natgillin/translations-raw huggingface dataset:
Ved den danske undersøgelse af sparekassefunktionærernes forhold benyttede forskerne samme fremgangsmåder og undersøgelsesmetoder som under undersøgelsen af telefonmekanikernes forhold, se figur 2 og udredningen under 2.4.
The Danish study on the savings bank operators employed the same procedures and conceptual approach as their telephone study, illustrated in Figure 2 and discussed in 2.4.
I den hollandske case study bestod undersøgelsesmetoderne af interviews, gennemgang af dokumentmateriale og spørgeskemaer inddelt forskellige afsnit.
The methods of investigation in the Dutch case study consisted of interviews, documentation and structured questionnaires.
Der var fem faser i undersøgelsen, nemlig:
Their study had five phases:
En beskrivelse af den af undersøgelsen omfattede organisation og dens afdelinger, således som de fungerede inden automatiseringen.
A description of the organisation and departments involved: pre-automation functions.
systemets udvikling og den
process, system
En beskrivelse af beslutningsprocessen, ny teknologi.
A description of the decision development and new technology
De pågældende medarbejderes erfaringer.
The experience of the workers involved.
Genstand for undersøgelsen var en mindre gruppe medarbejdere i en filial.
The subjects were a small group of operators in a branch office.
Da indfaldsvinklerne er temmelig forskellige, har vi skønnet det bedst at behandle de hollandske og de danske resultater hver for sig.
Owing to a fairly large disparity in approach it was felt that a separate discussion of Dutch and Danish results would be more beneficial.
Oplysninger vedrørende alder, ansættelsestid og arbejdsfunktioner indeholdes i tabel 4.1. og 4.2.
Data regarding age, experience and distribution of tasks are presented in tables 4.1 and 4.2.
Resultaterne af den danske undersøgelse
Results of the Danish study
2% om året for at undgå afskedigelser som følge af den ny teknologi eller dog nedbringe antallet af afskedigelser mest muligt. igt.
There was an early attempt on the behalf of SDS, the savings bank studied, to cut down the number of staff by about 2% a year in order to avoid or minimise actual redundancies as a consequence of the new technology.
Med hensyn til erhvervelse eller tab af færdigheder medførte indfø relsen af terminaler hos sagsbehandlerne, at kvalifikationskravene blev udjævnet.
With regard to skilling or deskilling effects, the introduction of case-handling terminals led to a levelling of qualification requirements.
"arkivmateriale", der tidligere var forbeholdt eksperterne, i det alminde lige datamatsystem har gjort det muligt at fordele arbejdsbyrden på mange ansatte".
The researchers noted that "incorporation of a large part of the 'memory material' previously reserved to experts into the general computer installation (made) it possible to spread the workload over several employees".
4.1.: Alder og ansættelsestid i danske banker
Table 4.1: Age and experience in Danish banks
Sagsbehandl ing
Case­handling
Blandet, men mest sagsbehandling
Mixed, but mostly case­handling
TP2, foregår kassebetjeningen principielt på samme måde som under
30 polyvalence which is planned for the future (i.e. the same employee can carry out all types of transaction).
Der er imidlertid flere problemer med sam menbrud i systemet, der kræver større opmærksomhed, og det er ligeledes langsommere.
There was widespread scepticism from the employees' union regarding the bank's reasoning for staff reduction, as well as worry regarding the threat of routine and monotonous work.
Det skønnes imidlertid at være mere fleksibelt med hensyn til arbejdets tilrettelæggelse.
However, the notion of polyvalence was viewed positively.
På det tidspunkt, hvor undersøgelsen for e gik, fandt sagsbehandlerne ikke, at der var tale om større forskelle efter indførelsen af
The researchers were particularly concerned with two groups of workers:
Deres arbejde består typisk i at rådgive kunderne vedrørende investeringer, lånemuligheder, pensionsordninger og lignende.
Those on cash-desk service who made extensive use of the new system, but who on the other hand have experienced no great change in the task themselves.
TP2 er fuldt udbygget, vil det yde ekstra hjælp til sagsbehandlerne idet de slipper for at skulle lære interne procedurer udenad og heller ikke får så stort behov for konstant at holde deres viden ajour.
A case-handling group, where the new technology was influencing day-to-day work to a lesser extent, but would in the long term do so more radically.
Tilbage bliver det
However, it was found to be more flexible in terms of work organisation.
"mere spændende arbejde" med at rådgive kunderne.
