Organisational Design and Change Management: A Syngenta Report

This report examines organisational design and change management, focusing on Syngenta as a case study. It begins with an evaluation of the importance of organisational design theory in relation to organisational structure, including an analysis of Syngenta's matrix structure. The report then expl...Read More

Organisational Design and
Change Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1 ...........................................................................................................................................3
P1. Evaluate the importance of organisational design theory in terms of organisation structure.
.....................................................................................................................................................3
TASK 2............................................................................................................................................5
P2. Analysation of various different approaches as well as techniques use for maintaing,
attracting, developing and rewarding human resource to develop skilled and dedicated
workforce....................................................................................................................................5
TASK 3 .........................................................................................................................................6
P3 Conduct research and use contemporary knowledge to support evidence for emerging HR
developments...............................................................................................................................6
P4 Evaluate how organisational design has to respond and adapt to change management and
the relationship that exists between the two using specific organisational situation .................9
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource is the group of persons who create workforce of business sector,
company, industry and organisation. HR is segment of business that is charged by performing the
process of finding, screening, recruiting, selecting, training and also acting administering
employee benefit programs. Syngenta is the organisation that was selected in this assignment. It
is a company that deals globally by manufacturing seeds and agrochemicals (Al-Ali and et. al.,
2017). Genomic research is perform by them because it is a biotechnology company. It was
founded by merger of Zeneca Agrochemicals and Novartis Agribusiness in 13 November 2000.
It has its headquarters in Basel, Switzerland. The topics that was discuss in this report is
importance of design theory of company in relation to their structure and completed related
strategy with the help examples. It also covers different approaches and techniques to attracting,
maintaining, developing and rewarding workforce for develop dedicated and confident staff.
Research is also conducting by applying knowledge to help evidence for emerging development
of HR on this project. Evaluation of manner of organisational design has being respond and
adapt to change management & show the relation that prevail in both organisational situation are
also perform on this report(Amado, 2018)
TASK 1
P1. Evaluate the importance of organisational design theory in terms of organisation
structure.
Design of organisation can describe as a step by step alignment of structure of business in
that all the activities related to business and communication flows. All the organisation adopt and
follow systematic organisation design that help to perform all activities in effective and cost
efficient way. Different organisation design that responsible for answering for each flow of
enterprise activities in most attractive way of style (Waddell and et. al., 2019). So that aims or
targets of organisation could be achieve successfully. Syngenta is a company that deals globally.
It is necessary to have effective organisation design with respective to company's structure and
strategies. Syngenta adopt matrix structure as it help employee to know their region of
responsibility. Matrix organisation structure is beneficial to develop various strategies for
business and performing operations of enterprise in more attractive and correct manner. In this

intersection of human resource, goals, business strategies, etc is done. It is compulsory to follow
organisation design and structure so that aims and goals can easily fufill. It represent in the form
of flow chart that shows relationship between workforce of company. It reflect in hierarchical
form that represent who reports to whom Matrix structure have many layers at different levels of
management between management system and employees. This approach helps syngenta to
make most of all work force talent and abilities and enable functions to work together in
effective an efficient manner. Importance of theory of organisational design is explain in detail in
below mention paragraphs as these are as follows (Amado, 2018)
The leadership of the organisation was influence by organisational structure. As design of
Syngenta will be capable to create effective relationship between working persons. It tends to
develop strong as wells as positive image of workplace in the minds of employees so that they
perform their activity with full efforts.
This helps to create structure and culture company. It is mandatory to design
organisational structure to develop positive culture in the organisation. It also make direct impact
on functions of all activities and task of business. Syngenta adopt matrix organisation that help in
maintaining positive organisational culture.
Organisational design is crucial to development & growth for concern. It support
syngenta to hinder the growth plan. For effective & efficient functioning it was developed in the
company. It motivate their employees to use their capabilities as wells as their skills to do
business task (Bjola, 2020)
Respective organisation is capable to adapt changes in the company and also to motivate
employees to work in suitable manner. Syngenta will be able to take competitive benefits over
other competitive company when their workforce perform their activity with full extents of
potentials and skills.
This is helpful in raising advantage of global competitiveness over other rival
organisation. It also help in increasing performance of workforce. Syngenta can easily manage
diversity in the company as well as provide better services and product (Bjola, 2020).
Contemporary organisational designs
It describe like format that was developed to design to empower employees. It help
employees to implement change without approval of supervisors and to take appropriate decision
related to employees (Stark, 2020). In contemporary organisational design, for increasing

