Organisational Design and Change Management Report - Leadership Module

This report delves into the critical aspects of organisational design and change management, using Syngenta as a case study. It begins by defining organisational design and its significance in achieving business goals, emphasizing the importance of structure and the effective management of change. The report then explores Syngenta's matrix organisational structure and the application of contingency theory. Furthermore, it examines various approaches to attracting, maintaining, developing, and rewarding human resources, highlighting techniques like employee engagement and fair policies to create a skilled and dedicated workforce. The report also discusses the relevance of Maslow's Hierarchy of Needs in employee motivation. Finally, it addresses how organisational design must adapt to change management, covering different types of changes and their impact. The report concludes by summarizing key findings and offering insights into the interconnectedness of organisational design and change management for sustained business success.

Organisational Design and
change management
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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
P1 Importance of organisational design theory in organisational structure and fulfilling
organisational strategy................................................................................................................4
M1 Appropriate theories and concepts to critically evaluate the importance of organisational
design..........................................................................................................................................5
TASK 2............................................................................................................................................5
P2 Different approaches and techniques used for attracting, maintaining, developing and
rewarding human resources to create a skilled and dedicated workforce...................................5
M2 Critically analyse different approaches and techniques to motivation, human capital and
knowledge management..............................................................................................................8
TASK 3............................................................................................................................................9
(Covered in PPT.).......................................................................................................................9
TASK 4............................................................................................................................................9
P4 How organisational design has to respond and adapt to change management and the
relationship that exists between the two using a specific organisational situation.....................9
M4 Different types of changes that can affect organisational design, including
transformational and psychological change..............................................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
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INTRODUCTION
Organization design is refers to the effective process for developing the appropriate way
in which business are structured and run smoothly (Rivera-Torres and et.al., 2015). In addition to
this, organisation design also includes creation of roles, process and structure that contributes in
ensuring that the all the determined goals can be attained. Thus, it is important for manager of
the company to ensure that all the organisational activities can be done successfully. Along with
this, it also consist various aspects of employees activities at work like formations of team, shift
patterns, lines of reporting, effective decision making process, communication channel and many
more. All these are crucial within the business at the time of developing as well as creating an
effective organisational design (Nordin and et.al., 2012). With the help of this, company can
easily attain their goals and objectives and at the same time also enhance the possibilities of
developing positive brand image. Apart from this, change management is also includes an an
important activity for company in managing any kind of changes so that negative impact can be
easily eliminated. Mainly, change management is and effective aspect as it is a collective term
for all the approaches that used to prepare, support and at the same time also help individual in
managing changes successfully. This can be beneficial for company in attainment of all the
required business outcomes. For attaining the same, manager of business organisation needs to
develop appropriate organisation design that help in managing all the changes in an effective
manner. It directly contributes in enhancing overall performance of company at market place.
Current report is based on Syngenta, is a famous world leading plan science business that
committed to promoting sustainable agriculture by innovative research and technology. The main
purpose of this company is to bringing plan potential to life. This report is going to discussed
about the importance of organisation design in attainment of organisational strategy and its set
goals. In addition to this, different approaches for attracting as well as maintaining human
resource is also discussed that contributes in creating a skilled and dedicated workforce.
Research and implementation of contemporary knowledge is mentioned to support emerging HR
development. At last, how organisation design has to respond and adopt change management is
discussed here.
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TASK 1
P1 Importance of organisational design theory in organisational structure and fulfilling
organisational strategy
Organisational design is refers to significant aspect for business organisation as it help
company in executing as well as running their business activities (Doppelt, 2017). An effective
organisational design is helpful in conducting business operations that put positive impact over
the overall performance of company at market place. For attaining the same, there is requirement
of manage changes at the time of developing an organisational design because it provide proper
assistance to business in executing all the task and activities in an appropriate way. In context to
Syngenta, company follow Matrix organisational structure as it includes staff member from
different department that work together in a teams in order to perform a specific and common
project. With the help of this approach, company make their employees more talented and able to
work together with more efficiency. A matrix structure is an effective and also refers to the
project team structure in which leader of a team manage all the specific task and project
activities. Each team includes members from different department. Under this type of structure
every team members have their own expertise and specialism towards the project activities.
