Motivating a Diverse Workforce

This report explores the organizational structure and culture of Syngenta and its competitors. The companies have diverse structures and cultures, but all share the importance of motivation in building productivity and increasing employee efficiency. To achieve this, managers develop proper mechanisms to manage team work and build a motivated workforce. The report highlights various management theories used by Syngenta and its competitors, including scientific management, team effectiveness, and individual behavior models. Additionally, it references several books and journals that discuss the role of motivation in organizational behavior.

Organization and Behaviour

Table of Contents
INTRODUCTION ...............................................................................................................................3
TASK 1.................................................................................................................................................3
1.1 Compare and contrast different organizational structures and culture......................................3
1.2 Impact of relationship between organization structure and culture on performance of
Syngenta ..........................................................................................................................................4
1.3 Factors that influence individual behaviour at work.................................................................4
TASK 2 ................................................................................................................................................5
2.1 Effectiveness of different leadership style ................................................................................5
2.2 Role of organizational theories in practice of management at Syngenta...................................6
2.3 Different approaches to management used by Syngenta and its competitors............................6
TASK 3.................................................................................................................................................7
3.1 Impact of different leadership styles on motivation in Syngenta..............................................7
3.2 Compare between motivational theories and their application in Syngenta..............................8
3.3 Evaluate usefulness of motivation theory in Syngenta..............................................................8
TASK 4.................................................................................................................................................9
4.1 Explain the nature of groups and group behaviour within Syngenta.........................................9
4.2 Factors that promote development of effective teamwork at Syngenta.....................................9
4.3 Evaluate the impact of technology in Syngenta.......................................................................10
Conclusion..........................................................................................................................................10
REFERENCES ..................................................................................................................................12

INTRODUCTION
Organizational behaviour is a systematic study of performance of both individual
and group of people and their actions within the company. It is a most significant element
of management science. Like financial strengths is helping in measuring the past success
of an organization (Chand, 2015). Similarly, organization behaviour assist the firms to
predict and understand human behaviour and their effects on the organizations. If
employer easily understood the employees personality, creativity, adaptability then it will be
simple to motivate them (Terry, 2011). Organization behaviour study is essential for the
personal growth and increase knowledge base of the staff members. The following study is
relating to organizational behaviour and to understand it role within the company,
Syngenta Company has taken into the consideration. It is a international Swiss
agribusiness and produce agrochemicals and seeds. The objectives that will cover under
the following study are different approaches for management and leadership, methods of
using motivational theories in companies, development of effective teamwork in
organization.
TASK 1
1.1 Compare and contrast different organizational structures and culture
Block and Quayle (B&Q) is a UK retail organization and it offers various home
improvement tools, DIY, gardening supplies and plants. The organizational structure of a
company is product based (Bansal, Grenfell and Meyers, 2007). The following
organization structure has consisted many but similar function structures. It means that
each product division has its own marketing team. Every department of B&Q has
completely dedicated to a specific product line. Culture of company is role culture where
every single employee has particular roles and responsibilities (Devaney, 2014). To
minimize the unnecessary duplication during allocation of work, the following type of
culture play an important role.
On the other hand, Procter and Gamble (P&G) is an American Multinational
consumer goods organization. The existing organizational structure of company is
geographically based. The reason of selecting framework by the firm is there are different
branch offices established across the world. Every branch is having separate departments
which are responsible for that region (Furnham, 2005). In addition to this, P&G is following
power culture because it has difficult to run a large organization at different nations by a
single person is impossible. It helps in taking the business decision very quickly by small

