk ningsresultater viser nogle karakteristiske egenskaber i det tyske tariflønsystem.
It must not be overlooked that changes in work organisation of this scope are clearly the exception also in Italy.
Inden for metalindustrien fastsætter bemyndigelses- eller lønrammetarifoverenskomsterne i almindelighed otte til ti løngrup per for fagarbejdere (i nogle tariflønkategorier også flere).
Basically it should be assumed that close mutual relationships exist between work organisation, labour deployment, output and skill requirements on the one hand and the pay of workers on the other.
Løngruppeordningerne for fagarbejdere i metalindustrien til deler herigennem fagarbejderkvalifikationen en nøglestilling.
The undertakings utilise the flexibility of these relationships to promote their interests in higher productivity and efficiency and/or to fulfil specific wage and output policy aims (wage incentives, wage differentials); in addition to the actual "emolument" functions the pay bases often act as an important control instrument for production flow (e.g. as the "standardised" incentive wage in the motor industry).
Den ne er henvisningspunktet for grundlønningernes procentuelle højde i de øvrige løngrupper.
On the other hand the relationships between pay and output are subject in different ways and to a varying extent to the negotiations between two sides at and above plant level.
I denne formelle regulering kan man observere et grundtræk i opbygningen af grundløndifferentieringen i det tyske tarifløn system. Ved grupperingen af aktiviteter, der forudsætter en er hvervsfaglig kvalifikation i fagarbejderbetydning, dominerer de stillede kvalifikationskrav eller særlige ansvarskrav.
Three questions arise in connection with new forms of work organisation: (1) to what extent are higher skill and output requirements taken into account in pay; (2) what is the effect of the pay bases and methods applied on the consequences of new forms of work organisation for the workers (cf.
3) ved grupperingen af aktiviteterne under fagarbejdertrinet.
In an international comparison, however, it should also be asked (3) what differences specific to individual countries exist in the relationships between the development of new forms of work organisation and the pay systems, which always reflect the industrial relations in each case.
Inden for metalindustrien udviser udbredelsen af disse metoder store forskelle rent regionalt bl.a. på grund af de forskelligartede ordninger ifølge tariflønoverenskomsterne.
With regard to these three questions two different features are noticeable in the German cases: firstly, it is clear that no
I denne sammenhæng bør det dog understreges, at arbejdstagernes pla cering i lønklasserne altid sker under henvisning til arbejdsopga verne, og at personassocierede egenskaber (alder, tilhørsforhold i virksomheden) samt eksisterende individuelle kvalifikationer
(cases BD., CD ­ electrical engineering industry) or only small consequences for the wage classification of the workers (case AD ­ motor industry) are associated with the introduction of new forms of work organisation; secondly, it is clear that in both cases in the elctrical engineering industry the changes in work organisation are designed to create prerequisites for the effectiveness of an individual wage incentive (individual piece­work) .
(der dog ikke kræves i arbejdsprocessen) som regel ikke tages i betragtning.
Some characteristic features of the German standard wage system are reflected in both findings.
Tarifløngrupperingens grundstruktur svarer således til de tyske virksomheders traditionelt høje værdsættelse af fagarbejderkvalifi- kationen (jfr. også under 3 foroven).
It should be pointed out in the first instance that the wages of industrial workers in Germany are basically determined by collective agreements concluded between the employers' associ­ations and unions separately according to branches of industry and regions.
Følgen heraf er samtidigt, at arbejdstagerne, der kun råder over en snæver, kort, tillært kva lifikation, erhvervet på arbejdspladsen, og som befinder sig på lønstrukturens nederste trin, kun har ringe chance for at rykke op i de højere løngrupper, beregnet for fagarbejderaktiviteter: De nye former for arbejdsorganisation er ude af stand til at åbne for denne barriere.
