natgillin/translations-raw huggingface dataset:
Dette var et af temaerne, der blev valgt til 1978-arbejdsprogrammet, og formålet med den danske undersøgelse var at bedømme den rolle, som formelle medvirkende grupper kunne spille i udformningen af arbejdsorganisation og forhold mellem arbejdere og ledelse inden for bedrifterne.
This was one of the themes chosen for the 1978 programme of work and the purpose of this Danish study was to assess the role which could be played by institutionalised participatory bodies in the shaping of work organisation and worker- management relations within companies.
Den oprindelige undersøgelse blev foretaget i to hovedfaser.
The original study was carried out in two main phases.
1) Der blev udarbejdet en rapport af en gruppe forskere fra Dansk institut for Organisationsstudier (DIOS) i København, der tidligere var kendt som Instituttet for organisation og industriel Sociologi.
1) A report was prepared by a team of researchers from the Danish Institute for Organisation Studies (DIOS) in Copenhagen, known formerly as the
2) Rapporten blev derefter evalueret af repræsentanter for fagforeninger, arbejdsgivere og regering på et seminar, der blev afholdt i København den 24. april 1980.
2) The report was then evaluated by representatives of trade unions, employers and government at a seminar held in Copenhagen on 24th April 1980.
Hver gruppe gav på grundlag af sin respektive praktiske erfaring inden for arbejdsforhold sin mening i form af en skriftlig evalueringsrapport.
Each group, on the basis of its respective practical experience in the field of working conditions, gave its opinion in the form of a written evaluation report.
Man mente, at rapporten i sin nuværende form var af størst interesse i Danmark, men at en forkortet version, der omfattede de seneste udviklinger,burde stilles til rådighed for et bredere publikum.
They felt that, as it stood, the report was of greatest interest in Denmark but that a condensed version incorporating the most recent developments should be made more widely available.
Denne del består derfor af to afsnit:
This volume consists, therefore, of two parts:
Evalueringsrapporterne udarbejdet af repræsentanterne for de tre grupper efter seminaret i april 1980, der henviser til undersøgelsens uforkortede version.
- the evaluation reports, drafted by the representatives of the three groups following the seminar in April 1980, which refer to the full version of the study,
Den forkortede og ajourførte version som DIOS har udarbejdet.*
- the abridged and updated version produced by DIOS.*
* Dette sammendrag er godkendt af Det europæiske Instituts Publiceringsudvalg
* This abridged and updated version has been accepted by the Reading Committee of the European Foundation.
EVALUERINGSRAPPORTER *
EVALUATION REPORTS*
BLERET MEDINDFLYDELSE I VIRKSOMHEDER I DANMARK
COLLOQUIUM OU INSTITUTIONALIZED FORMS OF PARTICIPATION ΠΓ COMPANIES IN DENMARK
Afholdt i København d. 24 april 1980
Held in Copenhagen on 24 April I98O
Vurderings-kollokvium om undersøgelsen om etableret medindflydelse i virksomheder i Danmark Afholdt i København d. 24. april 1980
Colloquium on inst itut ionalized forms of participation in companies in Denmark Held in Copenhagen on 24 April I98O
Det skal fremhæves som en væsentlig bemærkning til for ståelsen af medindflydelsens udvikling i Danmark, at under søgelsen omfatter to store virksomheder, der'har gennem ført ekstraordinære anstrengelser for udviklingen af par ternes samarbejde i virksomhederne. Den måde medindflydelsen er praktiseret på ifølge undersøgelsen er derfor kun repræsentativ for 4 0-50 større danske virksomheder, mens de 1700 andre virksomheder, der har samarbejdsudvalg, har en svagere udviklet medindflydelse.
Por a properly balanced view of the state of affairs regarding participation in Denmark, it is essential to stress that the studydeals with two large companies which have made unusually strenuous efforts to promote cooperation "between management and labour· Consequently, the manner in which participation is practised as described in the study is representative of only 40—50 major Danish companies} in the other I7OO companies that have cooperation committees, the degree of participation is less advanced.
De to undersøgte virksomheder har på en række områder fundet frem til samarbejdsformer, der kan virke som inspiration for en videre udvikling på andre virksomheder.
In a number of areas the two companies studied have succeeded in finding forms of cooperation that can serve as examples on which to model its further development in other companies.