In relation to this, contingency theory of organisational structure is also an effective
theory that provide a framework for effectively analysis of study the organisation design
(Lozano, Ceulemans and Seatter, 2015). As it also hold one of the most effective organisational
structural design that is fits for contingencies. As Syngenta is also use contingency theory at the
time of implement the organisational design as it support in providing the proper guidance and
better decision to employee so that they perform well in completing the specified common
project acclivities. In this, manager of Syngenta also give all the necessary information to team
members who are execute a particular project. It may contributes in eliminating the possibilities
of arising any kind of issues and obstacles in attainment their set goals and objectives. By using
contingencies theory of organisational design will assist company in attaining growth and at the
same time also develop business activities. This will assist in enhancing the overall performance
of company in an effective manner. In addition to this, use of contingency theory of
organisational structure with matrix structure is effective that assist in evaluating as well as
determining all the changes effectively. Due to dynamic nature of business environment, changes
in business operation is easily occur because of market environment of company is also change
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continuously. Thus, with the help of contingency theory of organisational design is also effective
and beneficial for company because all the team members can easily perform together and also
handles changes properly (Winter, 2010). This can be beneficial in eliminating the possibilities
of arising any kind of adverse impact over the operational activities of Syngenta. Furthermore,
both organizational structure and design are crucial because it provide a path and effective way
by which manager can undertake the particular task and activities in an effective way. This will
assist in attaining all the predetermined goals and targets in stipulated time frame.
M1 Appropriate theories and concepts to critically evaluate the importance of organisational
design
It is important for business organisation to have good organisational structure and design
because it may provide assistance in improving communication and productivity level of
company. In addition to this, the main advantage of effective organisation design is that it
promote or inspire innovation that contributes in attainment of competitive edge from
competitors at market place (D’ortenzio, 2012). Along with this, it also help in creating an
effective environment wherein employees can work effectively and also eliminate the chances of
arising issues at wok place.
TASK 2
P2 Different approaches and techniques used for attracting, maintaining, developing and
rewarding human resources to create a skilled and dedicated workforce
Workforce are included as one of the important sources through which company can
develop and decline within the industry. The main reason behind this is that they are the one who
give their huge efforts for running and operating business activities in an effective way. Thus, it
is crucial for company to keep all the employee aware about the organisation activities and its
necessary information so that they can execute their activities appropriately. In case any kind of
changes within the activities are required then it will be easier for manager of business to
communicate with them effectively. In relation to this, Syngenta employs more than 24000
people to serve their products that its scientists were developed. Company also focus on the
recruiting and developing its workers so that firm remain a major player within the industry. This
will support in attainment of competitive advantage in market place. In order to attain success in
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the industry, it is significant for company to attract, maintain, develop and rewards human
resource that may contributes in creating a skilled and dedicated workforce. This will provide
assistance to the business organisation in executing their operational activities in more efficient
manner (Millar, Hind and Magala, 2012). Furthermore, Syngenta is world leading agriculture
company and also perform their business activities in dynamic environment as employees and
scientists work their task activities accordingly. Company operating in the industry which
provide wider scope and opportunities to get successful. This is the reason that company have
dedicated and skilled workforce so that they tries to perform well and efficient to attainment of
all the set targets in an allotted period of time frame.
In addition to this, Syngenta is responsible for maintaining healthy and positive relation
with their farmers and scientists because they are play a crucial role in capturing competitive
advantage and developing good brand image in the competitive market place. As HR manager of
Syngenta also focus on motivating their workers to manage their activities and also make them
able to accept all the changes effectively (Abdirahman and Sauvée, 2016). If organisation have
complete information about their workforce than they easily communicate with them and
encourage them towards the job roles. With the assistance of this, they give their best efforts and
also tries to accomplish their target along with more efficiency level. In this context, Syngenta
use various theories for motivating their workers so that they perform well within the company
and also deliver better services to their customers as per their needs and wants. As Maslow's
Need Hierarchy theory is effective as it focus on satisfying demand and requirement of
employees at working area. This type of theory includes five factors such as basic needs, safety
needs, belongingness needs, self esteem and self actualisation needs. All these are crucial needs
that evert employees wants to fulfil within the company. Thus, it is important for Syngenta to
focus on workers and also fulfil their needs so that they perform well.
For managing change, it is necessary for Syngenta to attract and retain their workers
within the business because motivated employees are always beneficial for company in
attainment of their set targets in an effective way. This is the reason that proper and effective
strategies are required within the Syngenta to retain, attract and develop skilled workforce. All
these can be understood by following techniques:
 Proper employee engagement: It is important for company to have employee engagement
at the time of undertaking operational activities of Syngenta. If workers are effectively
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engaged with organisation than they easily understand about all the changes that occur
within the company. Thus, it is significant for HR manager of Syngenta to influence their
staff members to take participate within the organisational activities and decision making
process. By this, workers think that they are valuable or important for company and then
give their best efforts for understanding the external market (Domingues and et.al., 2017).
By string engagement of employees company also support in providing new and
innovative ideas that help in improving the performance of workers at working area and
make them productive for business organisation as well.