productivity employees are provide different requirement, milestones and goals. This is
beneficial for workforce to this they successfully implement their ideas and take their decision
by itself. Contemporary design of organisation help company in perform activities in more
successful manner that tends to lead development as well as growth in the organisation.
It is very important for Syngenta to design and develop the structure that will give
support to achieve set objectives and goals. Organisational design is describe as a proper process
of designing activities, authority, structure as well as flow of information. Organisational design
of Syngenta consist of creation of roles, business process as well as structures in order to ensure
that respective company accomplish its objectives. It is necessary for Syngenta to design such
type of organisational structure that help to achieve organisational goals. This support in
achievement of set targets by performing business activities in successful manner(Brewster,
2016).
TASK 2
P2. Analysation of various different approaches as well as techniques use for maintaining,
attracting, developing and rewarding human resource to develop skilled and
dedicated workforce.
The term Motivation indicates process to convince workforce to perform task in effective
way and use their whole capabilities to achieve set objectives. It is necessary to motivate
employees so that they work with great efforts and successfully accomplish the goals of the
organisation. Their are two type of motivation are there as these are positive as well as negative.
Syngenta use various techniques or approach to motivate their employees in order to increase as
well as satisfy performance of workers . To give motivation to their workforce is the duty of
leaders and managers. To develop, attract and reward human resource various unique approaches
are adopt by company to develop skilled workforce(Bush, 2019)
Various smart techniques of motivation are describe at follows such as:
Incentives: By adopting positive manner of motivation like reward if they perform well,
by giving intensives , bonus, perquisites, smart managers of syngenta can easily motivate their
employees as these elements also help the managers to get retain their employees for long term
in the same respective company. Smart HR managers of Syngenta by providing various
monetary or non monetary incentives to promote employees of their organisation. Incentive

provides certain benefits to employees like it provides job satisfaction to employees which
increase the productivity and profitability of company. It creates a culture of high performance,
retaining the top performers, as well as improve the moral of company with employees. In
addition to this, it increase the engagement of employees which increase the productivity of
company . This reduces the turn over ration of the company which helps company to accomplish
its goal within stipulated time. As it saves money and time in order to recruit new
employees(Clarke, 2018)
Training and development: Training is a effective technique use by organisation to
provide guidance so that apprentice can easily learn the job that they are need to perform during
employment time. Training leads to make development by developing qualities and skills of
employees by performing in efficient and effective manner (Gungadeen, Paull and Holloway,
2018). By arranging training programme Syngenta should trained their employees so that they
can learn the work in accurate manner. Employees get opportunity to enhance their skills
knowledge, if the mangers of chosen company offers training and development sessions as it
becomes essential too in order to introduce or forwards some innovation. Training offers
opportunity to new joiners for learning something new related with the task so that the company
will able to achieve their goal within stipulated time where as the development provides
opportunity to existing employees for increasing the knowledge and attitude in order to
accomplish their personal and professional gaol. The managers of chosen company will train
their employees like how to perform a particular task, how to operate a specific machine in order
to carry out task so that it will become for each and ever individual to perform task
easily( Gardetti, 2017)
Achievement and reward: To motivate employees achievement should be celebrate in
the organisation. This improves the work performance because employees know that their hard
work are appreciable by giving rewards in front of families, top managements and colleagues.
Syngenta arrange award ceremony every year in that cash prices, medals are awarded by senior
authorities this will boost up the morale of employees as these are effective technique of
promoting employees. Manager of Sygenta need to rewards the top performers in order to
encourage and motivate the employees of company. As it provide strengthen to them for
performing more efficiency and effectively and this will ultimately provides benefits to company
in term of maximizing operational efficiency and profitability of organisation. Along with this it

provides job satisfaction to employees and makes them feel like they are differ from others. In
addition to this it supplies happiness and positivity in employees as well as they will feel how
important they are for the firm. Rewards and encouragement become the necessary factor in any
firm for reducing the turnover rate. So for this managers of company need to reward their
employees in order to maintain retention level of employees. As well as it builds the team culture
also which provides benefits to company and employees in term of attaining goal of
company(Cole, 2019)
P4 Evaluate how organisational design has to respond and adapt to change management
and the relationship that exists between the two using specific organisational
situation.
In context of syngenta they are following matrix organisational structure which creates
too much conflicts among employees. In matrix structure employee report to two or more
managers rather than one one manager related with any problems or requirements of resource in
order to carry out projects. For instance employees may posses a primary managers in which
they have to report along with this they have to report project also under whom they are
supervised. Due to this it creates conflicts between managers and projects as they have to answer
more than one person. Instead of this they have to adopt functional organisational structure to
overcome the conflicts and obstacles between mangers and projects. In this types of structure
workers need to inform or follow only one mangers in order to carry out all function and
activities related with the allotted task or projects (Cimini and et. al., 2020). With the help of
this it can easily enhance the effectiveness of employees as well as increases the management
overhead costs. This will aids company to maximize its productivity and operational efficiency.
As well as the workers only focus on their allotted task without any confusion they have to ask
only related with problems and queries. It provides clarity to all employees to towards their role
and responsibilities related with task. As well as it provides clear line of management to each
individual within company.
In addition to this there are various benefits of functional structure which provides
positive benefits to employees such as it increase the productivity of company as employees have
clarity that whom they have to report which is not in matrix follow in matrix organizational
structure.

