Organisational Behaviour Assignment | Ryanair

ORGANISATIONAL
BEHAVIOUR
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Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Impact of organisational Culture and power or politics on team and individual performance
.....................................................................................................................................................1
TASK 2............................................................................................................................................3
P2 Differentiate the theories of motivation and how it helps Ryanair to succeed......................3
TASK 3............................................................................................................................................5
P3 Elaborates the effective and ineffective team........................................................................5
TASK 4............................................................................................................................................8
P4 Concepts and philosophies of organisational behaviour........................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisational Behaviour is known as a study of activities perform by group and
individual in the organisation. It is essential for managers to understand the behaviour of its
employees, this helps in knowing about needs of workers and developing such atmosphere that
may support in making staff members positive towards the brand. Ryanair is airline company
founded in the year 1984, by Tony Ryan, Christopher Ryan and Liam Lonergan.Headquater in
Swords, Dublin, Ireland. It operates in aviation industry, It operates approx. 400 boeing 737
aircraft, it id developed as fastest developing firm. In the year 2018 it has generated revenue of
4.151 billion and its net income was 1.145billion. In the year 2017 company has reached to the
position where it has carried more than 1 billion customers. In the year 2016-17 company has
provided services to approx 119977801 and in 2015-2016 it provided services to 106431130.
Reports contains the study of team and organisation behaviour when they are affected by
Organisation culture and Power or politics further it contains different policy of motivation
affecting Ryanair then go through the study of effective and ineffective team and also explains
the concept of the organisational behaviour.
TASK 1
P1 Impact of organisational Culture and power or politics on team and individual performance
Organisational culture is known as the unique way of contributing to the organisational
environment by the way of values, ethic, assumption and the beliefs among the individual.
Organisational culture helps the senior management to maintained believe in subordinate.
Charles Handy has defined model of organisation culture in 4 different point:
 Power culture: In some organisation power remains in the hand of some senior
management authority, all the decision making is done by them only in the organisation.
Further they used to delegate responsibilities to their subordinate, subordinate is not left
with any choice they need to follow the instruction guided by their senior (Bellini and
et.al., 2019). Ryanair is also following power culture in the organisation, only few
authorities are having decision making power in the organisation and they used to
delegate work to subordinate. This makes the employees overburden and they have to
work under strict atmosphere which influence their behaviour to great extent.
 Task culture: In organisation where team are formed to achieve the organisational goal
they used to follow task culture. In these culture personnel with common interest forms a
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team to achieve a given task. In these type of culture every employee or team member
has to equally contribute in completing the task with their own innovative idea. As each
person has given separate responsibilities, this makes them comfortable in organisation.
Individual can take own decision for completing the task on time. This make them feel
valued and influence their behaviour positive towards the brand.
 Person culture: Organisation where Individual goal or interest come ahead of an
organisation goal or interest is used to follow person culture (Bester, Stander. and Van
Zyl, 2015). Most of the time in these culture organisation used to suffer as individual
doesn't take care of an organisational goal, individual comes to the office for the sake of
own benefits. Person feel own self as superior and don’t make connection with other
workers. Such kind of things increase chances of mistakes at workplace and this creates
negative atmosphere in organisation. But as person takes own decision hence individual
behave positive towards the organisation.
 Role culture: As the name suggest in these type of culture every individual is assigned of
role, duties and responsibilities as per the qualification, experience and skill possess by
the individual. In these type of culture every individual has to take responsibilities and
ownership of the task delegated to individual. As individual gets responsibility asper
their experience and capabilities, this make their situation easy for completing the task.
Hence individual becomes positive and work hard to finish allotted work with efficiency.
As Ryanair is following Power culture in the organisation it is affecting the team and
organisation behaviour as they are not valued for the work done by them, there is no room for
promotion and growth opportunity (Camaj, 2018). In power culture there is no place of
innovative idea from subordinate as all the decision is taken by senior management which affect
team behaviour. Power culture also sometime result in reducing efficiency level of employee
which result in reduction of productivity of organisation. A Ryanair implements power culture in
which all the decisions are taken by higher authorities. People who has power decides what will
happen in organisation and how the activities will be carried out. This sometimes create burden
on employees and they become negative towards the brand. For example: In the year 2017
Ryanair 700 pilots have left job due to its inappropriate culture. They were not satisfied with the
working of company and it as created huge burden on business because it was difficult to replace
such experienced and talented people.
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In the past also Ryanair has suffered with such type of problem when some cost cutting
decision taken by senior authority resulted in split with staff member.
