natgillin/translations-raw huggingface dataset:
Oversigterne er fyrste fase af de undersøgelser vedrørende arbejdsorganisation i Faellesskabet, dor blev gennemført pa initiativ af Det europaeiske Institut i Dublin.
These surveys constitute the first phase of the studies on work reorganisation in the Community undertaken on the initiative of the European Foundation in Dublin.
For malet med disse oversigter var at fa et større indblik i omfanget og virkningerne af innovationer pa dotto omrade under hensyntagen til de saerlige forhold, der or frem herskende i hvert land.
The purpose of the surveys was to obtain a better insight into the incidence and the effects of innovating in this area, taking into account the specific situations obtaining in each country.
Man ønskede isacr at fa klarlagt i hvilken udstraekning nye former for arbejdsorganisation bidrager til gennemførelsen af de tre malsaetninger, der er af saerlig vigtighed for forbedring af arbejdsvilkårene
In particular, the aim was to determine to what extent new forms of work organisation contribute to the achievement of the three objectives of particular importance for the improvement of working conditions, i.e. :
1) - reduktion af fysiske og psykologiske belastninger;
1) the reduction of physical and psychological constraints,
2) det enkelte menneskes muligheder for selvudfoldelse samt dets muligheder for at udvikle saerlige evner;
2) self-fulfilment of the individual and the enrichment of his skills,
3) en mere aktiv deltagelse af arbejderne og dorns organisationer i kontrollen og beslutningsprocessen i virksomheden.
3) more active participation of workers and of their organisations in the control and decisionmaking processes inside the firm.
Der blev udarbejdet en rapport i hver medlemsstat, enten af et forskningsinstitut eller- af individuelle eksperter, som af Instituttet havde faet til opgave at foretage undersøgelsen;
1) A report was prepared in each member state either by a research institute or by individual experts to whom the Foundation had given the task of conducting the study ;
Alle rapporterne blev derefter vurderet af ropraesentanter for regeringerne, arbejdsgiverne og arbejds tagerne, idet hver af disse tre grupper sammenlignede analysen indeholdt i rapporterne mod de respektive medlemmers erfaringer.
2) All the reports were then evaluated by representatives of Governments, employers and workers, each of these three groups comparing the analysis contained in the reports with the experience of its respective members.
Grupperne kom om nødvendigt med forslag til forbedring af situationen. liver gruppe gav udtryk for sin opfattelse i en evalueringsrapport .
If appropriate, the groups made proposals aimed at improving the situation in work organisation. Each group gave its opinion in the form of a written evaluation report.
Den fremgangsmade, der er benyttet ved undersøgelsen af omfanget af nye eksperimenter inden for arbejdsorganisation, afspejles i indholdet af denne publikation, som bestai· af:
The procedure followed in the study of the spread of innovatory experiments into work reorganisation is reflected in the composition of this volume, which consists of :
1) evalueringsrapporterne fra repraesentanterne for regeringerne, arbejdsgiverne og arbejds tågerne, baseret pa arbejdsgruppemøder under et seminar, som blev afholdt i Dublin i slutningen af I978;
1 ) the evaluation reports by the representatives of Governments, employers and workers, based on working group sessions during a seminar held in Dublin at the end of I978 ;
. en undersøgelse udført af Dansk Institut for Organisa tionsstudier vedrørende nye former for arbejdsorganisation i Danmark.
2) a study carried out by Nyt fra Samfundsvidenskaberne on new forms of work organisation in Denmark.
Institutioner, som er interesseret i de andre nationale undersøgelser, der er til rådighed for tiden (pa originalsproget eller i engelsk oversaettelse), kan fa disse til sendt ved henvendelse til Det europaeiske Institut.
The European Foundation wishes to stress that the analyses and opinions contained in the study reports are the sole responsibility of the institutes or individual experts who compiled them.
EVALUERINGSRAPPORTER
EVALUATION
SEMINAR VEDRØRENDE NYE FORMER FOR ARBEJDSORGANISATION
SEMINAR ON NEW FORMS OF WORK ORGANISATION
Afholdtes i Dublin den 26. og 27. oktober I978
Held in Dublin on 26th and 27th October I978
Seminar vedrørende nye former for arbejdsorganisation Afholdtes i Dublin den 26. og 27- oktober I978
Seminar on new forms of work organisation Held in Dublin on 26th and 27th October 1978
Arbejdstagergruppen mente, at de fremlagte rapporter i det store hele var nyttige som basis for overvej eiser i forbindelse med arbejdsorganisation.
