natgillin/translations-raw huggingface dataset:
Det kan dog antages, at de økono miske indflydelsesfaktorer (jfr. afsnit 1 foroven) - specielt un der afmatningsforholdene og den vedholdende beskæftigelseskrise - havde og stadig har langt større vægt ved introduktionen af nye former for arbejdsorganisation i virksomhederne end de franske arbejdsgiverforeningers snarere alment programmatiske opfattelser af det "sociale partnerskab".
By comparison the C.F.D.T. - in conformity with its political concept, which attaches great importance to self- determination by the employees - adopts a more open and more pragmatic attitude to new forms of work organisation and basically favours those forms (such as partially autonomous groups) which give the workers greater autonomy, but it is likewise highly sceptical about corresponding plant design measures.
Fagforeningernes relativt svage indflydelse på udviklingen af nye former for arbejdsorganisation har dog frem for alt sin grund i de franske fagforeningers relativt svage forankring i virksomhederne.
Since the mid-seventies both union head offices have been engaged in an internal discussion about new forms of work organisation without basically abandoning their initial reserve or negative attitude.
Fagforeningernes tilstedeværelse i virksomheder ne udviser ganske vist usædvanligt store forskelle alt efter
C.G.T. and C.F.D.T. must not obscure the fact that industrial working conditions, particularly when taylorised work was involved, were the subject of many conflicts in the late sixties, e.g. in the motor industry (cf. monograph AF).
2) regioner, industrigren og virksomhedsstørrelse.
However, the French unions often found it difficult to transform the contents of the frequently spontaneous protests of semiskilled workers into independent concepts of work organisation in union policy. 2)
Selv retsgyldigheden af fagforeningssektionerne (sections syndicales) i virksomhederne siden I968 har ikke medført nogen stigning af betydning i fagforeningernes indflydelse på arbejds organisationen.
2) Analysis of strikes in 1971 shows that wage demands (including demands for improvement of the classification systems) clearly took priority over demands for improvement in working conditions. Durand, C, Dubois, P.: "La Grève", Paris 1975.
Fagforeningssektio nerne i de store franske virksomheder har også ofte afgørende ind flydelse på valget af personalets repræsentanter (délégué du personnel), på sammensætningen af de (af personalet valgte) virk somhedsinterne repræsentationsorganer for arbejdstagerne, d.v.s.
The case analyses also show that the initiatives for the introduction of new forms of work organisation basically emanate from management - as is also the case in Germany.
Den af fagforeningsrepræsentanterne via de interesserepræ senterende organer i virksomheden indirekte udøvede indflydelse på nye former for arbejdsorganisation er ganske vist også begræn set på grund af bedriftsrådets og de øvrige paritetsbesatte ud valgs overvejende rådgivende funktion.
However, it can be assumed that the economic factors (cf. Section 1 above), particularly under the conditions of the recession and the persistent employment crisis, had and still have far more impact than the more general planned concepts of the French employers' associations concerning "social partner ship" on the introduction of new forms of work organisation in the undertakings.
I det væsentlige har udval gene informations- og konsultationsret.
However, the main reason for the relative weakness of union influence on the development of new forms of work organisation is the comparatively weak base of the French unions in the undertakings.
Hvad udvalget for beskæf tigelse og uddannelse angår, er denne indflydelse i det store og hele begrænset til en kontrol over det lovmæssigt foreskrevne budget (1% af den samlede lønudgift), som virksomhederne skal anvende til intern uddannelse.
Although the union presence in the undertakings varies widely according to regions, branches of the economy and
2) Et udvalg til forbedring af arbejdsvilkårene (C.A.C.T.) ind førtes ved en lov af 1973 og skal etableres i alle virksomheder med over 300 arbejdstagere.
German unions, particularly in the Metalworkers' Union.
Ifølge en studie af ANACT havde kun 50% af de under loven faldende virksomheder indført et sådant udvalg i 1975. Jfr.
1) The French employers' association "Conseil National du Patronat Français" (C.N.P.F.) put forward its concepts of new forms of work organisation for discussion and submitted corresponding documentation at its 1977 national congress in Paris. Cf. "Portes ouvertes sur l'entreprise, 4 Assises nationales des Entreprises", published by C.N.P.F., Paris 1977.
Auer, P., "Humanisierung der Arbeit" (Arbejdets menneskeliggørelse) og den offentlige moderniseringspolitik i Frankrig, Wissenschaftszentrum Berlin, IIVG-dokumenter, december 1980.
