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Aurialie Jublin

In the Future, Employees Won't Exist | TechCrunch - 0 views

techcrunch.com/...he-future-employees-wont-exist

travail future dialogue social

shared by Aurialie Jublin on 30 Jun 15 - No Cached
  • Fortunately, dozens of services are popping up to fill this void and support the growing contractor class. Freelancer’s Union offers insurance tailored to the needs of independent workers. Peers.org provides a community to better understand what wages contractors can expect to make. QuickBooks Self-Employed offers financial and tax tools. And there are even digital nomad communities popping up around the globe for those who don’t need to be tethered to one spot and apps like Teleport to help contractors find them. This burgeoning ecosystem is closing the “benefits gap” between employees and contractors. When a person can get insurance, community and financial help without traditional employment, it raises the question: Why be traditionally employed?
hubert guillaud

Le crowdsourcing est-il l'avenir du travail de la classe moyenne ? - The Daily Beast - 2 views

www.thedailybeast.com/...f-middle-class-employment.html

fing internetactu2net internetactu digiwork travail

shared by hubert guillaud on 27 Mar 14 - No Cached
  • hubert guillaud on 27 Mar 14
     
    En 2013, 75% des emplois ajoutés à l'économie américaine étaient des emplois à temps partiels. Demain, alors que de plus en plus d'emplois seront automatisés quel sera le travail des classes moyennes ? Et Sarah Kuunst du DailyBeast d'évoquer WunWun - https://wunwun.com - une plateforme qui propose de se faire livrer à la demande et à laquelle souscrivent beaucoup d'étudiants pour arrondir leur fin de mois. Pour certains d'entre eux, la livraison est devenue une activité à temps plein (la variabilité des pourboires est certainement assez attractive). Que dire du Mechanical Turk où seulement 8% des gens qui y travaillent régulièrement pour ce système reconnaissent avoir gagné suffisamment d'argent pour en vivre ? Sur Etsy, le vendeur moyen gagne 900$ par an... Pas vraiment de quoi se faire un complément de revenus... Le risque de l'ouverture des marchés via les plateformes en ligne n'est-il pas de faire baisser le prix de la main d'oeuvre ? s'interroge la journaliste.
Aurialie Jublin

L'obsolescence programmée des employés - Migros Magazine - 1 views

www.migrosmagazine.ch/...-des-employes-sophie-le-garrec

obsolescence compétence individu

shared by Aurialie Jublin on 19 May 14 - No Cached
  • En fait, on demande à l’employé d’être adaptable, polyvalent, multitâche, connecté, infatigable, imperméable au stress et hyper-productif… Bref, d’être un vrai superman! Oui, c’est le nouveau super-héros, sauf qu’on ne le caractérise pas comme tel et c’est bien là le problème. Exiger de lui toutes ces qualités est devenu une normalité implicite qui n’est même pas intégrée dans les instruments d’évaluation. Il est toujours question de productivité, de rentabilité, de rendement, d’objectifs remplis, jamais de l’importance de la reconnaissance de l’engagement, de la qualité du travail, etc. Et en plus d’être corvéable à merci, ce superman est jetable aussi! Effectivement, on est aussi dans l’ère de la précarité. On parle d’obsolescence programmée pour les objets et on peut légitimement se demander – même si c’est un brin caricatural – si les travailleurs ne sont pas, eux aussi, victimes d’obsolescence programmée...
  • Aurialie Jublin on 19 May 14
     