The group of workers found that the reports that had been presented were on the whole useful as a basis for reflection on work organisation.
Arbejdstagergruppens synspunkter var formet ud fra det arbejde, der siden kon gressen i London var blevet udført af Don europaeiske Faglige Sammenslutning (EFS) med hensyn til spørgsmål vedrørende arbejdsbetingelser.
The views of the workers' group were structured on the work which had been carried out in the European Trade Union Confederation on questions of working conditions since the London Congress.
Dette arbejde ventes af sluttet til naeste EFS-kongres.
This work should be completed for the next ETUC Congress.
De vil blive vurderet af de forskellige landes deltagere og eksperter.
They will be assessed by the participants and experts of the various countries.
Rapporterne har givet mulighed for at frem skaffe en raekke homogene oplysninger isaer for kollegaer fra lande, hvor man endnu ikke har foretaget sig noget pá dette omrade.
The reports have made it possible to provide homogeneous information, especially for colleagues from countries where nothing has yet been done in this field.
Alene denne informationsspredning retfaerdiggør Det europaeiske Instituts arbejde.
This dissemination of information alone justifies the European Foundation's work.
Den made, hvorpå problemerne blev praesenteret, kastede lys over spørgsmålet om forholdet mellem eksperterne og de faglige organisationer samt formerne for dette forhold.
The form in which the problems were presented highlighted the question of the relations and forms of relations between experts and trade union organisations.
Dette er et etisk spørgsmål, der bør tages hensyn til.
This is an ethical problem, which must be considered.
Nar der er tale om arbejdsorganisation, er det nødvendigt at specificere den ramme, inden for- hvilken arbejderne ma udføre deres opgaver.
When one speaks of work organisation, the context in which the workers operate must be specified.
Arbejdsorganisation definerer' klart strukturen for arbejderens forhold til produktion, og dette bør tages i betragtning.
Work organisation structures the worker's relationship to production in a well-defined manner which must be taken into account.
Arbejdsindholdet danner saledes et underordnet arbejder/virksomhedsforhold.
Thus work content creates a subordinate relationship of worker to undertaking.
Dette forhold har indflydelse på arbejdsorganisationen som helhed.
This situation influences the entire work organisation.
Arbejdsorganisation er det centrale problem i den ideologiske debat.
Work organisation is the central issue of the ideological debate.
Hver enkel faglig organisation handler ud fra en samfundsmaessig plan, men dette er ikke stedet til at diskutere dette.
Each trade union organisation acts on the basis of a social plan -but this is no place to discuss that question.
Disse planer - hvadenten det gaelder faellesledelse, medarbejdernes, ledelse af en virksomhed, arbejdstagerkontrol, industrielt eller økonomisk demokrati -danner baggrunden for enhver diskussion vedrørende ar bejdsorganisation.
These social plans, however — whether co-management, self-management, worker control, industrial or economic democracy — make up the backcloth of any discussion on work organisation.
En undersøgelse af arbejdsorganisation ma tage en raekke faktorer i betragtning, sa som:
Examination of work organisation must take account of a number of factors, such as:
Spørgsmålet om lønninger og indtaegter, inklusive betalingsformen; EFS er imod enhver form for betaling, der binder arbejderen og fører denne til at udsaette sit helbred for fare.
The question of wages and incomes, including the form of payment: the ETUC is against any form of payment which binds the worker and leads him to risk his health.
Dette gaelder produktionsbonusser og bonusser for usundt arbejde, samt situationer, der har skadelige virkninger pa arbejdernes helbred.
This applies to output bonuses and bonuses for unhealthy work, and to situations which have adverse effects on the workers * health.
Beskaeftigelse: den aktuelle krise er ikke blot begraenset til arbejdsløshedsproblemet.
Employment: the current crisis is not restricted to the problem of unemployment.
Det er en kulturel krise og et spørgsmål om magt.
It is a cultural crisis and it raises the question of power.
Arbejderne ønsker større magt.
The workers want greater powers.
De udviklinger, der har fundet sted inden for arbejdsorganisation, er et vidnesbyrd om dette ønske.
The developments that have taken place in work organisation are evidence of this desire.
Arbejdsorganisation i de kapitalistiske lande: de svagest stillede arbejdstagere, d.v.s. kontraktarbejdere, hjemmearbejdere, arbejdere med tidsbegraenset beskaeftigelse - daekkes ikke cif lovgivningen.
