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Incongruity is often referred to when describing behaviour presented by an individual. Where an number of differences occur that are misaligned with the whole. For instance a person on a diet that still stocks up with unheathy foods or a person who is seeking to become less alcohol dependent that frequents pubs and bars every evening. The outcome may be desirable but the behaviour demonstrates a difference in purpose. Consciously the individual wants to give up but unconsciously the pursuit is to continue as was.

In organisations this is common where there appears strategic dysfunctionality. The organisation seeks to achieve a number of objectives that operate in conflict or where different groups operate with different outcomes in mind. The part,whole, larger whole relationships are critical in aligning all parts of the organisation in its direction to achieve common objectives.

Some organisations start intiatives to address one problem simply to create or accentuate another one, usually though prescriptive business modelling.

Structure is also key in developing a congruous organisation with balanced behaviours. If a structure is divided, parted or fragmented than there is a greater chance of there being incongruity. To improve congruity in terms of structure then it needs to be considered and developed as a whole, an holistic design.

You will also notice a similar level of incongruity where there are a number of strong personalities with different outcomes that are able to to control different parts of the organisation. The larger whole is neglected at the expense of the individual parts.

Here are some solutions:-

Incorporation - of all requirements

Balancing - where there is bias

Converting - parts into a single complete whole