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Thierry Nabeth

Report IPTS: Assessing the Benefits of Social Networks for Organizations: Report on the... - 0 views

ipts.jrc.ec.europa.eu/...pub.cfm

social_networking

shared by Thierry Nabeth on 22 Apr 13 - No Cached
  • Thierry Nabeth on 22 Apr 13
     
    The first phase of the SEA-SoNS ("Assessing the Benefits of Social Networks on Organizations") project aimed to analyse the current market situation for a limited number of social media stakeholders, to identify and analyse best practices for these selected stakeholders, and to define and prioritise relevant policy options. While social media technologies present several potential benefits to organisations, there are considerable challenges and bottlenecks affecting their adoption that may warrant policy intervention. To accomplish the objective of developing suitable policy options, the project undertook a range of research and data collection activities, including a review of the literature, a scoping workshop, semi-structured interviews, an on-line 'animation' of stakeholders, and a brainstorming workshop. The main results were presented at the Digital Agenda Assembly (DAA) 2012.
Aurialie Jublin

Google veut aider votre patron à surveiller votre boîte mail | Rue89 - 1 views

www.rue89.com/...a-surveiller-boite-mail-242191

google mail tictravail surveillance

shared by Aurialie Jublin on 10 May 13 - No Cached
  • Aurialie Jublin on 10 May 13
     
    "Et si Google vous surveillait au bureau, pour le compte de votre boss ? La firme américaine vient de déposer discrètement un brevet en ce sens. Le « Policy Violation Checker » (« vérificateur de violation de règles ») est un système capable de détecter des phrases « problématiques » contenues dans vos documents électroniques : des déclarations qui vous mettraient en infraction avec la loi, le règlement intérieur de votre entreprise ou votre contrat de travail."
anonymous

Gartner Says That by 2017, 25 Percent of Enterprises Will Have an Enterprise App Store - 0 views

www.gartner.com/...2334015

shared by anonymous on 19 Feb 13 - No Cached
  • anonymous on 19 Feb 13
     
    "Gartner Says That by 2017, 25 Percent of Enterprises Will Have an Enterprise App Store Growing Number of Enterprise Mobile Devices and Enterprise Adoption of MDM Will Drive Demand and Adoption of Enterprise App Stores Analysts Examine the State of the Industry at Gartner Application Architecture, Development By 2017, 25 percent of enterprises will have an enterprise app store for managing corporate-sanctioned apps on PCs and mobile devices, according to Gartner, Inc. Enterprise app stores promise greater control over the apps used by employees, greater control over software expenditures and greater negotiating leverage with app vendors, but this greater control is only possible if the enterprise app store is widely adopted.  "Apps downloaded from public app stores for mobile devices disrupt IT security, application and procurement strategies," said Ian Finley, research vice president at Gartner. "Bring your own application (BYOA) has become as important as bring your own device (BYOD) in the development of a comprehensive mobile strategy, and the trend toward BYOA has begun to affect desktop and Web applications as well. Enterprise app stores promise at least a partial solution but only if IT security, application, procurement and sourcing professionals can work together to successfully apply the app store concept to their enterprises. When successful, they can increase the value delivered by the application portfolio and reduce the associated risks, license fees and administration expenses."  Gartner has identified three key enterprise app store trends and recommendations of how organizations can benefit from them:  The increasing number of enterprise mobile devices and the adoption of mobile device management (MDM) by enterprises will drive demand and adoption of enterprise app stores. Enterprises already have numerous choices for downloading software onto PCs, but most of them don't include support for smartphones and tablets. Enterprises are beginning to f
Thierry Nabeth

EUWIN - the European Workplace Innovation Network - 0 views

ec.europa.eu/...index_en.htm

travail communauté

shared by Thierry Nabeth on 26 Aug 14 - No Cached
  • Thierry Nabeth on 26 Aug 14
     
    EUWIN is a growing international community of practitioners and researchers committed to new and better ways of working.
  • Thierry Nabeth on 26 Aug 14
     
    L'access à cette communauté: http://portal.ukwon.eu/
Thierry Nabeth

The Future of Work in the Age of the Machine. (about the Hamilton project at Brooking) - 1 views

www.brookings.edu/...achine-kearney-hershbein-boddy

travail tictravail future policy

shared by Thierry Nabeth on 03 Mar 15 - No Cached
  • Thierry Nabeth on 03 Mar 15
     
    The Hamilton Project explores the debate about how computerization and machines might change the future of work and the economy, and what challenges and opportunities this presents for public policy.
Aurialie Jublin

