Organisational Behaviour: Influence of Culture, Politics, and Power on Behavior and Performance

This study examines the influence of an organization's culture, politics, and power on individual and team behavior and performance. It explores theories of motivation and discusses effective and ineffective teams. The case of Ryanair is used as an example throughout the study.

ORGANISATIONAL
BEHAVIOUR

Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P 1 Analyze how an organization’s culture, politics and power influence individual and team
behavior and performance...........................................................................................................3
LO 2.................................................................................................................................................5
P 2 Theories of Motivation..........................................................................................................5
LO 3.................................................................................................................................................8
P 3 Teams that are effective and teams that are ineffective.........................................................8
LO 4...............................................................................................................................................11
P 4 Concepts and Philosophies of Organizational Behavior.....................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................15

INTRODUCTION
Organizational behavior is the study of both group and individual performance and activity
within an organization. This area of study examines human behavior in a work environment and
determines its impact on job structure, performance, communication, motivation, leadership, etc.
Ryanair DAC is an Irish budget airline founded in 1984, headquartered in Swords, Dublin, with
its primary operational bases at Dublin and London Stansted airports. It forms the largest part of
the Ryanair Holdings family of airlines, and has Ryanair UK, Buzz, Malta Air and Lauda as
sister airlines. This report contains issues such as Analyze how an organization’s culture, politics
and power influence individual and team behavior and performance. Theories of motivation that
is content and process theories. Teams that are effective and teams that are ineffective. Concepts
and Philosophies of Organizational Behavior (Barry and Wilkinson, 2016).
LO 1
P 1 Analyze how an organization’s culture, politics and power influence individual and team
behavior and performance.
Culture of organizations is based on the values, beliefs and ways of interacting which helps to
make a contribution in the company.
Handy’s Culture
Power Culture-
This aspect of culture states that some of the individuals who have the authority can
influence the working of the company. They are the ones who take decision for Ryanair and they
are the ones that are responsible for them. Employees of the company will be assessed so that
they can decide who is eligible for this type of power in the company.
Role Culture-
This type of power depends on the position that person has in the company. in order to
imply it rules are needed to be followed. It would be helpful if Ryanair makes everyone clear
about their role so that no one attempts the task or work which are out of their position.
Task Culture-

This culture emphasizes on dividing the team on the basis of task assigned to them.
Ryanair has a different method to which they assign the task to their employees on the basis of
their interest so that they can maintain the flow of productivity and increase the level of
efficiency. This culture will be suitable for the company as it will help to reduce the level of
complaints and improve the quality of service with that it will reflect changes in team and
individual.
Person Culture-
This aspect of culture states that every employee has their own way and style of
performing the task which helps them to link with others. This can be helpful for the company
when they want to complete a task with proficiency and special skills. This way they will be able
to improve and boost the confidence of team (Meima and Welford, 2016).
Types of Power with model by French and Raven-
Legitimate Power-
This type of power in the company is only obtained by the CEO or board of directors. It
is important to note that people are attracted to these individuals only because they want that
power. Other than this it does not stay with them forever. It will change when someone new is
appointed.
Reward Power-
This power is concerned with awarding or rewarding employees on the basis of their
performance after their evaluation such as raise, bonus and incentives. It is important to note that
this power will help them to keep the employees of the company motivated and put more of their
efforts which is beneficial for Ryanair. Employees will only be influenced by the value of the
reward. In order to improve the flow of service it is necessary that Ryanair implies this power in
their company as this will keep the employees motivated be it team or individual they will work
hard in order to earn a reward.
Coercive Power-

This power has a negative influence on the culture of the company as they force the
employees and put a threat on them and state them that in any condition goal must be obtained.
Threats and punishments are given if they are not able to meet the goals of the company. If
Ryanair uses this power for long or every aspect then it will affect the performance of the
company.
Informational Power-
Employee in the company don’t have this power as it is possessed by top level of
management of the company so because it needs to be secretive such as financial resources of the
company and all the information that needs to be kept confidential.
Expert Power-
This is that power which is only possessed by some of the employees and it is assessed
on the basis of knowledge and experience they have in a specific field of area. One of the
benefits of this power is that it remains permanent because it is hold by the employee not by his
position. It is important that Ryanair retain these employees for long so that they can overcome
their obstacles in task easily.
Referent Power-
Power of reference is born from the preference of top level of management for their
employees on the basis of their work. This power affects the working of the company as many of
time employees are hired on the basis of reference and they do not have the required knowledge
which can affect their work.
Political behavior is considered as the alternative of behavior of humans which consists of
politics and power.
Chantal’s Characteristics of Political Behavior
After the analysis of different studies it has been assessed that it is necessary that
employees have some skills of politics so that they can manage the working and handle the
external forces of environment. These type of people will help Ryanair to take decisions that help
them to increase their productivity and deal with more customers. Because of the political skills

