natgillin/translations-raw huggingface dataset:
Samtidigt er det imidlertid påfaldende i de italienske case studier, at de italienske virksomheders uddannelsesinvesteringer til udviklingen af delvist autonomt gruppearbejde er forholdsvis meget høje - som f.eks. i tilfælde BI (datamatsystemenheder) og
It must not be overlooked that greatly expanded systems of on-the-job training for semiskilled workers such as exist in case AF and - with totally different prerequisites and aims - also in case CF (telephone exchange equipment) are by no means the rule even in the large French undertakings in the manufacturing industry.
300 timer i tilfælde BI). I begge tilfælde er arbejdsindsatsen afpasset efter arbejdstagernes kvalificerende gennemløb eller pas sage gennem arbejdsprocessen.
In Italy the main feature of the system of training industrial workers is the total absence of general basic vocational training corresponding to the German training of skilled workers.
Arbejdstagerne placeres efterhånden på arbejdspladser, i hvilke aktiviteterne bliver gradvis mere krævende og mere komplekse.
Various forms of on-the-job training are used on a far wider scale than in France and Germany to develop skills, including higher ones corresponding to the basic vocational training by the German system.
I de italienske virksomheder gør selektionsmekanismerne sig også gældende ved disse kvalificerende ordninger.
A certain number of vocational training establishments also exist in Italy.
De ringe differentieringsmuligheder i et egalitært
These are partly secondary schools (liceo
Denne fremgangsmåde svarer til de italienske fagfor eningers politik, der på den ene side forlanger introduktionen af nye former for arbejdsorganisation og målbevidste kvalificerings foranstaltninger af virksomhederne med sigte på at "bryde" arbejds tagernes snævre tillærte kvalifikationer, men som dog samtidigt anser ændringer i arbejdsorganisationen for at være løftestangen for en vidtrækkende højere gruppering af arbejdstagerne.
The weakness in this system and the relatively low educational standard of the industrial workers have generated heavy pressure for on-the-job training in the Italian undertakings. Since the late sixties this pressure has been greatly intensified by union demands for improved on-the-job training conditions - inter alia by changed forms of work organisation - and by demands for recognition of skills already acquired in the work process ("professionalità").
Som til fælde AI (automobilindustrien) viser, kan der opstå blokader under forhandlinger mellem virksomhedsledelsen og arbejdstagernes repræ sentanter (både fagforeninger og fabriksråd), især når højere kva- lificeringsinvesteringer ikke medfører en tydelig stigning i ar bejdsydelsen. jdsydelsen.
In some branches of industry the under takings have created joint training centres (e.g. mainly in the steel and petrochemical industries); in some cases works schools have also been established to impart basic occupational knowledge, although their number has been drastically reduced since the sixties - partly due to pressure from the unions, who regarded them primarily as a plant selection instrument.
Det er klart, at hensynene til og gennemførelsen af arbejdsta- gerinteresserne ved introduktionen af nye former for arbejdsorgani sation er stærkt afhængige af udformningen af systemet for relatio nerne på arbejdsmarkedet i de pågældende lande og af fagforeninger nes og de virksomhedsinterne arbejdstagerrepræsentanters faktiske forhandlingsstyrke. Netop i denne henseende findes der til dels be tydelige forskelle mellem Den tyske Forbundsrepublik, Frankrig og
However, the Italian case analyses also reveal that the Italian undertakings invest relatively large amounts in training for the development of partially autonomous group work as in cases BI (computer system units) and CI (electric motors); in both cases workers are trained in the plant by a combination of training on the job and additional internal training courses (up to 300 hours in case BI).
I den følgende beskrivelse nøjes vi derfor med nogle få aspekter, der fo rekommer os at være af særlig betydning for fortolkningen af case studiernes resultater.
Selection mechanisms are also effective in the Italian undertakings during this training.
Herved lades fagbevægelsens almene program målsætninger i de tre lande (f.eks. tysk LOs medindflydelsesplaner på den ene side, de store retningsvisende franske og italienske fag foreningers tiltagende alment politisk orienterede, til dels klas sekampagtige målsætninger på den anden side) og listerne over krav, der rejstes af fagforeningerne om en forbedring af arbejdsvilkårene, vidtgående ude af betragtning.