What will remain is the "the more interesting work" of advising customers.
Begge grupper af funktionærer måtte konstant udvise stor opmærk somhed for at undgå fejl, selv om disse var relativt lette at rette.
Both groups of workers had to maintain high attentiveness to avoid errors, although error rectification was relatively easy.
På grund af tidspres var de forhindret i at lære sig selv arbejdet, og en hindring
Self-instruction was prevented by time
- 25 - herfor var for de yngres vedkommende, at de ældre overlod dem mere arbejde, og kvinder kunne være udsat for chauvinisme i denne forbindel se.
31 pressures, and it was also hindered by older people leaving more work to younger people, and women being exposed to chauvinism in this context.
På undersøgelsestidspunktet var det endnu ikke besluttet, hvorledes tanken om al-ekspedition skulle føres ud i livet, dvs.
It was not yet decided how the concept of polyvalence should be applied, i.e. whether to have specialist or generalist functions.
Dels erkendes det, at sagsbehandling ofte kræver specialistbistand, og dels går personale p o l i tikken i retning af reduktion af mandskabet med deraf følgende større arbejdspres på de tilbageblevne.
On the one hand, the need for case-handling to include specialist assistance was recognised and on the other, staffing policy was moving in the direction of a reduction in manpower, resulting in greater pressure of work on those remaining.
Endelig erkendtes det, at sparekasserne som oftest ikke er indrettet til al-ekspedition.
In addition it was recognised that savings banks are not usually geared to polyvalence.
De erfarne og ældre arbejdstagere gav ikke udtryk for vanskelighe der med hensyn til indlæring af de færdigheder, der krævedes, hvorimod de yngre arbejdstagere klagede over øget stress.
The experienced and older workers did not express any difficulties in learning the required skills, whereas the younger workers reported higher stress.
Forskerne har givet mulige forklaringer herpå:
The researchers put forward possible explanations for this:
at sagsbehandling er forbundet med en vis prestige, medens dette ikke gælder betjening af TP2.
Case-handling was associated with a certain prestige, whereas operating the TP2 was not.
Da ældre medarbejdere ofte har højere status, overlades dette arbejde ofte til yngre medarbejdere.
Since older employees were often at a higher status level such work was often handed over to young employees.
at ældre og erfarne medarbejdere har et større overblik over spare- kassearbejdet som helhed, og at det er herredømmet over strukturen, som det tager mest tid at tilegne sig.
Older and experienced workers tended to have a deeper understanding of how the banking system as a whole operated, and it is this mastering of structure which is the most difficult to attain.
at de øvrige medarbejdere synes at være mere stressede uden for arbejdet i sparekassen, og at de for nylig har stiftet hjem og fami I ie.
The younger operators tended to have more stresses outside work, with the responsibility of new homes and growing families.
40 år oplyste, at der var sket en forringelse af arbejdsvilkårene efter indførelsen af den ny teknologi.
Indeed, the most negative attitudinal group was among the younger employees, one fifth of those under 40 stating that there had been a deterioration following the introduction of new technology.
Hvad angår arbejdets art var det de medarbejdere, der havde at gøre med kassebetjening på de steder, hvor det ny system var fuldt udviklet ved undersøgelsen, der gav udtryk for de mest negative følger.
With regard to type of work, the most negative consequences were reported by those employed on cash-desk service where the new system was fully developed at the time of the study.
Blandt disse medarbejdere var der et klart højere antal besvarelser, der gav udtryk for arbejdspres, større psykisk og fysisk stress og større behov for påskønnelse og tid til eftertanke.
Among these employees, a markedly higher number of answers referred to pressure of work, greater mental and physical stress and greater demand for appraisal and thought.
(38% mod 21%) og større arbejdsbelastning
(Taking both groups into account, younger workers reported greater mental load (38% as against 21%) and increased pressure of work (58% as against 47%)).
Da de medarbejde re, der havde med kassebetjening at gøre, havde det mest ensformige arbejde og det, der stillede de mindste krav til kvalifikationer og fær digheder, og de hovvedsagel ig var beskæftiget med arbejde ved skærmter minaler, er det ikke overraskende at de, der oplyste, at de arbejdede ved en terminal i mere end halvdelen af deres arbejdstid også gav ud tryk for, at de fandt arbejdet af ringere kvalitet, og at de havde mindre indflydelse på dette og var mindre motiveret til samarbejde.
