Organizational Behavior Report: Syngenta Group, MG414 Module, 2020-21

This report examines the organizational behavior of Syngenta Group, a global agricultural technology provider. It begins by identifying the company's culture using the Hofstede model, analyzing factors like power distance, individualism, and long-term orientation. The report then explores how...Read More

Organizational Behaviour

Contents
INTRODUCTION...............................................................................................................................3
MAIN BODY.......................................................................................................................................3
Identify its culture in line with a theoretical model............................................................................3
Explore how culture improves organisational effectiveness with a focus on communication............5
Evaluate the role of culture on employee motivation.........................................................................5
Evaluate how the company could use the culture of the organisation to further enhance its success.7
CONCLUSION....................................................................................................................................8
REFERENCES....................................................................................................................................9

INTRODUCTION
Organizational behaviour is considered as an important study of human behaviour
within business setting. Basically, it focusses on employee behaviour and also analyse how
teams are work together, how organization it self behave and operate. Thus, it is significant
for business to effectively evaluate overall organizational behaviour as it directly contributes
in improving productivity level (Graham, Ziegert and Capitano, 2015). It also assists to boost
employee satisfaction towards their job role, improve their motivation and also help them in
understanding decision making. Present report is based on Syngenta Group, is a leading
global provider of agricultural technology in specified crop protection products. Company is
operating in Basel, Switzerland. Project is focusing on identify its culture in line with a
theoretical model and how culture improves organizational effectiveness. In addition to this,
role of culture on employee motivation is also discussed.
MAIN BODY
Identify its culture in line with a theoretical model
The culture of a company establishes the right way to conduct within the organization.
This culture is made up of common views and values that are developed by leaders and then
communicated and reinforced through numerous techniques, ultimately impacting
organizational culture, behaviours, and comprehension. In this context, The Syngenta culture
promotes personal and professional development by providing chances to learn and improve
on a daily basis. Our global network, as well as the breadth of our career options, give
opportunity for employees to thrive by providing equal opportunities. For better
understanding, Hofstede model organisational culture is used by company to analyse overall
culture as it includes 5 factors that can be understood by following points:
Power Distance: The power distance index refers to variances in work culture based
on the amount of power offered to workers. Syngenta believe in choosing team leaders or
team managers who are in charge of their individual teams and are tasked with getting the
most out of their members. Team members must appreciate their team leaders and follow
their commands and advice. Every employee at Syngenta is held accountable for his or her
own performance. There is no special individual in charge of the personnel. Individuals have
no one to answer to but themselves. Every employee receives equal distribution from
managers and is expected to take responsibility for his or her individual tasks.

Masculinity vs. Femineity: This relates to the effects of gender disparities in
attitudes on organizational culture. Organizations where male employees outnumber female
employees will have different regulations than Syngenta where females have a significant
influence in the decision-making procedure. Duties may also differ depending on the gender
of the personnel. It is crucial to emphasize that, while women continue to be significantly
underrepresented, the organizational environment is fast changing, necessitating a critical
evaluation of models such as Hofstede's when applied to a contemporary time.
Individualism: In market place, different firms place a high value on teamwork.
Individuals with a shared passion gather here and collaborate as a team. According to
Syngenta, the productivity is usually greater when individuals exchange ideas and discuss
things among themselves in order to come up with fresh ideas. In such a case, the employees
have a positive working relationship and rely on one another for assistance when needed.
Some businesses, on the other hand, have a culture in which individuals do not believe in
functioning as a separate entity and preferring to operate independently.
Uncertainty Avoidance Index: The Uncertainty Avoidance Index (UAI) refers to a
concept in which employees understand how and where to adapt to incredibly different
situations. It is concerned with the workers' tolerance level in both favourable and
uncomfortable conditions. Syngenta work hard to avoid such crises and to prepare staff to
adapt well in all circumstances. This element deals with the uncertainty of unfamiliar or
unique situations that employees face at workplace of Syngenta. The measure refers to
employees' tolerance levels in both comfortable and uncomfortable conditions. Syngenta as a
whole strive to reduce these types of scenarios for their employees while also ensuring that
they are prepared for such difficulties.
Long term Orientation: Some firms encourage long-term relationships with their
personnel. People in such firms take a consistent attitude and work hard to meet the
management's objectives. Employees become emotionally tied to the organization and lose
sight of short-term goals (Xu and Lv, 2018). Syngenta, on the other hand, has personnel that
are more concerned about their status and image. They adhere to a culture in which people
move on in a short period of time and little is done to keep them. Employees are mainly
concerned with their revenues and targets, and they depart once a better opportunity presents
itself.

