Professional Documents
Culture Documents
back when the pace of institutional change some form of output (see Figure 1). In addition,
was measured in decades, even centuries. both have the capacity to create and use
Even through the first half of the 20th century, feedback; in other words, they can use their
organizations changed so slowly that their output to alter their input and refine their
essence could be captured in neat patterns internal processes.
of lines and boxes.
However, it wasn’t until the mid-1970s that
But in recent decades, the rapidly accelerating systems theory found wide acceptance among
pace of change has made that static model students of organizations. Building upon the
obsolete. The old model merely documented important work of earlier theorists (Daniel Katz
hierarchical arrangements; the new models and Robert Kahn, Jay Lorsch and Alan Sheldon,
have to capture the dynamics of fluid relation- and John Seiler), David Nadler and Michael
ships. The old model provided a reasonably Tushman at Columbia University developed a
clear snapshot of a moment in time; today, simple, pragmatic approach to organization
we need real-time, streaming video. dynamics based on systems theory. At roughly
the same time, Harold Leavitt at Stanford
This new approach to understanding organ- University and Jay Galbraith at MIT were
izations really started in the 1960s, when simultaneously grappling with the same
researchers at the Harvard Business School issues. Nadler and Tushman’s efforts led to the
and the University of Michigan began exploring development and refinement of the approach
the similarities between naturally occurring now known as the congruence model.
systems and human organizations. They
discovered some striking parallels. In very The congruence model suggests that in order to
basic terms, both take input from their fully understand an organization’s performance,
surrounding environment, subject it to an you must first understand the organization as
internal transformation process, and produce a system that consists of some basic elements:
Feedback
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THE CONGRUENCE MODEL
Critical What demands does What is the relative What have been the
Features the environment quality of the major stages or phases
make on the different resources of development of
of the organization? that the organization the organization?
Input for has access to?
Analysis
■ The input it draws from both internal and Basic Organizational Components
external sources
Input
■ The strategy it employs to translate its vision
into a set of decisions about where and how An organization’s input includes the elements
to compete, or, in the case of a government that, at any point in time, constitute the set of
agency, the public policy results it wants “givens” with which it has to work. There are
to achieve three main categories of input, each of which
affects the organization in different ways
■ Its output–the products and services it creates
(see Figure 2).
in order to fulfill its strategic objectives
1. The environment: Every organization exists
■ The critical transformation process through
within – and is influenced by – a larger envi-
which people, working within the context
ronment, which includes people, other
of both formal and informal arrangements,
organizations, social and economic forces,
convert input into output
and legal constraints. More specifically, the
The real issue is how the interaction of these environment includes markets (clients or
components results, for good or ill, in some customers); suppliers; governmental and
level of performance. So it’s important to be regulatory bodies; technological, economic,
clear about the nature of each component and and social conditions; labor unions; competi-
its role in the organizational system. tors; financial institutions, and special-
interest groups. The environment affects
organizations in three ways:
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THE CONGRUENCE MODEL
- It imposes demands. For instance, Resources may also include less tangible
customer requirements and preferences assets, such as the organization’s reputation
determine the quantity, price, and quality among key outside groups – customers,
of the offerings the organization can investors, regulators, competitors, etc.– or
successfully provide. its internal organizational climate.
- It imposes constraints ranging from capital 3. History: There is considerable evidence that
limitations or insufficient technology the way an organization functions today is
to legal prohibitions rooted in government greatly influenced by landmark events that
regulation, court action, or collective- occurred in its past. In order to reasonably
bargaining agreements. predict an organization’s capacity to act now
or in the future, you must understand the
- It provides opportunities, such as new market crucial developments that shaped it over
possibilities resulting from technological time – the strategic decisions, behavior of
innovation, government deregulation, or the key leaders, responses to crises, and the
removal of trade barriers. evolution of values and beliefs.
4
THE CONGRUENCE MODEL
Organizational
Environment Performance
Group/Unit
Resources Strategy The Organization Performance
History Individual
Performance
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THE CONGRUENCE MODEL
■ Individuals: The behavior, activities, and components: the work; the people who perform
performance of the people within the the work; the formal organizational arrange-
organization ments that provide structure and direction to
their work; and the informal organization,
In our organizational model, “output” is a sometimes referred to as culture or operating
broad term that describes what the organiza- environment, that reflects their values, beliefs,
tion produces – how it performs, and how and behavioral patterns.
effective it is. It refers to the organization’s
ability not only to create products and services The real challenge of organizational design is
and achieve results but also to achieve a certain to select from a range of alternatives the most
level of individual and group performance appropriate way to configure the organizational
within the organization. components to create the output required by
the strategy. To do this, it is essential to under-
The Organizational Transformation Process stand each organizational component and its
relationship to the others (see Figure 4).