    Interview de Sophie Le Garrec, sociologue
Aurialie Jublin

​The Future of Robot Labor Is the Future of Capitalism | Motherboard - 0 views

motherboard.vice.com/...erything-to-do-with-capitalism

robot tictravail travail future

shared by Aurialie Jublin on 03 Sep 14 - No Cached
  • According to Marx, automation that displaces workers in favour of machines that can produce more goods in less time is part and parcel of how capitalism operates. By developing fixed capital (machines), bosses can do away with much of the variable capital (workers) that saps their bottom line with pesky things like wages and short work days.
  • Capital itself is the moving contradiction, [in] that it presses to reduce labour time to a minimum, while it posits labour time, on the other side, as sole measure and source of wealth.
  • In Marxist theory, capitalists create profit by extracting what’s called surplus value from workers—paying them less than what their time is worth and gaining the difference as profit after the commodity has been sold at market price, arrived at by metrics abstracted from the act of labour itself. So what happens when humans aren’t the ones working anymore? Curiously, Marx finds himself among the contemporary robotic utopianists in this regard. Once robots take over society’s productive forces, people will have more free time than ever before, which will “redound to the benefit of emancipated labour, and is the condition of its emancipation,” Marx wrote. Humans, once freed from the bonds of soul-crushing capitalist labour, will develop new means of social thought and cooperation outside of the wage relation that frames most of our interactions under capitalism. In short, Marx claimed that automation would bring about the end of capitalism
  • ...3 more annotations...
  • “Not immediately productive” is the key phrase here. Just think of all the forms of work that have popped up since automation began to really take hold during the Industrial Revolution: service sector work, online work, part-time and otherwise low-paid work. You’re not producing anything while working haphazard hours as a cashier at Walmart, but you are creating value by selling what has already been built, often by machines. In the automated world, precarious labour reigns. Jobs that offer no stability, no satisfaction, no acceptable standard of living, and seem to take up all of our time by occupying so many scattered parcels of it are the norm.
  • A radically different form of work is that of providing personal data for profit. This online data work is particularly insidious for two main reasons. First, because it is often not recognized as work at all. You might not think that messaging a pal about your new pair of headphones is work, but labour theorists like Maurizio Lazzarato disagree. Second, because workers are completely cut out of the data profit loop, although that may be changing.
  • Some people are already working toward this. The basic income movement, which calls for a minimum salary to be paid out to every living human regardless of employment status, is a good start, because it implies a significant departure from the purely economic language of austerity in political thought and argues for a basic income for the salient reason that we’re human and we deserve to live. However, if we really want to change the way things are headed, more will be needed.
Aurialie Jublin

Google a abandonné l'idée de promouvoir ses employés via un algorithme - 0 views

www.numerama.com/...mployes-via-un-algorithme.html

google donnée analytics employés rh algorithme

shared by Aurialie Jublin on 21 Nov 14 - No Cached
  • People Analytics avait tenté d'automatiser en partie ce processus, en élaborant un algorithme (ci-contre) qui se reposait sur les grilles d'évaluation et leur attribuait un coefficient. Il a alors découvert qu'il pouvait automatiser les promotions sur près d'un tiers des dossiers, et pensait que cette nouvelle réjouirait les ingénieurs qui sont habitués à manipuler chaque jour des algorithmes, quasi religieusement. Mais non. La proposition de People Analytics s'est heurtée à une résistance des cadres, qui ont refusé de traiter le sort des hommes et des femmes par une IA. Tout au plus ont-ils reconnu que l'algorithme pouvait les aider à identifier d'éventuels dossiers qu'ils n'auraient pas bien examiné.
  • Aurialie Jublin on 21 Nov 14
     
    Pour soutenir sa croissance, Google a également innové en interne, en adoptant une gestion très scientifique de la gestion de ses ressources humaines, basée sur des données et des algorithmes. Mais il lui aura fallu se confronter à la réalité pour finalement reconnaître que "les décisions sur les gens devraient être prises par des gens", et non par IA.
Thierry Nabeth

Non-Technologists Agree: It's the Technology - 0 views

andrewmcafee.org/...-nieman-karabarbounis-research

travail economie technologie

shared by Thierry Nabeth on 19 Oct 15 - No Cached
  • Thierry Nabeth on 19 Oct 15
     
    Two papers came out last year that examined important issues around jobs and wages. Both are in top journals. Both were written by first-rate researchers, none of whom specialize in studying the impact of technology. And both came to the same conclusion: that digital technologies were largely responsible for the phenomena they examined. Paper 1 Equally admirable are the graphs the authors draw to illustrate their main findings. Here's the one for jobs (the one for wages has a pretty similar shape). It gives the changes in employment share - which you can think of as changes in the the 'market share' of jobs - between 1980 and 2005. And it shows vividly that low-skill and high-skill jobs gained market share over that period, which those in the middle of the skill range lost. Paper 2 We document, however, that the global labor share has significantly declined since the early 1980s, with the decline occurring within the large majority of countries and industries. We show that the decrease in the relative price of investment goods, often attributed to advances in information technology and the computer age, induced firms to shift away from labor and toward capital.
Aurialie Jublin

