Gestión algorítmica: ¿un método libre de responsabilidad para gestionar el rendimiento de los trabajadores?
| Autor | Massimiliano Geraci |
| Cargo | Independent legal researcher, https://orcid.org/0000-0002-0465-9270 |
| Páginas | 269-294 |
269
Revista de la Facultad de Jurisprudencia RFJ No.7 Junio 2020 pp. 269-294
Geraci, M. Algorithmic Management
Algorithmic Management: A liability-free method
to manage workers’ performance?
Manejo algorítmico: ¿Un método libre de
responsabilidad para gestionar el desempeño de los
trabajadores?
Massimiliano Geraci
Master of Science in Complex Administrations and Organizations
Science-Public Management, Università degli Studi di Palermo, Italy.
City: Palermo
Country: Italy
Original article (research)
RFJ, No. 7, 2020, pp. 269-294, ISSN 2588-0837
ABSTRACT: At the beginning of the XX century, the industrial
sector was revolutionized by the implementation of the
Scientific Management, a new managerial approach seeking
for production efficiency to the detriment of the workers’
autonomy based on meticulously planned activities and
consistent performances monitoring. Through the century,
this method has evolved with the implementation of new
technologies such as the algorithms, robust codes able to
increase productivity significantly by enabling companies
from the industrial sector to the logistics to monitor, plan and
control their workers’ performances as strictly as possible.
The gig economy is the economic sector, which most of it all is
applying this new management approach, drastically changing
the relations between workers and employers, modifying the
very nature of the employment status. Fundamental rights and
industrial relations are at stake when there is no more contact
between humans and when workers are managed by apps
empowered to control their working tasks and to dismiss them,
which raises severe questions on the accountability of these
decisions. Public institutions and trade unions are facing new
challenges to protect those workers considered by companies as
DOI: 10.26807/rfj.v7i7.252
270
Revista de la Facultad de Jurisprudencia RFJ No.7 Junio 2020 pp. 269-294
Geraci, M. Algorithmic Management
“independent contractors” that attracted by secure payments,
and stable schedules decide to become gig workers. Especially
those that are de facto working as full-time employees without
having their fundamental rights nor benefits recognized
due to the unregulated nature of their contracts. This article
aims to investigate the origin of this pressing social issue, its
inherent characteristics, the risks connected with non-bias free
algorithms’ use, and their lack of legal accountability. Moreover,
starting from the underlying assumption that fundamental
workers’ rights and performance management might work
together toward a more efficient and liquid society, algorithmic
management’s future evolution will be questioned regarding
the ethical outcomes of its implementation.
KEYWORDS: Ethical algorithm’s design, independent-
contractor clauses, fundamental workers’ rights, trade union,
employment status redefinition.
RESUMEN: A principios del siglo XX, el sector industrial fue
revolucionado por la implementación de la Gestión Científica,
un nuevo enfoque de gestión que busca la eficiencia de la
producción en detrimento de la autonomía de los trabajadores
basada en actividades meticulosamente planificadas y un
monitoreo constante del desempeño. A lo largo del siglo, este
método ha evolucionado con la implementación de nuevas
tecnologías como los algoritmos, códigos potentes capaces de
aumentar significativamente la productividad al permitir a las
empresas del sector industrial y de la logística, monitorear,
planificar y controlar el desempeño de sus trabajadores tan
estrictamente como sea posible. La nueva economía compartida
o shared-econony es el sector que está aplicando este nuevo
enfoque de gestión, cambiando drásticamente las relaciones
entre trabajadores y empleadores, modificando la naturaleza
misma de la situación laboral. Los derechos fundamentales y las
relaciones laborales están en juego cuando no hay más contacto
entre humanos y cuando los trabajado1res son administrados
por aplicaciones habilitadas no solo para controlar sus tareas
laborales sino también para despedirlas, lo que plantea serias
dudas sobre la responsabilidad de estas decisiones. Las
instituciones públicas y los sindicatos se enfrentan a nuevos
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