The heart of the model is the transformation
process, embodied in the organization, which ■ The work: We use this general term to describe
draws upon the input implicit in the environ- the basic and inherent activity engaged in by
ment, resources, and history to produce a set the organization, its units, and its people in
of output. The organization contains four key furthering the company’s strategy. Since the
Informal
Organization
Input Output
The emerging arrange-
ments including
structures, processes
relationships, etc.
Work Formal
Organization
The basic and inherent
Strategy work to be done by The formal structures,
the organization and processes, and systems
its parts that enable individuals
to perform tasks
People
The characteristics
of individuals in
the organization
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THE CONGRUENCE MODEL
performance of this work is one of the primary ■ The informal organization: Co-existing along-
reasons for the organization’s existence, any side the formal arrangements are informal,
analysis from a design perspective has to start unwritten guidelines that exert a powerful
with an understanding of the nature of the influence on people’s collective and individual
tasks to be performed, anticipated work flow behavior. The informal organization encom-
patterns, and an assessment of the more complex passes a pattern of processes, practices,
characteristics of the work – the knowledge or and political relationships that embodies
skills it demands, the rewards it offers, and the values, beliefs, and accepted behavioral
the stress or uncertainty it involves. norms of the individuals who work for the
company. It is not unusual for the informal
Consider retail chains Harvey Nichols and organization to actually supplant formal
Wal-Mart. Both are engaged in furthering structures and processes that have been
their retailing efforts, each through markedly in place so long that they have lost their
different competitive strategies. Wal-Mart relevance to the realities of the current work
focuses on low cost and has processes environment.
designed to lower expenses and maintain
low prices. The U.K.’s Harvey Nichols, on
the other hand, caters to a more affluent The Concept of Fit
consumer base, offering customers a unique
The final element in the congruence model is
shopping experience with merchandise and
the concept of fit. Very simply, the organization’s
sales force positioned accordingly. Despite
performance rests upon the alignment of each
their differences, each engages in the basic
of the components–the work, people, structure,
work processes inherent in store-based
and culture– with all of the others. The tighter
consumer retailing.
the fit – or, put another way, the greater the
■ The people: It’s important to identify the congruence– the higher the performance.
salient characteristics of the people responsible
Russell Ackoff, a noted systems theorist, has
for the range of tasks involved in the core
described the phenomenon this way: Suppose
work. What knowledge and skills do they
you could build a dream car that included the
bring to their work? What are their needs
styling of a Jaguar, the power plant of a Porsche,
and preferences, in terms of the personal
the suspension of a BMW, and the interior of a
and financial rewards they expect to flow
Rolls Royce. Put them together and what have
from their work? What are their perceptions
you got? Nothing. They weren’t designed to go
and expectations about their relationship
together. They don’t fit.
with the organization? What are their
demographics, and how do they relate to The same is true of organizations. You can
their work? have stellar talent, cutting-edge technology,
■ The formal organization: This is made up streamlined structures and processes, and a
of the structures, systems, and processes high-performance culture– but if they aren’t
each organization creates to group people designed to mesh with each other, you’ve
and the work they do and to coordinate got nothing.
their activity in ways designed to achieve
Indeed, the congruence model suggests
the strategic objectives.
that the interaction between each set of
organizational components is more important
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THE CONGRUENCE MODEL
Individual – Formal To what extent individual needs are met by the organizational arrangements; to what extent
Organization individuals hold clear or distorted perceptions of organizational structures; to what extent
individual and organizational goals converge.
Individual – Work To what extent the needs of individuals are met by the work; to what extent individuals have skills
and abilities to meet work demands.
Individual – Informal To what extent individual needs are met by the informal organization; to what extent the informal
Organization organization makes use of individuals’ resources, consistent with informal goals.
Work – Formal Whether the organizational arrangements are adequate to meet the demands of the work; whether
Organization organizational arrangements tend to motivate behavior consistent with work demands.
Work– Informal Whether the informal organization structure facilitates work performance; whether it hinders or
Organization promotes meeting the demands of the work.
Formal Organization– Whether the goals, rewards, and structures of the informal organization are consistent with those
Informal Organization of the formal organization.
than the components themselves. Put another responsibility whenever possible, and trust in
way, the degree to which the strategy, work, the wisdom of playing it safe, then merely
people, formal organization, and culture are shuffling the boxes on the table of organization
tightly aligned will determine the organization’s won’t get the job done. The work, the people,
ability to compete and succeed (see Figure 5). and the formal structures might be right, but
the prevailing culture will keep getting in the
For example, consider two components: the way – a situation that will require some major,
work and the people. When the skills, knowledge, long-term changes. Without all the right pieces
and aptitude of the individuals involved match in place, performance will suffer.