2) The small and medium-sized undertakings in particular are in most cases totally free of union influence.
Kun i få i de ifølge loven regulerede tilfælde sidder udval gene inde med en direkte interventions- og vetoret (som f.eks.
Even the legalisation of the union sections (sections syndicales) in the undertakings since 1968 has not substantially increased the effective influence of the unions on work organisation.
ved indførelsen af flekstid), som ville have virkning for de nye former for arbejdsorganisation. I Frankrig findes der desuden in gen lovbestemte medindflydelses- og medbestemmelsesrettigheder for de virksomhedsinterne repræsentationsorganer, som det tyske bedriftsråd sidder inde med inden for rammerne af virksomhedernes personalepolitik (flytninger, opsigelser
In contrast to the union shop-stewards according to the German system the delegates of the unions represented in the undertakings (délégués syndicaux) may conclude with the managements independent plant agreements, which may also relate to the introduction of new forms of work organisation and govern associated questions such as wage classification, as is shown by cases AF (motor industry) and DF
Endelig bør det huskes, at fagforeningernes delegerede og de øvrige personalerepræsentanter på lignende måde som i de tyske bedriftsråd som oftest heller ikke råder over de nødvendige fak tiske handlingsforudsætninger, der ville kunne få effektiv ind flydelse på nye former for arbejdsorganisation.
The union sections in the large French undertakings also often have a decisive influence on the election of worker representatives (délégués du personnel), composition of the employee representative bodies in the plant (elected by the work force), i.e. works committee (comité d'entreprise) and its associated committees such as the safety and health committee
Aktionsområdet, arbejdstagernes interesserepræsentanter sidder inde med, er såle des i forvejen betydeligt indskrænket gennem deres talmæssige be grænsning og det relativt lave tidsbudget på grund af "frigørelse".
(comité d'hygiène et de sécurité), the committee for improvement of working conditions (commission pour l'amélioration des condi tions du travail) and the committee f or employement and training
Også i de franske virksomheder er problemer m.h.t. sikring af be skæftigelsen ganske tydeligt vigtigere for arbejdstagernes inter esserepræsentation end problemerne, associeret med arbejdsorgani sationen.
However, even indirect influence of the union representatives on new forms of work organisation through the plant representative bodies is limited by the predominantly consultative function of
1) Bedriftsrådets medindflydelsesrettighéder ved opsigelser blev udvidet gennem "accord national interprofessionnel" af 10. februar 1969 og lovene af 13-7-1973 og 3- januar 1975. M.h.t. disse udvidede raedindflydelsesrettigheders effektive virkning (frem for alt bedre informations- og udvidede konsultationsrettigheder) jfr. Erbés-Seguin, S., Casassus, C: L'intervention judiciaire et 1'emplois - le cas du textil, i: La Documentation Française, Paris 1979.
2) A committee for improvement of working conditions (C.A.C.T.) was introduced by law in 1973 and is obligatory in all plants with more than 300 employees. According to an ANACT study only 50% of the undertakings covered by the law had introduced this committee in 1975. Cf.
65 virkninger for arbejdstagerne.
65 the works committee and the other committees with equal represent ation.
Ofte stemmer den fagforbundsmæssige mobilisering i virksomhederne ikke overens med arbejdstagernes egentlige forventningsstrukturer.
In the main the committees have a right to information and consultation.
Ofte har fagforeningernes delegerede og de af fagforbundene organiserede personalerepræsentanter (agitatorer) i de virksomheds interne repræsentationsorganer også vanskeligheder med at harmonere deres rolle som "aktivister" med rollen som "eksperter", når det drejer sig om spørgsmål vedr. arbejdsorganisation.
In the case of the committee for employment and training this influence is restricted essentially to inspection of the budget prescribed by law (1% of the wage total), which the undertakings must allocate to on-the-job training.
I tilfælde AF (automobilindustrien) deltog de virksomhedsinterne repræsentationsorganer i udviklingen af de nye former for arbejdsorganisation. Man kunne notere en vis indflydelse fra fagforeningernes side.
The committees have the direct right of intervention or veto (e.g. in the event of introduction of flexible working hours), which would be effective with regard to the new forms of work organisation, only in a few cases laid down by law.
