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4. Facultad de Ciencias Humanas, Pontificia Universidad Católica del Ecuador - FCH-PUCE - Cosecha

Título :	Algorithmic Management: A liability-free method to manage workers’ performance? Gestión algorítmica: ¿un método libre de responsabilidad para gestionar el rendimiento de los trabajadores? La gestion algorithmique: une méthode sans responsabilité pour gérer la performance des travailleurs? Gestione algoritmica: un metodo senza responsabilità per gestire le prestazioni dei lavoratori? Gerenciamento de algoritmos: um método isento de responsabilidades para gerenciar o desempenho do trabalhador?
Palabras clave :	Ethical algorithm’s design;fundamental workers’ rights;trade union;employment status redefinition;independent contractor clauses;Diseño de algoritmos éticos;cláusulas de contratistas independientes;derechos fundamentales de los trabajadores;sindicalización;redefinición del estatus de empleo
Editorial :	Pontificia Universidad Católica del Ecuador - PUCE: Centro de Publicaciones y Dirección de Investigación
Descripción :	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 “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. JEL CODE / CLASIFICACIÓN JEL: L24, O14 RESUMENA 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 trabajadores 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 desafíos para proteger a los trabajadores considerados por las empresas como “contratistas independientes” que se sienten atraídos por pagos seguros y horarios estables que deciden convertirse en trabajadores. Especialmente aquellos que trabajan de facto como empleados a tiempo completo sin que se reconozcan sus derechos fundamentales ni sus beneficios debido a la naturaleza no regulada de sus contratos. Este artículo tiene como objetivo investigar el origen de este apremiante problema social, sus características inherentes, los riesgos relacionados con el uso de algoritmos sin sesgos y su falta de responsabilidad legal. Además, partiendo de la suposición básica de que los derechos fundamentales de los trabajadores y la gestión del desempeño podrían trabajar conjuntamente para lograr una sociedad más eficiente y líquida, se cuestionará la evolución futura de la gestión algorítmica con respecto a los resultados éticos de su implementación. ABSTRACTAt 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 “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. JEL CODE / CLASIFICACIÓN JEL: L24, O14  
URI :	http://biblioteca-repositorio.clacso.edu.ar/handle/CLACSO/155367
Otros identificadores :	http://www.revistarfjpuce.edu.ec/index.php/rfj/article/view/252 10.26807/rfj.v7i7.252
Aparece en las colecciones:	Facultad de Ciencias Humanas, Pontificia Universidad Católica del Ecuador - FCH-PUCE - Cosecha

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