Importance of Organisation Design Theory in Company Structure

This assignment discusses the significance of organisation design theory in relation to company structure and fulfilling strategic vision. It explores various techniques for attracting, developing, maintaining, and rewarding HR. The assignment also examines the relationship between change management and company design structure.

ASSIGNMENT
1

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................4
Importance of organisation design theory in context of company structure and fulfilling
company strategic vision with various example.....................................................................4
Different techniques and methods used for attracting, developing, maintain and rewarding
HR-.........................................................................................................................................6
Change management and relationship with company design structure..................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12
2

3

INTRODUCTION
Human resource is set of individual who can make up team of a company, business
industry or sector. This term is also utilized to define people who perform for organizations and
functional units accountable for managing key resources relate to applicants. The current
assignment will be based on Syngenta, which falls under category of leading plant science
ventures in the Switzerland. This study will explain significant of organizational design theory in
regard to organizational structure & fulfilling business tactic. It will define different techniques
and methods utilized for maintaining, attracting, development and rewarding workers to create a
dedicated & skilled team. Furthermore, this report will define use contemporary knowledge to
support evidence for emerging human resource developments. It will clarify how company
design has to revert and adapt to change administration and relation that exists between two
utilizing a particular business situations.
PART 1
Importance of organisation design theory in context of company structure and fulfilling
company strategic vision with various example.
Organisation design theory can be understood to be theory where major factors in
determining company performance horizons for specifying and regulating various aspects of
people working parameters, which enhances working domains for keeping up goal oriented scale
progression. The organisation design is one of the wider productive process where alignment of
varied structured operational innovation is aimed on, for keeping up objectives at stated target
aspects and to enhance efficiency within business goals. It further relates to building imperative
change within dynamic environment goals, onto varied aspects and larger goals formatted to
keep yielding focus on larger efficacy. Syngenta by following organisation culture scenarios will
be widely capable to bring varied goals completion within competitive industry parameters,
bring on best working services within consumers market for higher revenue targets completion
and higher informative goals. It is highly systematic process to establish principles and structure
which guide business goals and working on various goals completion, for enhancing working
vision and larger target market synergy. With stable focus on developing higher active
procedural domains, human resources will be developed on higher various arenas with stronger
talent management aspects and also bring on stronger working efficacy within wider domains.
Syngenta Company can build on various targets by following on various principles of
4

organization design which are as follows (Caballero,Sales and Segura, 2020). Sygneta
organization culture widely enables complexity to excel up positively and also up scale new
diverge paradigms, where larger vision oriented developed efficacy goals can be reached on
competitively. Focus on long term strategic goals: The organisation design enables business to focus
on long term strategic goals widely, for keeping up keen work growth within longer
scale horizons and also to be also dynamically active on higher functional scale horizons.
The organisation design will enable Syngenta company to be informatively focused on
larger scale changes built up within working horizons, for technical operational
innovation and also determine higher grown determinants on new aspects of creative
growth . Employees are motivated to bring on new scale domains with stronger skills,
effective performance growth and also widely built quick working synergy towards
customer’s services. Long term goals are widely attained by company operations when
organisation design is developed on stable growth arenas, higher work growth efficacy
aspects and also raise wider focus on active yielding synergy within competitive goals in
industry. Performance metrics analysis: Syngenta Company will be able to form wider
informative goals framed on by developing stronger performance metrics by keeping
active focus on organisation design structure, where various new informative changes can
be analysed. It also enables businesses to monitor growth progression within new arenas
and also upscale higher keen growth arenas by yielding diversity among thoughts,
innovative working scenarios and also promotional goals efficacy. It can be also
analysed that performance metrics can be competitively grown on new horizons, for
larger work domains growth which widely technically upgrades working scenarios. Going the extra mile within innovation: This factor relates with aspects of new scale
active shift towards dynamic innovation and leveraging higher scale functional shift on
bringing new mile changes within business horizons. It can be also analysed that
Syngenta Company by heading on new changes within working culture, with stable usage
of organisation design will be able to frame larger vision oriented growth competencies
and active domains keen functional scope horizons which upscale active determinants on
varied parameters. Syngenta Company shall also accompany larger active scenario of
5

productive determining horizons shift towards dynamic growth within digital platforms,
as when employees are widely competent within functional scope horizons there is keen
growth progression. Overall target within revenue aspects, goodwill among consumers
are widely formed on which keenly brings on wider efficacy aspects on new arenas and
larger functional scope horizons. Equality of responsibility and span of control: By working with the theory of
organisation design there is equality of responsibility framed on among employees for
keeping informative goals formed on wider aspects, which keenly brings on dynamic
connective growth. It can be also analysed that span of control among work operations
are technically built on among employees within management, for technical growth
arenas and scaled functional targets by which Syngenta Company will be able to
dynamically grow on various paradigms .
Hierarchy culture will enable business scale growth to be imperatively stringently
strong for larger scale diversity within company operational innovation and also productively
expand into new horizons.
Example: Sygenta work culture is one of the widely actively dynamic growing retail
company within global industry, where organisation culture theory is worked on among
larger determinants and horizons widely pacing on larger paradigms. It has been also
potentially framed focus on larger new aspects of innovation and creative growth with
technical efficacy and new determining horizons, which creates larger paradigms of
quick growth (Andreon. and Chang, 2019).
Different techniques and methods used for attracting, developing, maintain and rewarding HR-
Syngenta Company has managed its business growth and success in effective manner
with skilled and talented people employed by HR department. It employs more than 24,000
workers in over 90 nations. Furthermore, still organization can boost up its productivity and
performance level by using different methods in context of creating dedicated and skilled teams
of people or workforce. There are ranges of approaches accessible in the world of business that
human resource management of chosen firm can use to attract, maintain, develop and reward HR
which turns into developing a group of applicant who can work productively and effectively.
Approaches and techniques utilized by HRM-
6