Compared to the Federal Republic and France, however, the worker representatives inside the plant (in particular the "delegati") have so far exercised far more control over the personnel selection accompanying the training.
Den forholdsvis udprægede adskillelse mellem arbejdstagernes repræsentation uden for virksomheden gennem fagforeningerne (på industrigren- og regionalt niveau) og deres virksomhedsinterne repræsentation gennem bedriftsrådsorganet er kendetegnende for systemet for relationerne på arbejdsmarkedet i Den tyske Forbunds republik.
The works councils utilise the small differentiation possibilities of the egalitarian wage system, which does not easily permit allowances for individual skill gradings particularly in the middle skill range (transitions from wage group 3 to 4 or 4 to 5), for negotiations on collective, i.e. group-or department-related classification regulations.
(80% af bedriftsrådene er f.eks. medlem af individuelle fagfor eninger, sammensluttet i tysk LO.
This procedure is in line with the policy of the Italian unions, who on the one hand demand the introduction of new forms of work organisation and systematic training by the undertakings in order to "break down" the narrow semiskilled qualifications, but at the same time regard changes in work organisation as a lever for mass upgrading of the workers.
Virksomhederne har legale "til lidsfolk" for de relevante individuelle fagforeninger, der dog ikke sidder inde med selvstændige rettigheder og funktioner inden for
Case AI (motor industry) shows that negotiations between the plant management and representatives of the workers' interests (both of the unions and works council) may
Dette "dobbelte system for interesserepræsentationen" påvirker også mulighederne for arbejdstagerrepræsentanternes indflydelse på udviklingen af nye former for arbejdsorganisation.
It is obvious that consideration and establishment of workers' interests in the introduction of new forms of work organisation depend to a large extent on the system of industrial relations in the different countries and the actual negotiating strength of the unions and plant representatives of the workers.
Tysk LO og de i denne sammensluttede individuelle fagforenin ger har således på mange forskellige måder rejst egne krav om en forbedring af arbejdsvilkårene.
It is precisely in this respect that considerable differences sometimes exist between the Federal Republic of Germany, France and Italy.
Fagforeningerne har haft afgøren de indflydelse på regeringens lovgivning på områderne, arbejdsbe skyttelse og beskyttelse mod ulykkestilfælde, samt beskyttelse mod opsigelser.
It is, of course, not possible to analyse these differences systematically within the framework of this report.
De har desuden udøvet betydeligt pres for vedtagelsen af regeringsprogrammet, forskning til "arbejdslivets menneskelig gørelse", inden for hvis rammer en betydelig del af midlerne til udviklingen af nye former for arbejdsorganisation blev stillet til rådighed. Dersom man imidlertid ser bort fra en vis fagforenings- indflydelse på tildelingen af midlerne fra regeringsprogrammet,
The follow ing comments are restricted to a few aspects which appear to be particularly important for interpretation of the case study results.
"arbejdslivets menneskeliggørelse", sidder fagforeningerne ikke inde med direkte indflydelsesmuligheder på virksomhedernes tilret telæggelse af arbejdsvilkårene og arbejdsorganisationen.
A characteristic feature of the system of industrial relations in the Federal Republic of Germany is the relatively pronounced distinction between representation of workers by the unions above plant level (branches and regionally) and in-plant representation
1) Som en første begyndelse har fagforeningen, Metall, hidtil kun kunnet gennemføre tilsvarende krav i nogle få tariflønforhandlinger som f.eks. under forhandlingerne om lønrammeaftale II i metalindustrien i forbindelse med (virksomheds)lønaftalen hos VW.
1) Attention is drawn to the national reports of the European Foundation on new forms of work organisation for details of the union programmes and demands made in connection with "Humanisation of working life", "Improvement of working conditions" and "Introduction of new forms of work organisation" in the Federal Republic, France and Italy.
Som aller ede nævnt har bedriftsrådet herudover gennemtvingelig medbestemmel sesret ved nyudformningen af aflønningsprincipper og -metoder
By contrast the activities of the works councils are basically governed by the provisions of the law concerning the Constitution of Enterprises and the wage agreements and are subject to the obligation to achieve peaceful settlements.
Det er påfaldende i alle de tyske case studier, at bedriftsrådenes deltagelse hovedsageligt er begrænset til en mere eller mindre rutinemæssig orientering.