Although the collective agreements include only minimum requirements on plant wage calculation and permit differentials in the basic wages (e.g. intermediate wage groups) forms of plant wage calculation differing from the collective agreement must in principle be introduced via a plant agreement. In some cases the collective wage agreements require the consent of the parties to the main agreements ­ as with the introduction of analytical job evaluation ­ but often include escape clauses permitting the conclusion of "company wage agreements".
De gennem jobberigelsen forhøjede krav fører ikke ud over denne grænse.
according to wage groups.
Typisk for kravprofilerne for tillærte arbejderes "kvalificerede" aktiviteter er mere komplekse opgaver, så som maskinbetjening, anlægsledelse, tilsyn med automatiske maskiner o.s.v.
1) Analytical job evaluation methods as an instrument of basic wage differentiation have been introduced into individual industrial areas in Germany on an increasing scale since the sixties.
Forbedringer i arbejdsforholdene (f.eks. større tidsmæssige dispo sitionsspillerum) kommer kun til udtryk som bonus uden at påvirke indgrupperingen.
In the metalworking industry the framework or outline wage agreements generally provide eight to ten wage groups for industrial workers (even more in some collective agreement areas).
Som allerede nævnt spiller principperne for præstationsaflønning stadig en rolle i Forbundsrepublikken - også ved indførelsen af nye former for arbejdsorganisation.
The wage group provisions for industrial workers in the metalworking industry assign a key position to skilled workers; this is the reference point for the percentage level of the basic wages in the other wage groups.
Ganske vist er der også sket betydelige ændringer i udviklingen af præstationsaflønningen i de sidste godt ti år i Forbundsrepublik ken. Disse ændringer kan man generelt karakterisere som en overgang fra den klassiske akkordløn til svingningsupåvirkede former for præ stationsaflønning (såkaldte frosne akkordlønninger, præmielønninger, men dog også tidløn, kombineret med præstationsvurderingssystemer).
This formal provision reflects a basic structural feature of the German standard wage system.
Udbredelsen af formerne for præstationsaflønning er dog stadig om fattende, specielt i forarbejdningsindustrien.
In this context it should be emphasised that the workers are always classified according to their activity and personal characteristics (age, seniority); individual skills not required in the work process are usually not taken into account.
Dette skyldes i det væsentlige to grunde: Systemet for relatio nerne på arbejdsmarkedet giver fagforeningerne og bedriftsrådene på hhv. tarifløn- og virksomhedsplan muligheder for at influere udform ningen eller anvendelsen af principperne og metoderne for specielt præstationsaflønningen.
The basic structure of the wage classification thus corresponds to the traditionally high evaluation of skilled workers in the German undertakings (cf. also 2. above).
Tilladelige principper for præstationsaf lønningen (akkord, præmier, tidløn med præstationstillæg), lønop bygningen (f.eks. forholdet mellem grundlønnen ifølge tariflønafta len og variable løndele) og metoderne for lønetableringen (f.eks.
At the same time workers with only narrow skills acquired during a short period of training on-the-job and in the lower grades of the wage structure have only a small chance of promotion to the higher
Arbejds- og aflønningskongres, Amsterdam, den 15. til I7.9.I98O (duplikeret som manuskript).
2) Cf. for example: Framework wage agreement for industrial workers in the Bavarian metalworking industry.
77 tilvejebringelsen af akkordtider) er principielt underkastet tarif- lønoverenskomsternes reguleringer.
77 wage groups provided for skilled worker activities: the new forms of work organisation are incapable of breaking down this barrier; the requirements increased by job enrichments etc. do not go beyond this limit.
Det er dog iøjnefaldende i specielt de tyske tilfælde i den elektrotekniske industri, at præstationslønnen - set som en "fri" individuel akkord - udnyttes af virksomhederne til at skaffe løn incitamenter for en individuel stigning i arbejdspræstationen.
Although the framework and outline wage agreements in the metalworking industry always provide a special group for "trained" semiskilled workers, in which the classification features are based both on the training time and the degree of difficulty of the work, simple forms of job enlargement, job enrichment and job rotation in assembly work are generally inadequate to justify corresponding demands for upgrading on the basis of these classification features.