consultation.
Companies Organizational structure Culture
Block and Quayle Product based Role culture
Procter and Gamble Geographically based Power culture
From the case study, it has been found that Syngenta is a world-leading plant
science business and work form promoting sustainable agriculture business. As an
international company, Syngenta can apply it within the company. It helps in taking the
advantages of high competition level and gain large market share as compare to its
competitors.
1.2 Impact of relationship between organization structure and culture on
performance of Syngenta
For an organization, an important success factor is management of employees in a
chain of commands. There is a strong relationship between organizational structure and
culture which has directly impacted on performance of Syngenta. Matrix organization
structure and task culture of company has affected the performance of business at
national and international level. With the help of existing artefact of organization has
formalized the position of employees within the enterprise and present culture has
promoted the growth of staff members. It has reduced the communication gap between
upper and lower level of Syngenta (Bowler and Benton, 2005). On the other hand, the
existing organizational structure and culture has improved the performance level of
employees and developed a collaboration between them. It has effectively helped in good
decision making process with the company. Similarly, the relationship between Syngenta
organizational structure and culture on performance is it has improved task processes in
terms of developing good quality of products. It has promoted Total Quality Management
approach to maintain the quality and reduce wastage (Bansal, Grenfell and Meyers, 2007).
Beside this, Matrix organization structure and task culture of Syngenta has promoted
positive and helpful environment at the workplace between the staff-members. With the
help of this, a good team work has developed that help in effective utilization of human
resources.
1.3 Factors that influence individual behaviour at work
From the given case scenario, it has been identified that Syngenta currently
employs more than 24,000 people in more than 90 countries. There are different factors
which influence individual behaviour at company that are as follows.
Personality: It can be define as a examination of attributes and qualities on individual.

Along with this, it shows the relationship between characteristics and the responses of
employee in a certain situations (De Jong and Den Hartog, 2010). There are various
factors which affect the personality of a person are society, genetics, relatives etc.
Syngenta has needed to be understand that unlikely environment may generate different
reactions of staff members. Therefore, it has important to realize these reactions. Good
personality of workers at workplace help in brining new innovation and creativity, achieve
business objectives etc.
Perception: Mental capacity of understand the thing has varied from person to person.
The individual perception of a employee within Syngenta generates positive environment
during the work. The understanding of every single worker has assisted to understand the
situations and take action according to it (Dijkstra, van Dierendonck and Evers, 2005).
Attitude: It can be define as settled way of thinking of a person. In the case of Syngenta
individual employee, they are carrying positive attitude during the work. It has promoted
team work which assist in complete specific projects in right manner.
Conflict, Stress and Change: The ability of accept the changes, resolving the conflicts
and manager stress level during the work has varied with person to person of Syngenta. It
helps in resolving the various issues at the time of working and improved the productivity
of a employees as well as organization (Furnham, 2005).
Ability and aptitude: The physical ability of a person to perform any kind work is called
aptitude and the skills or talents which require to complete that activity is said to be ability
of a person. Employees of Syngenta are having various kinds of ability and aptitude and
the result of this is company is promoting sustainable agriculture via innovation and
technology.
TASK 2
2.1 Effectiveness of different leadership style
Parameters Syngenta Monsanto Company
Type of leadership Autocratic leadership style. Laissez-fair leadership style.
Reason of selection Autocratic: For more close
supervision of employees and
taking some important business
decisions for future growth.
Laissez-fair: Giving freedom to
the employees about taking
different decisions on their
personal level (Bansal, Grenfell
and Meyers, 2007).
Benefits Giving high job satisfaction,
increase productivity, enhance
Develop a good integration
between different departments,

creativity. minimize the dependability of
every decisions on
management.
Shortcomings Take so much time in decision
making (Conner and Norman,
2005).
Increase engagement of
employees which reduce
creativity and productivity.
2.2 Role of organizational theories in practice of management at Syngenta
There are many kinds of organizational theories which underpin the practices of
management of Syngenta. As per the given case study, the most applicable and suitable
organizational framework for company are as follows.
Scientific Management theory: The following hypothesis helps in analysing and
synthesizing workflows. The role of this framework in practice of management at Syngenta
is it can be easy to determine the workflow of different agriculture projects. With the help of
this, organization can improve employees productivity, enhancing economic efficiency and
promoting creativity of the workers (Robbins and et.al., 2013). By using scientific
management theory, Syngenta can easily determine the most efficient way to perform
agriculture projects. Along with this, the roles and responsibilities can be effectively
allocated based on their capabilities and efficiency.
Bureaucracy theory: It is a most efficient framework for Syngenta because company has
well defined line of authority that is following by employees very strictly. It helps in practice
of management within the organization in terms of clearly define hierarchy of authority,
develop a formal and impersonal relations between the staff members. Rules and
procedures for every agriculture projects can be easily set with the use of proposed theory.
The most important role of bureaucracy framework in practice of management at Syngenta
is company does not suffer too much pressure if some employees leave the job. It assist
the firm to manager the work in appropriate manner without increasing pressure on other
staff members.
2.3 Different approaches to management used by Syngenta and its
competitors
Parameters Syngenta Monsanto
Type of management
theory
Scientific theory Bureaucracy theory
Reason of using It easy for the organization to Well define line of authority