Apart from this it enhances the managerial efficiency which provides huge benefits to
company along with employees as they will able to reach their predetermined goal with in a
small period of time. This will ultimately increase the productivity and profitability of company
as well as enhance the market shares of company. Along with this it establish the coordination
among employees and mangers which is good for the company in order to carry out all function
and activities in effective way. So all these are the advantages of functional organisational
structure which need to be adopt by this organisation for the accomplishment of company
objective.
Another situation that took place in present context is directly linking with a situation
where company is looking forward to bring alterations among existing policies in relation with
employee engagement. This is where, it is may be possible that Syngenta's middle level
management might feel demotivated because, this change will effectively deliver lower level
management to take decisions by their own. However, this situation can easily be controlled
considering an effective approach i.e. consideration of Functional organisational structure.
Basically, this structure will help Syngenta to reduce the chances of rising conflicts due to
bringing in the change within workplace( Marcus, 2016)
Also, specialisation can easily be seen within the workplace as departments of Syngenta's
may effectively focus on one area of work. On the other hand, another crucial element is
productivity, which will improve of Syngenta because specialism means that staff are skilled in
the tasks they do. Including this, accountability may effectively improve the overall performance
level as there are clear lines of management can be seen within Syngenta(Samson, 2020)
Syngenta's management can also improve clarity and transparency at workplace with the
help of functional organisational structure, employees understand their own and others' roles. For
this it is necessary that communication of managers with the employees and the communication
between team is effectively set up to clearly deliver all the messages which also includes their
roles and responsibilities(Scott, 2020).... .

TASK 2
P3 Conduct research and use contemporary knowledge to support evidence for emerging
HR developments.
Human resource plays an important role in every organisation as it help in performing
various task in business in right and effective manner. Market research is beneficial for
supporting evidence to emerge HR development. To make better strategies for business,
marketers require to analyse both internal as well as external factor carefully. It is necessary for
every company to do research that supports to develop business knowledge regarding emerging
Human resource practices development. As some of emerging HR development is describe in
below mention paragraph as these are as follows:
Acceleration of performance management:
According to there are a number of individuals in an organisation who are successfully
contributing towards the year end results of an organisation. Every organisation have some
amount of human capital that is unharnessed potential and is to be tapped by human resource
department of the organisation. This can be from various combinations that include strong team
members, strong leadership, stronger discipline and process it is also clear that there are a
number of factors that are required to build and sustain a team that is positively working in an
organisational culture. There are a number of factors that are considered by organisation while
they are looking at accelerating the performance management in business. It includes
maximizing strength of team , development of leadership within organisation, various training
programs for employees in the organisation, organising different team events and conferences
and also team specific newsletter to keep everyone in the team satisfied and happy. Hum,an
resource needs to develop strong catalogues of performance that will help in creation of various
training programs. These can be related to the behaviour of employees in organisation,
leadership , productivity of employees and so on. This will facilitate in presentation skills and
facilitation skills of employees as well. Everyone in the team can also be held in charge and
equal to the front line managers who will then enable to get maximum efforts and drive better
results. Behaviours in organisation are also changed in order to change the culture and provide
sustainable results in the positive working environment. Al these steps are necessary to be
managed effectively by human resource department in an organisation. This will enable the

human resource department to effectively accelerate the performance of individuals in business.
It is one of the major development that can be seen in human resource these days(Smith, 2016).
Developing regular feedback culture:
According to , it is often seen that people in organisation or general life are not ready to
critique others. It is however a great step that can be taken by employees to be conducted in a
polite, constructive and embowering manner. It is often seen that critical feedbacks are often not
working similarly across different cultures. There are different guidelines for providing
feedbacks in different organisations. When an organisation is building a strong feedback culture
it is often seen that growth of teams, individuals and organisation is seen. In order to successfully
make use of feedbacks there are a number of steps that are to be followed by human resource
department. It is not generated on its own there are a number of steps that an organisation have to
go through in order to develop a culture of feedback. The requirement is to nurture growth
through the help of feedbacks. In order to do so the management should make feedbacks a part of
hiring process itself. Other than this they need to provide training from feedback and also set the
tone of feedback from top level management itself(Tsekleves, 2017)
Feedback culture in an organisation is also helping to generate a culture of employee
engagement. There are a number of different feedback initiatives that include one on one
meetings, annual employee surveys, formal recognition programs which are very common at a
number of different companies. It is also seen that when an organisation can successfully use and
prosper the culture of feedback in their organisation it helps in increasing retention as well as
productivity of employees. In the organisations where human resource department is successfully
adopting culture of feedback they are seen as employees voices leading company, reduced
turnovers, improvement of communication in the organisation and so on. It is necessary that
feedback culture is developed from both the side that include listening to the feedbacks that is
provided by employees as well. In this way organisation can motivate employees to look at
feedbacks positively whether it is negative or positive. Feedback culture when successfully
developed in an organisation helps businesses to prosper and keep transparency between
employer and employee. It will also help human resource department to build a sense of
belongingness and dependability between employer and employee.
Experience of employees:

As per employee experience is an increasing topic in human resource department in
today's world. It is often seen that companies are investing a lot in order to develop their
employees in such a way that they are more in demand and they can also access to a number of
better places for work. Employee experience also add to factor that will prove them to be more
innovative then rest of the individuals. When taking concept of employee experience in Human
resource it is often considered to be equal to employee experience. Organisation is trying to
identify the neds, expectations and fear of employees in this concept. The organisation aims at
developing and demonstrating care for workforce while they are working. Employee experience
is key element of thinking that is applied on the employees. It is seen that this design of thinking
is applied to employees as they start empathizing with the customers. It is often seen that the
situations that are experienced by employees helps them to define problems and find solutions to
overcome these issues. The holistic perception that employees are gaining from the relationship
that they have maintained with their employer's and organisation from which all the touchpoints
of employee journey can be encountered are also known as employee's experience.
When taking employees perception into context it is the experience of employee and the
feelings of employees about the situations they have encountered and observed over the course
of their journey with an organisation is employee experience. The employee journey can be
further divided into three parts that are pre employment, employment and post employment. The
pre employment part consists of search, application, interview and offer and acceptance. The
employment journey then consists of on boarding, contribution, development and growth an
employee is experiencing while they are working in the organisation. While the post employment
includes separation, connection and re-employment. In this way the employee experience is
shaped by human resource department.
Investing in Talent:
This strategy is related with effective management of talent within an organisation in
terms of retaining employees for the longer period of time. In regard of this, it leads to consider
various strategies which is helpful for company to motivate their employees for the long term
survival. For this, they tends to opt various strategies like developing healthy relations,
motivation and various motivational strategies and so on. In terms of Syngenta the perspective of
HR is related with suitable retention of employees considering various factors including:

 Improvement in employee brand that leads to offer suitable job opportunities in terms of
attracting skilled and talented employees. For this, respective company must have
suitable talent management strategy which is useful in attracting prominent talent which
is available in industry (Baker-Shelley, Van Zeijl-Rozema and Martens, 2020).
Therefore, they always focus on recruiting top notched talent that directly contribute
towards the effective business productivity and performance.
 Along with this, company need to prominent engage their employees in terms of creating
suitable platform for company to take essential decisions that positively impact the skills
and development of employees.
 Motivation is also the significant factor that leads to inspire employees in terms of
working with full potential. Moreover, it is the effective program that tends offer
employees in terms of staying in company to carry forward their task prominently.
 Besides this, the HR team of respective company effectively focus on the suitable
management of overall performance as talent is expected in terms of performing at the
highest standards as this process tends to undertake for the HR measures in terms making
suitable improvement in overall performance. Despite from this, HR manager also tends to undertake effective process for the learning
and development of employees considering the effective training for the employee life
cycle (Norris and Ciesielska, 2019). It also leads to allow employees to develop their
critical skills in terms of meeting for the significant performance goals and objectives
which is useful for company to complete their strategic objectives.
Remote staff:
This factor depicts the working effectively and silently for company as there are various
organisations who tends to get their work done from the external sources including those
employees who does not work at the infrastructure of company but provide their services to
company. With changing in time, remote working is becoming more trendy and famous
considering the technological advancement that leads to become quite easy for employees to
have significant productivity to develop effective connection (Heath and Porter, 2019). For
Syngenta, remote staff is beneficial for them in terms of eliminating extra cost of suitable
infrastructure of company it leads to bargain for the office space in the urban areas. It also leads
to increase productivity of company and also offer limitless talent of candidates. In this,

employees get flexible working conditions that leads to improve their overall quality of life and
also tends to save time and money as well. Therefore, remote staff not only tends to eliminate
burden but also depict effective values of individuals in terms of trusting them for their great
work.
CONCLUSION
After doing deep evaluation and analysis it is to be conclude that it is necessary for
company to add value for business so they easily achieve the desired targets. It is crucial for
organisation to develop smart organisational design that was suitable tor strategic & structure
development. To make their workforce skilled and talented organisation, adopts various
motivational techniques in this report. It gives positive impact on both profitability and growth.

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