Netop i disse to tilfælde må den variable lønandel med gennemsnit ligt 40% over grundlønnen ifølge tariffen anses for at være rela tivt meget høj.
More complex tasks associated with machine operation, plant control, supervision of automatic machines, etc. are typical of the requirement profiles of "skilled" activities by semiskilled workers.
Hermed kan arbejdstagerne forøge deres effektive fortjeneste, selv om de befinder sig i en lav lønklasse.
Any training effects of new forms of work organisation in the assembly areas of mass production are usually not taken into account in the wage classification: either because the higher skill requirements are offset by reduced work loads or because the introduction of new forms of work organisation involves the selection and deployment of workers who were previously in a higher wage group.
Som alle rede nævnt er der imidlertid en fare for, at man netop herigennem forspilder det individuelle arbejde med kompletee montagecykler, som sigter på at forbedre arbejdsforholdene (f.eks. større tids mæssige dispositionsmuligheder).
Hence the standard wage system in the German metalworking industry often conflicts with the interest of the undertakings in ensuring that changes in work organisation have as little effect as possible on wages.
Den individuelle akkord i det del vis autonome gruppearbejde i tilfælde DD (transportanlæg til mine drift) har derimod en helt anden funktion, idet arbejdstagerne her udnytter præstationsaflønningen (ved stabile indtægtsudsigter) til at udøve en varig kontrol over løn/præstationsforholdet (tilveje bringelse af tidsreserver).
Improvements in the work situation (e.g. greater scope for disposition of time) are shown as bonuses, but do not affect the classification.
Sammenfattende kan følgende etableres: Ændringerne i kvalifice- ringskravene gennem nye former for arbejdsorganisation fører almin deligvis ikke til højere grupperinger eller til en højere grundløn.
Nevertheless new forms of work may lead to increases in income.
Frigivelsen af individuelle præstationer giver derimod mulighed for en indtægtsstigning for arbejdstagerne gennem en samtidig indførelse af individuelt virkende lønincitamentsystemer
As already mentioned, the principle of payment by results still plays an important part in Germany, even in the introduction of new forms of work organisation.
(individuel præstationsløn). Herigennem kan andre fordele for ar­ bejdstagerne ved de nye arbejdsformer lammes.
Although Germany has also seen important changes in the development of payment by results over the last ten years, which can generally be regarded as a transition from the conventional piecework wage to forms of payment by results not affected by fluctuations (socalled frozen piecework wages, incentive wages, and also time wages combined with output evaluation systems) , various forms of payment by results are, however, still very widespread, particularly in manufacturing industry.
I forhold til situationen i Forbundsrepublikken er ordningerne ifølge tariflønoverenskomsterne for udformningen af virksomhedernes lønsystemer kun af mindre betydning i Frankrig. Frankrig har ikke eet i grundtrækkene ensartet tariflønsystem som i Forbundsrepublikken til trods for de særlige regionale egenskaber.
There are two main reasons for this situation: the system of industrial relations allows the shaping or application of bases and methods primarily of payment by results to be influenced by the unions at wage agreement level and by the works councils at plant level.
Dette klassifikationssystem, virksomhe­ derne i tiltagende grad anså for at være ubrugeligt og som blev kri­ tiseret af fagforeningerne på grund af dets overaccentuering af fag­ lige kvalifikationer, afløstes af nationale og regionale tariflønover­ enskomster i de enkelte virksomheder fra sidst i I960'erne, idet dis­ se indførte fuldstændigt nye klassifikationssystemer. .
Under the Law concerning the Constitution of Enterprises the works councils enjoy an enforceable codetermination right in the event of changes in existing bases and methods of pay or the introduction of new ones and in the settlement of all reference values for determination of the incentive wage (time factor, money factor) (Section 87, para.
For metalin­ dustrien blev klassifikationssystemet defineret påny gennem en natio­ nal tariflønoverenskomst af 5. juli 1975.
1, Nos. 10 and 11, Law concerning the Constitution of Enterprises).