 Fair policies: In order to manage and retain its workforce, HR manager is responsible for
including fair policies related to human resource. Along with this, it is also significant for
HR manager to ensure that each and every workers are treated fairly and properly within
the company. If they are not treated properly then it is not an easy task to retain them
within the company for longer period of time. For retaining their workforce, HR manager
follow all the necessary laws and regulation including anti discrimination act, equal
remuneration act, equality act and many more (Stoltenkamp and Kasuto, 2011). All these
are effective for workers to be treated equally and fairly. This will also assist in keeping
employees more productive and also get motivated to be part of Syngenta. By this,
employee are retain and develop within the company for longer period of time. Along
with this, it is also beneficial in developing brand image of company and also reduce the
employee turnover.
 Creating mutually beneficial contracts: In business organisation, every employee play
their specific roles and also have different goals in which they are working. In this,
manager of company also analysis all the goals and objectives and contract with workers
so that they can give their best efforts for attainment of their targets in an effective
manner. It is consider as an effective approach because it help workers in developing
their efficiency level at working area. This will directly contributes in making Syngenta
more competitive at market place. This type of theory also attract or retain talented
workforce within the company. By this Syngenta can sustain in competitive market for
longer period of time.
Thus, these are the important strategy that assist Syngenta in interacting with their
employees and give them direction to handle all the changes occur at working area. As
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environment of business is dynamic in nature so that changes are easily arise. In this, workers is
responsible for managing all the changes at working environment (Martini, Neirotti and Aloini,
2015). This will beneficial in improving positive organisational growth and sustainability at
market place.
M2 Critically analyse different approaches and techniques to motivation, human capital and
knowledge management
There are various approaches and techniques which are been used in the organisation in order to
motivate human capital and knowledge management which are describe below-
Approaches for human capital
 Strategic approach- Humans are the most valuable and strategic asset of the company
which provides the competitive advantage with their skills and abilities. Human resource
is a combination of skills and talent which helps in enhancing the productivity and
ensures on time completion of tasks (Verhulst and Lambrechts, 2015).
 Management Approach- In this approach the company manages the human resource
according to their abilities and assign the roles to employees which enhances their skills
and help in increasing the level of production. It is important for the company to properly
manage its human resources in order to ensure that they all are satisfies with the working
environment and provide ling team benefits to the company.
 Human resource approach- Within the organisation the human resources have lot of
potentials and intellectual abilities hence, it’s the responsibility of the management to
assign the related functions to them which are beneficial for the company. Most
importantly it’s the primary responsibility of the organisational management to treat them
with respect and dignity.
Knowledge management approaches
 The process approach- With the use of process approach organisation tries to systemize
its knowledge through various processes, technologies, monitoring and controlling. The
company uses this approach to identify and analyse the various aspects through which
company formulate and implement explicit governing policies. This approach tries to
improve and enhance the information technologies with the operations of business in
order to increase the knowledge regarding creation and distribution.
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 The practice approach- This approach helps in understanding the situation of the
company in order to ensure weather the organizational knowledge is tacit in nature or
not. Basically are the managment and the employees coping up with the current
technologies and systems or they need to think of something else in order to make them
understand. Moreover it is the best approach as it helps in building social environment or
groups of practices which are important in order to facilitate the sharing of tacit
understanding.
TASK 3
(Covered in PPT.)
TASK 4
P4 How organisational design has to respond and adapt to change management and the
relationship that exists between the two using a specific organisational situation
In the Syngenta company, employees are the most important asset that is losing employees
is costly as the recruitment process has become costly and time consuming (Smith, 2011). The
employees in the company now their roles and functions proper which help in increasing the
productivity. Whereas the new employee will take time in understanding the work culture and
the job role which lead to reduction in the productivity and profits of the company.
 Clearly define the change and align it to business objective- With the changes in the
organisational design the business goals become clear and the strategies are been
formulated by the management which helps in attaining them. Moreover it provide the
right direction to the business operations in terms of finance, values and ethics. These
changes will help in determining the value according to the efforts and inputs made in
investment (Alter, 2010).
 Determine the impact of changes and its effect- Once the company exactly come to
know that what they want to achieve in terms of business objectives and success
then they should focus on determining the impact of the changes at various levels
of business. The changes in the design create difficulty for various department as
they need to shift and need to formulate new methods and strategies according to
the changes. Moreover there will be requirement for proper training in order to
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enhance their skills and abilities according to the changes and need support in order
to mitigate the negative impacts.
 Develop the communication strategy- It is very important for the company to
establish effective communication with its employees and take their suggestions
and viewpoints. The management should communicate the changes in the
organizational design as they are valuable assets and their decisions and viewpoints
matter a lot. It’s the employees only who functions according to the strategies of
the management in order to drive effective results.