Work organisation in the capitalist countries: the weakest workers -eg. sub-contractors, home-workers, temporary workers - are not covered by the regulations.
Dårlige arbejdsbetingelser overføres pa disse arbejdere, og ingen af midlerne til en forbedring af arbejdsmiljøet anvendes, fordi denne situation virker som en hindring for en sadan forbedring.
Bad working conditions are transferred to these workers and none of the means of improving working conditions are applied because this situation acts as an obstacle to such improvement,
Den eksisterende ledelsesstruktur tager form i skoleog universitetsårene og har indflydelse pa forholdene mellem arbejdere og arbejdsgivere. Herudover bestemmes
The existing managerial structure which takes shape from school and university days, which influences the relations between workers and employers.
Taylorismen bør erstattes af produktionsformer, der laegger større vaegt pa arbejdernes skaberevne og frihed.
Taylorism must be replaced by production forms which lay greater emphasis on the workers' creativity and freedom.
Inddelingen af arbejderne i forskellige grupper: en af arbejdsmiljøet kraever også komplet ændring ét enkelt klassifikationssystem.
The division of the workers into different groups: a transformation of working conditions also requires a single classification grid.
Alle ovenstående faktorer skal tages i betragtning ved en undersøgelse af de nye former for arbejdsorganisation.
All the above factors must be taken into consideration when the new forms of work organisation are examined.
De nye former for arbejdsorganisation bør ikke begraenses til nogle fa eksperimenter, der kun vil fa indflydelse pa et lille antal arbejdere.
The new forms of work organisation must not be restricted to a few experiments which will affect only a small number of workers.
De nye teknologier (specielt databehandling) vil påvirke mange arbejdere.
The new technologies (especially data processing) will affect many more workers.
Disse sek torer er imidlertid ved at blive "tayloriserede", hvilket fører til en reduktion af arbejdernes handlefrihed. Dette er tilfaeldet for sektorer sa som bankvaesen, forsikringsog forlagsbranchen.
However, these sectors are now beginning to be 'Taylorized', which leads to a loss in the workers' freedom of action.
En omorganisation af arbejdet kommer saledes til at påvirke store dele af befolkningen.
So the reorganisation of work will affect very large numbers of the population.
Nat arbejdets udvikling er også en form for arbejdsorganisation,
The development of nightwork is also a form of work reorganisation.
Disse forhold vil forvandle virkningerne af fysiske og psykiske arbejdsbelastninger pa arbejderen og føre til former for "dekvalifikation".
These circumstances will transform the effects on the workers of the physical and psychic burdens of work and lead to forms of 'dequalification'.
Denne situation skal tages i betragtning ved undersøgeJson af nye former for arbejdsorganisation.
This situation must be taken into account in the study of new forms of work organisation.
I almindelighed undervurderer rapporterne betydningen af de kollektive overenskomster som ramme for disse former for arbejdsorganisationens omlaegning, idet der bør tages hen syn til beskyttelsesklausulerne for arbejderne i do kollek tive overenskomster, nar disse omlaegninger finder stod.
In general the reports under-estimated the importance of collective agreements as a framework for these forms of transformation of work organisation. For account must be taken of the protective clauses for workers contained in the collective agreements when these transformations occur.
Der skal specielt tages hensyn til disse klausuler i nationale forhandlinger.
In particular, due account must be taken of these clauses in national negotiations.
Under deres undersøgelser burde eks perterne ikke have nøjedes med at studere en virksomhed eller et vaerksted.
During the studies, the experts should not confine their observations to one undertaking or workshop.
Dette er ikke ment som en fordømmelse af undersøgelser baseret pa denne metode, men det under streges blot, at strukturen som helhed skal tages i be-
It is not a question here of condemning studies based on this method but of pointing out that the overall framework must be taken into account when evaluating the various experiences of work reorganisation.
De faglige organisationer har altid overvejet og beskaeftiget sig med dette problem gennem forskellige institutioner, sa som bedriftsudvalg, virksomhedsrepraesentanter, sikkerhedsog sundhedsrepraesentanter, udvalg o.s.v.
In particular they can offer financial incentives (both as regards research and the execution of actual reorganisations), intervene by legislative means and exercise supervisory powers through existing bodies such as the factory inspectorates.
Man ma holler ikke glemme den rolle, en virksomhedsrapraesentant spiller for sa vidt som denne kan tage skridt til at fa arbejds organisationen modificeret.