Ved en samarbejdsudvikling af den karakter, der er undersøgt, sikres der på visse områder en indflydelse til arbejderne.
Development of cooperation along the lines studied ensures employee participation in certain areas« On the other hand, it also introduces problems bear ing on the shop steward's relationship with his fellow workers, as is pointed out, for example, on pages 4 and.
Af hensyn til rapportens anvendelse i andre europæiske lande er det vigtigt at hæfte sig ved den særlige fagforenings struktur i Danmark.
These problems are an important consideration in the development of forms of cooperation such as those described·
- De ansatte på en større virksomhed er ofte organiseret i 10-20 forskellige fagopdelte fagforeninger, der er altså et stort antal fagforeninger inde i aftalerne med een virksomhed
With a view to the possible use of the report in other European countries, it is important to draw attention to the special features of the trade—union structure in Denmark: a· there are no within—company trade unions; b, in a sizeable company, the employees are often organized in 10-20 different trade unions; this means that a large number of trade unions are involved in agreements with one company; c· the shop steward represents the members of his trade union within the company, i.e. he is a member of the trade union but is employed by the company; d. the trade union has no direct access to the place of work; if it wishes to help its members it has to meet them outside the company·
Gennem aftalen om samarbejde kan fagforeningsrepræsentanter fra den centrale organisation (LO) få adgang til arbejdspladsen, men kun ifølge med en repræsentant fra den centrale arbejdsgiverorganisation.
Under the Agreement on Cooperation and Cooperation Committees, trade union representatives from the central organization (LO) can obtain access to the place of work, but only when accompanied by a representative from the central employers· organization.
Der er altså ikke tale om selvstændig fagforeningsbistand, men måske nærmere en bistand, der kan bidrage til det omtalte skisma mellem tillidsrepræsentant og arbejdskammeraterne.
This means that it is not a question of independent trade union support, but perhaps rather a form of support wich may in fact widen the gulf, as mentioned above, separating the shop steward from his fellow workers.
BLERET MEDINDFLYDELSE I VIRKSOMHEDER I DANMARK
COLLOQUIUM ON INSTITUTIONALIZED FORMS OF PARTICIPATION IN COMPANIES IN DENMARK
Vurderings-kollokvium om undersøgelsen om etableret medindflydelse i virksomheder i Danmark Afholdt i København d. 24. april 1980
Colloquium on institutionalized forms of participation in companies in Denmark
Arbejdsgivergruppen finder det indledningsvis positivt at få konkretiseret viden om emnerne: Samarbejde og ind flydelse og også positivt at se en række væsentlige faktorer og forudsætninger for udviklingen af samarbejde og indflydelse placeret i en større, kontinuerlig sammenhæng.
As an introductory comment, the employers! group advocates the collection of more concrete facts on the subject of cooperation and participation and would also like to see a number of factors and conditions essential to the development of cooperation and participation set in a broader and continuous context.
Arbejdsgivergruppen er opmærksom på, at Danfoss og Foss Electric - eksemplerne ikke kan betragtes som repræsentative for den danske situation, idet de så absolut ligger i den mere bemærkelsesværdige ende af skalaen.
The group is aware that Danfoss and Foss Electric cannot be regarded as examples typical of the situation in Denmark, since they clearly lie at the more unusual end of the scale.
De giver dog et billede af, hvad der er muligt at iværksætte i Danmark inden for lovens og ikke mindst de kollektive af talers, herunder særligt Samarbejdsaftalens, rammer.
They do, however, illustrate what is possible to accomplish in Denmark within the framework of the law and, not least, of the collective agreements, including in particular the Agreement on Cooperation and Cooperation Committees,
Arbejdsgivergruppen finder det vigtigt at fremhæve, at de samarbejdssystemer, der beskrives i rapporten, ikke kun kan finde anvendelse i virksomheder med mere end 50 ansatte.
The group thinks it important to emphasize that the applicability of the systems of cooperation described in the report is not confined to companies with more than 4° employees.
Den danske samarbejdsaftale forpligter alle DA-medlemsvirksomheder uanset deres størrelse.
The Danish Agreement on Cooperation and Cooperation Committees is binding on all member companies of the Employers· Confederation, regardless of their size.
Det er således vigtigt at være opmærksom på, at det er muligt at formalisere de samarbejdsrelationer, som findes på enhver virksomhed .