they possess they can easily manipulate others which has both positive as well as negative
influence on the company. It is important that company don’t’ give them the authority so that
they put the operations at risk (Saintilan and Schreiber, 2017).
LO 2
P 2 Theories of Motivation
Motivation helps the person to act in a situation with confidence and knowledge so that goals can
be achieved. It is consists of forces that are emotional, social and cognitive.
Difference between content and process theory is that content focuses on what factors helps to
motivate people whereas process states that how are they motivated.
For motivation there are different theories but there are two forms of it and they are extrinsic and
intrinsic form of motivation. Extrinsic form states that it avoids any type of threat, punishment in
order to receive a reward whereas intrinsic form of motivation focuses on benefits that are
personal rather than the overall benefits of the company. This is the reason why Ryanair
implements the extrinsic form of motivation as they are dealing with lot of customer service
issues (Ayoko and Ashkanasy, 2019).
Content Theory-
This theory helps to understand that why is it mandatory that needs of humans changes
with time (Zulkifli and binti Ali, 2017).
Theory of Motivation by Maslow
Physiological Needs-
This level of needs involves those things that are basic and important without which they
are not able to survive. This is the reason why these needs are considered as universal. The needs
that are involved are home, shelter, clothing, food, sleep etc. Ryanair knows this that is why they
make sure that the package offered by them covers their basic needs so that they are satisfied
with the company.

Safety needs-
This is the second stage of need theory and it is concerned with needs that protect them in
the situation of crisis such as war, disaster or natural calamity. They want security against these
factors and this is the point where Ryanair stands for them they assure them that their these needs
will be looked after as they will provide them with policies of life insurance and medical cover
so that they work stress free in the company and focus their determination in the favor of
achieving goals (Derakhshan, Mancini and Turner, 2019).
Social Belonging-
This level of need are the third stage of the theory which is concerned with having
relations with other people so that they can share their load of work. It can be satisfied with
family, friends and neighbors. This is necessary so that they are not alone. This is why Ryanair
forms a team for employees who are new so that they can learn to work with each other and have
a sense of belonging with them. This way employees won’t get in depression and work with
motivated mindset for the company.
Self Esteem Needs-
These needs disturb an individual when it comes to their ego, standards and status. At this
stage they feel that they need to get respect and recognized in the market. If they don’t then they
don’t feel satisfied because of which they generate inferiority complex. In order to get past this
issue they have made their code of conduct in such a way which states that they need to treat
everyone with respect irrespective of their experience and position in the company. This way
Ryanair meets this needs of employees through which they are able to make sure that their focus
is on work (Aithal and Kumar, 2016).
Self Actualization Needs-
This element of need theory is the last and it states that one reach to go as far as their
capabilities. To elaborate it means that they will put more efforts and work up to their potential
so that they can achieve that power. It is important to remember that individual will only develop
this form of needs when all other needs are fulfilled. In order to fulfill these needs of employees

and their desire to attain these needs they have introduced a assessment and selection problem so
that they can be consider for the position of CEO or COO so that they can fulfill their this need.
Process Theory-
With the help of this theory management of the company will be able to assess the
behavior of employees so that they can implement the right strategies to keep them motivated.
Expectancy Theory-
This theory is based on the expectancy of efforts and hard work the employees put so
that they can get the expected goal. This theory is on the basis of experience of past activities of
employees (Dutta and Khatri, 2017). This is what Ryanair needs to do in order to make changes
so that it reflects in the culture of the company.
Instrumentality-
This theory works on a different mechanism as it states that in order to get a raise in their
salary package or get a promotion in the company they need to work as per the expectations and
achieve the goal so that they are considered for that.
Valence-
This aspect is related with the value of work. It is linked with the sources of motivation
which means that whenever employees achieves goals they tend get more motivated for the next
one. This way they are able to complete the task efficiently and add value to it.
LO 3
P 3 Teams that are effective and teams that are ineffective
Belbin’s Team Roles-
Resource Investigator-
They are enthusiastic in nature which is the reason they tend to look for more
opportunities so that they can get the products for the company at less rates. It is necessary that

