natgillin/translations-raw huggingface dataset:
Der ønskes et anderledes forhold mellem produktion og kvalitetskontrol "Her støber vi, og det er vanskeligt at få nogen oplysning om, hvordan det var ... hvis nogen af os er mere interesseret den næste dag, må vi gå til kvalitetskontrollen for denne information, ellers hører vi intet om det ...
A different relationship is wanted between Production and Quality Control. "Here we cast and it is difficult to get any information on how it was .. if any of us is more interested the next day we have to go to Quality Control
Vi vil gerne tale om det ... da vi gør vores del.
We would like to talk about it ... as we do our bit.
Der burde være en mere snæver forbindelse med kvalitetskontrollen om emnet ... og forholdet til den metallurgiske iagttager er ikke altid konstruktivt ...
There should be closer links with Quality Control on the subject ... and the relation with the metallurgical observer is not always constructive ,..
Vor erfaring -der er omfattende - burde bruges til at forbedre kvaliteten"(ovnformand).
Our experience - which is considerable - should be used to improve the quality (Head furnaceman).
Stålkvalitet, sundhedsfare og uddannelse
Quality of steel, danger to health, and training
De forskellige faktorer, som en gruppe tænker på under processen, er kraftige motiver til diskussion og eksperiment; det drejer sig om beskyt­telse af deres helbred og slutproduktets kvalitet.
The various factors which the team has in mind during the process are strong motives for discussion and experiment : these are protection of their health and the quality of the end-product.
"Vi er interesseret i stålets kvalitet, men her arbejder alle med støbning hver dag, og udsugningsanlægget skal være i gang hele tiden ...
"We are interested in the quality of the steel but here everyone works on casting every day and the extractor has to be on all the time ...
48 faktisk er udtrukket .... men vi er ikke klar over resultaterne ... vi ville gerne diskutere bedre metoder til at tage hensyn til både kvalitet og vort helbred ..."
We collaborate .... tests have been made to see whether the white slag from the casting is really extracted .... but we don't know the results ... we should like to discuss better methods taking account of both quality and our health ..."
Ansvar og uddannelse
Responsibility and training
Fordi stålfremstillingsprocessen er uvis og uoverskuelig, skal nogle støbemestre og ovnformænd vide og tænke på deres forgængeres erfaring; vi ved, at enkelte ovnformænd under støbning går hen og kontrollerer optegnelser og resultater vedrørende tidligere støbninger af den samme type af stål.
Because the steelmaking process is uncertain and unpredictable, some foundrymen and head furnacemen are obliged to know and repeat the experience of their predecessors; we know that during casting individual head furnacemen go and check the records and results of previous castings of the same type of steel.
En støbemester sagde: "Støbning har en historie.
One foundryman said "Castings have a history.
Jeg går ofte hen og ser på analyserne af gamle støbninger ... mange støbemestre er interesserede og genopbygger historie fra kendsgerningerne, hvorvidt de gjorde det godt eller gjorde det dårligt ...."
I often go and look at the analyses of old castings ... many foundrymen are interested and rebuild history from the facts, whether they did well or did badly ...."
En ovnformand gik sin vej, mens udstøbning var i gang; da han kom tilbage, blev han spurgt, hvad han havde lavt.
A head furnaceman went away while pouring was in progress; when he came back he was asked what he had been doing.
"Jeg gik for at undersøge, hvorvidt tidligere F.30'r havde nået den krævede analytiske standard, og hvordan de var blevet lavet ...
"I went to check whether previous F.30's had reached the required analytical standard and how they had been made ...
Jeg bruger dette til de F.30'r, som vi laver i dag..."
I am using this for today's F.30...."
Disse kendsgerninger giver forsøgsvis en fremgangsmåde: Den praktiske mulighed at denne undersøgelse og Overvejelse af hundreder af støbninger kan blive en kollektiv kendsgerning og blive anerkendt af alle som væsentlig kollektiv uddannelse.
These facts tentatively suggest a line of approach : the practical possibility that this study and consideration of hundreds of castings may
NOGLE ENDELIGE KOMMENTARER
SOME FINAL COMMENTS
Det, der tydeligt fremgår, er derfor behovet for en ny slags uddannelse, baseret på professionelle værdier, som adskiller sig fra dem, der i øjeblikket formelt anerkendes.
What emerges very clearly, therefore, is the need for some new kind of training based on professional values differing from those at present formally recognised.