Uber's Augmented Workers - Uber Screeds - Medium - 0 views

medium.com/...r-s-fightin-words-d757bcb6362c

uber indépendant

shared by Aurialie Jublin on 01 Mar 16 - No Cached
  • Uber has long claimed it’s a technology company, not a transportation company. Uber’s drivers are promoted as entrepreneurs and classified as independent contractors. The company claims to provide only a platform/app that enables drivers to be connected with passengers; as an intermediary, the company relies on the politics of platforms to elude responsibility as a traditional employer, as well as regulatory regimes designed to govern traditional taxi businesses.
  • Drivers must submit to a system that molds their interactions, controls their behavior, sets and changes rates unilaterally, and is generally structured to minimize the power of driver (“partner”) voices. Drivers make inquiries to outsourced community support representatives that work on Uber’s behalf, but their responses are based on templates or FAQs.
  • Uber uses surge pricing to lure drivers to work at a particular place at a particular time, without guaranteeing the validity of the surge incentive if they do follow it. Surge is produced through an algorithmic assessment of supply and demand and is subject to constant dynamism. The rate that drivers are paid is based on the passenger’s location, not their own. Even when they travel to an active surge zone, they risk receiving passengers at lower or higher surge than is initially advertised, or getting fares from outside the surge zone. Drivers will be locked out of the system for varying periods of time, like 10 minutes, 30 minutes, etc. for declining too many rides. They also get warnings for “manipulating” surge.
  • ...2 more annotations...
  • Uber drivers are “free” to login or log-out to work at will, but their ability to make choices that benefit their own interests, such as accepting higher-fare passengers, is severely limited.
  • To a significant degree, Uber has successfully automated many of the processes involved in managing a large workforce, comprised of at at least 400 000 active drivers in the U.S. alone, according to Uber’s last public estimate. However, automation is not to be confused with independence. Uber has built a system that leverages significant control over how workers do their jobs, even as that control is structured to be indirect and semi-automated, such as through nudges, algorithmic labor logistics, the rating system, etc.
  • Aurialie Jublin on 01 Mar 16
     
    "Summary Uber has done a lot of things to language to communicate a strong message of distance between itself and its relationship to Uber drivers. Uber insists drivers should be classified as independent contractors, labelled driver-partners, and promoted as entrepreneurs, although the company faces legal challenges over issues of worker misclassification. Beyond its attempts to label work as a type of "sharing" in the so-called "sharing economy," Uber's protracted efforts to celebrate the independence and freedom of drivers have evolved into a sophisticated policy push to design a new classification of worker that would accommodate Uber's business model. The emergent classification, "independent worker," does not acknowledge the significant control Uber leverages over how drivers do their job."
Thierry Nabeth

Efficiency up, turnover down: Sweden experiments with six-hour working day - 1 views

www.theguardian.com/...ents-with-six-hour-working-day

travail durée suède

shared by Thierry Nabeth on 06 Dec 15 - No Cached
  • Thierry Nabeth on 06 Dec 15
     
    The experiment at Svartedalens, set to continue until the end of 2016, has attracted interest across Scandinavia and beyond, as workers and managers ask whether they might learn something from it themselves. Svartedalens is attempting to avoid shortcomings by keeping the changes tightly focused and monitored. Only assistant nurses are involved, and the city's human resources management system is generating high-quality data, according to Bengt Lorentzon, a consultant on the scheme. Another care home is being used as a "control", so Svartedalens can be compared with a workplace that has stuck to an eight-hour day.
  • Thierry Nabeth on 06 Dec 15
     
    Lire aussi: Sweden introduces six-hour work day Employers across the country including retirement homes, hospitals and car centres, are implementing the change http://www.independent.co.uk/news/world/europe/sweden-introduces-six-hour-work-day-a6674646.html
Aurialie Jublin