Ryanair remember that they are extrovert which is why they are receptive to many ideas (King
and Lawley, 2016).
Team Worker-
These people will help when the company wants to increase the spirit of the team or
when the members of the team are seeking guidance so that they can perform better. Ryanair
needs to take careful actions against them as they tend to get offended.
Coordinator-
These type of people consider themselves as chairman of the team as they work with a
traditional approach. Other than this they are considered as excellent listeners and they are
known for their way of delegating the task.
Shaper-
These person has a different approach of completing the task as they challenge the
employees so that in order to complete that before others they put more efforts which will
increase the level of efficiency. They are considered as an option when company is facing
difficulties in meeting their goals and objectives.
Implementer-
These people are known for converting the plan and executing it so that they are able to
overcome their challenges and meet their goals. The company can easily trust them as they are
proven for their work. But one drawback of them is that they are inflexible.
Complete Finisher-
These are the people who make sure that the task assigned has been completed in an
efficient manner. These people will help to reduce the errors in work done which will improve
the level of customer service. They tend to over think a lot due to which they take a lot of tension
for work and affect the process of delegation of task (Skinner and Stewart, 2017).
Plants-

The nature of these people is creative which is the reason why they look for new methods
and their execution to complete the task. Sometimes it turns out to be successful and sometimes
it does not. Other than there is one problem with them that they make mistakes in the stages of
communication (Wilson, 2018).
Specialist-
These people are very beneficial for Ryanair as they can help the company to overcome
those challenge which requires specialized knowledge such as problems that are complex. They
are proud of their work and they are so focused in their work that the goodwill of the company in
the market does not matter to them.
Another theory was given by Bruce Tuckman in 1965 which involves (Maiorano, 2018) five
elements under it which helps to develop the team and their behavior. With the help of this
model Ryanair will be able to develop the relationship between the employees and leaders by
changing the style of leaders. This way they can move forward to working in new methods and
strategies together. The five stages involved in this model are
Forming-
At this stage employee of the company wants support of others so that they are able to go
on to the path which is right for them. This is because these employees are new and they are not
aware of their roles and responsibilities. In order to overcome this aspect leaders and managers
of the company are available to support them so that they can work on the basis of aim set by the
company.
Storming-
Decisions in Ryanair are taken after doing a complete analysis as they believe that quick
decisions affect the working of the company. The members of the team has to face a lot of
challenges as they are new and making place with other members of team and getting fond of
them is not easy. This is why focus and attention is increased on them by the leaders of the
company so that they are clear their role in the company and make them aware about the
uncertainties they have to look out for in this sector (Xia, Ng and Wu, 2020).

Norming-
They are considered as those agreements which are formed regularly in the company.
This helps to keep the role and responsibility of everyone clear in the market. With this they take
the decisions that are major and draft it as a agreement. This also involves taking decisions that
are small but they are not draft instead they are discussed in small groups or teams.
Performing-
Ryanair has idea about the performance of the company in relation of the environment
strategically. Till this stage they have been able to understand clearly the pattern that are used
and implemented so that goals can be achieved. The vision of the company is to provide best
quality service to their customers at minimum price so that they can leave their competition
behind. They believe that they have gained that much experience in the market which gives them
confidence to not take support from any other in the market. They believe that they can make it
without the instructions and guidance of anyone (Wilson, 2017).
Adjourning-
This stage is the last stage of the model which was introduced very later. It is also
considered as deforming and mourning. With the help of this stage they are able to work on the
basis of purpose which are different from the stages they have worked before. They do not give
much attention to the development of team and their management as it is the prime focus.
LO 4
P 4 Concepts and Philosophies of Organizational Behavior
Path Goal theory-
This theory is based on the style of the leader and their behavior which is suitable in the
best manner as per the flexibility and other requirements. This helps to increase the level of
convenience that will help the employees to make place in the company. The theory of path goal
is similar to the theory of Vroom expectancy which clears the role and duty of employee in any
given situation. This theory is used so that leaders can make employees of the company

comfortable with work and in order to do that they are ready to select a behavior that is specific
and match with the requirements of the situation and environment. This way they will also be
able to make sure that employees of the company are on the right path so that they can complete
the task assigned to them in time with the right use of strategies. There are some steps which are
followed by this theory (Coccia, 2018). If this theory is assessed properly and the style of the
leader is worked up on the basis of demand of the situation then they will be able to improve
their performance.
Characteristics of Employees
Even the employees have a right to judge their leaders and they do it on the aspect of
need which demands that company must have structure that is proper. If the leaders fail to do that
then employees of the company will not be motivated towards work and they will consider to
leave the company and consider the alternative options in the same sector so that they can get a
job in another company.
Task and environmental characteristics
Leaders of the company needs to keep one thing in mind that is to fix their focus on
removing the hurdles between the task and the path to goal and even after that they got any
problem in the path then they need to control of the situation effectively so that there are less
errors and mistakes in work and train them so that they can cope up with these measures next
time some situation like this arises with them.
Designing of the Task- This aspect needs to have a one solid goal and that is to remove the
complexity of task so that no employees are confused in completing it.
Formulate the system of authority- This will clear them with who they needs to report to and
who they need to ask for guidance in their work.
Group of work- The focus of the leaders of the company must be on making a team and involve
members on the basis of their interest which will help them to gain more benefits.
Behavior and Styles of leaders-

