TECHNOLOGY MANAGEMENT

Module V
HUMAN ASPECTS IN TECHNOLOGY
MANAGEMENT
Intergration of people and technology
• Process of bringing together technology and
human resources in order to improve
efficiency ,productivity and overall
performance.
• This integration can happen in - work
processes,communication and decision
making.

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Key benefit of integrating people and
technology is efficiency improvement.
• Automation and the use of technology can
streamline the repetitive tasks ,freeing up
time for employees to focus on more strategic
and creative work.
• Technology can provide real-time data and
analytics ,enabling organisations to make
informed decisions more quickly and
effectively .

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• Improved communication and collaboration.
-communicate and work together more
effectively ,regardless of location or time zone .
-increase productivity,faster decision making
and better outcomes.

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Drawbacks
• Widespread use of technology in workplace
can lead to burnout,decreased face-to-face
interaction and reduced job satisfaction.
• Also ethical concerns- such as privacy and
security.

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HUMAN FACTORS TO BE CONSIDERED
IN TECHNOLOGY MANAGEMENT
1.User experience(UX):
Technology managers must consider the user
experience when developing products and
services.This includes - ease of use, functionality
and design.
Poor user experience can lead to decreased
customer satisfaction and reduced adoption of
technology.

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2.Workforce impact
- Displacement of certain jobs, the need for
upskilling and reskilling and the creation of new
jobs.
-Technology managers must consider the
workforce impact when developing technology
and ensure that employees have the necessary
skills to perform their jobs effectively.

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3.Privacy and security
• Data breaches,cyber attacks and other
security incidents can have serious
consequences for individuals and
organisations .
• Technology managers must ensure that
privacy and security measures are in place to
protect personal data.

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4. Ethics and social responsibility:
• Technology companies have responsibility to
ensure that their products and services are
used ethically and responsibly.
• This includes issues such as digital
inequalities,cyberbullying and hate speech.
• Technology managers must consider these
ethical and social considerations when
developing technology.

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5.Regulation
• There are a growing number of laws and
regulations aimed at governing the
development and use of technology ,including
data protection ,privacy and intellectual
property laws.
• Technology managers must be aware of these
regulations and ensure that technology is in
complaince with the relevant laws and
regulations.

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ORGANISATIONAL FACTORS IN
TECHNOLOGY INTEGRATION

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PSYCHOLOGICAL FACTORS IN
TECHNOLOGY INTEGRATION
Integration of technology in our daily lives has
led to several psychological impacts ,
1.Addiction: over use of technologycan lead to
addiction and affect our ability to engage in face
to face communiction.
2.Social isolation: Dependance on technology
for social interactions can lead to social isolation
and decreased empathy.

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3.Decreased attention span:

4.Increased anxiety and stress:

5.Impacts on sleep:

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Psychological effects on employees,
1. Job stress
2.Decreased job satisfaction
3.Decreased work-life balance.
4.Changes in teamwork and collaboration
5.Impacts on training and development
6.Digital Divide

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Organisational structure and
technology management
Types of organisational structures,

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1.Hierarchical structure:

• Traditional top-down approach

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2.Flat Structure :
This type of structure is characterised by fewer
levels of management,increased delegation of
authority ,and a focus on teamwork and
collaboration.

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3.Matrix structure:

• This structure combines features of both

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4.Network Structure:
This structure is decentralised and flexible , with
companies outsourcing work to other
organisations and relying on virtual teams to get
work done.

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5.Functional Structure:
This structure groups employees by functions ,
such as marketing ,finance or operations , with
each functional group reporting to a top level
manager.

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6.Divisional Structure:

This structure groups employees by product

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Key elements of organisational
structure to consider in technology
management.
1.Centralized vs decentralized:
Structure of organisation can be either
centralized or decentralized.
A centralized structure puts decision -making
power in the hands of a few individuals , while a
decentralized structure allows for more decision
making power to be distributed throughout the
organisation.

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2. Hierarchical Vs Flat :
• Hierarchical structure:-clear chain of
command ,with decisions being made at top
level and communicated downward.
• Flat structure:-has less formalised levels of
authority and decision making is more
decentralised.

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3.Matrix structure:
• combines elements of centralised &
decentralised
• Allows cross functional teams to work
together effectively.
• employees may report to multiple
managers,allowing for more flexible and
effective collaboration.

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4.Division of responsibilty:
-Who is responsible for decision making, and
who is responsible for ensuring technology is
integrated into the business.

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Organisation structure of an IT firm
1.Project based structure.
2.Technical and business units
3.Cross-functional teams.
4.Matrix structure
5.Centralised / decentralised.

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Human resource management in R&D
and innovation
1.Attracting and retaining talent
2.Managing project teams
3.Motivating employees.
4.Supporting continuous learning
5.Maintaining work-life balance.

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1.Attracting and retaining talent:
• It is a major challenge for R&D organisations ,
as the demand for skilled researchers and
engineers is high and competition for talent is
intense.
• They have to offer competitive salaries and
benefits ,as well as supportive and challenging
work environment to attract and retain top
talent.

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2.Managing project teams:
• R&D organisations often need to manage
large and complex project teams, composed
of individuals with diverse skills, backgrounds
and personalities.

3.Motivating employees:
• Motivate employees to remain engaged and
productive even when projects are long and
challenging.
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4.Supporting continuous learning:
• Support continuous learning and professional
development for employees inorder to keep
them up-to-date with latest developments in
their fields.
5.Maintaining work-life balance:
• Work-life balance has to be maintained, as the
demanding and often unpredictable nature of
R&D work can create significant stress and
burnout.
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TECHNOLOGY ASSESSMENT
• Technology asssessment is the systematic and
comprehensive evaluation of new and
emerging technologies to assess their
potential impacts ,benefits,and risks.

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1. Objectives
2. Process
3. Data and information
4. Stakeholder engagement
5. Final report or recommendation.

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1.Objectives:
• It is to provide information about the potential
benefits ,risks and impact of new technologies
and help decision makers make informed choices
about the develoment and use of these
technologies.

2.Process:
• It involves the several steps including the
identification of new and emerging
tehnologies,the collection and anaysis of data
and information,engagement of
stakeholders,final report.

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3.Data and information:
• Technology assessment involves the collection
and analysis of data and information from a
wide range of sources including scientific
studies ,government reports,industry data and
public opinion survey.
4.Stakeholder engagement:
• It involves the engagement of a wide range of
stakeholders including government agencies ,
industry,academia, and general public.

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5.Final report or recommendation:
• The technology assessment process
culminates in the preparation of a final report
or recommendation that summarises the
findings of the assessment and provides
recommendations for decision makers.

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ENVIRONMENTAL IMPACT
ASSESSMENT
• EIA is a process of evaluating the potential
effects of a proposed project or development
on the environment.
• It is a crucial tool used to identify and assess
the positive and negative impacts that a
project may have on the environment
,including its impacts on air,water ,soil,flora
and fauna, as well as on human health and
communities.

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• EIA process begins with identification of a
proposed project and selection of an EIA
consultant.Consultant is responsible for
conducting EIA.
• EIA reports includes assessment of project’s
direct and indirect effects on the enviroment.
• Direct effects are the immediate impacts of the
project_ such as emissions from construction or
operation,changes in water quality or destruction
of habitats.
• Indirect effects are secondary impacts that result
from the project , such as changes in land use
patterns, traffic patterns or economic activity.
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• The EIA process is a critical step in the decision
making process for proposed projects,as it
provides important information about the
potential environmental impacts of a project.

• The results of the EIA help decision makers to

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