Job advertising-
This approach human resource management can utilize to attract new skilled and
dedicated workers who can perform and work even better than existing workforce and able to
increase performance level of Syngenta (Puncheva-Michelotti, Hudson and Jin, 2018). Through
job marketing, company can gain attention of talented people; it can be done by promoting
vacancy on social media and other marketing channels.
Training and development-
It is one of the most common and effective approach that can use by HR department of
chosen company in regard to develop productive team and maintain workers performance in
ethical manner, which is actually very essential in term of increasing sales & profits margin of
Syngenta. Training and development method bring a lot of benefits along with these one (Goh
and Okumus, 2020).
Compensation-
The excellent method that HRM can utilize is compensation and reward system at
workplace which in return carte dedicated teams who are highly committed with their work and
able to accomplish daily task on time. When human resource manager use this technique in fair
manner without making any type of differences, he or she can develop committed as well as
motivated workforce.
Performance appraisal-
This approach can be used in term of maintaining employees work and practices can
conduct at workplace in order to achieve set goals and objectives of firm. HR department can
appraise people by providing rewards to them in form of incentives, leave and bonus that manage
performance and human resources in systematic manner.
Employees’ engagement in decision making-
Furthermore, all the approaches and techniques are beneficial for Syngenta Firm in term
of permit management to maintain and develop HR team who has dedication towards work &
skills. According to this method, administration can engage people in decision making procedure
and motivate them to do so as it help to develop motivated and dedicated group of workers.
Maslow’s hierarchy of needs-
Physiological needs-
7

Accordant to this level, when management within chosen company can provide place
where its workers can live, food to eat and accommodation facilities to travel from home to
work, it lead to increase productivity and help develop dedicated people in form of workforce.
By providing these needs, firm can successfully create skilled and productive team of workers.
Safety needs-
Another technique that human resource manager can do to retain and develop skilled and
knowledgeable team of employees and that is safety needs. For example, when firm offer PF in
form of life security and ESI in term of health safety protection its management can build
dedicated and skilled groups at workplace.
Love & belonging-
The most beneficial and useful approach or technique that develop devoted workforce
and maintain human resource performance is love and belongingness. By focusing on solving
staff problems and making discussion about his or her issues, administration can assure people
that management and company has concern about their staff. They care about his or her health
and needs.
Esteem-
Furthermore, human resource management can adopt this approach in form of respecting
workers and showing some respect in context of his or her hard work. It can help to fulfil self
esteem needs of employees and support company to develop dedicated workforce.
Self actualization-
After obtaining everything according to needs and demand, workers are ready to work
with brand for longer period of time because it develop its self actualization and commitment
level in context of Syngenta firm. It allows management to maintain human resource
performance and develop skilled workforce.
Motivation, Human capital theory and knowledge management use to attract, retain and
develop motivated workforce-
It can be analysed that by using all motivational sources leader can motivate existing
workforce which in return allow them to gain attention or attract new one. Furthermore, training
is one of the key source that help to conduct knowledge management practices which turn into
increase level of motivation, more and competence of applicant. Human capital theory also
8

contribute the same as it allow management and leader to understanding the expectation of each
workers that help achieve all above aims in systematic manner.
Change management and relationship with company design structure
The change management can be understood to be widely essential for bringing on
wider new functional innovation among company scenarios and productive goals operations,
which actively evolves higher active shift on new scale competitiveness. It can be also analysed
that change management has high correlation of business diversity with up scaled efficacy
scenarios which boosts larger domains of technical formulation on new parameters and also
create stronger benchmarks of efficacy among keen work targets. It can be analysed that when
company design is focused on larger functional efficiency, with smart leadership parameters
and new scale active shift on dynamic aspects it brings on quest growth within operational
efficacy goals and also to fundamentally be competent on new arenas. Syngenta will be able to
not only functionally build longer working goodwill within industry goals, creatively focus on
pertaining higher growth among larger scenarios of efficacy, and also build long term efficacy
within business horizon. Types of changes can be discussed as follows which take place within
company structure (Kha. and Akbar, 2020).
Positive aspects within change model management and organization design can be
analysed to be widely crucial for bringing on new scale domains of potential scale connective
which harnesses creative developed efficacy profoundly. COVID- 19 situations brings forward
demand for change within Sygneta for larger scale trained connectivity, also for potential
development which will harness innovation into services and also enhance vision aspects
imperatively. Anticipatory change: It is change which is implemented within prior anticipation of
happening an events where company reorient themselves based on various measures,
based on economic changes and new functional scale demand shift for larger growth
efficacy within wider time run. Planned change: The planned change are brought in company when strategic vision is
developed within business synergy, for keeping up active growth planned within business
domains for keeping long term active profits.
9