When the public authorities finance work organisation experiments, they must obtain the prior agreement of the trade union organisations on their utility and, above all, encourage experiments which can easily be extended elsewhere.
Det er af største betydning at eliminere alle hindringer, der o o star i vejen for arbejdstilsynets aktiviteter, idet dette ina kunne udføre sine kontrollerende beføjelser i produktions processens centrum, der er rammen for dets aktiviteter.
The trade union organisations, whose role is to protect the workers, must be able to negotiate the procedure for these experiments.
De udførte eksperimenter er hverken neutrale eller viden skabelige.
Indeed, the status of the worker (or the job) may deteriorate in the medium or long term as a result of an experiment in reorganisation.
De ivaerksaettes hovedsageligt pa arbejdsgiver nes initiativ og ud fra saerlige ideer eller hypoteser.
From this point of view, experiments of a limited duration are dangerous, for they can weaken the influence of the unions for a time or settle questions temporarily while not resolving in depth the problems of work organisation.
Deres virkninger pa beskaeftigelsen, lønninger og faglige faerdigheder bør også undersøges.
In this context, great attention must be paid to the causes of failure of experiments.
Forudgående forhandlinger er nødvendige for at undgå senere forebyggende aktioner fra fagforeningernes side.
It has been found that in some cases the workers were granted more responsibility, which led to a conflict between the existing powers.
De faglige organisationer, clor har til opgave at beskytte arbejderne, ma have mulighed for at forhandle om fremgangsmaden for disse eksperimenter.
So it is necessary to examine whether some experiments were perhaps stopped because they put in question the power relations.
Uden kendskab til formalet med eksperimenterne er det van skeligt at praecisere evalueringskriterierne.
It should be asked why these experiments did not become established practice.
Der skal gives arbejderen mulighed for at udtrykke sin mening om dette emne. En egentlig evaluering kraever en tilstraekkelig lang forsøgsperiode. Det kan faktisk ske, at arbejde rens (eller arbejdsopgavens) status forringes pa mellemlangt og langt sigt som følge af et reorganiseringseksperiment.
Negotiation must be an important element in the introduction of any new form of work organisation.
Ud fra et sådant synspunkt er eksperimenter af begraenset varighed farlige, fordi de eventuelt kan reducere fagforeningernes indflydelse for en tid eller føre til en midlertidig løsning af spørgsmål uden nogen tilbundsgående løs ning af problemerne i forbindelse med arbe jdsorganiséition.
At the level of the undertaking, the workers generally distrust them because they come from outside bringing a reorganisation plan which is very often not discussed, whether or not these consultants are autonomous and independent vis-à-vis the employer.
Pa denne baggrund bør man vaere meget opmaerksom pa årsagerne til eksperimenternes fiasko.
To ensure respect for the workers' well-being, all new work organisation must :
Det liar vist sig, at arbejderne i nogle tilfaelde fili tilstået større ansvar, der førte til en konflikt mellem de eksisterende beføjelser.
1. ensure the workers' freedom of expression at the work place and their right of action as regards the forms of work organisation, a right which must also be given to the trade union organisation which will exercise it in liaison with the workers;
Det er derfor nødvendigt at undersøge, om nogle eksperimenter maske blev standset, fordi de drog magtforholdene i tvivl.
2. modify industrial relations by making it less hierarchical and bringing the workers closer together;
Man kunne rejse det spørgsmål, hvorfor disse eksperimenter ikke blev almindelig praksis.
3. increase and not combat worker solidarity; in this area group bonuses are a bad influence ;
Nogle rapporter forsøger at vise, at de vellykkede eksperimenter er sådanne, dor gennemføres efter forhandlinger og med de faglige organisationers deltagelse.
4. attempt, under controlled production conditions, to abolish piecework and repetitive work and achieve job enrichment;
Arbejdsorganisationskonsulenternes rolle og status bør også tages i betragtning.
5· enable the workers to use the new skills they have acquired in the production system;
Pa virksomhedsplan har arbejderne normalt mistillid til disse, fordi do kommer udefra med en reorganisationsplan, der ofte ikke drøftes, uanset om disse konsulenter er autonome og uafhaengige eller ej i forhold til arbejdsgiveren.
6. embody contractual guarantees as regards social benefits and employment, with a view to suppressing systems of payment which threaten the workers' health.
Sluttelig havde arbejdstagergruppen en positiv diskussion, der gjorde det muligt at fastsaette klarere linier for Instituttets studier og forskning.