In the Sharing Economy, Workers Find Both Freedom and Uncertainty - NYTimes.com - 0 views

mobile.nytimes.com/...h-freedom-and-uncertainty.html

travail tictravail précarité économie collaborative liberté

shared by Aurialie Jublin on 18 Aug 14 - No Cached
  • In a climate of continuing high unemployment, however, people like Ms. Guidry are less microentrepreneurs than microearners. They often work seven-day weeks, trying to assemble a living wage from a series of one-off gigs. They have little recourse when the services for which they are on call change their business models or pay rates. To reduce the risks, many workers toggle among multiple services.
  • Certainly, it’s a good deal for consumers. Peer marketplaces democratize luxury services by making amateur chauffeurs, chefs and personal assistants available to perform occasional work once largely dominated by full-time professionals. Venture capital firms seem convinced.
  • In July, 9.7 million Americans were unemployed, and an additional 7.5 million were working part-time jobs because they could not find full-time work, according to estimates from the Bureau of Labor Statistics.There are no definitive statistics on how many people work in the gig economy. But according to a report from MBO Partners, a company that provides consulting services to independent contractors, about 17.7 million Americans last year worked more than half time as independent contributors, among them project workers.
  • ...4 more annotations...
  • Jamie Viggiano, senior director of marketing at TaskRabbit, says the company is trying to improve the situation for its 30,000 contractors in 19 cities in the United States. It recently instituted a sitewide minimum wage of $15 an hour. It also adopted a $1 million insurance policy, covering both clients and contractors, for any property damage or bodily harm that occurs while performing a job. Still, Ms. Viggiano says that “across the industry, we have only scratched the surface of helping freelancers work in the gig economy.”
  • Technology has made online marketplaces possible, creating new opportunities to monetize labor and goods. But some economists say the short-term gig services may erode work compensation in the long term. Mr. Baker, of the Center for Economic and Policy Research, argues that online labor marketplaces are able to drive down costs for consumers by having it both ways: behaving as de facto employers without shouldering the actual cost burdens or liabilities of employing workers.
  • Labor activists say gig enterprises may also end up disempowering workers, degrading their access to fair employment conditions.“These are not jobs, jobs that have any future, jobs that have the possibility of upgrading; this is contingent, arbitrary work,” says Stanley Aronowitz, director of the Center for the Study of Culture, Technology and Work at the Graduate Center of the City University of New York. “It might as well be called wage slavery in which all the cards are held, mediated by technology, by the employer, whether it is the intermediary company or the customer.”
  • TaskRabbit has started offering its contractors access to discounted health insurance and accounting services. Lyft has formed a partnership with Freelancers Union, making its drivers eligible for the advocacy group’s health plan and other benefit programs.That may not be enough. Dr. Standing, the labor economist, says workers need formal protections to address the power asymmetries inherent in contingent work. International rules, he says, could endow gig workers with basic entitlements — like the right to organize and the right to due process should companies seek to remove them from their platforms.
  • Aurialie Jublin on 18 Aug 14
     
    Le business de la "sharing economy", c'est encore beaucoup la précarité des "employés".
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."
Aurialie Jublin

Falling wages caused more by trade union decline than robots | Apolitical - 0 views

apolitical.co/...rade-union-decline-than-robots

technologie syndicat salaire chiffre

shared by Aurialie Jublin on 11 Apr 18 - No Cached
  • The pair said that the influence of new technology was much less noticeable. “While we also find evidence for a negative impact of technological change,” they said, “the effect seems to be less significant since the mid-1990s.”
  • The writers looked at how three factors — technological change, the process of globalisation, and shifts in worker bargaining power — influenced the slump in wage share. “Our results indicate that the decline… can be attributed to globalisation and a decline in bargaining power of labour,” Guschanski and Onaran wrote.
  • The pair pointed out that middle-skilled workers they studied had suffered worst from the impact of technological change, meaning that responding to new technology simply by boosting skills training, rather than bolstering unions, might not help in the long term.
  • Aurialie Jublin on 11 Apr 18
     
    "Are lacklustre wages an inevitable consequence of globalisation and technological change? Or has policy had a role to play? Technology, according to new research presented at the annual conference of the UK's Royal Economic Society, is not in itself the problem. Instead, a mix of globalisation and the decline of worker bargaining power have been responsible for employees' woes. And, the paper suggests, bolstering trade unions would be a better way to shore up workers in the future than skills training."
Thierry Nabeth

Smart machines and the future of jobs - The Boston Globe - 0 views

www.bostonglobe.com/...story.html

travail future

shared by Thierry Nabeth on 11 Oct 16 - No Cached
  • Thierry Nabeth on 11 Oct 16
     
    We need to pursue policies so that In this article, I'll try to predict some of the key implications of the coming "smart economy," and even more important, key policies that we should pursue sothe coming generation of smart machines works for us, rather than humanity working for the machines.
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