 Incremental change: The incremental plan are formed with high work efficacy on new
incremental changes within employees, management scenarios and also to functionally be
active to bring quick growth among varied domains with strategic vision.
The relation with organisation design and change management can be understood
to be widely integral among operational scenarios of higher yielding scope horizons ,
which boosts overall functional scope for keeping informative goals formed on new
paradigms and also larger new scenarios. There is lager target growth analysed among
change model functional horizons, by which Syngenta, will be able to keenly evolve on
new paradigms of higher efficacy goals operated among stronger work growth targets.
Lewis change management model
Syngenta by conducting emphasis on Lewis change management model will be able
to productively bring on strategic changes among working horizons and also evolve on
new keen aspects of larger growth arenas. The three steps will enable larger active
analysis on varied work growth domains of efficiency, keen functional scale growth
within new synergy and also actively upscale target results among varied changes.
 Unfreezing: At this step of change management Syngenta will analyse all
changes which needs to be taken strategically, by analysing all old strategies
where company is failing to work on keen arenas within competitive arenas. The
unfreezing will also primitively focus on active domains functional scale growth,
by leveraging larger growth among operational innovation and bring motivation
among employees to focus on longer scale scenarios of efficacy within business
industry (Charehzehi, Chai. and Loo, 2017).
 Freezing: At this step Syngenta will productively implement new work growth
strategies within business services for analysing varied new changes within larger
dynamic competitive horizons , also determine larger functional scale creative sift
on operational innovation. Freezing will also further enable businesses to
diversely grow within work = horizons of future scale growth scenarios, target
growth among leveraging horizons and also build new parameters to benchmark
all changes actively.
 Refreezing: The refreezing will be done for keeping active focus on gaining
feedbacks on all new changes, larger work growth analysis developed among
10

working vision as per set targets for building longer term work competencies.
Syngenta at this step shall aim to potentially focus on keeping informative
analysis on various new changes in buit within various departments and also to
develop services as per demanded among consumers marker share.
The above discussed change management model has deeply analysed that there is
wider work growth targets in correlation with larger work growth aspects, and to be
actively wide on new functional scale synergy which boosts motivation on varied arenas.
It has been in detailed analysed that Syngenta will be able to keenly evolve on higher
aspects of keen working avenues, higher larger goals efficacy and to be actively focusing
on wider functional horizons within implemented changes. Situation example: Syngenta
for bringing on new changes within productive strategic vision has to form informative
change management plan for technical productive shift within commercial horizons
(Cameron and Green, 2019).
.
CONCLUSION
By summing up above discussion, it has been concluded that Syngenta Organization and
its management by following the principles and norms of organizational design theory has
successfully managed its venture operations and practices within current structure. They have
increased productivity and profitability in effective manner more than business rivals, who have
operated its operations in similar industry. Furthermore, it has bee
n identified that by using motivational techniques and effective approaches, organization has
developed, maintained and rewarded its workers and enhanced his or her skills. Human resource
management by making effective communication has created dedicated workforce which is quite
beneficial and useful for success of Syngenta. Moreover, it has been summarized that HRM by
developing training plans and implementing at workplace increased productivity of workers
which in return increase performance of chosen brand and allow them to sustain for longer
11

period of time. It has been determined effective structure of company and its design allowed
workers to manage change management procedure in systematic manner.
12

REFERENCES
Book and Journals
Andreoni, A. and Chang, H. J., 2019. The political economy of industrial policy: Structural
interdependencies, policy alignment and conflict management. Structural Change
and Economic Dynamics. 48. pp.136-150.
Caballero, D., Sales, D. and Segura, A., 2020. Belief in importance of information literacy
abilities among undergraduates. Underlying factors and analysis of
variance. Reference Services Review.
Cameron, E. and Green, M., 2019. Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Charehzehi, A., Chai, C.,. and Loo, S. C., 2017. Building information modeling in construction
conflict management. International Journal of Engineering Business
Management, 9, p.1847979017746257.
Goh, E. and Okumus, F., 2020. Avoiding the hospitality workforce bubble: Strategies to attract
and retain generation Z talent in the hospitality workforce. Tourism Management
Perspectives. 33. p.100603.
Khan, A. A. and Akbar, M. A., 2020. Systematic literature review and empirical investigation of
motivators for requirements change management process in global software
development. Journal of Software: Evolution and Process, 32(4), p.e2242.
Puncheva-Michelotti, P., Hudson, S. and Jin, G., 2018. Employer branding and CSR
communication in online recruitment advertising. Business Horizons. 61(4).
pp.643-651.
Online
What is Human Resource. 2020. [Online]. Available Through: <
https://www.humanresourcesedu.org/what-is-human-resources/>
13