In conclusion, the group of workers had a positive discussion which made it possible to determine clearer lines of study and research for the Foundation, -
Afholdtes i Dublin den 26. og 27- oktober 1978
Held in Dublin on 26th and 27th October 1978
Seminar vedrørende nye former for arbejdsorganisation Afholdtes i Dublin den 26. og 27 oktober 1978
Seminar on new forms of work organisation Held in Dublin on 26th and 27th October I978
Anvendelsesområdet for de nye former for arbejdsorganisa tion er virksomheder, der producerer varer og tjenesteydelser, og som ma ses i en økonomisk og socialt sammenha eng, inden for hvilken de nødvendigvis ma udvikle sig for fortsat at kunne tilbyde beskaeftigelse.
The field of application of the nevi forms of work organisation is the undertaking, which produces goods and services and is situated within an economic and social context in which it must develop in order to continue to offer work to those on the employment market.
For arbejdsgiverne antyder order "ny" i vendingen "nye former for arbejdsorganisation" tilpasning af arbejds organisation til aendringer i den sociale og økonomiske sammenhaeng.
For the employers, the word 'new' in the expression 'new forms of work organisation' implies the adaptation of work organisation to changes in the social and economic context.
Her taenkes specielt pa den teknologiske udvikling af bade produkter og maskineri, pa overdragelsen af visse produktfremstillinger til udviklingslandene, samt meningsog adfaerdsudviklinger blandt de personer, der udgør virksomheden.
We are thinking in particular of the technological development of both products and machinery, of the transfer to the developing countries of certain manufactures and also of developments in the way of thinking and behaving of the persons who constitute the undertaking.
Disse udviklinger er en følge af forlaengelsen af den obligatoriske skolegang, forbedrede uddannelsesstandarder samt massemediernes indflydelse.
These developments result from the extension of compulsory schooling, improved training standards, and the influence of the media.
Det vigtigste aspekt er imidlertid arbejdstagernes klare og stadigt stigende ønske om, at der tages hensyn til dem, at der reageres pa deres interesse for arbejdet, og at deres positive holdning ikke reduceres ved dårlige organisatoriske forhold i virksomheden.
But the most important aspect is the increasingly evident desire of the employees for attention to be paid to them, for a response to be made to their concern as regards their job, for their goodwill not to be weakened by poor organizational conditions,
Dette betyder ikke, at de i forbindelse med arbejdsorganisation i de senere tiår indvundne erfaringer bør vrages.
That does not mean that the experience gained in work organisation over the past decades should be rejected.
Tvaertimod anser vi det for nødvendigt at fortsaette med at anvende alt, hvad der fungerei- goti t inden for moderno orgsnisation, men ogsa at tilpasse den til aendrede for hold.
On the contrary, we consider it necessary to continue applying what is good in current organisation, but also to adapt it.
Som nye former for arbejdsorgsnisation har vi taget hen syn til udvidelsen og berigelsen af arbejdsopgaverne.
As new forms of work organisation, we have taken into consideration job expansion and enrichment.
I almindelighed er initiativerne blevet taget af arbejds giverne, der indførte disse nye metoder som beslutningstagere og tilsynsførende, idet fagforeningernes syns punkter også blev taget i betragtning.
In general, the initiative has been taken by the employers, who introduced these new methods in their decisionmaking and supervisory capacity, whilst also taking account of trade union views.
Til at begynde med indførtes de nye metoder pa individuelt vaerkstedsplan og blev herefter udvidet til andre vaerksteder, alt efter den opnåede succes og de eksisterende faciliteter.
At first the new methods were introduced at individual workshop level and then extended, depending on the degree of success obtained and existing facilities, to other workshops.
Normalt var sådanne foranstaltninger affødt af arbejdsgivernes ønske om at imødekomme arbejdstagernes aspirationer og derved undgå konflikter samt for at for bedre kvaliteten af arbejdet, reducere spild og dar Ligt udført arbejde.
In general, such measures were inspired by the employers' desire to respond to the workers' aspirations in order to avoid conflict, improve the quality of the work and reduce wastage and bad workmanship.
Arbejdsgiverne ventede til det rigtige tidspunkt med at introducere disse nye former, idet succes p > a dette omrade er absolut pakraevet. Dersom denne succes skal sikres pa langt sigt og ikke vaere forbigående, kraever det en positiv indstilling hos alle, specielt hierarkiet som helhed, samt bevarelsen af tilfredsstillende økonomiske forhold.
The employers waited for the right moment to introduce these new forms, for in this field success is obligatory.