The unions have decisively influenced government legislation in the fields of labour protection and safety and protection against dismissal, and they have also exerted considerable pressure to achieve passage of the government programme of research into "Humanisation of working life", in which a significant proportion of the funds has been allocated to the development of new forms of work organisation.
I ingen af de af os undersøgte tilfælde har bedriftsrådet fremsat egne krav om arbejdsorganisationens udformning.
If a certain union influence on the allocation of funds from the government programme "Humanisation of working life" is disregarded, however, the unions have no opportunities to exert a direct influence on the design of working conditions and work organisation.
Disse resultater bekræftes også af andre empiriske data.
Development of a"qualitative wages policy", i.e. demands
- I ingen af tilfældene var bedriftsrådene aktive eller indholds mæssigt medvirkende ved iværksættelsen, planlægningen og udform ningen af ændringsforanstaltningerne.
By contrast the new versions of the Law concerning the Constitution of Enterprises of 1972 granted wider participation and codetermination rights to the works councils.
Informationerne, virksom hederne skal give ifølge loven (§ 90 i Loven om bedriftsoverens- komster mellem medarbejdere og ledelse) meddeltes konstant efter planlægningsarbejdets afslutning.
For example, the works councils have among other things the right to information and consultation in plans relating to changes in work organisation and workplaces (Section 90, Law concerning the Constitution of Enterprises).
Man indgik kun virksomhedsaf taler, hvor aflønningsprincipperne også ændredes samtidigt med de nye foranstaltninger (§87 (1), nr. 10 og 11 i ovennævnte lov).
In addition, the works council may exercise a corrective codetermination right against the change in workplace design or work organisation, if these "clearly go against confirmed biotechnical findings concerning humanisation of work" (Section 91, Law concerning the Constitution of Enterprises).
- Manglende begrebsforståelse eller manglende "faglige kundskaber" kommer til udtryk i bedriftsrådenes afventende holdning over for de arbejdsorganisatoriske omlægninger ("vent og se, hvad det en der med").
As already mentioned, the works council also has an enforceable co-determination right in the reformulation of pay bases and methods (Section 87, para.
- Tilsagn til ændringerne fulgte i alle tilfælde og uden relevante modifikationer.
1, No. 10 and 11, Law concerning the Constitution of Enterprises).
Sikring af vedkommende arbejdstageres hidtidige status, mulighed for højere løn (specielt gennem en overgang til ikke-bundne præ- stationslønninger).
It is clear in practice, however, that the works councils have only a small real influence on the design of new forms of work organisation.
Det var dog kun i undtagelsestilfælde, at de individuelle arbejdstagere opnåede en højere gruppering.
A striking feature of all German case analyses is that consultation with the works councils is limited essentially to more or less routine information.
- En første evaluering skete kun tilfældigt. Under indkørselsfasen voksede bedriftsrådenes skepsis konstant m.h.t. virkningerne af de nye former for arbejdsorganisation for arbejdstagerne.
1) The Metalworkers' Trade Union has so far been successful with such demands only in a few wage negotiations, e.g. in the negotiation of the outline wage scale agreement II in the metal industry and the company wage agreement at VW.
58 lovbestemmelser eller disses gennemførelse og kontrol vedrører ganske vist absolut relevante aspekter af arbejdssituationen
58 of the cases investigated by us.
Endelig må det ikke glemmes, at vedkommende bestemmelser selv indeholder restriktioner.
In detail: o The works councils did not participate actively or help to determine the content in the initiation, planning and design of the changes in any of the cases.
Til varetagelse af problemerne for netop de af de nye former for arbejdsorganisation påvirkede arbejdstagere (tillært arbejds kraft, kvinder, udlændinge) spiller det desuden en vis rolle, at disse for det meste er underrepræsenteret i bedriftsrådene.
o A lack of ideas or "technical knowledge" are expressed in a cautious attitude by the works councils to the reorganisation of work ("wait and see what happens").
En helhedsvurdering af de positive og negative virkninger af de af bedriftsrådene trufne foranstaltninger er ambivalent.
o Consent to the change was given in all cases without important modifications.
Virk ningerne på arbejdstagerne blev anset for at være mulige snarere end definitive, for at være abstrakte snarere end konkrete og snarere præget af beskedne krav.