Organisational Power
Organisation power can be defined as influence force to affect the subordinate behaviour
toward the achievement of the organisational goal. It is exchangeable force which transact
between two parties. First the one who use the power to affect other and second the one who
attempt to make use of the power transacted by the first party (Mangi, Kanasro and Burdi, 2015).
French and Raven's Five Forms of Power:
 Reward power: It refers to the power of rewarding the team member in the form of
bonuses and appraisal to get the attention of the individual on your command, assuming
they are interested in earning rewards.
 Expert Power: These power arises when someone become expert in working field and
find himself elevated at the centre stage at the time of power or decision making.
 Coercive Power: These is the power in which leader control the subordinate activity by
introducing some sort of punishment on non complementation of task, Punishment can be
wage cutting, overtime and suspension (Elsmore, 2017).
 Referent power: These type of power does not arise due to some meaningful reason,
These are the one arises when you are loved by someone in the organisation due to your
good looks, charms and aptitude.
 Legitimate power: These power is also known as a “Title Power”. These power arises as
soon as title arises to the employee. These type of power generally hold by the senior
authority i.e. CEO, Owner, President.
In Ryanair Legitimate power is been used as Ryanair CEO Michael Kevin O'Leary is the
one who enjoy the optimum level of power and he is the one who takes care of all the decision
making and affairs of the business. Continuing with these sort of strategy is going well for
Ryanair as Ryanair is growing well in the power of CEO Michael Kevin O'Leary, but it can
affect the Individual and organisational goal as it is very difficult to pass on any innovative idea
of subordinate to CEO (Laforet, 2016). Sometime individual may not be happy with the decision
taken by CEO it can affect the organisational behaviour also.
Organisational Politics
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Political behaviour can be defined as approach or behaviour of higher authorities that
influence behaviour of employees. Its main objective is to protect interest of employees and
ensure fulfilling the organisational goal. Organisational politics is defined as various influence
technique used by individual to increase the organisational or individual interest in the
organisation. Politics exist in almost all the organisation, organisation politics is the most
important factor in hampering organisation growth.
Chanlat theory explains that politics is considered as social disease, managers play
political games in organisation which influence mind of employees to great extent. If managers
misuse their power and promote their favourite employees, then it makes other workers negative
towards the brand.
Impact of Politics in Individual behaviour and organisation:
Politics in organisation always leads to negative environment in the organisation as it result
in spoiling of relationship between individual. Politics result in reducing efficiency level of
employee which result in reducing the productivity of the organisation, Politics also hampers the
confidence level of employee which result in decrees in production of organisation (Cacciattolo,
2015).
TASK 2
P2 Differentiate the theories of motivation and how it helps Ryanair to succeed.
Motivation
Motivation plays an important role in an organisation where managers promote the
productivity in employees. Motivation describes the desires which the employees feel to perform
with their happy mind. Ryanair believes that employees motivation makes them to perform
adequately, efficiently and become more productive towards the work.
Difference between content and process theory of motivation.
Content Theory Process Theory
It emphasise the reasons why the human needs
are changing frequently.
This theory focus on the psychological needs
that effects the motivation in respect of
expectations, goals and perception.
It gives the reasons to motivate the employees. It underlines the pattern adopts for fulfilling
the expectations as an individual (Eldor, 2017).
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It includes the Maslow's hierarchy of needs It includes the theory of Reinforcement, Equity
and goal setting theories.
Content theory of motivation
Ryanair used this theory in the organisation that emphasise on the reasons how human
needs are changing frequently. It is one of the earliest theories of motivation. They are also
consider as need theories as they are associated with the importance of determining what
motivates the employees. These theory includes Maslow's Hierarchy of needs, ERG theory and
Herzbergs two factor theory. This theory focus on the physiological needs, safety needs and
social needs. So the Ryanair always focus on these needs and give the priority to their employees
and makes them motivate by giving them rewards, bonus, incentives etc.
Maslow theory of motivation pays attention of five basic needs of an individual. As
Ryanair is planning for re-structuring for that it is essential to make its staff members positive.
Company has to fulfil shelter and other basic requirements and have to offer them safer
atmosphere. This will make them positive and make them loyal towards the brand. Furthermore,
in order to accomplish their love requirements, enterprise creates friendly atmosphere in
workplace and time to time organise informal meetings with staff (Healy, 2016). This develops
relationship among employees and management that encourage others to work better in the firm.