The Day I Drove for Amazon Flex - The Atlantic - 0 views

www.theatlantic.com/...563444

amazon condition de travail qvt

shared by Aurialie Jublin on 29 Jun 18 - No Cached
  • But Flex operates year-round, not just during the holiday season, which suggests there’s another reason for it: It’s cheap. As the larger trucking industry has discovered over the past decade, using independent contractors rather than unionized drivers saves money, because so many expenses are borne by the drivers, rather than the company.
  • The company doesn’t share information about how many drivers it has, but one Seattle economist calculated that 11,262 individuals drove for Flex in California between October 2016 and March 2017, based on information Amazon shared with him to help the company defend a lawsuit about Flex drivers.
  • “A lot of these gig-type services essentially rely on people not doing the math on what it actually costs you,”
  • ...13 more annotations...
  • One Amazon Flex driver in Cleveland, Chris Miller, 63, told me that though he makes $18 an hour, he spends about 40 cents per mile he drives on expenses like gas and car repairs. He bought his car, used, with 40,000 miles on it. It now has 140,000, after driving for Flex for seven months, and Uber and Lyft before that. That means he’s incurred about $40,000 in expenses—things he didn’t think about initially, like changing the oil more frequently and replacing headlights and taillights. He made slightly less than $10 an hour driving for Uber, he told me, once he factored in these expenses; Flex pays a bit better.
  • If the driver gets into a car accident, the driver, not Amazon, is responsible for medical and insurance costs. If a driver gets a speeding ticket, the driver pays. (UPS and FedEx usually pay their trucks’ tickets, but Amazon explicitly says in the contract Flex drivers sign that drivers are responsible for fees and fines­.)
  • Brown likes to work two shifts delivering groceries for Amazon, from 4:30 to 6:30 a.m. and 6:30 to 8:30 a.m., but the morning we talked, no 4:30 shifts were available. He sometimes wakes up at 3 a.m. and does what Flex workers call the “sip and tap,” sitting at home and drinking coffee while refreshing the app, hoping new blocks come up. He does not get paid for the hour he spends tapping. Twice in the last year, he’s been barred from seeing new blocks for seven days because Amazon accused him of using a bot to grab blocks—he says he just taps the app so frequently Amazon assumes he’s cheating.
  • Akunts said that people often get “deactivated,” which means they receive a message telling them they can no longer drive for Flex. Sometimes, the workers don’t know why they’ve been terminated and their contract annulled, he told me. It can take as long as a month to get reinstated.
  • But lots of people risk it and park illegally in meters, he told me—the number of parking citations issued in the first three months of the year for people parking illegally at red and yellow meters grew 29 percent from 2016, according to data provided to me by the city.
  • And then there was the fact that the Flex technology itself was difficult to use. Flex workers are supposed to scan each package before they deliver it, but the app wouldn’t accept my scans. When I called support, unsure of what to do, I received a recorded messaging saying support was experiencing technical difficulties, but would be up again soon. Then I got a message on my phone telling me the current average wait time for support was “less than 114,767 minutes.” I ended up just handing the packages to people in the offices without scanning them, hoping that someone, somewhere, was tracking where they went.
  • Technology was making their jobs better—they worked in offices that provided free food and drinks, and they received good salaries, benefits, and stock options. They could click a button and use Amazon to get whatever they wanted delivered to their offices—I brought 16 packages for 13 people to one office; one was so light I was sure it was a pack of gum, another felt like a bug-spray container.
  • But now, technology was enabling Amazon to hire me to deliver these packages with no benefits or perks. If one of these workers put the wrong address on the package, they would get a refund, while I was scurrying around trying to figure out what they meant when they listed their address as “fifth floor” and there was no fifth floor. How could these two different types of jobs exist in the same economy?
  • Gig-economy jobs like this one are becoming more and more common. The number of “non-employer firms” in the ground-transportation sector—essentially freelancers providing rides through various platforms—grew 69 percent from 2010 to 2014, the most recent year for which there is data available, according to a Brookings analysis of Census Bureau and Moody’s data.
  • “We’re going to take the billion hours Americans spend driving to stores and taking things off shelves, and we’re going to turn it into jobs,” Viscelli said. “The fundamental question is really what the quality of these jobs is going to be.”
  • Liss-Riordan says one of the biggest obstacles in getting workers to take legal action over their classification is that many Flex workers agree, upon signing up to deliver packages, to resolve disputes with Amazon through arbitration. Companies can now use arbitration clauses to prevent workers from joining together to file class-action lawsuits, because of a May Supreme Court ruling.
  • Even weeks after I’d stopped driving for Flex, I kept getting new notifications from Amazon, telling me that increased rates were available, tempting me to log back in and make a few extra bucks, making me feel guilty for not opening the app, even though I have another job.
  • My tech-economy experience was far less lucrative. In total, I drove about 40 miles (not counting the 26 miles I had to drive between the warehouse and my apartment). I was paid $70, but had $20 in expenses, based on the IRS mileage standards. I had narrowly avoided a $110 parking ticket, which felt like a win, but my earnings, added up, were $13.33 an hour. That’s less than San Francisco’s $14 minimum wage.
  • Aurialie Jublin on 29 Jun 18
     