Since those employed on cash-desk service had the most uniform work associated with the lowest demand for qualifications/ skills, and at the same time were employed predominantly on terminal work, it was not surprising that those who reported working at a terminal for more than half their working hours also reported lower quality of work, influence and scope for co-operation.
Det syntes derfor, som om det her var indholdet af arbejdet snarere end terminalar bejdet, der var udslagsgivende.
It appeared therefore that it was work content rather than terminal work that was significant here.
Der fandtes ingen forskelle, der havde forbindelse med alderen, med hensyn til psykosomatiske symptomer.
There was no age-related difference in psychosomatic symptoms.
detaljer, der skulle huskes, indviklede beregninger og overblik over nye faciliteter og fremgangsmåder) var der ingen forskelle, der havde forbindelse med arbejdsopgaverne, selv om sagsbehandlerne fandt, at de fik bedre hjælp af systemet på disse punk ter.
With regard to mental demand and stresses (such as details to be remembered, complicated calculations, overviewing new facilities and procedures), there was no difference in relation to tasks, although case-handlers saw the system as more of an aid in these terms.
Kun to af de psykosomatiske symptomer, som omtales
Only two of the reported psychosomatic symptoms (sleep problems and tiredness in the eyes) were
- 27 - arbejdspladserne.
33 linked to the physical design of the work environment.
Problemer med billedskærmen viser derimod flere sam menhænge - mavepine, smerter i øvre ryg, forstoppelse, træthed i øjnene, flimmer for øjnene og en tendens til hovedpine.
Problems with the VDU screen, however, displayed more links - stomach pains, pains in the upper back, constipation, tired eyes, flickering before the eyes and a tendency towards headache.
Arbejdet med kassebetjening var således forbundet med større p s y kisk stress end sagsbehandling, og dette billede ændrede sig ikke med alderen.
Cash-desk work, then, was linked to higher mental load than case-handling, and this picture did not change with age.
Resultaterne vedrørende psykisk træthed viste samme tendens, men resultaterne vedrørende sygefravær viste højere tal for de ældre medarbejdere.
The findings for mental fatigue showed the same trend, but those for absenteeism through illness were higher for older workers.
Som helhed viste resultaterne en klar forbindelse mellem de øvre risikogrupper og reaktioner på stress, der var særlig udtalte inden for de risikogrupper, som gav udtryk for en negativ holdning til nye teknologiske udviklinger.
The results as a whole showed a clear connection between high risk groups and stress reactions, which were particularly pronounced among those risk groups who gave negative evaluations of new technological developments.
Alderen synes ikke i sig selv at påvirke for e komsten af stressreaktioner, når man ser bort fra faktorer, der bevirker sygefravær.
Age in itself does not appear to affect the incidence of stress reactions apart from factors of absenteeism through illness (see tables 4.3, 4.4 and 4.5).
Den ny teknologi har betydet stress fravær
Results of the Dutch study
- en forværring af arbej dsf orho I dene
Incidence of mental­load reactions in relation "co a ¿onerai evaluation of changes in the work as a result of new technology
Forekomsten af stress i gennemsnit blandt kasse- og sagsbe handlere fordelt på alder under 40 år over 40 år gennemsnit
Average incidence of stress among cash­desk workers and case­handlers, distributed by age srouO average un ider ifO over -*J
Sagsbehandling
Case­handlins
Gennemsnitlig stress-forekomst fordelt på arbejdsfunktioner, risikogruppe og alder.
Average incidence of stress distributed by task, risk.group and age
^40 år gennemsnit
> ifO years n
Gennemsnit
3-55 average if.12
Sagsbehandl ing
High risk group
^40 år gennemsnit
> ifO years if.27
Gennemsnit
Average age for men
Resultaterne af den hollandske undersøgelse
Average years of service (men)
Under den gennemførte case study blev der indført et sti 11 ingsk las sif iceringssystem, men dette skete uafhængigt af indførelsen af det ny system.
During the case study a new job classification system was introduced, although this was separate from the introduction of the new system.
Dette medførte nedvurdering af et stort antal erfarne medarbej dere.
This entailed the downgrading of a large number of experienced staff.
På grund af den lagdelte personalestruktur betød automatiseringen ikke bedre karrieremuligheder for i hvert fald visse af de kontorfunktio nærgrupper, som væsentligst består af kvinder.
Due to the tiered staff structure, automation did not mean better career opportunities for at least some of the clerical workers who are mostly women.
Til dels på grund af den dårlige beskæftigelsessituation begyndte denne form for arbejde igen at tiltrække flere mænd og kan måske forringe kvinders ansættelsesmuligheder i bankerne.