the job requirements of the work at hand, you
can reasonably expect a relatively high degree In normal situations, managers constantly
of performance. make adjustments to maintain fit among the
various organizational components. However,
Now let’s assume that a restructuring has reas- companies periodically experience turbulence
signed people doing related work to different as the external environment exerts powerful
parts of the organization, separating them into forces – breakthroughs in technology, major
tightly bound units that lack sufficient processes changes in public policy, or the emergence
for sharing information and coordinating activity. of new players who alter the very basis of
In that case, the formal organization will competition, for example. During these
inevitably hinder performance, even if the periods, simply maintaining the alignment
right people are separately doing the right work. of the organizational components will be
insufficient, and in many cases, may well lead
Taking the argument one step further, assume
to disaster. These situations call for radical,
that the work at hand requires considerable
or discontinuous, change, which sometimes
autonomy, real-time decisions, and occasional
involves the profound overhaul of most, if
risks. However, if people have been conditioned
not all, of the organizational components.
over time to seek shelter in anonymity, evade
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THE CONGRUENCE MODEL
9
THE CONGRUENCE MODEL
4. Determine the problems. The next step is relatively obvious problems to more
to pinpoint specific gaps between planned extensive data collection. In addition, this
and actual output and to identify the associ- step requires predicting the consequences
ated problems – organizational performance, of various actions, choosing a course of
group functioning, or individual behavior, for action, implementing it, allowing time for
example. Where information is available, it the process to run its course, and evaluating
is often useful to identify the costs associated the impact.
with the problems or with the failure to fix
them. The costs might be in the form of Constantly be on the lookout for inappropriate
actual cost, such as increased expenses, or fit among all of the internal components of
of missed opportunities, such as lost revenue. the organization – the strategy, the work, the
formal and informal organizations, and the
5. Describe the organizational components. people. Poor fit among any of the organizational
This is where analysis goes beyond merely components – between people and their work
identifying problems and starts focusing requirements, between formal structures and
on causes. It begins with a data collection culture, and so on–can produce huge problems.
process on each of the four major compo-
nents of the organization. A word of caution: Nor can you assume that by changing one or
As we mentioned earlier, some of the most two components of the model, you will cause
serious problems are the result of changes the others to fall neatly into place. Profound
in the external business environment. So it’s change, in short, means working through the
important to consider strategic issues before entire model.
focusing too narrowly on organizational
causes for problems; otherwise, the organiza- Benefits of the Model
tion is in danger of merely doing the wrong
thing more efficiently. One of the congruence model’s major benefits
is that it provides a graphic depiction of the
6. Assess the congruence. Using the data that organization as both a social and technical
have been collected, the next step is to assess system (see Figure 6). Looking at the illustra-
the degree of congruence among the various tion of the model, think of the horizontal
organizational components. axis – the work and the formal organization–
as the technical-structural dimension of the
7. Generate hypotheses about problem causes.
operating organization. The vertical axis– the
This stage involves looking for correlations
people and the informal organization – make
between poor congruence and problems
up the organization’s social dimension. You
that are affecting output. Once these problem
can’t ignore either axis. In terms of congruence,
areas have been identified, available data are
everything has to fit.
used to test whether poor fit is, indeed, a key
factor influencing output and a potential Another way to think of those two dimensions
leverage point for forging improvement. is in computer terms. In recent years, the term
“hardware” has become synonymous with the
8. Identify the action steps. The final stage
technical-structural dimension of the organi-
is to identify action steps, which might
zation, while the term “software” has become
range from specific changes aimed at
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THE CONGRUENCE MODEL
Informal
Organization
Input Output
Environment System
Formal
Strategy Work Organization
Resources Unit
History Individual
People
shorthand for the social aspects that shape most successful strategy will be one that
the values, behavior, and performance of an accurately reflects your exclusive set of
organization’s people. The metaphor has environmental realities, and the most effective
become so widespread because it works so way for you to organize is to ensure that the
well – and underscores the central notion that organizational components both support
in both organizational and computer architecture, execution of your strategy and are congruent
it is the proper fit between the key compo- with each other and the unique aspects of
nents that ultimately drives performance. your organization. It is a contingency model
of how organizations operate and, as such, is
A second benefit of the congruence model is adaptable to any set of structural and social
that it avoids strapping intellectual blinders on circumstances.
managers as they think their way through the
complexities of change. The congruence model Third, this model helps you understand the
doesn’t favor any particular approach to organ- dynamics of change, because it allows you to
izing. On the contrary, it says: “There is no one predict the impact of change throughout the
best structure. There is no one best culture. organizational system. Major change almost
What matters is ‘fit.’” This model does not always originates in the external environment.
suggest that you try to copy your competitor’s It next shows up in comparisons of output to
strategy or structure or culture. It says your expectations, when people either experience
or anticipate changes. That leads to a review of
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THE CONGRUENCE MODEL
12
About Mercer Delta
Mercer Delta Consulting, LLC works with CEOs
and senior executives on the design and leadership
of large-scale change. In our work with the leaders
of major enterprises around the world, we support
successful change through our expertise in:
Organizational Architecture
Executive Leadership
Executive Team Development
Leadership Assessment and Development
Executive Succession
Change Management
Strategic Communication
Organizational Research
Corporate Governance
Collaborative Strategy Development
Merger and Acquisition Integration
Culture Change
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