Maslow theory of motivation pays attention on fulfilling needs of all its employees. The
main objective of Ryanair is to retain its staff for longer duration. For that manages have to
ensure fulfilling psychological, safety, love, and other needs of its staff members. Ryanair
always provide high salaries and incentives to its workers, this fulfil their monetary needs. But
people have to work in very tough atmosphere, there is no friendly relationship between
management and employees. In such condition people feel over burden and they think to leave
their job soon. This influence their behaviour and also affect team performance as well. If
employees are not happy then they will not perform their duties well and will not contribute well
in accomplishing team goal as well. Hence motivation impacts on individual and team
performance to great extent.
Process theory of motivation
leaders of Ryanair focused on the process theory what can motivate the employees of the
company and address more on the issues relates to process of work and sustain it over the time.
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Types of process theories are equity theory, expectancy theory, porters – lawler model. These
theories is being considered by the organisation as theories of motivation.
This theories always focus on the level of efforts against the co- workers and reward them for
their efforts so it brings the equality among all the employees of Ryanair. Expectancy theory
plays important role in the motivation specially in the process of decision making.
Expectancy theory explains that companies have to give pleasure to its staff members. If
firm meets the expectation of all its workers, then it would help in making them positive and
improving their performance as well (Peralta and et.al., 2018.). For example, rewarding an
employee’s encourage them and make them feel satisfy towards business practices. But if
expectation of workers are not meet then people will not feel good and they will think to leave
their job soon. In such condition Ryanair will not be able to accomplish its goal of raising
profitability successfully.
This theory explains the expectancy term; it means expectation of employees from
organisation. Company has to find element that may support in encouraging staff members.
Each worker work as instrument in entity, if organisation promises them to give additional
benefit against their work then this will encourage them and will raise their performance as well.
Firm has to ensure identifying valuable aspects of staff members and how they may feel valued
and company has to create such atmosphere so that employee feel motivated. Ryanair always try
to give attractive pay to its employees so that they feel happy. This encourage them and retain
them in business for longer duration. This also supports in improving team performance because
each satisfied person will contribute well in accomplishing team goal.
If enterprises putting efforts to encourage people then it will lead to improve working
performance of staff members, if entity offers them rewards then also people like to work in
organisation but if any conditions is not met then Ryanair will fail to encourage its staff members
and will not be able to make team members positive towards the brand.
Both of these theories are for the motivation of employees and focus on how an
individual and team performance can help in the succeeding the organisation. Ryanair has
adopted these theories in their culture so they can motivate their employees and it will increase
the productivity of an organisation and ultimately it leads to increase the revenue.
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TASK 3
P3 Elaborates the effective and ineffective team.
Team itself defines the word which means working together or in the group for attaining
the desired goal. Teams are being made for long term and short term. Basic team is being known
as department team, it is the group that produce the product and services (Peck, 2017). They may
serve the external and internal customers in producing the product and serves to customers.
Effective and Ineffective team
Effective team Ineffective Team
Information They flow up their information
to all the team and always be
the honest towards the work.
They mainly flows down and
used the power incomplete and
mix the messages.
Conflict They are helpful and regarded
as natural.
They are destructive and
involves personal traits and
motives.
Motivation They always motivate
employees for goals set by the
team and satisfied
They always imposed the
goals by coercion and
pressure.
Importance of effective team
As the organisation is having effective team than the organisation is much more chances
to perform outstanding when the team members will work effectively. Good team work always
creates the synergies, it is always proven that combine effect of team is higher than the efforts
given by individuals. Rather to work as an individual majority of employees wants to work in
sports team and wants to work as an effective team (Olivier-Pijpers and et.al., 2017). Effective
leadership makes the organisation high performing.
Ryanair is having different types of team such as :
 Functional Team: This team is permanent in Ryanair and having the same categories of
employees in particular department. Manager is responsible in this team and every
member of team reports to manager. Ryanair form functional team in which every
employee is accountable for different function in organisation. Individual is given task on
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the bases of their capabilities and experience. This type of team formation aid business in
making employee comfortable and retaining hemin business for longer duration.
 Problem solving team: this is temporary teams which is being made to solve the specific
issues. This is being created in Ryanair at the time when company is facing the financial
crisis or any unplanned event and challenges facing by the company.
 Projects team: Ryanair is having the projects team where the group of employees works
collectively for the common goal. Project team allows the employee to structure work in
specific, measurable and having the time constraint. This team allots the clear
responsibility, roles and deadlines. They select both experience and inexperience team.
Ryanair also form project team, it hires fresher those who can manage operational work
and experience people those who can handle complex tasks. Firm appoints supervisor
who can monitor their work and can control over operational inefficiency.
 Virtual Team: This teams are made for the people who works in different location and
they rely on collaboration tools to make the things together (Bellini and et.al., 2019). This
teams gives the better work life balance this teams are important for the success of an organisation. It allows the organisation to
deploy best people from industries and having expertise knowledge.