It is therefore important to realize that it is possible to formalize the cooperation arrangements as they exist in any company.
På den anden side finder arbejdsgivergruppen det af største vigtighed, at erfaringerne fra de større virksomheder over føres til de mindre.
On the other hand, the group regards it as of the utmost importance that the experience gained in the larger companies should be passed on to the smaller ones.
Man håber ikke, at beskrivelserne af Danfoss og Foss Electric efterlader det indtryk, at det kun er på disse virksomheder, der er gjort noget.
It is to be hoped that the descriptions of Danfoss and Foss Electric will not leave the reader with the im pression that it is only in these companies that any progress has been made.
Til oplysning kan tjene, at af DA's ca. 1.300 medlemsvirksomheder med mere end 50 ansatte har ca. 1.100 virksomheder samarbejdsudvalg, hvilket udgør en dækningsprocent på ca. 85%.
It should be noted that, of the 1300 or so companies with more than 50 employees that are members of the Employers' Confederation, some 1100 companies have cooperation committees, which represents a coverage of approximately 85$·.
Arbejdsgivergruppen har i Danfoss-eksemplet bemærket, at tillidsmændene, som gik entusiastisk ind i udviklingen ved dens start - og stadig er positive - tilsyneladende føler sig spillet lidt ud.
In the case of Danfoss, the group has observed that the shop stewards, who entered enthusiastically into the development of cooperation at the start (and still display a positive attitude), apparently feel that they are
i nogen grad dog afhænger af den information, han kan få fra ledelsen og den gensidige tillid mellem ledelse og til lidsmænd, finder man det beklageligt, hvis resultatet skulle blive, at han risikerer at komme i modsætningsforhold til sine kammerater.
being played off by one side against the other. Obviously, the shop steward is placed in a dilemma in his attempt to divide his loyalty between the trade union and the company· But since his position to some extent actually rests on the information he is able to obtain from the management and on the mutual trust between management and shop steward, it is to be deplored if, as a result of this, he runs the risk of coming into conflict with his fellow workers.
På rapportens side 9 anføres, at samarbejdsudvalget ikke har nogen stor betydning på trods af dets brede opgavefelt.
On page 8 of the report it is stated that, despite its wide range of functions, the cooperation committee holds no real significance.
Arbejdsgivergruppen finder dog, at rapportens konklusion er et talende bevis for, at samarbejdsudvalget har -sat en del igang. Der synes derfor ikke at være indikation for den tvivl, der ligger i konstateringen på side 9.
However, the employers' group believes that the concluding section of the report constitutes eloquent evidence of the fact that the cooperation committee has been responsible for initiating much of what has been achieved.
Formuleringen på side 9 kunne lige så godt have været følgende: Der er en del, der tyder på, at samarbejdsudvalget har haft en vis betydning.
There would consequently seem to be no justification for the way in which its significance is questioned in the statement on page 8, which might equally well have been worded as follows: "There is ample evidence that the cooperation committee has exerted a certain influence".
Efter arbejdsgivergruppens opfattelse giver rapporten nem lig et interessant billede af, at omhyggelig information, et veludviklet sikkerhedssystem, en dækkende samarbejdsorganisation samt uddannelse på flere niveauer har ført til visse positive resultater vedrørende - ofte uvejelige -forhold som: ressourcespild, ventetider, spildtid for maskiner, færre sikkerhedsproblemer og bedre kvalitet.
It is the group's view that the report provides a useful picture of the way in which conscientiousness in keeping employees well informed, comprehensive safety provisions, adequate organization of cooperation arrangements and training at several levels have led to certain positive results touching on factors that are often difficult to quantify, such as wastage of resources, periods of waiting, wastage of machine time, fewer safety problems and improved quality of work.
Lige ledes synes de at have ført til,- at arbejdsglæden er øget, at der er større interesse for egen arbejdssituation, større forståelse for helheden samt at mellemmenneskelige konflikter, misforståelser m.m. synes mindre udbredt end tidligere.
They also appear to have resulted in added job satisfaction, keener interest in the personal work situation and greater understanding of the general work context as a whole, while conflicts between individual personalities, misunderstandings, etc, seem to be less common than they were formerly.
Det er kendt, at den danske arbejdsmarkedshistorie er karakteriseret ved 4 udviklingstrin. 1) Tillidsmandssystemet.