I tilfælde CF (telefoncen tralinstallationer) findes der overhovedet ingen former for delta gelse fra fagforeninger eller fra arbejdstagernes virksomhedsinter ne repræsentationsorganer. Med fagforeningernes svage forankring i virksomheden indskrænker personalerepræsentanternes krav i til fælde BF (elektrotekniske husholdningsapparater) sig til lønkrav.
In France the plant representative bodies do not enjoy more extensive statutory participation and codetermination rights similar to those of the German works council within the framework of the plant labour policy (transfers, dismissals , compilation of social plans) in pay, labour protection and safety and - within narrow limits -also in the design of work organisation.
(C.A.C.T.), idet dette frem for alt kritiserede den hidtidige arbejdsorganisation (binding til arbejdstakten, uligevægt i ar bejdspladsernes udnyttelse, arbejdsstrukturernes usmidighed, ne gative arbejdsmiljøforhold) uden dog at opnå særlig indflydelse.
Finally it should be noted that the union delegates and other employee representatives - like the German works councils - also do not always have the necessary prerequisites for action which would allow them to exert effective influence on new forms of work organisation.
C.A.C.T.'s deltagelse var ene og alene påbudt i dette tilfælde, fordi staten (i beskedent omfang) ydede sin støtte gennem Fondet til arbejdsvilkårenes forbedring (FACT).
1) The codetermination rights of the works committee in the case of dismissals were extended by the "accord national inter professionnel" dated 10.2.1969 and the laws of 13.7.1973 and 3.1.1975; for details of the effect of these extended codetermination rights (in particular improved information and extended consultation rights) cf. Erbès-Seguin, S., Casassus, C: "L'intervention judiciaire et l'emploi - le cas du textile, in: La Documentation Française, Paris, 1979.
66 virksomheden aktive fagforeningssektioner og de virksomhedsin terne repræsentationsorganer i relativt stor udstrækning i udvik lingen af polyvalente arbejdsindsatsformer mellem produktions- og reparationsopgaver.
66 safeguarding employment than those of work organisation.
Aftaler om en ændring af det i tariflønover enskomsten fastlagte klassifikationssystem blev truffet på "lo kalt" plan. Gennem en koncentration af aftaler på "lokalt" plan sigtede man på at undgå forsinkelser og blokader under forhand lingerne med fagforeningerne på nationalt plan.
The union delegates and other worker representatives also generally do not have sufficiently detailed information on planned changes in work organisation in the plant and are uncertain in their assessment of possible effects for the workers; the aims of union mobilisation in the plant often do not coincide with the real expectation structures of the workers.
Dette er så meget desto mere bemærkelsesværdigt, fordi de afgørende kollektive af taler (tariflønoverenskomster) er blevet afsluttet på nationalt plan i denne industrigren.
The union delegates and the union-organised worker representatives (militants) in the representative bodies in the plants often encounter difficulties in reconciling their politically motivated rôle as "activists" with the rôle of "experts" on work organisation questions.
Sammenlignes casestudierne i de tre lande, lader fagfore ningernes indflydelse på udviklingen af nye former for arbejds organisation til at være mest udpræget i Italien.
The widely varying, but on the whole not very marked influence of the unions and worker representative bodies at plant level on the new forms of work organisation is also clearly reflected in the case analyses.
Denne kends gerning synes at svare til andres indtryk, men også egne indtryk af en basisorienteret fagbevægelse, der tildelte arbejdsorganisa tionen en priviligeret rolle inden for rammerne af de fagforbunds- politiske målsætninger - nemlig som instrumentet til.at bringe arbejdsprocessen og indsatsen af arbejdskræfterne under større fagforeningskontrol.
In case AF (motor industry) the plant representatives were consulted in the development of new forms of work organisation; there was a certain amount of union influence.
Dette indtryk må dog relativeres i mere end een henseende.
In case CF (telephone exchange equipment) there is no participation of any kind by the unions or plant representative bodies.
I en skematisk sammenfatning kan man skelne mellem tre faser i de italienske fagforeningers politik i relation til nye former for arbejdsorganisation; o En første fase (ca. 1969-1973) var karakteriseret af de italien ske fagforeningers stærke frontposition over for former for ar bejdsorganisation ifølge Taylor og af stærke fagforeningspres til en forandring af disse.