Dette betyder, at de virkelige færdigheder, som kræves af hele stålfremstillingsprocessen, ikke blot er en enkelt mands samlede erfaringer og teoretiske viden.
This means that the real skills required by the whole process of steelmaking are not merely an aggregate of the experiences and theoretical knowledge of one man.
Det, som hver eneste arbejder har brug for, er evnen til at bringe sine egne evner i sammenhæng med en organisationsmæssig situation, der varierer på forskellige tids­punkter, og domineres af behovet for a) snæver horisontal og vertikal integration af alle enkelte job inden for gruppen; b) vedvarende udveksling og tilbageførsel af information mellem de forskellige produktionsafdelinger og mellem disse afdelinger, alle tjenesteydelser og funktioner. ... de gensidigt afhængige forhold mellem forskellige job, som udføres af forskellige mennesker, styres bevidst af de mennesker, der udfører disse job, ved hjælp af en gensidig tilpasningsproces, der tager sigte på slutproduktet, og ved hjælp af den "sociale ledelse af kredsløbene til
What every operator needs is the capacity to relate his own abilities to an organisational situation which varies at different times and is dominated by the need a) for close horizontal and vertical integration of all individual jobs within the group; b) for continuous exchange and feedback of information between the various production departments, and between those departments, all services and functions."... the interdependent relationships between various jobs performed by different people are consciously managed by the people doing those jobs, through a process of reciprocal adaptation geared to the end- product and through the "social management of the circuits for controlling and regulating" the desired end-product" (1).
De enkeltes færdigheder bliver derfor beriget, fordi den enkelte sættes i stand til både at gøre et specialiseret job og at medvirke i hele gruppens kollektive færdigheder"(2).
Individual skills are therefore being enriched because the individual is enabled both to do a specialised job and to participate in the collective skills of the whole group" (2).
I dette tilfælde er der allerede gjort rede for hovedtrækkene af en uddan­nelsesproces, der har til hensigt at fremelske sådanne færdigheder og ikke blot anvisninger på at gøre et job.
That being so, the basic features of training designed to produce such skills and not simply for doing a job are clear to see.
Vi skal endnu en gang fremhæve, at en sådan uddannelse ikke kan være abstrakt eller teoretisk, ikke blot fordi den, som vi allerede har erfaret, er til ringe uddannelsesmæssig nytte, men først og fremmest fordi den ikke modsvarer produktionskravene; viden tilegnes ikke ved hjælp af et sæt af abstrakte ideer, men ved hjælp af snæver vekselvirkning mellem praktisk erfaring og teori og mellem en begivenheds indtræden og sammenligning med tidligere erfaring.
We would once again emphasize that such training cannot be abstract or theoretical not only because, as has already been experienced, it is of
(Situationsstudie af arbejdere under oplæring i deres rolle i produktion)
(Case of Instruction of workers on their role in production)
OPRINDELSE AF UDDANNELSESKURSER HOS CGS
ORIGIN OF TRAINING COURSES AT CGS
Fagforeningspres og erhvervsuddannelseskurser
Trade union pressure and vocational training courses
Indførelsen af arbejderuddannelse hos CGS har rod i selskabets produktionskrise, der går tilbage til tresserne.
The introduction of worker training at the CGS stems from the company's production crisis which goes back to the sixties.
CGS, der fremstiller transformere og måleinstrumenter, har støt fortsat med at miste terræn på markedet, især efter nationaliseringen af el-værkerne og dannelsen af ENEL (1) i tresserne.
The CGS which makes transformers and measuring instruments has been losing ground steadily on the market, particularly since the nationalisation of the electricity companies and the formation of ENEL (1) in the sixties.
El-værkerne var firmaets bedste kunder.
The electricity companies were the firm's best customers.
Firmaet var et medlem af en finansgruppe, der delvist kontrollerede markedet.
The firm was a member of a finance group which partly controlled the market.
Skabelsen af ENEL satte en stopper for det priviligerede forhold til købende firmaer, og ordrer blev udbudt i offentlig licitation af det nye, nationaliserede foretagende.
The creation of ENEL put an end to the privileged relationship with ordering firms and orders were put out to public tender by the new nationalised undertaking.