Partly due to the unemployment situation, this type of job was again attracting more men, and may possibly reduce employment opportunities in the banks for women.
I almindelighed blev indholdet af de enkelte stillinger mere skarpt afgrænset.
In general jobs became more sharply delineated.
Medarbejderne ved skranken havde mindre kontrol over det arbejde, de udførte, og dettes tilrettelæggelse, idet arbejdsgangene nu dikteredes af
Counter clerks had less control over the work they did and how it was organised, the sequence of operations being dictated by computer programmes and protocols.
Selv om arbejdet nu blev mere industripræget, fandt man dog, at det også blev forbundet med større ansvar.
Although as the job was becoming more commercialised, it was gradually seen to be becoming a more responsible one.
Kasserernes arbejde blev karakteriseret som isoleret og monotont, og deres kommunikation med skrankemedarbejderne var dårlig.
The cashiers' job was described as isolated and monotonous, with poor communication with the counter clerks.
Ved automatiseringen var der føjet nye arbejdsopgaver med overvågning og drift af systemer til bestyrerens funktioner, og hovedvægten var gledet fra regnskabsmæssige funktioner til marketing og ansvar for bankens almindelige politik.
Automation had introduced systems management and operation to the manager's job and the emphasis had shifted from accounting to marketing and responsibility for the bank's policies.
SM var de fleste medarbejdere positivt indstillet over for ændringerne.
Before the introduction of SII most of the staff were favourably disposed towards the changes.
Der fremkom dog en hel del kritik af den måde, hvorpå de var blevet indført, navnlig med hensyn til informationsniveauet vedrørende programmer, organisatoriske ændringer og ændringer i den enkelte ansattes arbejde.
However, there was a good deal of criticism of the manner of the introduction, particularly with regard to level of information regarding programmes, organisational changes and changes in their jobs.
¡ndførel- sesperioden med meget forskelligartede individuelle reaktioner til følge.
A higher level of stress was experienced during the implementation period, with very varied individual reactions.
Forholdene på arbejdspladsen blev forbedret i visse retninger.
Workplace conditions improved in some respects.
Alle sad nu ned under arbejdet, medens de før havde måttet bevæge sig meget omkring.
All desks were seated, whereas previously there was a lot of moving about.
Af referaterne fra det udvalg, der var nedsat i anledning af ændringerne, fremgår det klart, at der blev ofret mange overvejelser på indretningen af den enkelte arbejdsplads, selv om der stadig var proble mer i denne henseende.
From the minutes of the alterations committee it was obvious that a lot of thought was given to the construction of the workstation although there were still some problems in this regard.
Navnlig de manglende muligheder for regulering gav anledning til problemer.
In particular nonadjustability was causing problems. In addition, lighting
De, der betjente terminalerne klagede i almindelighed også over, at arbejdet var blevet mindre varieret, og særlig systemsammenbrud og travle perioder var en kilde til stress.
37 at VDUs was inadequate. Operators in general also complained of less variety in their work, and in particular breakdowns and busy periods caused stress.
Tidligere kunne man så lægge andet arbejde til side, men dette var ikke længere muligt.
Previously, work would be laid aside but that was no longer possible.
På få undta gelser nær var det stress, der forårsagedes af indførelsen af den ny teknologi allerede stort set forsvundet.
However, with a few exceptions, the stress caused by introduction had largely disappeared.
De mest negative synspunkter fremkom med hensyn til ændringerne i arbejdsklimaet.
The most negative points were raised as regards changes in the working climate.
Der var mindre kontakt mellem medarbejderne end tidligere, og nogle af dem følte, at kentakten med kunderne og som følge heraf forholdet til dem var blevet forringet.
There was less contact between staff than formerly and some of them felt that contacts with customers and, as a result, customer relations had deteriorated.
Dette er vigtigt, da mange ansatte fandt, at det var kvaliteten af den service, de kunne tilbyde kunderne, der var afgørende for deres glæde ved arbejdet.
This is important as many operators felt that it was the quality of the service they offered to customers that determined the pleasure they took in their work.
I almindelighed fandtes der at være behov for en bedre afbalanceret personalestruktur.
In general, it was felt that there was a need for a better balanced staff structure.
Automatiseringen bevirkede en stærk tendens til opståen af specialistfunktioner og begrænsede de muligheder for jobrotation, som ellers kunne have været positive træk ved arbejdet.