Workers at Facebook (FB), Tesla (TSLA) and Amazon (AMZN) might as well work at Walmart ... - 1 views

qz.com/...-might-as-well-work-at-walmart

condition de travail gafa

shared by Aurialie Jublin on 30 May 17 - No Cached
  • Aurialie Jublin on 30 May 17
     
    "I've seen people pass out, hit the floor like a pancake, and smash their face open," a worker at Tesla's "factory of the future" told the Guardian in a report published this week. "They just send us to work around him while he's still lying on the floor." The Guardian report described long hours and intense pressure to meet CEO Elon Musk's production goals-even if that means enduring or ignoring injuries. Since 2014, according to the report, hundreds of ambulances have been called to the factory to treat workers. This portrayal doesn't quite jive with Musk's world-changing vision. And Tesla isn't only Silicon Valley company facing this type of irony. Technology companies' reputations as employers often stem from how they treat highly paid engineers, but many also employ thousands of blue collar workers. Tech workers at these companies receive high pay, elaborate perks, and progressive workplace policies, but blue collar workers for the same companies often work in circumstances that look much less...
Aurialie Jublin

Book Review: Metric Power by David Beer | British Politics and Policy at LSE - 0 views

blogs.lse.ac.uk/...iew-metric-power-by-david-beer

mesure travail valeur

shared by Aurialie Jublin on 12 Dec 16 - No Cached
  • Aurialie Jublin on 12 Dec 16
     
    "In Metric Power, David Beer examines the intensifying role that metrics play in our everyday lives, from healthcare provision to our interactions with friends and family, within the context of the so-termed data revolution. This is a book that illustrates our growing implication in, and arguable acquiescence to, an increasingly quantified world, but, Thomas Christie Williams asks, where do we locate resistance?  "
Aurialie Jublin

The economic value of skills: Skills that pay the bills | The Economist - 0 views

www.economist.com/...economic-value-skills

compétence valeur travail

shared by Aurialie Jublin on 17 Jan 14 - No Cached
  • Why? The authors conduct a series of regressions and, some would argue, show the limitations of social-democratic policies:[R]eturns to skills are systematically lower in countries with higher union density, stricter employment protection, and larger public-sector shares.The analysis shows, for example, that a 25% point increase in union density (the difference, say, between Belgium and the United Kingdom) leads to a 3.5% point lower wage increase for each one-standard-deviation increase in numeracy skills.
  • Aurialie Jublin on 17 Jan 14
     
    "Overall, the effect of skills on earnings (what economists call "returns-to-skills") is unsurprising. The authors focus on numeracy and show that people with more skills earn more. A one-standard-deviation increase in numeracy skills is associated with an 18% wage increase among "prime-age" workers (workers between 25 and 54)."
Aurialie Jublin

Travailler six heures par jour, un nouveau projet suédois | Slate.fr - 2 views

www.slate.fr/...er-six-heures-par-jour-suedois

temps travail projet

shared by Aurialie Jublin on 09 Apr 14 - No Cached
  • L’objectif de cette expérimentation: créer de l’emploi, et augmenter la productivité des travailleurs. En effet, plusieurs études démontrent que des journées plus courtes affectent positivement la productivité. The Economist, en s’appuyant sur les chiffres de l’OCDE, montre que «plus on travaille, plus notre productivité diminue», comme le synthétise Policy Mic.
  • Aurialie Jublin on 09 Apr 14
     
    "Et si l'on ne travaillait plus que six heures par jour? C'est ce que propose Mats Pilhem, maire adjoint de Gothenburg, en Suède. Le journal The Local explique que ce politicien, membre du parti de gauche, veut mener une expérimentation dans sa ville, en réduisant le nombre d'heures de travail."
Stanislas Jourdan

Counter-commodification: The Economy of Contribution in the Digital Commons - 0 views

www.academia.edu/...ibution_in_the_Digital_Commons

digiwork exploitation

shared by Stanislas Jourdan on 27 Dec 13 - No Cached
  • Stanislas Jourdan on 27 Dec 13
     
    "As digital production is at the very heart of cognitive capitalism, the digital commons is not just any other disruption of the process of commodification. This is the field of a fierce struggle over the future of the Internet and the future of capitalism itself. It is potentially the moment which moves back the frontiers of measurement, value and quantification towards qualities, values and an expansion of the gift economy. For this potential to unfold, it is vital that those who are giving, sharing, and contributing for the benefit of humanity are supported by global policies that enable them to do so. They have to be supported because their gifts are not based on reciprocity and the obligation to return the gift. This is an argument about the future of digital labour. The article concludes that this could be achieved through a global basic income scheme."
Aurialie Jublin