Importance of teams in Ryanair
Teams are being formed in Ryanair as they have common taste and preference in their
attitude and work together to0 achieve the common goal, for Ryanair it is an airline company
they always wants that their flight were always full for these the make the teams to listen their
opinion and sometimes instruct the particular team to work on it. As the company is not running
for the charity so they have to generate the revenue for its long run so in this effective teams will
help to attain the desired goal and as team it will be done on faster way rather to be done by an
individual.
Tuckman Theory of team development
Dr Bruce Tuckman publish forming, storming, norming and performing the model in
1965 . This theory is helpful in the development of team and explains the behaviour (Elsmore,
2017). It explains how the team develops its ability and behaviour (Tuckman: Forming,
Storming, Norming, Performing model, 2019). This theory is having four stages :
Forming
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In this the dependency of leader is high as they guide and shows the direction. Little
agreement in between the team aims other than received from leader. Leader of Ryanair must be
prepared to answer the lot of queries about the purpose, objectives and external relationship with
the teams. It is similar to the situational leadership. Manager of Ryanair first discuss the working
pattern with employees, as at initial level people are under confident and they have no
knowledge about their work responsibilities. In such condition manager of company has to make
the people aware with their role in business so that they can start their work and can perform it
properly.
Storming
Decisions did not come in the group easily. Team members and the leaders of the Ryanair
might receive the challenges from the company. It is the second stage in the development of
team. In this stage it requires the positive and polite atmosphere and they must be pleasant to
each other and having the different feelings of excitement, eagerness and having the politeness.
Leaders of the teams will describe the particular task to the teams and also handle the
complaints. In this phase manager of Ryanair engage people and make them aware with their
role. Employee understand their responsibilities which make them little comfortable in
organisation. Polite atmosphere create a health relationship between management and
employees and they discuss their issues with higher authorities.
Norming
This is the stage of development of group, its working starts in fulfilling manner. In this
criticism is not taken personally and considered as constructive and task management
(Cacciattolo, 2015). Team members of Ryanair open in each other’s idea and establish the rules,
values, standards and methods. The objective of team is to increase the efficiency of team. Team
leader will give more autonomy so the team can work more independently. In this phase team
members start performing their task, they need little guidance and can perform their work
without guidance.
Performing
In the performing stage, team will function as a unit and the energy of the group will
benefit the task. All the members of the team understands what is expected from them and works
together to attain the goal and objectives of an organisation and the members of the team
supports them. This stage also makes the good atmosphere in the team and they are capable of
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making the decisions independently. This is the last phase in which each team members
contribute well in meeting the team goal and this form an effective team.
Belbin team development
This theory emphasis on fining strength of team members and put efforts to improve
performance of all team members. It explains nine different role play by team leader. Individual
plays the role of shaper in this management takes action to resolve obstacles so that all team
members can perform well in Ryanair. It plays implementer role as well. leader turns idea of
team members into practical actions so that team task can be finished on time. Complete finisher
is another role play by team leader in which person search errors and try to improve those errors
by guiding them properly. Coordinator is another role play by team leader in which individual
takes decision and coordinate with other team members so that confusions can be minimised.
Team workers, resource investigator are another role play by team manager, as individual work
in a team and utilise resources in such manner so that team goal can be accomplished. Plant,
monitor and specialist are another role play by manager of Ryanair in this, individual work as
experience person and find innovative ideas to perform the task more efficiently. All these role
play by person which help in forming an effective team.
Factors that form an effective team
Communication is the main element that helps in creating an effective team. If leaders
develop effective coordination among all staff members then it will minimise confusion and
Ryanair will be able to complete task on time (Eldor, 2017). Leadership is another factor that
influence team performance, as in the absence of effective leadership people will not be able to
understand their work that would not form an good team.
TASK 4
P4 Concepts and philosophies of organisational behaviour
Path goal theory
Path-Goal theory of leadership is developed in the 70's of last century by the American
management guru. He is being considered the expert in the field of leadership as it describes that
how leaders encourage and gives support in order to achieve the goals by setting the path making
the path for them to be take as clear and easy. Leaders of Ryanair complements their employees
and at the compensates for their short comings. This task oriented theory match the concept of
situational theory. This theory eliminates the pitfalls and obstacle, it also provides the ways for
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leaders to motivates and supports to their team while attaining the goals. Path goal theory
elaborates the four leadership style (Peralta and et.al., 2018).