Ifølge fagforeningen er hovedårsagen til firmaets manglende evne til at konkurrere undladelse af at indføre nye produktionsmetoder og produkter, for stærk udvidelse af inddirekte arbejdskraft og tjenesteydelser, mang­lende investering i maskiner og dårlig intern organisation, som anskuelig­ gjort af arrangementet af afdelinger og anlæg.
According to the union the main reasons for the firm's inability to compete are failure to introduce new production methods and products, over-expansion of indirect labout and services, failure to invest in machinery and poor internal organisation as evidenced by the layout of departments and plant.
De første åbenbare tegn på krise viste sig i 1971, men vendepunktet blev ikke nået før 1973-75, da firmaet måtte tilkalde Cassa Integrazione (Lønsuppleringsfonden), og både arbejderne og deres fagforening forkastede denne løsning; dette var signalet til begyndelsen af hele affærens vold­somste strid; fagforeningen og arbejderne beskyldte firmaet for ikke at have nogen plan for fremtidig teknisk udvikling og forøget produktion.
The first evident signs of the crisis appeared in 1971 but the turning point was not reached until 1973-75 when the firm had to call on the Cassa Integrazione (Wages Supplement Fund) and both the workers and their union rejected this solution; this marked the beginning of the fiercest struggle of the whole affair; the union and the workers accused the firm of having no plans for future technical development and increased production.
Senere blev antallet af arbejdere, der modtog et løntillæg, reduceret som følge af pres fra arbejderne.
The union dispute ended in an agreement by which the Union temporarily accepted the
Den financières af bidrag fra arbejdere, arbejdsgivere og staten.
Later, the number of workers receiving a wage supplement was reduced as a result of pressure from the workers.
Dens virkefelt er: for nylig blevet udvidet til at dække tilfælde af industriel omstrukturering og omstilling.
One feature of this policy is the development of new electromechanical measuring instruments.
■54 nye produktionstype; med dette formål for øje skulle de deltage i omsko­lingskurser, mens de var ubeskæftigede; nogle af kurserne skulle afholdes direkte af fagforeningerne, resten af selskabet.
Workers on wages supplement at zero hour were to be employed on this new type of production; to this end they were to attend retraining courses while they were laid off; part of the courses was to be run directly by the union, the remainder by the company.
Der har været afholdt tre omskolingskurser med en total deltagelse af 88 personer, omfattende 67 kvinder og 21 mænd; deltagerne på hvert enkelt kursus var inddelt i arbejdsgrupper. Den samlede tid for det enkelte kursus var 700 timer, inkluderende 100 timers undervisning, som Virksom­hedsrådet var ansvarlig for.
Three "conversion" courses have been held, attended by a total of 88 persons, comprising 67 women and 21 men; the people attending each course were divided into working groups.
Uddannelseskursernes natur afgøres derfor af Lønsuppleringsfondens indgreb og af den kendsgerning, at hver eneste italiensk arbejder betragter denne som forværelse til arbejdsløshed.
The nature of the training courses is therefore determined by the intervention of the Wages Supplement Fund and by the fact that every Italian worker looks upon this as the ante-room to redundancy.
Dette er en realistisk vurdering, når det tages i betragtning, at arbejdere, der deltager i kurserne, fortsat betales deres fulde lønninger, fordi de modtager et tillæg i tilgift til det, der betales af Lønsuppleringsfonden ifølge fagforeningsoverenskomsten.
This is a realistic assessment when it is considered that workers attending the courses continue to be paid their full wages because they receive a supplement over and above that paid by the Supplement Fund, under the terms of the union agreement.
Kurserne er derfor ikke en direkte reaktion på enten firmaets dynamiske udvikling eller på et krav om fremgang fra arbejderne.
The courses are not therefore a direct response either to the dynamic development of the firm or to a demand for advancement from the workers.
De er et forsøg på at overvinde en krise i firmaets produktionspolitik og konkurrence­dygtighed, for hvilken der i øjeblikket ikke er nogen nærliggende løsning.
They are an attempt to meet a crisis in the production policy and competitiveness of the firm, for which there is at present no ready solution.
Formålet med kurset som set af firmaet og fagforeningen og som reformuleret af Instituttets forskere.
The purpose of the course as seen by the firm and the union and as reformulated by the Institute's researchers.
Ifølge ledelsens mening er kursets formål at forberede firmaets personale på udviklingen af nye produkter og at sætte folk,, der arbejder på produk­tionen af mekanisk udstyr, i stand til at skifte over til elektmekaniske varer.