 Provide effective training- As according to the changes it is the responsibility of the
management to provide proper training and development sessions to its employees
in order to make them familiar with the changes and the operational method which
has the ability to accomplish the goals and objectives of the organisation. The
training methods depend on the changes that according to changes the method is
been determined that is to provide online module training(off the job) or to provide
incorporating face to face training sessions (on-the-job coaching and mentoring).
 Implement a support structure- Offering a support structure is fundamental to help
workers to genuinely and essentially conform to the change and to fabricate
capability of practices and specialized abilities expected to accomplish wanted
business results. Some change can bring about redundancies or rebuilds, so you
could consider offering help, for example, advising administrations to assist
individuals with exploring the circumstance. To assist workers with acclimating to
changes to how a job is played out, a mentorship or the policies of the company
(Grant, 2014).
 Measure the changing process- In the process of changing the management
structure the consequences must be analyse by the business in order to ensure that
continuous reinforcement opportunities must be there in order to build the
proficiencies. The evaluation of the change in the structure helps in determining the
effectiveness and efficiency in the business operations.
Hence change in the organisational design is term as systemic approach where the changes in the
operations. Knowledge, tools and resources take place (McMurray and et.al., 2010). The primary
motive of change in the design is to successfully implement new processes, products, business
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strategies and to minimize the negative impact. Moreover it contributes in improving the
understanding of employees, establish better communication and trust among management and
employees.
Relation between organisational design and change management
Organisational design is the effective approach which helps the company in enhancing
customer relations, helps in business strategy and operating practices (Schuh and et.al., 2017).
Moreover it is one of the most effective method which provide grate support to entire
organisation by making it more productive, innovative and profitable. It is the development
process whose implementation provide positive and effective results in accomplishing the desire
goals and objectives of the business.
Change management is term as the professional practice where efforts are been
formulated in order to take organisation from current state to the desire state. This is only
possible by motivating employees by preparing and supporting them to adopt the changes and
function accordingly in order to drive organisational success and accomplishment of goals.
Moreover this would result in reducing the cost of expenses, improve the customer service of the
company and provide increase in the value (Boohene and Williams, 2012).
Hence from the above study it has been concluded that both change in management and the
organisational design function hand in hand in order to provide effective results and outcome to
the business. With the change in the organisational design the management require to make
changes in its operational process and business strategy according to new design. The change
management is responsible to communicate the changes to all departments and should provide
proper training to its employees according to new system.
M4 Different types of changes that can affect organisational design, including transformational
and psychological change
Organizational change management refers to the changes in the business operations
according to changes in the business environment and the market trends. There are many factors
which lead to change in the organisational design which are explained below-
 Organization wide change- It is referred as the changes in the organisation which effect
the whole functioning of the business. It includes restructuring the strategies, leadership
style, formulation of new policies, rules and introducing the new technology in the
operations and activities of the business. In order to implement the wide change in the
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organisation the effective communication is required in order to explain the
comprehensive plans with the motive to provide positive results.
 Transformational change- These changes helps in specifying the strategy to be used in
the organisation in order to achieve the desire outcome. Organization that are most
appropriate to withstand quick change in their industry are agile, versatile, and arranged
to change their courses of action when the need emerges. Systems to control
transformational change must record for the current circumstance and the heading an
organization plans on taking. Social patterns, social atmosphere, and mechanical
advancement are a portion of the numerous variables chiefs must consider. However,
given the quick movement at which computerized innovation develops, organizations
will be better situated to succeed on the off chance that they consolidate advanced
reception stages into their change procedures (Ismail, 2014).
 Psychological change- These changes take place when company faces the hyper growth
in its business where it is important for the management to focus on the employee
engagement and retention. The leaders in the company are responsible to guide its team
members and to motivate them to work hard in the difficult times in order to maintain its
position in the marketplace. In the process of mass hiring the company should ensure that
it will not effect the work culture of the organisation and it is the sign of growth and
development. The proper training and development must be provided to the new
employees in order to enhance their skills and abilities in order to provide the desire
results to the organization.
 sUnplanned changes- Unplanned change is ordinarily characterized as fundamental
activity following surprising functions. While spontaneous change can't be anticipated —
it very well may be managed in a coordinated manner. Company additionally experience
impromptu changes. At the point when a CEO abruptly leaves the organization or a
security break happens, tumult and disturbance follow. By setting fundamental
authoritative change techniques set up for these circumstances, associations can limit
these spontaneous dangers and rise as more versatile and tough (Pardo-del-Val, Martinez-
Fuentes and Roig-Dobon, 2012).
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