Organizational Design, Motivation, and Change Management at Syngenta

This report provides an in-depth analysis of Syngenta's organizational design, focusing on its structure, the importance of organizational design, and its impact on employee motivation and change management. The report examines how Syngenta's structure, including its functional structure, supports its goals and how it deals with contingencies, competitive advantages, communication, innovation and efficiency. It also explores the theories of organizational design, including classical, contingency, and systems theories, and their relevance to Syngenta. Furthermore, the report analyzes the requirement to develop motivated, knowledgeable, and experienced individuals and teams within the company, addressing motivational theories like human capital theory, knowledge management, economic needs motivation, social concepts, self-actualization needs, and complex man concepts. The report also evaluates the relationship between organizational design and change management, emphasizing how Syngenta utilizes these elements to achieve its objectives and adapt to market changes. The report offers recommendations for improving organizational design and change management within Syngenta. This report is available on Desklib, a platform providing AI-based study tools.

Organizationl Design

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Part 1................................................................................................................................................3
The importance of Organizational design in Syngenta................................................................3
The requirement to develop motivated, knowledge and experienced individuals and teams......5
Relationship between Organizational design and Change management.....................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................1

INTRODUCTION
Organization design refers to framework which aims organization to make key skills in identifying
vision declaration. Syngenta is world leading plant science business (Al-Ali and et. al., 2017). It
performs in promoting sustainable agriculture through having new research and technology.
Employee working in Syngenta is more than 24,000 at overall 90 countries and its customer scope
from farmer to government. It is world big crop chemical manufacturer, which graded in third of
selling seeds. This report says about the importance of organizational design and analyse the
requirement to develop motivated, knowledge and experiences in individuals and team. Also,
evaluate the relationship between organizational design and change management.
Part 1
The importance of Organizational design in Syngenta
Organization design is the process of shaping the way organization are structured and run. It
includes team formations, shift lines, involves many aspects of life at work, communication
channels, decision-making and lines of reporting (Ali and et al., 2018). Organizational structure is
the formal task and relationship is to be clear and how people coordinate their actions and use
resource to achieve goals.
importance-
Dealing with contingencies :- A contingency can be an event that might be occurred without any
expectation and the management should be properly planned to meet such contingencies. The
design of Syngenta determines how efficiently it can control various factors in environment.
Ability of organization to attract and skilled employees, permanent customer(farmers) and
governments contracts are the degree in which it can control followed environments factor
(Burton, Obel and Håkonsson,2020). The structure of Syngenta should be designed in such a
manner to increase control over its environment. Positive aspects can be they are planning for
attracting employee while having with proper skilled who can understand their tasks and increment
towards for having better surrounding. Negative impact can be in Syngenta that having skilled
employee can be sometime more loss as for some strategies they can also hire some best unskilled
employee according to their capabilities.

Competitive advantages :- Syngenta design its structure in such a way as to have a maximum
sustained competitive advantage. Competition allows a company to develop business strategy to
outperform competitors by producing better products and services. The method of designing an
organizational structure is the important determinant in implementation of an organization's
strategy. Positive impacts that can be in which that company easily create new strategies and try to
implementation with having more ideas and innovation while doing this they can easily achive the
goals. Negative impact that in new ideas and innovation they cannot mean that other company is
not getting that same ideas. In this they can also easily increase their more competitive.
Better communication :- In producing the agricultural services to customer as there should be
proper communication between them. So that it could be more beneficently for other employee or
worker who are willing working in their departments. While more developing in organizational
design there should more upgrade regarding and pass out essential information regarding any
activities can ne positive impacts there should be better communication among the members and
other employee at workplace. In having proper communication they can easily achieve their goals
or objective. Negative can be when company do not given their employee proper means of
communication than they will not make proper use of resource and goals may not be achieve on
time.
Innovation and Efficiency :- Produce goods and services as per the demand of the customer is
more successful. The design and use of new and more efficient organizational structure is equally
important in producing quality of goods and services. In Syngenta with low labour costs are
compelling organizations all over the world to be positive impacts become more efficient and
competent and reduce costs and also increase quality as per requirements of the customers,
designs, research and innovations are being undertaken to attain the desired efficiency in
producing the goods and services. Organizational designs plays a crucial role in innovation and
search. Negative aspects that innovation can be done more than it means for that they need to use
more resources which can be sometime more loss to their company.
Recommendations-
proper communication should be their that can make more advance in using their resources and
their employees can also done their work on time while having with some innovative and creative
mind.

