Publication: La salud psicosocial, una condición de trabajo decente: el “neo-taylorismo digital” en clave de (pérdida de) bienestar
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2020-02
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Abstract
La “gran transformación digital” de la economía y la empresa imponen modelos de organización del trabajo basado en la maximización del rendimiento o la productividad, porque diluye las fronteras entre el tiempo de trabajo y el tiempo de no trabajo, reduciendo a la menor expresión los “tiempos muertos”. Además, intensifica la vigilancia del trabajo de las personas. Si a principios del siglo XX se expandió el método de racionalización científica del trabajo con su mecanización, dividiendo las tareas de forma sistemática con el fin de aumentar la eficiencia y productividad (taylorismo o racionalización científica), no muy diferente, salvo por la infraestructura digital, es el paradigma del e-comercio que representa Amazon, y en general la “e-economía”, más allá incluso del capitalismo de vigilancia. Esta sobreexposición digital, dentro y fuera de la jornada de trabajo, deja emerger nuevas facetas o caras de los riesgos psicosociales en el trabajo (estrés tecnológico, fatiga digital, síndrome del quemado profesional, violencia y acoso digital, etc.).
De ahí la necesidad de “leyes de nueva generación” para regular esta transformación y asegurar una transición segura y saludable para las personas trabajadoras hacia el mundo digital. Entre esas leyes de nueva generación estaría la Ley Orgánica 3/2018 de protección de datos y garantías de derechos digitales (LOPDGDD). Esta ley de protección de datos reconoce el derecho a la desconexión digital, manda establecer políticas de prevención del riesgo de fatiga digital, etc. Sin embargo, la regulación que establece está plagada de vicios jurídicos (lagunas, contradicciones). Por lo que para su corrección por la vía interpretativa, en espera de una nueva reforma legal más propia de las leyes laborales, será muy útil integrar estos derechos y garantías en el sistema común de prevención de riesgos laborales. Este estudio identifica los principales rasgos de ese modelo de organización del trabajo basado en una suerte de neo-taylorismo digital, delimita el catálogo básico de riesgos psicosociales asociados a la digitalización del trabajo y se aproxima a los más significativos problemas aplicativos de los instrumentos preventivos recogidos en la LOPDGGD, acudiendo para su solución a las reglas y principios de la Ley de Prevención de Riesgos Laborales.
The “great digital transformation” of the economy and the company imposes models of work organization based on maximizing performance or productivity, because it dilutes the boundaries between working time and non-working time. In this model of work organization there is no place for “dead times”. In addition, it intensifies the monitoring of people’s work. If at the beginning of the 20th century the method of scientific rationalization of work was expanded with its mechanization, dividing the tasks systematically in order to increase efficiency and productivity (Taylorism), not very different, except for the digital infrastructure, it is the e-commerce paradigm that represents Amazon, and in general the “e-economy”, beyond even surveillance capitalism. This digital overexposure, inside and outside the workday, allows new facets or faces to emerge from psychosocial risks at work (technological stress, digital fatigue, burn-out syndrome, violence and digital harassment, etc.). To make the digital transition safe and healthy for workers, a new generation of laws is needed. Among these new generation laws would be Organic Law 3/2018 on personal data protection and guarantees of digital rights (LOPDGDD). This data protection law recognizes the right to digital disconnection outside workday, mandates the establishment of prevention policies to digital fatigue risk at work, etc. Employers must develop in-house policies laying down the right of employees to disconnect from work, with special emphasis on remote working using digital tools. However, the regulation it establishes is plagued by legal vices (gaps, contradictions). In order to correct these defects by means of interpretation, pending a new legal reform more appropriate to labor laws, it will be very useful to integrate these rights and guarantees into the common system of occupational risk prevention. This study identifies the main features of this work organization model based on a kind of digital “neo-Taylorism”, deli mits the basic catalog of psychosocial risks associated with the digitalization of work and approximates the most significant application problems of the collected preventive instruments in the LOPDGDD, resorting to its solution to the rules and principles of the Occupational Risk Prevention Law.
The “great digital transformation” of the economy and the company imposes models of work organization based on maximizing performance or productivity, because it dilutes the boundaries between working time and non-working time. In this model of work organization there is no place for “dead times”. In addition, it intensifies the monitoring of people’s work. If at the beginning of the 20th century the method of scientific rationalization of work was expanded with its mechanization, dividing the tasks systematically in order to increase efficiency and productivity (Taylorism), not very different, except for the digital infrastructure, it is the e-commerce paradigm that represents Amazon, and in general the “e-economy”, beyond even surveillance capitalism. This digital overexposure, inside and outside the workday, allows new facets or faces to emerge from psychosocial risks at work (technological stress, digital fatigue, burn-out syndrome, violence and digital harassment, etc.). To make the digital transition safe and healthy for workers, a new generation of laws is needed. Among these new generation laws would be Organic Law 3/2018 on personal data protection and guarantees of digital rights (LOPDGDD). This data protection law recognizes the right to digital disconnection outside workday, mandates the establishment of prevention policies to digital fatigue risk at work, etc. Employers must develop in-house policies laying down the right of employees to disconnect from work, with special emphasis on remote working using digital tools. However, the regulation it establishes is plagued by legal vices (gaps, contradictions). In order to correct these defects by means of interpretation, pending a new legal reform more appropriate to labor laws, it will be very useful to integrate these rights and guarantees into the common system of occupational risk prevention. This study identifies the main features of this work organization model based on a kind of digital “neo-Taylorism”, deli mits the basic catalog of psychosocial risks associated with the digitalization of work and approximates the most significant application problems of the collected preventive instruments in the LOPDGDD, resorting to its solution to the rules and principles of the Occupational Risk Prevention Law.
Description
Ponencia presentada en el Seminario "Los nuevos retos del trabajo decente: la salud mental y los riesgos psicosociales (ODS 3, 5, 8 y 10)" celebrado el 6 de junio de 2019 en el campus de Getafe de la Universidad Carlos III de Madrid.
Keywords
Bienestar en el trabajo, Riesgos psicosociales, Taylorismo digital, Acoso cibernético, Derecho a la desconexión digital, Well-being at work, Psychosocial risks, Digital Taylorism, Cyber bullying, Right to digital disconnection.
Bibliographic citation
Molina Navarrete, Cristobal. La salud psicosocial, una condición de trabajo decente: el "neo-taylorismo digital" en clave de (pérdida de) bienestar. En: Correa Carrasco, Manuel; Quintero Lima, María Gema (coord.). Los nuevos retos del trabajo decente: la salud mental y los riesgos psicosociales (Objetivos de Desarrollo Sostenible 3,5,8,10). Getafe; Universidad Carlos III de Madrid, 2020, pp. 8-37