Automation led to a strong tendency for the creation of specialised functions, and limited the possibilities of job rotation which would have enhanced many of the characteristics of the job.
Omstrukturering af stillinger førte til, at der blev stadig mindre tid til udførelse af mere enkle opgaver.
Restructuring of jobs resulted in increasingly less time being available for the simpler tasks.
Yderligere forventedes mere uddannelse og erfaring i alle former for arbejde, men det eksisterende automatiserede system gav kun begrænsede muligheder for benyttelse af erfaringer fra arbejdet.
In addition, more education and experience was expected across all scales of jobs yet the existing automated system permitted only very limited use of work experience.
Af sik kerheds- og kontrolmæssige grunde, der var dikteret af netop dette s y stem, måtte de ansatte bevæge sig inden for meget snævre grænser.
Operators had to work within very limited boundaries for reasons of security and control as dictated by the particular system.
Teknologiske udviklinger i fransk forsikringsvæsen
3.6 Technological Developments Industry
Hovedbestanddelene i den ny teknologi i forsikringsbranchen som helhed er datamater, teledatabehandling og real time data processing.
The main features of new technology in the insurance industry as a whole are word processors, teleprocessing and real time data processing.
Teledatabehandling er en facilitet, der muliggør direkte tovejskommuni kation mellem et selskabs forskellige afdelinger og en central datamat.
Teleprocessing is a facility which provides direct two-way communications between the various parts of a company and a central processor.
Real time data processing er et integreret system, hvori indtastning af oplysninger automatisk følges af opdatering af filerne og udløser alle de reaktioner, som er forbundet med den pågældende oplysning
Real time data processing is an integrated system, where the capture of an item of information is automatically followed
(f.eks.
Page 68
I det sidste årti er der sket en meget hurtig udvikling i automati seringen af kontorerne i de franske forsikringsselskaber.
In the last decade office automation has been developing very rapidly in most French insurance companies.
1 terminal for hver 15 ansatte inden for branchen.
By 1983 there was approxim ately one terminal to every 15 employees in the industry.
Undersøgelsesmetoder og fremgangsmåder i den franske undersøgelse
3.7 Research Approaches and Procedures in the French Study
Undersøgelsen udførtes i form af tre case sudies, der særlig rettedes mod tekniske afdelinger, der fandtes at være mest direkte berørt af indførelsen af ny teknologi.
The research was conducted in the form of three case studies, with the focus being on technical departments, which were felt to be most directly affected by the introduction of new technology.
Formålene og fremgangsmåderne blev fastlagt efter kontakter på forskellige niveauer inden for ledelsen, fagforeninger ne, udvalget for sikkerhed og sundhed mv. Forskerne foretog observation er i to selskaber, nemlig et nationaliseret selskab og et gensidigt sel skab.
Objectives and procedures were established following contacts at various levels of management, trades unions, the health and safety committee and the like. Their observations were carried out at two companies - a nationalised company and a mutual society.
Undersøgelserne var hver især inddelt i to perioder, hvoraf den første forløb med iagttagelse af forholdene på stedet og den anden med analyse af det udførte arbejde.
Each study was divided into two periods, the first of which was given over to observation of the context and the second to analysis of the work done.
Blandt de anvendte metoder var drøfte l ser, strukturerede interviews, målinger og analyser baseret på systema tisk iagttagelse af arbejdet under normale omstændigheder.
Methods employed included discussion, structured interviews, measurement, and analyses based on systematic observation of work being done under normal circumstances.
Data vedrø rende alders- og anciennitetsforhold inden for de undersøgte grupper i de tre case studies fremgår af tabel 6.1.
Data concerning age and experience of the sample are presented for the three case studies in tables 6.1 and 6.2.
Der var yderligere muligheder for deltidsarbejde og fleksibel arbejdstid i samtlige de undersøgte til fælde.
In addition there were opportunities for part-time work and flexible hours in all the cases studied.
Uindersøgelse 1
Study 1
Undersøgelse 3
Study 3
6.1.: Fordeling efter alder
Table 6.1: Age distribution
Undersøgelse 2
Study 3
15 år og derover
15 yrs & over Table 6.2: Length of service
Resultaterne af den franske undersøgelse
3.8 Results of the French Study
Medlemmerne af det undersøgte personale blev opdelt i tre grupper efter deres erfaringer, nemlig:
The staff studied were divided according to experience:
Personer med gennemsnitlig to års erfaring.
Staff with an average of 2 years' experience.