The core concepts are the same concepts of Gamification. People are nervous about the word gamification, but this is in fact the same theory. Glad to see others getting on board!
Gamification is one piece of the puzzle, and a good one. His ideas are closely related to those of William Glasser's "Choice Theory", which states that, after the motivation to have physiological survival, people are motivated by 4 things: Social Connectedness, Power/Skill (Mastery), Freedom (Autonomy), and Fun. I also see some connection to "Flow States" where Gamification helps to get people into that target zone where they are challenged enough to be engaged, but not so challenged that they feel overwhelmed.
The problem is not technology, it is more likely to be company culture that is not working well. No core values, no purpose, managers that don't relate well to their employees. People who are in the right jobs don't need motivating.
You misunderstand his use of "technology" in this context. He's using the term as a "artificial, man-made process". From my perspective, as a Leadership Studies major, what he's proposing is replacing the "Management Technology" with the "Leadership Technology". You are right that it is about culture, and Leadership is, in part, about creating and/or changing culture. Where you're not so correct is in the idea that it's just about what Leadership studies calls "organizational fit". Essentially, you're engaging in a variant of the "some people" excuse: "Some people won't work well in an organization with the kind of culture he's describing". But, his ideas are well-grounded in social psychology. Everyone wants Autonomy, Mastery, and Purpose. What Leadership Technology does is changes the company culture to be centered around those values.
