Obviously, too, the individual-task congruence relationship encompasses more factors than just knowledge and skill. Similarly, each congruence relationship in the model has its own spe• cific characteristics. Research and theory can guide the assessment of fit in each relationship. For an overview of the critical elements of each congruence relationship, see Figure 3,
Md.el for Organizational Behavior
Figure 3. Definitions of Fits
Fit Issues
How are individual needs met by the organizational arrange-
ments? Do individuals hold clear or distorted perceptions of organizational structures? Is there a convergence of individual and organizational goals?
Individual/Task How are individual needs met by the tasks? Do individuals have skills and abilities to meet task demands?
Individual/Informal
How are individual needs met by the informal organization? How does the informal organization make use of individual resources consistent with informal goals?
Task/Organization Are organizational arrangements adequate to meet the demands of the task? Do organizational arrangements motivate behavior that's consistent with task demands?
Task/Informal ù)es the informal organization structure facilitate task perfor-
orwiization mance or not? Does it hinder or help meet the demands of the task ?
Organization/Informal Are the goals. rewards, and structures of the informal organi-
organization zation consistent with those of the formal organization?
The Congruence Hypothesis