This aspect states that variables are also included in this theory which helps the leader to
change their pace and their form on the basis of demand of the situation through which they will
be able to improve the level of retention in the company as they will remain motivated and
efficiently and effectively attain the objectives of the company (Buchanan and Huczynski, 2019).
CONCLUSION
From the above studies it has been concluded that it is necessary that Ryanair focuses on
improving their quality of customer service as they are receiving many complaints regarding it
and that is affecting the business and name of the company in the market. People expects a lot
from airlines and it is important that they position themselves in a better way so that consumers
know that the company is worth for what they are paying. In order to make changes it is
necessary that they make changes in their structure which makes employees of the company
more comfort and improve the level of retention so that they don’t leave and company do not
have to hire new which will be a more expensive method for the company. Also they need to
meet different levels and type of motivation so that all of their focus remains at work and they
are able to achieve goals and objectives of the company. It is necessary that the leaders of the
company are available at providing them assistance at every stage when the employees require it.
This will help them to be clear about their roles and responsibilities and the strategies they have
to implement in it. It will also help them to make sure that the path chosen is viable or not so that
they can assess it and make the necessary changes in the work. It is also necessary that they look
after the culture that is implemented in the company and the impact it leaves on employees
because if it is negative then employees of the company are not able to perform better.

REFERENCES
Books and Journal
Buchanan, D.A. and Huczynski, A.A., 2019. Organizational behaviour. Pearson UK.
Wilson, F.M., 2017. Organizational behaviour and gender. Routledge.
Wilson, F.M., 2018. Organizational behaviour and work: a critical introduction. Oxford
university press.
King, D. and Lawley, S., 2016. Organizational behaviour. Oxford University Press.
Barry, M. and Wilkinson, A., 2016. Pro‐social or pro‐management? A critique of the conception
of employee voice as a pro‐social behaviour within organizational behaviour. British
Journal of Industrial Relations, 54(2), pp.261-284.
Aithal, P.S. and Kumar, P.M., 2016. Organizational behaviour in 21st century–'Theory A'for
managing people for performance. IOSR Journal of Business and Management (IOSR-
JBM), 18(7), pp.126-134.
Dutta, S. and Khatri, P., 2017. Servant leadership and positive organizational behaviour: The
road ahead to reduce employees’ turnover intentions. On the Horizon.
Skinner, J. and Stewart, B., 2017. Organizational behaviour in sport. Taylor & Francis.
Coccia, M., 2018. Competition between basic and applied research in the organizational
behaviour of public research labs. Journal of Economics Library, 5(2), pp.118-133.
Saintilan, P. and Schreiber, D., 2017. Managing organizations in the creative economy:
Organizational behaviour for the cultural sector. Routledge.
Maiorano, J., 2018. Beyond technocracy: Forms of rationality and uncertainty in organizational
behaviour and energy efficiency decision making in Canada. Energy research & social
science, 44, pp.385-398.
Ayoko, O.B. and Ashkanasy, N.M. eds., 2019. Organizational Behaviour and the Physical
Environment. Routledge.
Meima, R. and Welford, R., 2016. The ecological challenge in organization theory and
organizational behaviour. Corporate Environmental Management, 2, pp.3-8.
Derakhshan, R., Mancini, M. and Turner, J.R., 2019. Community’s evaluation of organizational
legitimacy: Formation and reconsideration. International Journal of Project
Management, 37(1), pp.73-86.
Zulkifli, N. and binti Ali, K., 2017. Accentuating The Positive Organizational Behaviour and
Work Engagement Concepts Towards Job Performance Quality of Public Sector Staff in
Wilayah Persekutuan Putrajaya. Humanities & Social Sciences Reviews, 5(2), pp.134-140.

Xia, H., Ng, J.C.Y. and Wu, S., 2020. Exploring the effects of unethical pro-organizational
behaviour on innovation strategy: an examination based on firm survey in China. Asia
Pacific Business Review, pp.1-13.