The wage question was always the decisive factor in this case: safeguarding of the previous status of the workers concerned, possibility of a wage increase (particularly by switching to payment by results). However, upgrading of individual workers was achieved only in exceptional cases.
I almindelighed kan man gå ud fra, at uenigheder om (nye) former for arbejdsorganisation repræsenterer et nyt forhandlings område for bedriftsrådet, på hvilket dette kun har ringe erfarin ger og er ude af stand til at bevæge sig med sikkerhed.
o First evaluations were only casual. In the initial phase there was always increasing scepticism by the works councils concern ing the consequences of the new forms of work organisation for the workers.
Også i Frankrig eksisterer der for så vidt en vis dualisme i systemet for relationerne på arbejdsmarkededet, fordi man også her må skelne mellem de overvejende uden for virksomhederne aktive fag foreninger og virksomhedsorganerne, der repræsenterer arbejdstager nes interesser.
The basically defensive attitude of the works councils to new forms of work organisation is often also determined by the specific limiting conditions in the plant in addition to the subjective prerequisites for action.
I hvert fald i de store franske virksomheder fin des der dog i nogle tilfælde et nært samarbejde mellem fagforenin gerne eller fagforeningssektionerne (sections syndicales)i virksom hederne og arbejdstagernes virksomhedsinterne repræsentationsorga- ner.
In virtually all plants the activities of the works council are shaped and absorbed by immediate problems which affect the representation of workers' interests at overlapping plant level: increasing emphasis is being placed on the safe guarding of jobs.
Bort set fra strejker, organiseret uden for virksomhederne, udelukker det franske system for relationerne på arbejdsmarkedet principielt heller ikke fagforeningsaktioner eller agitationsfor- anstaltninger i virksomhederne.
By comparison problems associated with work organisation in individual work processes are receding into the background.
Der findes ingen ordning, der sva rer til fredspligten som i den tyske Lov om bedriftsoverenskomster mellem medarbejdere og ledelse.
A decisive factor in this respect is the absence of a de facto possibility for the works council to participate in the technical design and organisation of the work processes.
Sammenlignet med det tyske system findes der dog herudover delvis betydelige forskelle i det franske system for relationerne på arbejdsmarkedet, der også på specifik måde kommer til udtryk i indflydelsesmulighederne for arbejdsta gernes interesserepræsentanter ved indførelsen af nye former for arbejdsorganisation.
Although existing legal provisions or their implementation and monitoring affect some important aspects of the work situation (safety, reduction of work load), other crucial ones such as opportunities for training, independent arrangement of working rhythm, solidarity and cooperation of the workers on the one hand and working tempo or pressures of work on the other are also largely outside the influence of the works councils by law.
Foreløbig bør man pege på det store antal konkurrerende ret ningsvisende fagforeninger.
Finally, it must not be overlooked that the corresponding provisions themselves include restrictions.
C.G.T. - F.O. og C.F.T.C., snarere repræsenterer partnerskabsmæs- sige tankeretninger og har en fundamentalt positiv indstilling til nye former for arbejdsorganisation, er de to store retningsvisende fagforeninger, C.G.T. og C.F.D.T., med tydelige forskelle i de
One factor in coping with the problems of the workers directly affected by the new forms of work organisation (semi-skilled employees, women, foreigners) is that these persons are usually under-represented in the works councils, which are generally dominated by skilled and other trained workers, who are more likely to have their views accepted by management representatives.
Deres holdning over for virk somhedsledelsernes opfattelser og virksomhedernes realisering af nye former for arbejdsorganisation er dog delvis tilbageholdende
Effects on the workers were regarded as possible rather than definite, abstract rather than concrete and moderate.
2) og delvis tilbøjelig til at være afvisende.
It can generally be assumed that disputes about (new) forms of work organisation are a new area of negotiation for the works council, in which it has little experience and must tread carefully.
Principielt anser C.G.T. arbejdsorganisationen og arbejdsplad sernes udformning for at være arbejdsgivernes "domæne" og udelukker principielt en hver form for medindflydelse og medansvar.
Hence in the case of changes in work organisation the works council attempts to put forward demands in areas of negotiation with which it is familiar, e.g. for classification of the workers concerned in higher wage groups, for an improved break regime or additional relaxation breaks.