    "Amazon Flex allows drivers to get paid to deliver packages from their own vehicles. But is it a good deal for workers?"
Aurialie Jublin

Are There Good Jobs in the Gig Economy? - 0 views

hbr.org/...e-good-jobs-in-the-gig-economy

gig economy

shared by Aurialie Jublin on 29 Jun 18 - No Cached
  • Author Louis Hyman, a Cornell professor and economic historian, notes that in America traditional organizations began moving away from offers of full-time employment and toward more-flexible short-term staffing jobs as a result of both new management ideas (such as the Lean Revolution) and changing values (such as prioritizing short-term profits). This restructuring of the workforce was facilitated, he emphasizes, by management consultants, who believed that “the long hours, the tensions, the uncertainty were all a perfectly reasonable way to work,” and by temp agencies, which created pools of standby, on-demand labor. By the 1980s temps were providing not emergency help but cyclical replacement.
  • Hyman’s stats are striking: By 1988 about nine-tenths of businesses were using temp labor; since 1991 every economic downturn has meant a permanent loss of jobs; by 1995, 85% of companies were “outsourcing all or part of at least one business function
  • Aurialie Jublin on 29 Jun 18
     
    "Advocates of these "alternative work arrangements"-many of which are enabled by sharing or on-demand apps such as Uber and TaskRabbit-bill them as a way to trade unemployment, burnout, or hating one's job for freedom, flexibility, and financial gains. Skeptics, meanwhile, point to the costly trade-offs: unstable earnings, few or no benefits, reduced job security, and stalled career advancement. But what do the gig workers themselves say? Gigged, a new book by Sarah Kessler, an editor at Quartz, focuses on their perspective. In profiling a variety of people in contingent jobs-from a 28-year-old waiter and Uber driver in Kansas City, to a 24-year-old programmer who quit his New York office job to join Gigster, to a 30-something mother in Canada who is earning money through Mechanical Turk-Kessler illuminates a great divide: For people with desirable skills, the gig economy often permits a more engaging, entrepreneurial lifestyle; but for the unskilled who turn to such work out of necessity, it's merely "the best of bad options.""
Aurialie Jublin

Apploitation in a city of instaserfs | Canadian Centre for Policy Alternatives - 0 views

