Sistema Regional de Información
en línea para Revistas Científicas de América Latina,
el Caribe, España y Portugal

Technology advances exponentially, bringing with it a series of challenges and changes for the industrial and business sector. The fourth industrial revolution generates political, social, economic problems and in all fields at the organizational level; difficulties that we must be able to solve, emphasizing people management as an important factor when considering human resources as the key to the competitiveness of companies. Thus, the main objective of this study is to identify the competencies that will be required of workers for the adoption of Industry 4.0, focused on the selection, training and evaluation of people. This is a qualitative study, where 21 people involved with the industry participate, from 18 Ecuadorian companies in order to find additional skills to those obtained from a literature review; obtaining with this 26 critical competencies divided into four groups.

Reseña de la obra de Weeks, K. (2020). El problema del trabajo. Feminismo, marxismo, políticas contra el trabajo e imaginarios más allá del trabajo. Madrid: Traficantes de Sueños.

The diversification of work and employment situations in Spain is causing important difficulties for workers to have collective representation. Many of these situations are far from new, such as those of bogus or dependent self-employed workers, those of employees in small workplaces and those of workers with short-term jobs. Other situations are new, such as platform workers. The article analyzes strategies and practices developed by trade unions, riders’ associations, cleaning maids and home care assistants in order to respond to these difficulties. The article shows growing experimentation in strategies and practices aimed at representing these groups of workers, by the most representative but also smaller trade unions. Moreover, the article also explores the representation strategies carried out by abovementioned associations.

The characteristics of work on digital platforms have generated new forms of resistance and mobilization. This article discusses some of the realities of mobilization and organization in the conflict of the platforms through an analysis of the discourse of workers and ex-workers who have mobilized in recent years, being active in one way or another in the conflict. In this way, we analyse how traditional trade union organizations, practices and formulations have been challenged, thus generating new or re-adapted forms of trade unionism in a new field such as that of digital platforms. This research focuses on the case of digital platforms for food delivery and couriers in Spain.

This article examines the epistemological value of the Theory of Trade Union Power Resources, redefined, for the analysis of union organization strategies. For this purpose, the case of Correos is analyzed. The analysis, based on in-depth interviews with employees, trade unionists and company managers, confirms the sociological plausibility of this theory. The results show that, despite having to face a very unfavorable business strategy, unions have managed to maintain levels of presence, audience and influence far above the Spanish average, and that this achievement is based on real strategies aimed at maximizing their power resources.

Con un título más que sugerente, Capitalismo Sugar Daddy. La cara oculta de la nueva economía, Peter Fleming nos ofrece un retrato de las principales tendencias que se dan en el mundo de los negocios hoy. Dicho autor inicia su obra a partir del caso de Harvey Weinstein, que vio la luz en octubre de 2017 (y que dio lugar al conocido movimiento #MeToo), que le sirve como puerta de entrada al tema central de su obra: las consecuencias sociales de la progresiva desformalización del capitalismo occidental relacionado con el individualismo de mercado, bases centrales de la economía neoclásica. Si bien cuestiones como el acoso o abuso sexual no son el tema central de esta obra, sirven a Fleming para subrayar la progresiva desaparición de la oficialidad y la protección reglamentaria del mundo de los negocios, para dar paso a un momento histórico donde las conexiones, los favoritismos y el tráfico de influencias se han convertido en una pieza clave de la economía y el trabajo, propiciando un mundo laboral plagado de situaciones extremas.

The 2010 and 2012 reforms have deeply changed the rules on employment protection. The combined effect of both reforms consists of a reduction in the guarantees of workers, who are now much more exposed to terminations of contracts, fair or unfair. Regarding disciplinary dismissal, the new legislation have eased unfair dismissal, through a series of changes that, broadly speaking, reduce compensation and encourage companies to opt for the termination of the contract and not for reinstatement. With regard to dismissal for economic, technical, organizational or production reasons, the novelties have consisted in reducing their intensity and in removing very varied procedural guarantees. In this article, a critical commentary on both reforms is developed, focusing on the period between 2010 and 2019.

The objective of this article is to formulate some theoretical approaches to the principles of labor law, linking its functions and protective content to its current validity and effectiveness. Its approach is divided into three fundamental axes for its better understanding. The first is aimed at general principles of law: its conceptualization, difference from other sources of law and the evolution of its normative function. The second section seeks to the protective principle and its foundation, through three basic questions: who is protected? Why? And how does it do it? And then go to a briefly describe of process of its legal, constitutional, and jurisprudential reception in our regulatory system. The last axis, for its part, will be destinated to provide a general overview of the present protection system and some of the main limitations it has fulfill its objective.

The spaces in which collective bargaining currently takes place and those others that remain to be explored will endow its structure with greater complexity. In addition to the emergence of new recruitment units, mainly for companies, there are other realities that contribute to the drawing of a negotiated structure that adds diffuse profiles that are scarcely predefined. The challenge is to move towards decent working conditions, adjusted to the changing realities of sectors and companies, their needs and transformation -leaving aside orientations unrelated to the construction of equitable and just social relations- which, facilitated by agreement and dialogue, ensure that collective bargaining is fully administered by those who are part of it, developing their own rules of action. The proposed lines of action, based on reinforcements to representativeness and legal certainty and on the enrichment of conventional content, are closely connected with the maintenance of the validity of the collective agreement denounced, the internal coordination of recruitment and the non-application of negotiated working conditions.

En “Capitalismo 1679-2065”, Santiago Niño-Becerra analiza la evolución del sistema capitalista. Para ello divide la obra en tres apartados principales: (1) origen filosófico del capitalismo en el siglo XVII; (2) evolución de los cuatro modelos del capitalismo entre los siglos XVIII y XXI; y (3) declive y agotamiento próximo del sistema capitalista en torno a la segunda mitad del siglo XXI.