train the employees, effective
division of work between the
managers and employees. With
the help of this, company has
enabled to determine most
effective way to complete
agriculture projects (Neal and
Griffin, 2002).
which are strictly followed by
their employees. The hierarchy
of authority has well defined that
helped in developing formal and
impersonal relations between
the staff members to complete
the projects (Furnham, 2005).
Benefits Reduce cost of production of
different agriculture products,
develop quality products,
minimize conflicts between
management and employees
and effective use of resources.
Clearly define the rules and
responsibilities, develop a set of
procedures for meet the
objectives and optimum
utilization of human resources
(Conner and Norman, 2005).
Shortcomings Minimize the core
competencies of employees,
resisting changes and decrease
productivity of employees.
Required too much work, unable
to develop belongingness
between the organization and
employees and resit to accept
the changes (Bansal, Grenfell
and Meyers, 2007).
TASK 3
3.1 Impact of different leadership styles on motivation in Syngenta
Leadership style deeply affects the motivational level of employees working in
Syngenta. This is because if motivation of an employee is affected in return productivity,
speed and decision making ability of the employee also reduces (Tasa, Taggar and Seijts,
2007). Impact of different leadership style on motivation is described below.
 Impact of Autocratic leadership style: In this leadership style the leader makes
little effort to involve employees in the decision making process. This practice
leaded to low morale among the workforce. Employee feels that they are not
required in Syngenta as they do not connect with the objectives and goals of the
organization (Salask, Cooke and Rosen, 2008). An autocratic leader is more bossy
and doesn't understand the concept of employee empowerment.

 Impact of Participative leadership style: It is the best leadership style where the
leader will try to involve each employee in the decision making process. Employees
feel they are involved and this builds their participation in Syngenta. Thus,
employees are positive and motivated enough to generate quality work for
Syngenta (W. P. and Watt, 2010). A participative leader is always able to achieve
the objectives and goals as the employees are inspired and motivated enough to
handle work pressure.
3.2 Compare between motivational theories and their application in Syngenta
Maslow’s hierarchy of needs and Herzberg’s motivation are the two main theory
which sheds light on the relevance of motivation in an organization.
Application of motivational theory
Maslow's hierarchy of needs theory states that employees are motivated to achieve
their basic needs. The theory uses physiological, safety, belongingness, love-esteem and
self-actualisation needs. It is these needs that must be fulfilled by the organisation in order
to retain the employees (Mullins, 2007). Thus, each organisation tries to fulfil these needs
apart from the monetary benefits given to the employees. On the other hand, Herzberg
states that in order to motivates employees the organisation must make them feel satisfied
with their job. The theory stated basic elements which are required by an employee so that
it can build their motivation.
Application of these theory in Syngenta
In Syngenta employees are provided wt handsome salaries and incentives. This is
done to meet with their basic needs. Apart from this the organisation provides them with
safety so to make them feel secured in the premises of the organization. Syngenta makes
sure that social and esteem needs of its employees are met as it provides them sense of
achievement. The employees in this organisation feel that they valued as they have a
feeling of self fulfilment. On the other hand, Herzberg's theory is also evidently applicable
in this organisation (Hosie and Smith, 2009). Syngenta provides its employees with basic
hygiene factors. Like good quality of supervision, good pay scale, positive working
conditions etc. The employees working in this organisation feel connected with the
companies policies. As they are recognized and regularly awarded the employees are
always motivated.
3.3 Evaluate usefulness of motivation theory in Syngenta.
As studied above Maslow's hierarchy of needs theory is applicable in term of
increasing motivation among employees. The theory provides that every basic human
needs must be fulfilled by the organisation. This improves mangers quality and

