Report on Syngenta's Human Resource Management and Leadership Styles

This report examines Syngenta's human resource management practices, organizational structure, and leadership styles. The analysis begins with an overview of Syngenta's organizational structure, suggesting a flat line structure where managers have significant control and responsibility, facilitating fast communication and employee empowerment. The Charles Handy model is then applied to assess Syngenta's corporate culture, emphasizing employee involvement and idea sharing within a task, person, and role culture framework. The report further explores the democratic leadership style, highlighting its promotion of employee participation in decision-making and its impact on teamwork and commitment. Finally, it delves into key human resource functions such as reward management, which focuses on fair employee compensation, and training and development, which aims to enhance employee skills and knowledge. The conclusion reinforces the importance of these elements for Syngenta's continued success.

Running head: human resource management
Human resource management

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Table of Contents
Introduction.................................................................................................................................................1
Answer 1......................................................................................................................................................1
Answer 2......................................................................................................................................................2
Answer 3......................................................................................................................................................2
Answer 4......................................................................................................................................................3
Conclusion...................................................................................................................................................3
References...................................................................................................................................................4
Introduction
Syngenta is a world-leading plant science company that emphasizes on empowering its
staff. The company is established in 2000 from the merger of agricultural division of Novartis
and Zeneca. The organization has a large product line in the garden plant, crop protection, and

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professional product sector. So, in this paper, the discussion will be made on the overall activities
that are taken into consideration by Syngenta. In the first phase, organizational structure and
Charles handy model will be considered. In the last phase of the report, the discussion will be
made on leadership styles and human resource management functions like rewards management
and training and development (Yeagera et al., 2015).
Answer 1.
A flat line can be the organizational structure of Syngenta. It is seen that it is a structure
where the manager has full control over the activities. The manager has the responsibility for
every activity conducted in the organization. Delegation is also important for many tasks to be
considered. This structure offers employees more responsibility for the working pattern. In this
communication is also fast that helps to solve the problem in a proper manner. So in this
company, the manager takes the responsibility and gives proper guidance by training so that the
workers can effectively work. This structure has motivated the employees by bringing out the
capability (Reeve, 2014).
This structure gives encouragement to balance the risk and also reward the employees on
the basis of their performance. When employees have proper guidance then it can be easy for
them to conduct the activities of the organization. When employees have the guidance from their
top management they feel confident to operate the activities effectively. So, in this the manager
will give proper training and also the rewards will be given to enhance the staff motivation
(Pinder, 2014).
Answer 2.
By taking into consideration Charles handy model it is evaluated that the corporate
culture of the organization is to promote the involvement of the employees in the process of
decision making. By considering the task culture it is seen that Syngenta has the culture to
empower the employees so that new ideas can be gathered effectively. It makes the company a
good place for the employees to conduct the activities. By considering person culture in Charles
handy model it is seen that in Syngenta the employees are free to share their views that not only
help the company but also help to gather good ideas. In Charles handy model last is role culture

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that can be explained by taking into consideration Syngenta. Syngenta gives new tasks to its
employees and also give training so that they can conduct it in a proper manner (Glisson, 2015).
It can influence the people by enhancing their satisfaction level of the employees. The
satisfaction level and confidence can be enhanced by giving proper training. The human resource
team offers training and development to the employees so that they can conduct the activities
effectively.
Answer 3.
Democratic leadership style is one of the styles that Syngenta should take into
consideration for carrying out day to day operations properly. Democratic style of leadership is
the one in which the members of the organization participate in the decision-making process and
the opportunity is also given to share their views and ideas. The top management encourages
them to share their views. It is the style of leadership in which the employees of the organization
take responsibility of the activities that are conducted in the organization. In Syngenta also the
employees take an active part to take decisions and are free to share their ideas so that the
activities can be conducted smoothly (Verba, 2015).
It influences the individual to accomplish overall goals and objectives of the
organization. It creates a sense of teamwork and also enhances the commitment level of the
employees, as there are the parts of decisions. It is seen that if decisions are taken by considering
the views of employees then it can be easy for the organization to achieve overall targets and
goals. It also influences the employees to understand what should be done and how it should be
done. It also encourages collective efforts to achieve shared objectives effectively (Settle et al.,
2017).
Answer 4.
Human resource functions are:
a.) Reward management: It is related to the formulation and implementation of strategies and
policies so that the employees can be rewarded fairly, equitably and consistently
according to the value of the company. The main objective of reward management is to
motivate employees so that they can conduct the activities efficiently. The company

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should give rewards or incentives on the basis of the performance of the employees.
Syngenta gives annual rewards to the employees according to the achievements and the
efforts that are put to drive the organization forward (Perkins, White, and Jones, 2016).
b.) Training and development: It is the important function of human resource as it is related
to employee learning. The employees of the organization are given training so that they
can gain knowledge about the activities conducted by the organization and also develop
their skills. Training programs assist the employees to acquire specific knowledge so that
performance can be improved in the current roles. The development gives emphasis on
the growth of the employee in future. In Syngenta, training should be given so that the
employees can conduct each and every activity. The human resource team focuses on
training and development of the employees (Ford, 2014).
Conclusion
So by evaluating the paper, it is concluded that Syngenta should take into consideration
flat line organizational structure so that the views and ideas can be gathered from the employees
who are conducting their routine activities. It is also essential for the organization to emphasize
on training and development so that new skills and knowledge can be acquired effectively.
Reward management also helps to enhance the overall satisfaction level of the employees. In
Syngenta, the employees should be motivated by giving incentives according to their
performance in the organization. It will help to accomplish the goals properly.

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References
Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Glisson, C., 2015. The role of organizational culture and climate in innovation and
effectiveness. Human Service Organizations: Management, Leadership & Governance, 39(4),
pp.245-250.
Perkins, S.J., White, G. and Jones, S.E., 2016. Reward management: Alternatives, consequences
and contexts. Kogan Page Publishers.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
Reeve, J., 2014. Understanding motivation and emotion. John Wiley & Sons.
Settle, Q., Rumble, J.N., McCarty, K. and Ruth, T.K., 2017. Public knowledge and trust of
agricultural and natural resources organizations. Journal of Applied Communications, 101(2),
p.8.
Verba, S., 2015. Small groups and political behavior: A study of leadership. Princeton
University Press.
Yeagera, E.A., Downey, W.S. and Widmar, D.A., 2015. Syngenta: Changing a Global
Company. International Food and Agribusiness Management Review, 18(2), p.173.