It is well known that the history of the labour market in Denmark is characterized by four stages of development: 1) the shop steward
Arbejdsgivergruppen er af den opfattelse, at de skridt, der hidtil har været taget, har været betydningsfulde og landvindende skridt. Arbejdsgivergruppen mener derfor, at det gælder om at fremme forståelsen for at udnytte de be stående muligheder i samarbejds, sikkerheds- og bestyrelsesrepræsentationssystemerne mere konsekvent. Hovedsynspunktet er altså, at der nu'bør tages flere mindre, men stabiliserende skridt inden for de store, der allerede er taget.
The employers' group is of the opinion that the steps taken so far have been both significant and progressive· It therefore thinks that what is needed next is to promote understanding in order to achieve more consistent exploitation of the existing possibilities inherent in cooperation, safety and representation on the board of manangement.
Det må være vigtigt, at målene ikke taber virkelig heden af syne, og at det erkendes, at de eksisterende og meget indholdsrige strukturer rummer muligheder, som langt fra i praksis er udtømte.
It is, surely, important to keep the aims being pursued firmly rooted in reality and to recognize that the existing and very comprehensive structures offer possibilities that are far from exhaus­ted in practice.
Det må være væsentligt for så vel virksomhedernes som for samfundets udvikling, at den ikke finder sted på et for overfladisk og for tyndt erfaringsgrundlag .
And it is, surely, essential to the future development of companies and society alike that this development should not take place on a basis that is empirically too superficial or too weak·
Efter arbejdsgivergruppens opfattelse skal systemerne i højere grad danne baggrund for en udbygning af den enkeltes indflydelse på sin egen situation, end de skal føre til blind loyalitet over for fjerne, centrale instanser.
It is the group's opinion that the systems in operation should provide the background to an extension of the influence that an individual is able to exert over his own situation, rather than lead to blind loyalty towards distant, centralized authorities.
Det vi derfor i den nærmeste fremtid bør bestræbe os på i organisationerne, er at bistå virksomhederne ved at stille værktøjer til rådighed, som kan fremme lokale initiativer og en meningsfuld arbejdssituation.
In the very near future, therefore, we in the organizations must endeavour to assist companies by providing ways and means of promoting local initiatives and a meaningful work situation .
VURDERINGS-KOLLOKVIUM OM UNDERSØGELSEN OM ETA-
COLLOQUIUM ON INSTITUTIONALIZED FORMS OF
BLERET MEDINDFLYDELSE I VIRKSOMHEDER I DANMARK
PARTICIPATION IN COMPANIES IN DENMARK
Vurderings-kollokvium om undersøgelsen om etableret medindflydelse i virksomheder i Danmark
Colloquium on institutionalized forms of participation in companies in Denmark
Det foreliggende dokument består af fire dele, der synes udarbejdet og kan læses som indbyrdes uafhængige afhandlinger indenfor emnekredsen formaliseret medindflydelse og samarbejde.
This document consists of four parts which appear to have been written, and can be read, as separate papers within the sphere of institutionalized participation and cooperation.
Der er således ikke tilstræbt en ende lig behandling af problematikken, men tale om bidrag til forståelse af udviklingen i danske virksomheder på dette om råde, vel nok med hovedvægten på de to midterste sektioner om forholdene på to udvalgte virksomheder som markante eksempler på særligt udbyggede samarbejdsordninger.
It therefore does not set out to be a definitive treatment of the set of problems as a whole, but is a contribution to an understanding of the trend of development in this field in Danish companies, perhaps with the main emphasis on the two middle chapters describing the situation in two companies selected as striking examples of particularly far advanced cooperation arrangements.
Sektion A indeholder en kortfattet redegørelse for de fire centrale former for medindflydelse for medarbejdere i virksomheder: de overenskomstbaserede tillidsmandsregler og samarbejdsregler og de lovfæstede regier om sikkerheds organisation og om arbejdstagerrepræsentation i bestyrelser for aktieselskaber m.v.
Part A contains a brief review of the four central forms of employee participation in companies: the regulations concerning shop stewards and the regulations on cooperation, both based on collective agreements, and the statutory regulations on safety provisions and on employee representation on the boards of joint-stock companies, etc.
Redegørelsen angiver ikke blot indholdet i regelsættene, men også i store træk udviklingen omkring deres praktisering, herunder værdifulde vurderinger af ordningernes ind byrdes samspil og modspil.
