This preview shows page 1. Sign up to view the full content.
Unformatted text preview: effective way
for you to organize is to ensure that the organizational components both support execution of your
strategy and are congruent with each other and
the unique aspects of your organization. It is a contingency model of how organizations operate and,
as such, is adaptable to any set of structural and
social circumstances. and impressions—to return to our earlier metaphor,
it’s a way to think about organizations as films
rather than snapshots. You can’t look at a complex
organization as a static pattern of photos, capturing a narrow scene as it existed at one point in
time, all neatly pasted in a scrapbook. Instead, it’s
a dynamic set of people and processes, and the
biggest challenge is to digest and interpret the constant flow of pictures—the relationships, the interactions, the feedback loops, all the elements that
make an organization a living organism. In the end,
it is those dynamics that make change at once so
fascinating and so challenging. Third, this model helps you understand the dynamics of change, because it allows you to predict the
impact of change throughout the organizational
system. Major change almost always originates in
the external environment. It next shows up in comparisons of output to expectations, when people
either experience or anticipate changes. That leads
to a review of strategy—what are we going to do
to regain or extend our competitive advantage?
Inevitably, this means changes in work and the
formal organization—which is where many companies stop, without undertaking the difficult but
critical job of reshaping the culture.
Finally, it’s important to view the congruence
model as a tool for organizing your thinking about
any organizational situation, rather than as a rigid
template to dissect, classify, and compartmentalize
what you observe. It’s a way of making sense out of
a constantly changing kaleidoscope of information The Congruence Model 13 References
Katz, D. and Kahn, R.L. The Social
Psychology of Organizations. New
York: John Wiley & Sons, 1966.
Lorsch, J.W. and Sheldon, A. “The
individual in the organization: A
systems view” in J.W. Lorsch and
P.R. Lawrence (eds.). Managing
Group and Intergroup Relations.
Homewood, Ill.: Irwin-Dorsey, 1972.
Nadler, D.A. Champions of Change:
How CEOs and Their Companies
Are Mastering the Skills of Radical
Change. San Francisco: Jossey-Bass,
Nadler, D.A. and Tushman, M.L.
Competing by Design: The Power of
Organizational Architecture. New
York: Oxford University Press, 1997.
Seiler, J.A. Systems Analysis in Organizational Behavior. Homewood, Ill.:
Slywotzky, A.J. and Morrison, D.J.
Profit Patterns: 30 Ways to Anticipate and Profit from Strategic Forces
Reshaping Your Business. New York:
Times Business, 1999. 14 Oliver Wyman – Delta Organization & Leadership The Congruence Model 15 About Oliver Wyman –
Delta Organization & Leadership
Oliver Wyman is building the leading global management
consultancy, combining deep industry knowledge with
specialized expertise in strategy, operations, risk management,
organizational transformation, and leadership development.
Delta Organization & Leadership works collaboratively with
CEOs and senior executives to meet the challenges of
building talent, accelerating organizational performance,
and driving business success. Our Executive Learning Center
provides top-tier executive education around the world,
designing and implementing customized programs that
develop the leaders you need to compete and grow. To obtain further information about
Oliver Wyman – Delta Organization
& Leadership, please contact us at
the telephone numbers below. Visit us online at
www.oliverwyman.com North America
Atlanta Philadelphia Boston Portland Chicago San Francisco Montreal Toronto New York We bring deep expertise and a track record of high-impact
solutions that minimize business risk by: United Kingdom
London: 44.20.7343.9500 Maximizing CEO and senior team effectiveness
Making your strategy work France
Paris: 220.127.116.11.01.30 Building an effective board
Managing the business of change Germany
Frankfurt Munich Redesigning your organization
Hamburg Developing a pipeline of the right leaders for your business
Securing commitment through communication and engagement
Bringing meaningful data to decision-making © 2003 Delta Organization & Leadership
LLC, a member of the Oliver Wyman
Group. All rights reserved....
View Full Document
This note was uploaded on 11/22/2009 for the course HR GM600 taught by Professor Na during the Spring '09 term at Keller Graduate School of Management.
- Spring '09