It turns out that language has a crucial role in the way our frames for decisions inform our judgment. Let us consider the word ‘technology’ for example. Wikipedia quotes “The word technology refers to the making, modification, usage, and knowledge of tools, machines, techniques, crafts, systems, and methods of organization, in order to solve a problem, improve a preexisting solution to a problem, achieve a goal, handle an applied input/output relation or perform a specific function.” And to think that Sony's Walkman and Apple's Mac or the Tata's Nano are the only marks of technology!
Further it states “The human species' use of technology began with the conversion of natural resources into simple tools. The prehistorical discovery of the ability to control fire increased the available sources of food and the invention of the wheel helped humans in travelling in and controlling their environment. Recent technological developments, including the printing press, the telephone, and the Internet, have lessened physical barriers to communication and allowed humans to interact freely on a global scale.”
Hence, when a Human Resource Manager refers to the word ‘technology’ today, it is not surprising, that he / she may like to
1) contextualise for economic impact, especially when the self is reduced to a denominator, where the numerator is revenue or profit,
I would refer to a wise set of judgment criteria as laid out by Dr. Daniel Harrison as below
1. Job Specificity : How controlled is the play of technology? Is it based on workplace performance theory, where success is heightened when the role holder enjoys performance? Besides, does the technology also predict performance success with related characteristics such as fit with supervisor, work environment preferences, task preferences, life-interests, beyond just personality aspects that indicate behaviour preferences? Context matters.