Explore how culture improves organisational effectiveness with a focus on communication
In an organization, both culture and communication are crucial because it
assist in improvising the overall performance and at the same time also increase positive
brand image at market place. In this context, Syngenta is focusing on organizational culture
in order to establish a connection inside the organization and with personnel so that more
individuals may be participating in the required task and teams (Klotz and Neubaum, 2016).
It is stated that cultural dimensions both verbal and nonverbal communication among
employees. As, Organizations must communicate and convert in order to preserve a positive
culture in the workplace. It considers how culture affects more interaction between
employees. In addition to this, effective communication is significant for Syngenta to achieve
their organizational goals and needs in an appropriate period of time. This will assist
employees in working to their best potential and performance. Organizational communication
guides the organization and its members. It answers all inquiries, clears up misunderstanding,
gives guidance, and motivates everyone to achieve company goals. It strengthens
professional relationships, reduces disagreements, and promotes cooperation. It aids the
organization in enforcing rules, regulations, and conventions, as well as maintaining
discipline.
Culture affects business development by making cultural information and
understanding more relevant. Workplaces are becoming increasingly diverse. As a result,
corporate culture increases employee participation and consensus on strategic issues,
resulting in aligned viewpoints between organizational and personal aspirations (Neck,
Houghton and Murray, 2018). An effective organizational culture pulls company's personnel
together and keeps them aligned. When an organization's culture is clear, various perspectives
can unite behind it for a single goal. The company performance establishes standards for how
employees should interact and collaborate, as well as how effectively they perform as a
collaboration.
Evaluate the role of culture on employee motivation
The importance of organizational culture in determining organizational success
cannot be overstated. It is the environment in the workplace that is formed as a result of
employee interaction at work. Organizational culture can be established in the social setting
and can encourage employees of the company to be creative. It is a confluence of a member's
awareness, beliefs, moral art, and habits. It is critical for the organization to foster a positive
culture among its workers and to provide a structure for motivating factors. The

organisational structure is an important factor in increasing motivating employees. Along
with this, Organizational culture is a fundamental component of what binds a group's
members together. Staff members must be given the opportunity to participate and become
involved in the company (Chen, Chen and Sheldon, 2016). In order to foster significant
benefit within the company, management must realize that their staff members are able to
make decisions and attempting to control the condition. In this regard, there are some
important role cultures on employee motivation:
Improved Retention: Employers must invest more in employee motivation by
offering more advantages, endorsement, exchange, promotion opportunities, career growth,
and mentoring outside the company. Culture acts as a knowledge and control system, guiding
and shaping employees' behaviours. It gives workers the standards on what they'll believe and
do, which serves to maintain the organization together. If workers know what to expect, and
if individuals discover a good and productive culture, this could result in increased retaining
employees over period and a decrease in job satisfaction.
Happier Customers: Developing a better culture is important for company as it
provide commitment to quality, safety and effective customers services. This will assist in
engaging employees towards the organizational goals and objectives. Satisfied employees are
always productive for company as it helps them in attainment all the set targets in an
appropriate period of time. This is possible by positive and strong culture because it directly
contributes in retaining employees for longer period of time.
Increase Profitability: In an organization, having more productive, experienced staff
who significantly improve customer satisfaction and retention leads to increased revenues.
Strong organizational culture provide positive and healthy working environment in which
workers are perform their best and also attain determined goals in an appropriate manner.
Better quality Candidates: Staff members who take pride in their work are more
interested in sharing their positive experiences. Application forms of candidates who may be
an easy candidate for workplace strategy can result from this word of mouth. The right
company's structure can also assist an organization in receiving awards and recognition as a
"best place to work" in its organization area. This form of buzz serves to maintain your
company at the forefront of the minds of local job applicants.
In addition to this, Syngenta create positive and strong culture in which
manager give proper training and development programme to their employees (Punnett,

