In a digital society, more and more of our daily interactions take place through various digital platforms. In the sphere of work, these are digital work platforms. These platforms organize work using digital technology driven by algorithms. This affects communication practices in the sphere of work and traditional human resource management practices. It also increases the risks of precariousness in the labor market. Risks of precariousness arise from the following characteristics of platform work business models: extreme flexibility and optimization of the work process; constant and intensive monitoring and supervision of platform workers; digital communication and automated monitoring and decision-making on the situation of platform workers; dispersion and limited possibilities for connecting platform workers to improve working conditions. Communication practices in digital work platforms are characterized by: information asymmetry, non-transparency, and constant and intensive monitoring of the work and behavior of platform workers using algorithms. Furthermore, the algorithms are designed in such a way that they do not allow for internal communication between platform workers themselves. There are known practices from abroad that confirm that social networks can be appropriate communication tools for connecting platform workers in the community, with the aim of exchanging experiences, knowledge and joint strategies for improving working conditions.
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