In the management's view, the purpose of the courses is to equip the firm's personnel for the development of new products and to enable people working on the production of mechanical equipment to change over to electromechanical goods.
Det drejer sig om nye linier, som man mener kan udvikles.
These are new lines which it is believed can be developed.
Størstedelen af kurserne, der gives af ledelsen selv, består derfor af undervisningstimer i elektroteknik, elektrisk måling, materialers teknologi, forebyggelse af ulykker og mange timers praktisk undervisning i alle montageoperationer.
The major part of the courses, given by the management itself, therefore consists of lessons in electrical technology, electrical measurement, technology of materials, accident prevention and many hours of practical instruction on all assembly operations.
Fagforeningen forestår den del af kurserne, der omfatter "social under­visning".
The union runs the "social education" part of the courses.
Ifølge Virksomhedsrådet omfatter "social undervisning" de følgende problemer: Arbejdsmiljø, arbejdsoverenskomster og analyse af firmaets udviklingstendenser.
According to the Works Council, "social education" covers the following problems: working environment, labour contracts and analysis of the firm's development trends.
Fagforeningens mening om disse "omskolingskurser" adskiller sig fra ledelsens.
The union's views on these "conversion" courses differ from those of the management.
Virksomhedsrådet tillægger den kendsgerning, at arbejderne kommer under løntillægsprogrammet på overgangstidspunktet, mere betydning end den erklærede "omskoling" som formålet. Beslutningen om at undervise
Rather than the stated aim of "conversion", the Works Council attaches most importance to the fact that the workers come under the wages supplement scheme at zero hour.
55 blev truffet, da hver enkelt arbejders centrale problem allerede var at beholde hans eget job.
The decision to train was taken when the central problem for every worker was already that of keeping his own job.
Uddannelse blev accepteret af Virksomhedsrådet, så folk, der modtog løntillæg, kunne forblive del af fimaets liv og kunne deltage i alle ansattes faglige aktion snarere end på grund af nogen virkelig mulighed for at bruge kurserne til at opnå forfremmelse.
Training was accepted by the Works Council so that the people receiving wages supplement could remain part of the life of the firm and could take part in the industrial action of all employees rather than because of any real possibility of using the courses to achieve promotion.
Lønsuppleringsfonden og derfor også kurserne anses først og fremmest for et angreb fra firmaets side på arbejdernes rettigheder og frem for alt på retten til arbejde.
The Wages Supplement Fund and consequently the courses also are looked upon first and foremost as an attack by the firm on the workers' rights and above all on the right to employment.
Det var på denne baggrund i almindelighed, der er typisk for de problemer, som programmet er behæftet med, at fagforeningen opfordrede Istituto di Ricerca Intervento sui Sistemi Organizzativi til at give de 70 timers "social undervisning" i det andet kursus, i hvilket ialt deltog 38 mænd og kvinder.
It was against this general background, which is indicative of the problems surrounding the scheme, that the union called in the Istituto di Ricerca Intervento sui Sistemi Organizzativi to provide the 70 hours of "social education" lessons for the second course attended by a total of 38 men and women.
Denne opgaves virkelige betingelser blev aldrig klart defineret.
The real terms of this commission were never clearly defined. In general terms, the C.d.F.
Bedriftsrådet badialmindelige vendinger om et kursus, der på bedst mulig måde var tilpasset interesserne af de arbejdere, man repræsenterede.
60 asked for a course geared as closely as possible to the interests of the workers it represents.
Vort Institut udarbejdede derefter et program, der især tog sigte på at give praktisk udtryk for at rekonstruere og fremhæve arbejderens centrale rolle i organisationen af firmaets produktion.
Our Institute then worked out a programme designed mainly to recon­stitute in practical terms and to highlight the central role of the worker in the organisation of the firm's production.
Kurset skulle derfor tage sigte på at bringe for dagen og drage nytte af den viden, som arbejdstagere har høstet om firmaets organisation og sociale mønster ifølge deres årelange erfaring.
The course therefore had to be designed to bring out and exploit the knowledge which employees have accumulated concerning the organisation and social pattern of the firm over their years of experience.
Indhøstet erfaring var imidlertid ikke tilstrækkelig til at rekonstruere firmaets image omkring arbejdernes rolle.
Accumulated knowledge was not, however, enough to reconstruct the image of the firm round the role of the workers.