The review not only states the content of these sets of regulations but also traces in broad outline the trend of development surrounding their implementation, including valuable assessments of the inter action between the various arrangements.
Det er værd at bemærke, at der er tale om et dynamisk felt, og at der allerede er sket forandringer eller taget væsentlige initiativer hertil, siden redegørelsen blev afsluttet i 1978.
It should be noted that this is a dynamic sphere and that changes have already occurred, or sizeable steps taken to this end, since the review was completed in 1978· (Those that are significant have since been incorporated, and the present report contains the updated version.)
De væsentlige af disse er siden'inddraget, således at nærværende rapport indeholder den opdaterede version.- Der er således i 1978 udstedt nye regler om udbygning af sikkerhedsorganisation bl.a. med bedriftssundhedstjeneste, og der er fremsat lov forslag om udvidelse af medarbejderrepræsentationen i be styrelser for aktieselskaber m.v.
For instance, in 1978 new regulations were issued on the supplementation of safety provisions with accompany health service, and bills were introduced oh increasing employee representation on the boards of joint-stock companies, etc·
under de nu indledte forhandlinger mellem arbejdsmarkedets hovedorganisationer om en ny hovedaftale, ligesom emnet er taget op til særlig drøftelse i den offentlige sektor.
Increased participation in relation to technological development is also one of the demands made by the employees' organizations as part of the negotiations now under way between the chief labour—market organizations regarding a new major agreement; the subject has like­wise been taken up for special discussion in the public sector·
Det er naturligvis af stor betydning herigennem at få en fornemmelse af, hvorledes lovreglerne kan fungere i praksis, men også de overenskomstbaserede ordninger er det vigtigt at få et nuanceret konkret billede af.
Naturally, it is extremely important to gain an impression in this way of how the statutory regulations can function in practice, but it is also important to obtain a varied concrete picture of the arrangements based on collective agreements.
Ad­ministrationen og lovgivningsmagten er meget opmærksom på den betydning, som virksomhedernes indre liv har, så­vel for den enkelte arbejdstager som for det samlede arbejdsmarked og erhvervslivets udvikling.
The administration and the legisla­ture are very well aware of the importance that the internal life of companies has for the individual employee as well as for the labour market as a whole and for the progress of events in the business world.
Vedrørende repræsentation i bestyrelser fremgår af undersøgelsen, at de to virksomheder har gennemført den lovmæssige, men ikke obligatoriske ordning med to medar­bejdervalgte medlemmer i bestyrelserne.
As regards employee representation on the board of management, it appears from the study that the two companies have implemented the legal, but not compulsory, arrangement of having two members on the board elected by their fellow workers.
Ordningen synes at fungere uden større problemer,·men tillægges i disse selskaber ikke den store praktiske betydning, formentlig bl.a. fordi medarbejderindflydelsen i øvrigt er veludbygget
The arrangement seems to work without any major problems, but the companies do not attach any great importance to it, one of the reasons possibly being that employee participation is far advanced in other respects.
Der er ikke foretaget en egent­lig sammenlignende analyse af de to undersøgelser, hvilket formentlig også ville være særdeles vanskeligt i betragt­ning af virksomhedernes meget forskellige størrelse og hele karakter
No attempt is made to carry out an actual comparative analysis of the two studies, which would in fact probably be extremely difficult since the two companies differ so greatly in size and general nature.
I Danfoss har udviklingen ført til en organisation, som ud fra samarbejdsaftalens mønster er særlig tilpasset denne store virksomheds struktur, således at den når ud i alle
In Danfoss, the trend of development has led to a system of organization which, modelled on the Agreement on Cooperation and Cooperation Committees, has been specially adapted to the structure of this large company, extending to all its departments with a network of area
afdelinger med forgrenede områdeudvalg og samarbejdsgrupper holdt sammen af koordinationsudvalg foruden af det over ordnede samarbejdsudvalg og en "koordinator" som nøgleperson.
committees and cooperation groups linked by coordinating committees in addition to the overall Cooperation Committee and a "coordinator" as the key figure.
Beskrivelsen af dette system og dets tilsyneladende positive virkninger både for virksomheder og den enkelte medarbejder må kunne tjene som inspiration for andre virksomheder og organisationer.
The description of this system and its apparently positive results both for the company and for the individual employee should serve as an example for other companies and organizations to follow.