In case BF (household electrical appliances) the demands of the worker representatives - with a weak union base in the plant - are restricted to wage claims; on the other hand the committee for improvement of working conditions (C.A.C.T.) was consulted and in particular criticised the previous work organisation (fixed-cycle operations, imbalance in work station work loads, rigidity in the working time structures, negative working environment conditions), but without acquiring substantial influence.
Denne fase faldt sammen med fremkom sten af arbejdstagernes nye basisorienterede repræsentationsor ganer i virksomhederne, der trådte i stedet for eller erstattede de hidtil bestående, overvejende samrådsprægede commissioni interne samt med en stærk decentralisering af
The C.A.C.T. was consulted in this case solely because (modest) government assistance was provided from the fund for improvement of working conditions (FACT); in the view of the plant management the C.A.C.T. was an important intermediary
67 tariflønforhandlingerne på virksomhedsplan.
67 in informing the employees about the new work system.
o Under en anden fase (1973 til omkring slutningen af 1970'erne) blev ændringer i arbejdsorganisationen - set ud fra italiensk fagforeningspolitik - i tiltagende grad et instrument til gen nemførelse af et ligestillet lønsystem, baseret på en ensartet trindeling af arbejdere og funktionærer (jfr. også under 5 for yderligere enkeltheder).
By contrast, in case DF (cement industry) the union sections and worker representatives in the plant participated to a relatively large extent in the development of forms of multiskilled labour deployment between production and maintenance work.
Samtidigt krævede fagforeningerne infor mationsrettigheder og kontrolmuligheder m.h.t. investerings- og personaleplanlægning i virksomhederne.
Agreements on modification of the classification systems laid down in the wage agreements were concluded at "local" level.
Foreløbig bør det etableres, at der siden anerkendelsen i begyndelsen af 1970'erne af de nyopståede "basisorganer" (homo gen gruppe, delegerede, delegeretudvalg, fabriksråd) har eksiste ret et langt stærkere samarbejde mellem fagforeningerne, der er aktive uden for virksomhederne, og arbejdstagernes virksomhedsin terne repræsentationsorganer i Italien end i de to andre lande.
This finding seems strange, but at the same time natural in the case of a base-orientated union movement which assigned a privileged rôle to work organisation within the framework of union policy aims, viz. as an instrument to bring the work process and labour deployment under greater union control. This picture should be put into perspective in more than one respect.
Relationerne mellem basisorganerne i virksomhederne og de natio nalt aktive, retningsvisende fagforeninger, C.G.I.L., C.I.S.L.
A distinction can be made between three phases in the policy of the Italian unions towards new forms of work organisation: o A first phase (about 1969-1973) was characterised by the leading opposition of the Italian unions to tayloristic forms of work organisation and heavy pressure by the unions for their modification.
og U.I.L., der sluttede sig sammen til et fællesforbund (F.L.M.)
This phase coincided with the formation of new base-orientated worker representative bodies in the
68 inden for metalindustrien i 1970'erne, har dog på ingen måde været uden konflikter og var genstand for flere forandringer i tidsrum met 1970 - I98O: Lige fra begyndelsen stod fagforeningsorganisa tionerne over for problemet med at udnytte "basisorganerne" til gennemførelsen af en offensiv fagforeningspolitik i virksomheder ne, mens de samtidigt bevarede kontrollen over den med en mobili sering af denne basis forbundne dynamik (med fare for "kooperatisme" og gruppe-egoisme) og en tiltagende krigerisk indstilling.
68 plants, which existed alongside or replaced the previous, predominantly consultative commissioni interne, and a marked decentralisation of wage negotiations to plant level.
Det nære samarbejde mellem arbejdstagernes repræsentation uden for virksomheden gennem fagforeningerne og de virksomhedsin terne repræsentationsorganer kommer især til udtryk ved afslutnin gen af kollektive overenskomster - arbejdsvilkårene er i ordets bredeste forstand (inklusive formerne for arbejdsorganisation) i langt større udstrækning genstand for forhandlinger og overenskomst ster mellem de sociale partnere i Italien, end dette er tilfældet i Frankrig og Forbundsrepublikken.
o In a second phase (1973 to about the end of the seventies) changes in work organisation were increasingly regarded from the point of view of Italian union policy as an instrument to establish an egalitarian wage system based on standard grading of wage and salary earners (cf. under 5 below for further details).