2015). This will assist in motivating employees towards their job roles. As the main focus of
company is to focus on developing positive and healthy working environment for workers in
which they bring productive workers. This will directly contribute in increasing productivity
level of employees as it also increases employee retention.
Evaluate how the company could use the culture of the organisation to further enhance its
success
Culture of a company determines about how their employees are and what is their
value. If a company has a great organisational culture, then, it will attract a large number of
candidates, but apparently, if the culture of the company is week than it will turn people away
from the company, and this will significantly put a negative impact on the business (Gelfand
and et. Al., 2017). Thus, it is important to understand why culture of a company matter a lot?
Looking at the technical definition, proper engagement of employees has a huge influence,
the productivity rates will become higher, and this will significantly provide a better customer
rating. Therefore, from the above statement it can be establish that, there is a correlation
between satisfaction of employees and increased in the productivity. Hence, the entire thing
can only happen if the culture of the company is good. So, besides developing strategies that
will push the company towards profit metrics it is important that company improve its
culture. Further, are some points that will determine how the use of company’s culture for
further enhancing its success.
Transparency is the key: Satisfaction of employees can be affected by the
amount of trust senior management shows on employees’ ability. So, building trust is very
important, and this will only be possible if there is transparency between top management
and other employees. For example, “Syngenta Group”, has provided a pleasant working
environment to its workers. There is absolute transparency between different departments and
individuals. Culture of this company has given every employee with shared assumptions
because of which everyone knows what are the expectations of the company from them
(Gagné, 2018). Thus, transparency in the culture of Syngenta Group helps in eliminating the
uncertainty of the mis-happening (in term of behaviour), and improves the working
environment along with the quality of work. The entire process without any complication can
only be possible through effective communication data base. This may be realized by
reassuring staff that it is alright to take a risk and that management will support them both in
successful endeavours and during failures. For instance, a worker has a strategic marking
plan for attracting more and more customers, but the manager is not letting the worker to

communicate with the senior official whose direct influence can make a change.
Consequently, if transparency is there in company’s culture, then the individual can directly
contact with the senior officials.
Making collaboration: While working in an organisation it is equally
important that an individual gets involve with other and make a collaboration because it is
believed that, collaboration give rise to new ideas. Moreover, through knowledge sharing
company can overcome challenges together. In relation with “Syngenta Group”,
implementing collaboration as one of their factors of company’s culture is helping them
improving corporate culture. Different employees from various department are engaging
themselves in learning new things. For example, learning social media marketing strategies
by the finance department will help them in developing effective budget without even
compromising major activities. Further if we dig into the company’s culture, “Syngenta
Group” embraces diversity and inclusivity while making a collaboration. Such kind of
gesture make everybody feel comfortable and however, develop a sense of belongingness
towards the company. The direct implication of all these activities can be seen in the sales,
and the profit values of the company (Borkowski and Meese, 2020). If the working in
collaboration goes well then, the results will be positive, and subsequently there is no proper
coordination between the workers then the results will be negative.
Regardless of what the future goals are for the company, we cannot put business
result that come under ‘tangible’, and company culture ‘intangibles’ cannot be put on
different plates. Both complement each other for example, if the culture of the company is
appropriate then only the company can gain positive business results. Therefore, it can be
said that a successful business stands upright if the company has a string team which is
empowered by an effective company culture.
CONCLUSION
According to the preceding, organizational behaviour and culture are the most
important because if a company wants to boost its effectiveness and employee efficiency, it
must create a healthy and safe working environment. Then, on the other side, some of the
theoretical frameworks stated previously concerning how being an effect organizational
culture and somehow this is to be improved in order to obtain good communication amongst
personnel are discussed. There is a discussion about how organizational culture might aid in
the accumulation of workers' desires and performance. Personnel will perform well if

organizational behaviour and attitude are both attractive and safe, which leads to an
improvement in their performance.

REFERENCES
Books and journals
Borkowski, N. and Meese, K.A., 2020. Organizational behavior in health care. Jones &
Bartlett Publishers.
Gagné, M., 2018. From strategy to action: transforming organizational goals into
organizational behavior. International Journal of Management Reviews, 20, pp.S83-S104.
Gelfand, M.J., Aycan, Z., Erez, M. and Leung, K., 2017. Cross-cultural industrial
organizational psychology and organizational behavior: A hundred-year journey. Journal of
Applied Psychology, 102(3), p.514.
Punnett, B.J., 2015. International perspectives on organizational behavior and human
resource management. Routledge.
Chen, M., Chen, C.C. and Sheldon, O.J., 2016. Relaxing moral reasoning to win: How
organizational identification relates to unethical pro-organizational behavior. Journal of
Applied Psychology, 101(8), p.1082.
Neck, C.P., Houghton, J.D. and Murray, E.L., 2018. Organizational behavior: a skill-building
approach. SAGE Publications.
Klotz, A.C. and Neubaum, D.O., 2016. Article commentary: Research on the dark side of
personality traits in entrepreneurship: Observations from an organizational behavior
perspective. Entrepreneurship Theory and Practice, 40(1), pp.7-17.
Xu, T. and Lv, Z., 2018. HPWS and unethical pro-organizational behavior: A moderated
mediation model. Journal of Managerial Psychology.
Graham, K.A., Ziegert, J.C. and Capitano, J., 2015. The effect of leadership style, framing,
and promotion regulatory focus on unethical pro-organizational behavior. Journal of business
ethics, 126(3), pp.423-436.