Influence of Culture, Politics and Power on Organizational Behavior

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
ACTIVITY 1....................................................................................................................................3
(a). Influence of culture, politics and power on team and individual behaviour and
performance in organisation........................................................................................................3
ACTIVITY 2....................................................................................................................................6
(a). Evaluating manner to motivate individuals and teams for achieving goal...........................6
ACTIVITY 3....................................................................................................................................9
(a) What makes an effective team as opposed to an ineffective team........................................9
(b). Apply concepts and philosophies of organisational behaviour to a given business situation
...................................................................................................................................................11
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Organisational behaviour is defined as study of performance and behavioural characteristics
of both the team as well as individual member towards a business activity within an organisation
workplace. Such behavioural aspect helps in determining impact as made on job structure,
productivity, profitability, leadership, motivational factors etc. The present report is on Ryanair
which was set up in 189984 and operating its business in different nations. This firm
headquartered in Dublin, Ireland and operating its business with the help of 17500 employees.
This report will define influence of culture, politics and power on individual as well as team
behaviour, performance. Further, explanation related to motivation and its techniques as useful in
attaining defined business goals. Also, emphasis is made related to concept which defines
effective team in comparison of ineffective team. At last, the report will shed light on evaluation
of core concepts, philosophies related to organisational behaviour and business situation.
MAIN BODY
ACTIVITY 1
(a). Influence of culture, politics and power on team and individual behaviour and performance
in organisation.
The organisation culture is related with the manner in which employees perform, interact
or complete their own business related activities and task as allotted, assigned. Cultural aspects
of organisation deal with values, beliefs, thoughts which form base for better performance of
individual as well as group. By making use of these beliefs, values, ethical norms it makes
communication process easy which in turn helps in defining roles, responsibilities and functions
in much better effective manner to all the individual and group members. As per Handy's
concept, there are four different types of culture viz.
 Role Culture – It is related with culture, beliefs, thoughts and concepts which has been
followed by the employees of organisation. With role cultural aspect it lays emphasis on
the roles, performance, action, responsibilities which has been delegated and assigned to
the individual employees and group as well. In Ryanair, roles and responsibilities are
assigned as per their knowledge, skills, educational qualification, specialization if any of
the employees for more better and effective performance and productivity (Helms Mills
and Mills, 2017). With the help of such classification done, employees enjoy

opportunities in context of decision-making related to job assigned, challenges related to
such role and undertaking measures for achievement of set defined business goals.
 Power Culture – It is defined as power or authority as granted to the employees in the
business firms related to their business roles, responsibility as assigned. With the help of
power culture, it provides control, power to only a limited number of personnel and
employees for the betterment of business and company as a whole. These power,
authorities help them in making crucial decisions in line with the business objectives as
defined by the company. Under this culture, authority has been assigned which helps in
making delegation of responsibilities, job designations to other individual employees of
Ryanair. Such culture don't provides freedom to employees for expressing their point of
views and thoughts.
 Task Culture – Such cultural aspect of organisation is connected with performance and
action as undertaken by group and team members. Teams are formed accordingly for
better performance of task and achieving the target specified. Under this cultural aspect
of organisation, it allows employees of Ryanair to take active participation with equal
contribution opportunity with the aim of achieving assigned task and activities in more
efficient as well as innovative manner. It helps employees in having clear vision related
to their task, role and responsibility and manner to achieves these goals.
 Person Culture – In this model, emphasis is made more on importance of employees and
workers. Under person culture, focus is made mainly on attainment of individual goals
rather than emphasizing on organisational as a whole. Individuals are mainly concerned
with their profit maximization aspect and efforts are made on attaining it first before
providing benefits at the organisational level (Osrecki, 2015.).
Organisational culture provides influencing impact on employee’s motivation,
satisfaction and performance level. By having different organisation culture in its departments, it
can impact performance of both the team as well as individual as everyone will follow own
beliefs, values which will result in conflict. For Ryanair, the most suitable culture is Task culture
as in this type focus is made on development of different teams as per the qualification and
experience which all the members of the team are having. Such culture helps employees in
having clear vision and knowledge about their task, role and responsibility and manner to
achieves these goals.