De på nationalt plan mellem de enkelte fagforeninger og arbejdsgiverforeningerne forhandlede tariflønoverenskomster suppleres som regel med tariflønoverens- komster i virksomhederne, som afsluttes mellem virksomhedsledel sen og fabriksrådet (consiglio di fabbrica) - til dels under ind flydelse af de lokale fagforeningsrepræsentanter.
At the same time the unions demanded rights to information and examination on matters which relate to investment and labour planning in the undertakings.
Efter de italienske fagforeningers opfattelse sigtede det nære samarbejde på disse forskellige forhandlingsniveauer i begyndelsen af I97O'erne på at gennemføre fagforeningernes almene programmål sætninger i virksomhederne.
o A feature of the third phase (since the end of the seventies) is the effort of the Italian union organisation to recentralise wage negotiations and extend union influence to relationships and structures of the (re-) industrialisation process above plant level (decentralisation of production, increased automation, regional infrastructures, use of the funds of the cassa integrazione by the undertakings etc.).
I det væsentlige kan disse målsætnin ger sammenfattes som følger: Principiel afvisning af tayloristi- ske former for arbejdsorganisation; større fagligt indhold i ar bejdsopgaverne (professionalità) og en anerkendelse af de under arbejdsprocessen erhvervede kvalifikationer; standardisering af lønklasserne også i forhold til arbejdere og funktionærer (in quadramento unico), en massevis højere gruppering, arbejdstager nes og deres repræsentationsorganers (delegerede, fabriksråd)
This phase is characterised by a relative weakening of union influence in the undertakings and an increasingly defensive attitude by the worker representative bodies to management initiatives designed to change existing forms of work organisation.
Ud fra empirisk materiale findes en analyse af denne dynamik i: Pizzorno,A., Reyneri, E., Regini, M., Regalia, I.: Lotte operaie e sindacato: il ciclo 1968-1972 in Italia, Bologna 1978.
It should first be stated that there have been far closer links between the unions acting above plant level and the worker representative bodies in the plants since acceptance of the new "base organs" (uniform group, delegate, delegate council, works council) in the early seventies than in the other two countries.
Forfatterne sammenligner fagforeningsorganisationernes vanskelige rolle med troldmandens (maggio strisciante).
However, the relationships between the base organs in the plants and the party-affiliated unions C.G.I.L., C.I.S.L. and U.I.L. acting at national level, which merged to form a
69 varige kontrol med den konkrete indsats af arbejdskræfterne, in klusive udførelsen af overarbejde.
69 parent association (F.L.M.) in the metal industry in the seventies , are by no means free of conflict and underwent several transformations between 1970 and 1980: from the outset the union organisations were faced with the problem of using the "base organs" to pursue an aggressive union policy in the undertakings, while at the same time keeping the inherent momentum of mobilisation of the base (with the risk of cooperation and group egoism) and increasing militancy under control.
I det store og hele har fagforeningerne derimod ikke været i stand til at gennemføre deres videregående politiske målsætninger, nemlig at få fagforeningskon- trol over virksomhedernes arbejdsprocesser ved hjælp af arbejdsor ganisationen som "løftestang": Fagforeningspolitikken med enheds- klassifikation og basisorganernes kontrol over personaleindsatsen førte tværtimod til en usmidiggørelse af arbejdskraftindsatsen i virksomhederne og til blokader under forhandlingerne på nationalt og virksomhedsplan.
The close links between worker representation by the unions above plant level and the representative bodies in the plant are reflected mainly in the conclusion of collective agreements ­working conditions in their widest sense (including the forms of work organisation) are the subject of negotiations and agreements between the two sides on a far wider scale in Italy than in France and Germany.
Med de økonomiske kriseforhold, i løbet af hvilke fagforeningerne er kommet under tiltagende pres for at blive medansvarlige for den økonomiske produktivitet som helhed, kom de basisorienterede og virksomhedscentrerede retninger i den italienske fagbevægelse på deres side ud i en krise.
The wage agreements negotiated at national level by the individual unions and employers' associations are usually supplemented by plant wage agreements concluded between management and the works council (consiglio di fabbrica) ­ sometimes under the influence of local union representatives.
Herigen nem skete der en skærpelse af den spændte situation mellem fagfor- bundsorganisationerne og "basisorganerne" i virksomhederne eller mellem disse og arbejdstagerne selv.
The Italian unions regarded the close link between these different negotiating levels in the early seventies as the important instrument for implementing the general planned aims of the unions