Taylorism on steroids or enabling autonomy? A systematic review of algorithmic management

The use of algorithmic management systems is rapidly changing organizational models and practices, as millions of workers in multiple sectors worldwide are managed by computer software. Despite receiving increasing academic interest, little summarizing literature exist on the ways algorithmic systems are used in management. This article aims to fill this gap by systematically reviewing and qualitatively analyzing 172 articles on the topic. Our research contributes to the existent algorithmic management literature in three ways. First, we provide a descriptive overview of algorithmic management as a field of research. Second, we identify and synthesize the discussion on the key concepts of the topic, namely how algorithmic management: (1) simultaneously restrains and enables workers’ autonomy—yet income dependency and other factors force inflexible work practices; (2) creates a complex, digital version of Taylorism; and (3) creates new and changes existing organizational power structures. Third, as our main theoretical contribution, we create the framework of Algorithmic Management Grid that demonstrates the ways in which organizations use algorithmic systems in management. The Algorithmic Management Grid illustrates how, in both novel and traditional organizational models, algorithmic management may be used with emphasis either on controlling or enabling workers. Based on the reviewed literature, we claim that so far, companies have mostly utilized algorithmic systems in a controlling manner, neglecting the technology’s enabling potential in organizing.publishedVersionPeer reviewe

COVID-19 Remote Work: Body Stress, Self-Efficacy, Teamwork, and Perceived Productivity of Knowledge Workers

Due to COVID-19, companies were forced to adopt new work processes, and reduce modern work environments such as collaboration spaces. Pro-fessionals from many fields were forced to work remotely, almost over-night. Little is known about the impact of such non volunteer, long-term remote work on productivity, stress, and other key aspects of work perfor-mance. To further our understanding of the impacts of this situation and re-mote work in general, we conducted an exploratory study by studying 28 knowledge work professionals (researchers, software developers, interior designers, service designers, and development consultants) from the view-point of perceived productivity and aspects affecting it in this unusual set-ting. Early results showed the positive influence of self-efficacy and team-work on productivity during the remote work, while no moderating effect of measured physical stress on productivity either through the intrinsic or so-cial factor was present

Algorithmic leadership and algorithmic management : a systematic literature review

Digitalization and automation technologies are transforming our lives, work dynamics and organizations. They give birth and enable totally new forms of organizational design – labor platforms, such as Uber, Wolt, Upwork and many other, - represent a new phenomenon, with a new managerial practice, in which the role of a human manager is diminished or non-existent. Over and above, both industry and research talk about potential of Artificial Intelligence to be part of the corporate board of organizations or even fully leading the course of their action. Some of these technology applications, like algorithmic leadership, are still yet to come, with many things to weight and consider before their implementation. At the same time, some have already been here as a real practice - algorithmic management – a system that is able to coordinate, monitor and organize workforce on its own, without human intervention. Due to these contemporary practices being topical at the moment and also, generally, fascinating to explore, this systematic review summarises the evidence of the present research done within the field. Its findings bring value for the advancement of research and for the industrial implementations of automation technologies for mediating management of the workforce. Among the main discoveries was the lack of communication in the work arrangement under algorithmic management, between all the parties involved – workers, organization and the system. A significant number of researchers in the field highlights the importance of social media usage, while some suggest that there is still a place, yet a different one, for human managers within these modern working structures

Taylorism on steroids or enabling autonomy? A systematic review of algorithmic management

The use of algorithmic management systems is rapidly changing organizational models and practices, as millions of workers in multiple sectors worldwide are managed by computer software. Despite receiving increasing academic interest, little summarizing literature exist on the ways algorithmic systems are used in management. This article aims to fill this gap by systematically reviewing and qualitatively analyzing 172 articles on the topic. Our research contributes to the existent algorithmic management literature in three ways. First, we provide a descriptive overview of algorithmic management as a field of research. Second, we identify and synthesize the discussion on the key concepts of the topic, namely how algorithmic management: (1) simultaneously restrains and enables workers’ autonomy—yet income dependency and other factors force inflexible work practices; (2) creates a complex, digital version of Taylorism; and (3) creates new and changes existing organizational power structures. Third, as our main theoretical contribution, we create the framework of Algorithmic Management Grid that demonstrates the ways in which organizations use algorithmic systems in management. The Algorithmic Management Grid illustrates how, in both novel and traditional organizational models, algorithmic management may be used with emphasis either on controlling or enabling workers. Based on the reviewed literature, we claim that so far, companies have mostly utilized algorithmic systems in a controlling manner, neglecting the technology’s enabling potential in organizing.peerReviewe