Lessons from converting to no-management company-- in just two days - 1 views

www.fastcolabs.com/...ement-company-in-just-two-days

holocratie autonomie management hiérarchie travail

shared by Aurialie Jublin on 12 Mar 14 - No Cached
  • According to Aaron Dignan, the CEO of the management consultancy Undercurrent in New York, holacracy's minimization of hierarchies enables companies to react faster in the marketplace. His own company converted to holacracy six months ago, and it now works with companies such as GE and American Express. "It's freed us up to be faster and be more adaptive in the long run," he says.
  • Contrary to popular belief, Holacracy does not eliminate hierarchies altogether. Each circle has a designated leader, who has the authority to appoint others into roles within the circle, but changes to the circle's governing policies must be agreed upon by all of its members. Employees may belong to several circles, but no one--not even Dignan--belongs to them all.
  • Undercurrent's new structure has changed how employees' overall responsibilities are assigned. By defining each role in the company independent of job title, it is easier to bundle roles more logically and ensure that employees aren't juggling an unmanageable number of responsibilities. Most employees at Undercurrent, Dignan says, have five to seven discrete roles in their positions.
  • Aurialie Jublin on 12 Mar 14
     
    "Six months ago, a New York-based consulting company named Undercurrent took a dose of its own medicine by becoming a holacracy: the management structure used by GitHub and Zappos. Here's how they did it."
Thierry Nabeth

ICT for Employment and Employability -The Future of Work - EC/JRC/IPTS - 0 views

is.jrc.ec.europa.eu/...oyability-TheFutureofWork.html

travail future prospective

shared by Thierry Nabeth on 17 Dec 15 - No Cached
  • Thierry Nabeth on 17 Dec 15
     
    In the context of the European Employment strategy, the Agenda for New Skills and Jobs, the Grand Coalition for ICT Jobs, and specifically in its 2012 EMPLOYMENT PACK, the JRC-IPTS is conducting research to inform policy makers on some of the new forms of work and pathways to employability mediated by the internet.
Aurialie Jublin

Microsoft Bug Testers Unionized. Then They Were Dismissed - Bloomberg - 0 views

www.bloomberg.com/...nized-then-they-were-dismissed

microsoft digital labor droit travailleurs individu syndicat plateforme

shared by Aurialie Jublin on 23 Aug 18 - No Cached
  • In California, Uber, Lyft, TaskRabbit, and a half-dozen other companies are lobbying to defang a court ruling that could make it difficult to avoid reclassifying such workers as employees. And in Washington, the Republican-dominated National Labor Relations Board has made moves to undo an Obama-era precedent that could make big employers legally liable for contract workers even if they have only indirect control over them.The GOP takeover in Washington is one reason the Temporary Workers of America, a union of bug testers for Microsoft Corp., gave up on what had been, for people in the software world, an almost unheard of unionization victory, says the group’s founder, Philippe Boucher.
  • Boucher and his ex-colleagues are among a growing population of tech workers, including many Uber drivers, Amazon.com warehouse loaders, and Google software engineers, who lack the rights and perks of those companies’ full-fledged employees.
  • Google parent Alphabet Inc. now has fewer direct employees than it does contract workers, some of whom write code and test self-driving cars.
  • ...2 more annotations...
  • “Companies are deciding they don’t want to make long-term commitments to people, and they’re using a variety of devices to shift that work out,” says David Weil, dean of Brandeis University’s social policy and management school who oversaw federal wage-and-hour enforcement during the Obama presidency.
  • To help demonstrate that Microsoft was a joint employer, the union provided documents such as an email appearing to show a Lionbridge manager sharing performance metrics with Microsoft counterparts and a list of Microsoft managers who worked in the same office and oversaw Lionbridge employees’ work—at least one of whom listed his management of contractors on his LinkedIn résumé.
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

'More empathy means more profit': why the business world is getting emotional | People ... - 0 views

www.theguardian.com/...ess-world-is-getting-emotional

empathie business valeur

shared by Aurialie Jublin on 29 Jan 18 - No Cached
  • “More empathy means more profit, but also happier, more loyal staff,” says Parmar, adding that this is particularly true of the millennial generation. “The people driving the empathy revolution are millennials. They will sacrifice money for meaning, and want emotional recognition. They don’t want an annual performance review. They want a text message to say they rocked it in that presentation.”
  • The creation of an empathy framework within an organisation gives employees a sense of autonomy and control over their work, and an understanding of what is expected of them. At HubSpot, a marketing and sales software company, empathy has been part of the firm’s cultural code since 2013, but work to embed the policy began more recently. Along with producing a video, it worked on identifying what it means to be empathetic in the workplace, encouraging staff and the leadership team to share personal experiences, and rewrote its maternity and paternity guidelines to make it easier for parents transitioning back to work.
  • Aurialie Jublin on 29 Jan 18
     
    "Is empathy training another workplace fad, or can it really help companies succeed?"
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