THEORIES OF ORGANIZATIONAL DESIGN-
Theories of organizational design helps to plan for succession of organizational. These theories
describe about how an organization interact with its environments.
Classical Organization theory :- This theory was formulated to bring up together scientific
establishment and also adjusted on getting equipment and best people for completing task
(Johannessen, 2019). Mainly two types of theory i.e. Bureaucratic theory says about hierarchy
involve in creating division of labour in Syngenta and Administrative theory work to settle down
management principles that apply in organization.
Contingency theory :- In organization this theory leads the best way in making decision generally
depend upon external and internal situations. Syngenta must involve to meet their own strategies
needs and managers always be able to make decision on current situations.
Systems theory :- It describes that system theory is interdependent and inter related with
organization, also how one change can affect other multiple parts of structure. (Lines and
Smithwick, 2019). Small changes in one part can cause another parts of agriculture system, while
in organization one changes can cause many other small parts area.
CONCEPTS OF ORGANIZATIONAL DESIGN-
The more involved business, essentially the structure becomes- it determines who have authority
and who have responsibility for particular projects or goals.
Functional structure ;- Different functions such as marketing, finance, human resources and
technology have different department on its own functions, its own budget and it's on goals with
no thought of company as a whole. Syngenta organizational design prefer functional structure
while hiring the employees with knowledge and skills, in company employees are divided in group
as per their skills. For every people in group have fixed responsibility and their personnel skills are
developed as because of their experience. In Syngenta functional structure is important as
employee have clear growth for their future with the best business firm within their department.
STRUCTURE OF SYNGENTA-
Syngenta not only focused on team building but also focused on leadership skills as there can be
changes in environment with innovative employees and always not give chance to multi skilled
employees but also give chance to specialized teams (Petarand et. al., 2019). Syngenta have strong

attentive on external environment like suppliers and customer while in internal environment
sources of information from employee is being observed important. In culture of organization
decentralization have certain limited and decision is mainly taken by lower or middle level of
management that can be harmful so there can be centralized approaches are less. While having
Syngenta specialization as innovation do not come up with diversification but research and
specialization in certain field may have created goods and services in agriculture.
The requirement to develop motivated, knowledge and experienced individuals and teams
These are distinct approaches of motivational, human capital theory and knowledge management
and boost work productivity among employees-
Human capital theory- This theory is determines as poverty and earnings theory. The main aim in
investing money in training and developing the employee and also explain them business norms.
Investment in training and education costs are form in direct expenses. In Syngenta employee who
work in labour with less demand of earning they are may be possible in poverty line. This theory
also explain about the individual earning at lifetime, as earning can be start form low amount and
it can be increase with age of working.
Knowledge management- It has main goals for improving organization efficiency and also deliver
knowledge for the company. In Syngenta enable in learning and creating culture, where they learn
in sharing knowledge and for those who seek to learn for developing themselves. Successfully
knowledge management will help in improving organization in various ways. It also ensures that
highly skilled and knowledge employee could not leave the workplace. As market area has become
more competitive, the best way to stay with them to build organization as brilliant, flexible way.
Economic needs motivation :- In this approach, Syngenta has high wages leads to motivation if
more wages is offer to employee it could help them to work. Weakness is money in these
approaches' money is considered more important for employee motivation (Ali and et. al., 2018).
They can work for many reason like financial rewards.
Social concept :- This approaches believes in human needs and have satisfaction with social
peoples with whom they meet. In Syngenta encourage it builds up supportive practices and have
opportunities to interact with socially for job with co-workers.

Self actualization needs :- Syngenta helps employees to needs by encouraging their innovative
ideas, allows to takes decision while in risk and support their workers in developing their skills. In
Syngenta teams and individuals are motivated with responsibilities and some due personal ethics.
Complex man concept:- These type of approaches employees are different and unique (Burton,
Obel and Håkonsson,2020). Enough numbers of variables are influencing performance of
organization and sometime they are motivated by orally acknowledgement and from time to time
people are not so satisfied with higher cost they are promoting.
Syngenta organization helps their employee in developing individual and make them excellent
training and education about the market strategy and company rules and regulation. They always
keep motivating to employee, as make them mopre complex in performing their activities so that
customer in company are satisfied. Increasing competitive also required more developed mind and
have knowledge about present situation, they should always be ready for facing challenges.
In Syngenta organizational cultural helps their employee by giving them some motivation such as
in form of rewards, appreciation so while by that they can easily complete tasks and can stay long
term. In taking some innovation and ideas their can be some risks plus organization should help
them in encouraging for generating some new ideas.
Relationship between Organizational design and Change management
Organizational design- It is process of planning interventions, utilizing behavioural and
organizational principles that changes and improve its efficiency, choice, participating and
developing and helps in develop their skills and performance skills. Employees in organization
learns to grow capabilities and achievement goals (Chouikha,2016). Conducting their outcomes
and process by justice, diversity, voice, responsibilities, opportunities and development.
Change management- It is relatively quite related on separating bodies including
behavioural,sociality, organizational design, process and project management. Change
management applies and define initaive project that do not scope for identifying problems and try
to design actual solution. Syngenta focus to individual employees to success and develop new
process or behaviours, by that organization can achieve their objective or goals.
As building of successfully changes and how people get along and walk together effectively in
change process. They are often with system thinking approaches and application of system, as
emerging in changing life style and with specific chance (Nisar, Palacios and Grijalvo, 2016). In