www.policyalternatives.ca/...apploitation-city-instaserfs

sharing economy economy économie exploitation individu uber emploi plateforme

shared by Aurialie Jublin on 24 Aug 16 - No Cached
  • I signed up for as many sharing economy jobs as I could, but they’re not really jobs. I was never an employee; I was a “partner,” or a “hero” or even a “ninja” depending on the app. Sharing economy companies are just middlemen, connecting independent contractors to customers. When I signed up to work with (not for) these apps, I was essentially starting my own ride-sharing/courier business.
  • We do still have a boss. It just isn’t a person. It’s an algorithm.
  • The standard ride-sharing or courier app’s business model looks something like this:  When introducing your app into a new city, take heavy losses by over-paying drivers and under-charging customers. Offer drivers cash bonuses to get their friends to sign up. Once you’ve got a steady supply of drivers invested in the app, start lowering their pay. 
  • ...8 more annotations...
  • The idea is to reward loyalty and prevent drivers from having Uber and Lyft open at the same time. The thing is, if you’re working 40 or 50 hours a week with one company, that looks a lot less like a gig and a lot more like full-time employment.
  • In Los Angeles, September 2014, a group of Lyft drivers burned their pink mustaches in protest of the pay cuts. These kinds of actions aren’t very common because most of us don’t know our co-workers and there is no physical location to congregate. Lyft doesn’t allow their drivers at the head office. The main place for “sharing economy” workers to connect is through online forums and Facebook groups
  • Yes, people have been kicked off Postmates for complaining. I’ve talked to them. And yes, the official Postmates courier group on Facebook is censored to erase anything that could be perceived as a complaint. But more importantly it’s clear that Postmates is not preparing its workers for the realities of life as an independent contractor. Many are shocked about how much they have to pay in taxes and how little they’re making doing the work. There are plenty of screenshots showing that some are making less than minimum wage.
  • I ended up having to take on all kinds of little expenses like these. It’s part of the risk of starting your own business. That time, I just had to buy a $3 froyo but it can be a lot worse (parking tickets in San Francisco can be over $80). Oftentimes you have to choose between parking illegally or being late with an order.
  • All the risk falls onto the worker and the company is free of liability—despite the placard being an explicit suggestion that it’s okay to break the law if that’s what you’ve got to do to get the order done on time. 
  • Postmates responded by “updating” the app to a “blind system” in which we could still accept or reject jobs, but without enough information to determine whether it would be worth our time or not (e.g., a huge grocery store order). To make sure we accept jobs quickly without analyzing them, the app plays an extremely loud and annoying beeping noise designed specifically to harass couriers into submitting to the algorithm.
  • One of the best companies I worked for is called Washio. I picked up dirty laundry and delivered clean laundry. It was the best paying and least stressful of all the apps I worked with that month because there was no illusion of choice. Washio tells you exactly what to do and you do it. It is simple and honest. But it also betrays the spirit of the independent contractor, and that’s important for a number of reasons.
  • Plenty of people requested that I drop off their food at the door. Customers grow to love apps that make the worker anonymous. That way, you don’t have to feel guilty about having servants.
  • Aurialie Jublin on 24 Aug 16
     
    L'auteur de l'article parle de son expérience du "travail" via l'économie des plateforme.
Aurialie Jublin

Exploring portable ratings for gig workers - Doteveryone - Medium - 0 views

medium.com/...s-for-gig-workers-5632fd9b262e

gig economy notation notoriété individu indépendant

shared by Aurialie Jublin on 12 Feb 18 - No Cached
  • Unlike the traditional economy, the gig economy doesn’t rely on CVs or letters of recommendation. You build your reputation on one platform at a time — and your reputation is often the route to higher earnings (A service user is more likely to choose someone with 100 five-star ratings than just one or two). Platforms don’t want people to leave, so they don’t let workers have ownership over their own ratings. Leaving a service means starting over.
  • More recently, we’ve been exploring the “how” of ratings portability: what technology, data, user experience and investment might be needed to make this real.Our design team, along with our policy intern and developer James Darling, have been conducting user research and prototyping possible technical solutions for ratings portability. Here’s where we’ve got to so far.
  • “Cab” drivers didn’t have visible habits around their ratings, weren’t checking them frequently and when we spoke about them, they told us that this wasn’t something they’d considered before or something they were particularly concerned about. They were confident in their skills and ability to find work outside of their platforms, and viewed ratings more as performance indicators for their platform owners — the main fear being a drop below 3.5 stars, where they might be dropped from the platform completely.
  • ...11 more annotations...
  • This “performance indicator over ratings” feeling was even stronger with food delivery workers. They expressed even less concern about the issue, focussing more on their delivery metrics such as attendance and cancellations. The rider app screens we were shown support this.
  • This makes sense for both food delivery and transit: the customer has little to no ability to use workers’ reputation data to inform their purchase decision. (When we press a button to order a cab or for food to be delivered, speed is the primary factor and platforms emphasise that in their design.)
  • It was a radically different story for tradespeople. Their reputation data feels important to them, and they prefer to keep control over it. They preferred word of mouth reputation and recommendations, as there was no middleman who could take that away from them. Online platforms were seen as something to graduate away from once you had a sufficient “real world” presence.
  • Alongside our user research, James Darling looked at the technical possibilities, drawing on the Resolution Trust’s initial work and the research that our policy intern did. They came up with five possible solutions and gave them names and some logos. They are in increasing order of complexity.
  • Personal referenceThis is the status quo: when approaching a new employer, workers create their own CVs, loosely standardised by convention.
  • Publicly hosted reputationsWhat feels like a technical quick win is to ensure that a platform hosts a publicly accessible web archive of all worker reputation data, including for profiles which have been disabled. This would allow workers to provide a URL to anyone they wish to provide their reputation data. How would this be encouraged/enforced?
  • Profile verificationHow does a worker prove that they are the owner of a publicly hosted reputation profile? There are a few technical solutions that could be explored here, like a public/private key verification or explorations around OAuth. Is it possible to create something that is secure, but also usable?
  • Decentralised open data standardA data standard for reputation data could be created, allowing automated transfer and use of reputation data by competing platforms or external services. Creating the standard would be the trickiest part here: is it possible to translate between both technical differences of different platforms (eg 5 stars versus 80%), but also the values inherent in them.
  • Centralised data holderPerhaps one way to help standardise and enforce this easy transfer of reputation data is to create some sort of legal entity responsible for holding and transferring this reputation data. A lot of discussion would have to be had about the legal framework for this: is it a government department, a charity, a de facto monopoly?
  • We also thought about ways to verify identity (by including an RSA public key), what a best practice data standard might look like (here’s an example in JSON), and what the import process might look like (via a mock competitor site). The code for all this is on Github, and everything above is available in a slide deck here.
  • I worry that the concept of “owning” people’s ratings reflects some deeper, more systemic issues around who “owns” things more generally in society. In the coming months, we’d like to keep working with like minded organisations to explore that idea more, as well as how the cumulative effects of those systems affect us all.
Aurialie Jublin