I det væ sentlige er deres krav rettet mod en forbedring af arbejdsmiljøet og mod de fysiske arbejdsvilkår samt mod en forbedring af løntrine nes klassifikationssystemer med henblik på større hensyn til de under arbejdsprocessen erhvervede kvalifikationer.
This relationship is clearly reflected in the two cases in the electrical engineering industry, BD and CD.
I modsætning hertil og i overensstemmelse med sin politiske tænkning, der til lægger arbejdstagernes selvbestemmelsesret stor betydning, indtager
Despite considerable efforts by the unions in the training of works councils, work organisation has so far been made an independent subject of negotiation in disputes between plant representatives of workers and management only in exceptional cases.
C.F.D.T. en mere åben og prgamatisk holdning over for nye former for arbejdsorganisation og går principielt ind for former for
There is also a certain duality in the industrial relations system in France, insofar as a basic distinction is made between the unions acting predominantly above plant level and worker representation in the plants.
61 arbejdsorganisation (så som delvis autonome grupper), der indrøm mer arbejdstagerne større autonomi, idet fagforeningen dog samti digt følger virksomhedernes tilrettelæggelsesforanstaltninger med stor skepsis.
61 which are specifically expressed also in the possibilities of influence by worker representatives on the introduction of new forms of work organisation.
Siden midt i 1970'erne har man kunne observere flere interne drøftelser om nye former for arbejdsorganisation på begge fagforeningers hovedkontorer, uden at den oprindelige forbeholden hed eller tendensen til en afvisende holdning er blevet opgivet af denne grund.
F.O. and C.F.T.C, tend to favour partnership concepts and adopt a basically positive attitude to new forms of work organisation, the two large party-affiliated unions C.G.T. and C.F.D.T. - with clear differences in their general programmes and political aims - are basically orientated towards conflict
Den principielle tilbageholdenhed i de store franske retnings visende fagforeninger, C.G.T. og C.F.D.T., må ikke lede een til at glemme, at arbejdsvilkårene i industrien på frem for alt de tayloriserede arbejdsområder var genstand for mange konflikter i slutningen af 1960'erne - som f.eks. inden for automobilindustrien
: although both unions have put forward many demands for the improvement of working conditions, these demands stem essentially from criticism of the fragmentation of work tasks into "taylorised" work processes, associated worker detraining processes, the distinction between
(jfr. monografi AF).
"planning" and "performed" work and intensification of output.
De franske franske fagforeninger havde ganske vist i mange tilfælde vanskeligheder med at overføre indholdet af de tillærte arbejdstageres ofte spontane protestbevægelser til selvstændige fagforeningspolitiske tankeretninger i forbindelse
However, their attitude to the concepts of plant management and realisation of new forms of work organisation in the plant is
2) med arbejdsorganisationen.
2) partly cautious and partly negative.
Frankrig hidtil kun har haft ringe indflydelse på udviklingen af nye former for arbejdsorganisation i virksomhederne.
2) With regard to the planned aims of the two unions C.G.T. and C.F.D.T. in the fields of work organisation and working conditions cf. Chavrot, L.: "De l'action syndicale pour l'amélioration des conditions de travail" (C.G.T.); Le Tron, M.: "Rôle de l'action syndicale dans la mise en cause de la division du travail" (C.F.D.T.) - both in: "La Division du Travail - Colloque de Dourdan", Paris 1978.
2) En analyse af strejketendenserne i året 1971 viser, at løn krav (inklusive krav om en forbedring af klassifikationssystemerne) tydeligt stod i forgrunden, sammenlignet med krav om en forbedring af arbejdsvilkårene. Durand, C, Dubois, P.: La Grève, Paris 1975.
Cf. also Delamotte, Y.: "The attitudes of French and Italian trade unions to the humanisation of work".
Fagforeningerne og især C.G.T. afviste i det store og hele disse ideer, fordi de frygtede en udelukkelse af fagforeningernes indflydelse i virksomhederne.
The C.G.T. basically regards work organisation and job design as the "domain" of the employer and in principle rejects any form of participation and joint responsibility; its demands are aimed essentially at improvement of the working environment and physical working conditions as well as improvement of the wage classification systems to give greater consideration to the skills acquired in the work process.