Syngenta to designing interventions to modify highly order structure, process, systems and
relationships.
Syngenta focused on how individuals employees change their jobs in building blocks as
successfully changes. They are often project application in individuals employee taking changes
offer, involving in performance and taking advantage in approaches. Organization structure
offering to facilitate individuals in changing employee process, workers or behaviours in particular
enterprise achievement.
The relationship between organizational design and change management can be when Syngenta
design their organization with creating innovation ideas and adopting new technology then their
must change with their management, that states about how the management can use that resource
in proper way. Their relationship is must be important in organization that helps in achieving the
goals or objective.
In Syngenta organization design and change management provides that foundation and
collaboration is disciplines (Johannessen, 2019). Provides insights into different application and
contribution, the achievement of organization changes and try to improve it shares value at high
level of work. Organization have to achieve more technology about their rapid changes in
competitive market or due to increase their productivity level.
Changes to be made in every organization while in becoming more digital and making more
technology advance for agricultural system. Using of proper pesticides for growing crops and
selling their product and services with the best quality.
Change management could help their company for being more developed in among with their
creating new strategies and try to make their employee more developed while keeping in mind
with ideas. Management is most important for each organization in which they can make their
goals and proper use of allocation. Meanwhile, they also need to acquire some change in their
company so that could be more benefits for them in making more goals and complete over them.
Different types of change management-
Transformational changes :- Strategic to guide must account for the current situation and have the
best direction for Syngenta in making plans. However, give a rapid place at which digital
technology involves and having Syngenta a better positioned to be success if cooperate digital
adoption platforms into their transformations changes (Lines and Smithwick,2019). In

organization specifically target a strategy and it is best suited to with stand that has rapid changes
in agriculture and prepared a transform their game plans when the need arises.
Psychological changes :- System of Syngenta will have some new ideas and rules as they will
encourage themselves to new producers they have fear of failure. Because they have to face
different aspect, their habitat and groups name will change which directly affect to psychological.
Psychological effects in change management because it affects their creation in organization.
CONCLUSION
Syngenta is operating a global business in a competitive market. The ever increasing population in
world to grow enough food to feed throughout countries. Organization design plays a important
roles in handling all works, coordinating and integration roles, designing the motivation schemes,
incentive plans and people development. Organization has techniques and approaches for
motivation in individuals and team. In Syngenta employees with self-motivated tend to be good
performance if they are provided with external motivation, but while providing more motivation
their seems to increasing performance. Team members are very cooperative and dedicated to
works than it can be result in good quality of work. Organization design and change management
is an extremely complex and that can be difficult for Syngenta. Both employees and management
must give each other the tools and motivation necessary to follow rules which are being given and
assorted variety of changes in management that impact organizational design regard
transformational and psychological changes.

REFERENCES
Books and journals
Al-Ali, A.A., Singh, S.K., Al-Nahyan, M. and et. al., 2017. Change management through
leadership: the mediating role of organizational culture. International Journal of
Organizational Analysis.
Ali, M., Ali, I. and et. al., 2018. The effect of organizational structure on absorptive capacity in
single and dual learning modes. Journal of Innovation & Knowledge.3(3). pp.108-114.
Burton, R.M., Obel, B. and Håkonsson, D.D., 2020. Organizational design. Cambridge
University Press.
Chouikha, M.B., 2016. Organizational design for knowledge management. John Wiley & Sons.
Johannessen, J.A., 2019. Concepts. Emerald Publishing Limited.
Lines, B.C. and Smithwick, J.B., 2019. Best practices for organizational change management
within electrical contractors. International journal of construction education and
research.15(2). pp.136-159.
Nisar, A., Palacios, M. and Grijalvo, M., 2016. Open organizational structures: A new
framework for the energy industry. Journal of Business Research. 69(11). pp.5175-5179.
Petar, S., Misita, M. and et. al., 2019. Organizational design based on simulation modeling. The
International Journal of Advanced Manufacturing Technology. 104(9-12). pp.3251-3266.
Roh, J., Turkulainen, V., Whipple, J.M. and Swink, M., 2017. Organizational design change in
multinational supply chain organizations. The International Journal of Logistics
Management.
Sindhu, M.I., Ahmad, H.M. and Hashmi, S.H., 2017. Leader-member exchange relationship and
organizational justice: Moderating role of organizational change. International Journal of
Organizational Leadership.6. pp.276-282.
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