Mere almen viden og hypoteser var også påkrævet, med andre ord ægte forsknings hypoteser og metoder.
More general knowledge and hypotheses were also necessary, in other words the hypotheses and methods of genuine research.
Instituttet foreslog derfor, at der skulle foretages en undersøgelse af arbejdernes rolle i organisationen af produktion på basis af erkendelseshypoteser, der skulle formuleres inden for kursets grænser sammen med en definition af en ægte metode til analyse og vejledning i aktion i situa­tionen, som den eksisterer.
The Institute therefore proposed that a study be made of the workers' role in the organisation of production on the basis of cognitive hypotheses to be formulated within the course together with the definition of a genuine method of analysis and guidance for action on the situation as it exists.
I denne generelle sammenhæng blev arbejdshypoteser for forskere og lærere hurtigt kompliceret.
Within this general context, the working hypotheses for researchers and instructors quickly become complicated.
Kendsgerningerne var som følger: Fagforeningens indlæg var - i hvert fald formelt - begrænset til en direkte anmodning om at afholde kurset;dets deltagere syntes ikke at have nogen virkelig chance for beskæftigelse og var derfor udelukket fra produktionsprocessen både subjektivtog objektivt;
The facts were as follows : the union's remit went no further -formally at least - than a straightforward request to run the course; the people attending seemed to have no real prospect of employment and were therefore excluded from the production process both sub­jectively and objectively; the actual method of selecting trainees aroused the suspicion that the aim was to bring together those workers considered most likely to "upset" the normal progress of production in each department.
56 den faktiske metode til udvælgelse af elever vakte mistanke om, at hensigten var at samle de arbejdere, der ansås for at have størst sandsynlighed for at "forstyrre" den normale produktionsgang i hver enkelt afdeling.
- How can inadequate or non-existent motiviation be transformed into adequate motivation or at least sufficient motivation to make the training worthwhile?
- Kan det foreslåede emne "arbejdernes rolle i organisationen af produktionen" i sig selv give tilstrækkelig motivering til at deltage med entusiasme i et forskningsprojekt?
Can the suggested subject of "the workers' role in the organisation or production" on its own provide sufficient motivation to participate enthusiastically in a research project?
- Hvordan kan forskning over arbejdernes rolle i produktionens organi­sation, betragtet pricipielt som et system af sociale, indbyrdes forhold, iværksættes og fortsættes?
How can research on the workers' role in the organisation of production, looked upon principally as a system of social relationships, be started and continued?
Hvilke instrumenter og metoder kan i en sådan vag og modstridende situation bruges til at frembringe resultater, der i det mindste vil være videnskabeligt plausibele?
In such a vague and conflicting situation, what instruments and methods can be used to produce findings which will be at least scientifically plausible?
- I hvilken udstrækning kan sådanne resultater komme alle firmaets ansatte til gode?
To what extent can such findings be shared between all the firm's employees?
Hvordan er det derfor muligt at undgå at anlægge et strengt psyko-klinisk eller individuelt synspunkt over for den givne uddannelse, hvis eneste resultat vil være at indpode tryghed og acceptering af deres egne omstændigheder i folk, hvis øjeblikkelige behov af virkelige årsager ikke udelukkende kan imødekommes af et sådant kursus?
How, therefore, is it possible to avoid taking an exclusively psycho-clinical or individual approach to the training given, which will have the sole result of instilling security and acceptance of their own circumstances in people whose immediate needs cannot, for real reasons, be met solely by means of such a course?
Uddannelsesprocessens trin.
Stages in the training process.
Identificering af problemerne, undervisningstrinet for organisationen af arbejde og forslag til arbejderes medvirkning i produktionens organisation.
The complete training process comprised three stages: identification of the problems, the instructional stage on the organisation of work, and proposals for workers' participation in the organisation of production.
A) Identificering af problemerne.
A) Identification of the problems.
Dette tog meget længere tid end ventet.
This took much longer than expected.
Lærerne afholdt langvarige gruppediskussioner og plenarmøder med henblik på at finde tilstrækkelig motivering for undervisningstrinets start.
The instructors held long group discussions and plenary sessions in order to find sufficient motivation for the start of the teaching stage.
B) Undervisningstrinet for organisation af arbejde.
B) Instructional stage on the organisation of work.
Dette kunne ikke holdes helt adskilt fra identificering af problemerne.
This could not be clearly distinguished from identification of the problems.