productivity. When employees feel satisfied with the work culture, pay scale, rewards, work
and other elements they automatically tend to give to their best ability. The entire level of
staff's efficiency gets improved as they are understood by their superiors. The managers
feel highly motivated to achieve the goals and objectives of Syngenta (Harackiewicz and
et.al., 2014). They also make sure that the employees working under them are doing
theory working effectively. They further inspire their juniors and colleagues. This reduces
employee turnover in the organisation.
When managers understand needs of their employees they try to fulfil them as well.
They try to evaluate their strengths and weakness. By doing these mangers understands
as to what can be attempted by the employee and what cannot. Each human resource
potentials are utilised in optimum manner. The mangers do not feel over burdened as they
know that their work will be recognised and rewarded (Elstad, Christophersen and Turmo,
2012). They have a feeling of encouragement which also influences positivity among other
staff members. A positive work culture enhances morales of the employees. It is evident
that highly moraled employees are a valuable asset for Syngenta. They help achieve sales
target of the organisation in an efficient way.
TASK 4
4.1 Explain the nature of groups and group behaviour within Syngenta.
A group consists of more then two people who are located in a workforce to achieve
the targets set by the top level management. Groups are of two types i.e. informal groups
and formal groups. Managers in Syngenta makes sure that proper formal groups are
created who are leaded by a team leader (DeChurch and Mesmer-Magnus, 2010). In a
formal group the organization creates a group based on the task and objective. They are
well defined as each employees understands their job description and position.
Communication is always done in formal way as they have a formal structure. On the other
hand informal groups are those groups that are created among people. Management plays
no role in the formation of these groups. An informal group develops when people are of
same interest. For example while group activities or lunch beaks employees tend to make
group of their own. These are voluntarily framed thus, are comparatively small.
Formal groups are rigid as they are framed to perform particular targets of the
organisation. They respond and behave in a formal way among themselves. Each
employee will communicate only when they have a work related issue. They have a
hierarchy thus they are entitled to work and cannot attempt to do any other activity then
this (Cacioppe and Stace, 2009). On the contrary, informal groups are more in inclined to

talk, gossip or entertain themselves. They do not tend to pay much attention towards
organisational objectives. Rather, they behave more in social manner then formal.
4.2 Factors that promote development of effective teamwork at Syngenta.
Teamwork can be effective when there are those relevant factors that promote
development among individuals. These factors are size of the group, group's skills and
abilities and synergy. The group created by the organisation must neither be small nor
large. It should be made with reasonable number of employees (Ankli and Palliam, 2012).
If the group is large then team leader in Syngenta will not be able to pay attention on the
team members. On the other hand skills and ability of al the group members must be kept
in mind while creating a group. The team leader must ensure that all the team members
have same skill so they can perform the given responsibility in effective way. Other than
this the group must be in synergy. That is each member must be in sync with each other.
All the members in the group must perform their task in synergy to achieve the groups
targets in Syngenta.
4.3 Evaluate the impact of technology in Syngenta.
Technological advancements have great influence on the functioning of the team.
The work process used by the team members to achieve designated task will improve.
Technological tools will help the members to achieve their task. Strafe members would be
trained to use the software and hardware systems used by Syngenta. By doing this team
members would be aware as to how to access technology accessible for them.
Communication among team improves as they email to send and receive messages. This
is a time saving method (Mullins, 2007). Employees are not required to transport
messages by themselves. This way each communicated message is recorded by the
management and monitored. Syngenta provides global services thus technology helps it to
improve its channel of network. Any employee can contact with their office established on
the other side of the world. On the other hand cost of acquiring technology increase cost of
manufacturing goods and services in Syngenta. The manager have to make sure that
imported technology generates reasonable return on investments. Thus, it can be said that
technological advancements helps improve internal capacities as well provides cross
cultural platforms for the employees.
CONCLUSION
From the above research, it can be concluded that with organizational behaviour
study has helped it out in understand the behaviour and reaction of the employees in a

certain situation. Syngenta, Procter and Gambler and B&Q has belonged to different-
different industries. All there have diverse organizational structure and culture. Along with
this, Syngenta and its competitors have used different management theory to run their
business. Thus, it can be said that motivation plays a vital role in building productivity an
increasing employee's efficiency. The report also states that proper mechanism is
developed by managers to manage team work in Syngenta.

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