Organisational Behaviour: Influence of Culture, Politics, and Power

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.........................................................................................................3
TASK 2............................................................................................................................................6
P2. Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context............................................6
TASK 3............................................................................................................................................8
P3. Explain what makes an effective team as opposed to an ineffective team............................8
TASK 4..........................................................................................................................................10
P4. Apply concepts and philosophies of organisational behaviour within an organisational
context........................................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisational behaviour refers to the study of analysing the behaviour and personality of
human being. Define the combination of managerial activities which include analysis of the
behaviour of individuals. It also carries proper research to determine the primary objectives and
needs of employees. In addition to this it also put emphasis on the interaction of employees and
describes the behaviour and values of them (James, 2017). Furthermore in order to examine the
behaviour of people managers use practical research in order to determine the personality and
mentality of employees concerning various situations and circumstances. This report is based on
Ryanair DAC is an Irish budget airline founded in 1984, headquarter in Swords, Dublin and also
forms the largest part of Ryanair holdings family of airlines. Moreover, Ryanair was the largest
European budget airline by scheduling passengers than other airlines. This report is going to
cover the influence of culture power and politics on the behaviour of organisation and individual
and also evaluate various theories of motivation which is helpful in achieving desired outcomes.
At last various concept models and theories are discussed in terms of respective company.
TASK 1
P1. Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance
Organisational culture:
The culture of company depends on the values and behaviour of organisation and employees
as well. In this context each and every organisation carries its own culture which is useful in
evaluating and analysing the behaviour of employees (Chumg and et. al., 2016). By considering
this there are 4 types of culture including person power role and task culture.
 In person culture individual of Ryanair always put itself on the priority instead of
organisation.
 In power culture all the powers and authorities are in the hands of leaders of Ryanair and
only they provide guidance to subordinates.
 In task culture organisations are tends to achieve their desired goals and objectives with
the cooperation of their employees.
 In role culture all the duties and responsibilities are assigned to employees according to
their knowledge and skills.

To describe the culture of Ryanair “Hofstede model” is used that are as underneath:
Power Distance Index: This culture depicts the power and inequality as designer factors that
are considered from the viewpoint of subordinates that are from lower level. In this context high
power represent the culture in which power and inequality both are different and show so I
respect towards the authority (Kitchin, 2017). Meanwhile, low power represents the motivation
towards the overall structure of organisation and also put emphasis on distribution of power
among the employees. For example if Ryanair adopt low power in the organisation then it put
positive influence on the performance of employees and improve their productivity.
Collectivism vs. Individualism: According to this individualism focus on attaining personal
goals and objectives and also considered the self image and reputation before others. Meanwhile,
collectivism describes great importance regarding the achievement of prominent goals and
objectives for the well being of whole group. In this context Ryanair need to consider
collectivism by considering the perspective of whole group which is useful in encouraging
employees and their performance.
Uncertainty Avoidance Index: It describe the uncertainty which acres because of uncertain
situation. High uncertainty describe the prominent lo amount of tolerance towards the ambiguity
and risk meanwhile lo uncertainty describe high tolerance as their employees are more extrovert
and easy to accept the rules and regulations. In relation with Ryanair low uncertainty index is
useful for the employees and company in order to survive within the critical situation.
Femininity vs. Masculinity: It describes the priority of society regarding their attitude and
achievement of sexual equality and behaviour. In this context masculinity describe the
characteristics of gender roles and wealth in order to develop the achievements of material and
goals meanwhile femininity describe the features of fluid gender role and quality of life
(Balwant, 2018). In the context of Ryanair both the dimensions are helpful for company
according to the various situations and levels.
Short Term vs. Long Term Orientation: It depicts the perspective of society regarding the
long and short term orientation as long term describe the future and always neglect the short term
success for the achievement of long term growth. Whereas short-term put emphasis on upcoming
future which describe the short term success and also focuses on the quick results. In context of
Ryanair company need to consider both the orientation by analysing the need of situation and
desired outcome.