Salariés robots ? Amazon veut équiper ses employés d'un bracelet électronique... - 0 views

www.sudouest.fr/...-electronique-4170678-4938.php

robot amazon productivité controle

shared by Aurialie Jublin on 03 Feb 18 - No Cached
  • Aurialie Jublin on 03 Feb 18
     
    Ce système de traçage des mouvements des mains d'un employé "pourrait être utilisé pour surveiller la réalisation de tâches assignées" comme l'inventaire et la préparation des commandes, expliquent les documents officiels relatifs à ce brevet, révèle le site spécialisé Geekwire. Si un employé place ses mains au mauvais endroit, ou qu'il attrape le mauvais colis au moment de la collecte dans les entrepôts, le bracelet pourra émettre des vibrations. Un moyen de guider, mais aussi de surveiller les mouvements des salariés. Le dispositif pourrait aussi permettre de surveiller la durée des pauses prises par les employés.
Aurialie Jublin

Automation may require as many as 375 million people to find new jobs by 2030 - Quartz - 0 views

qz.com/...eople-to-find-new-jobs-by-2030

automatisation emploi chiffre

shared by Aurialie Jublin on 01 Dec 17 - No Cached
  • y 2030, up to 30% of the hours worked globally could be automated, according to a new report by the McKinsey Global Institute. Analysts in the consultancy’s research arm estimate that between 400 million and 800 million people could find themselves displaced by automation and in need of new jobs, depending on how quickly new technologies are adopted. Of this group, as many as 375 million people—about 14% of the global workforce—may need to completely switch occupational categories and learn a new set of skills to find work.
  • Notably, McKinsey argues that demand for work will increase as automation grows. Technology will drive productivity growth, which will in turn lead to rising incomes and consumption, especially in developing countries. Meanwhile, there will be more jobs in health care to meet the demands of aging societies and more investment in infrastructure and energy.
  • For these benefits to be realised, everyone needs to gain new skills, with governments and private companies taking on the unprecedented task of retraining millions of people in the middle of their careers. “Even if there is enough work to ensure full employment by 2030, major transitions lie ahead that could match or even exceed the scale of historical shifts out of agriculture and manufacturing,” the report says.
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  • There will be other challenges too. In advanced economies, there is a risk that automation will worsen the trend of income polarization, with demand for high-wage jobs increasing, and demand for medium-wage jobs falling. Also, displaced workers will need to find jobs quickly—preferably within a year—otherwise frictional unemployment (lots of people moving between jobs) could put downward pressure on wages.
  • Aurialie Jublin on 01 Dec 17
     
    "Fears that automation and machine learning will cause massive job losses and make people obsolete are starting to wane (well, unless you ask Stephen Hawking). Instead, there's a more optimistic prediction taking hold: that the new technology could actually lead to job gains. But the transition won't be easy."
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