As Ryanair wants to make changes in its structure for that it is essential that it changes
the behaviour of its workers and make them positive towards the brand. By implementing this
theory it would be easy for manages to make the person positive towards brand. there are many
barriers such as communication, ineffective leadership which may create issue in influencing
organisational behaviour but if leaders encourage people and involve people in decision making
then it would be beneficial in meeting with the goal of re-structuring.
Supportive leadership
This theory emphasis a lot of attention for the needs and well being of their employees,
leaders of Ryanair is being characterised as friendly and supportive and treat their employees
with due respect. This style is suitable when the employee is demotivated or having some
personal problems.
Directive Leadership
In this style the leaders of Ryanair knows exactly what they have to do, how to perform
the tasks by considering the deadline (Peck, 2017). Leader will give the clear guidelines in
respect of process and also explains what they have to do and the best way to carry out the task.
In this theory employees closely supervised.
Achievement - oriented leadership
In this theory of leadership, leaders sets the goals and expects to achieve the goals in
highest level from their employees and trust on their ability. Employees who have the ability to
work independently and having the problem solving capacity are suitable for this style.
Participative leadership
This style is important to work with the employees and consider their ideas and opinions
in decisions. They are open for consultation and discussions and also considers the suggestions
of employees in the process of decision making. This style helps when the employees are having
specialised knowledge and at the same time highly involved.
Autocratic leadership theory
this style of leadership dictates the policies and procedures and also judge what goals
they have to achieve, in short the decision making power is lies in the leader and he gives the
direction to his subordinates as what they are supposed to do and directs how to perform the
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given task. This style is suitable for situation where leaders knows the solution of the problem
and direct subordinates(Olivier-Pijpers and et.al., 2017). It prefers in military, construction and
in manufacturing jobs.
Custodial theory of leadership
it is based on providing security to the employees through wages, bonus and other
benefits which motivates the employees. Rynair provides the health benefits, cab facility,
financial packaging of salary and gives the incentives to retain their employees.
Collegial Theory
This theory encourages the team work as everybody working as colleagues. They
encourage the employees to work together and build as a team. It fosters the teamwork and
create positive and energetic work places (Mangi, Kanasro and Burdi, 2015).
Improve the performance and productivity in Ryanair through Path Goal theory
leaders of Ryanair work continuously to improve the performance and productivity in an
organisation and also increase the effectiveness of groups to drive the competitiveness among the
employees. This will create the potential benefits to the employees and set the challenges for the
leaders of Ryanair. This style of leadership demonstrate the positive correlation among the work
group and make them effective. In the path goal theory leaders job is to find out not only the the
thing which motivates the employee but also help them to achieve the desired goals by showing
them the path where the they have to go and help them to overcome with this obstacles. As their
performance improve the productivity will automatically increase (Camaj, 2018).
Barriers while implementing the new organisational structure.
Communication
while implementing the new organisational structure there is a need to facilitate the
smooth communication within the department. At the time of implementing the new
organisational culture it is important to communicate the changes implemented at every level of
organisation. As Ryanair plans to make changes in its organisational structure and now want to
implement flat structure. This will help in developing communication between employees. But if
there is ineffective coordination among staff members then people will not accept such changes
and this will create barrier in implementing such changes at workplace.
Path goal theory explains that managers have to motivate staff and have to create positive
workplace atmosphere so that all employees feel happy and support each other. By applying this
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framework Ryanair will be able to develop communication at workplace and this will support in
making changes in structure effectively.
Resistance to change
It is another barrier in implementing any change, as staff of Ryanair is highly dissatisfied
with working culture of company. In such condition if enterprise makes structural changes then it
would enhance resistance of people. In such condition it will not be able to implement flat
structure easily in organisation. Custodial theory of organisation behaviour emphases on
providing bonus and incentives to workers so that they feel happy. By this way they will not
resist with changes and will support management in implementing new structural modification in
workplace effectively (Laforet, 2016).
Leadership
Leaders are the lifelines of any organisation, many employees who have been working
with the organisation for many years than the change will fear them and become difficult to
incorporate and likely to lose their jobs. If leadership is not accurate then people will not be able
to understand the necessity of new changes, in such condition this new structure will not be
implemented in organisation. But if leaders make its employees understand requirement of
change then people will understand it and will support in implementing these structural changes
at workplace.
CONCLUSION
From the above report it has been summarised that it explains Charles Handy models and
different type of politics and power used by individual to increase the productivity of the
organisation. Report also elaborate different theory of motivation which helps the organisation.
Report also highlights about effective and ineffective teams performance in a organisation. It
also explains about the different type of concepts and philosophies of organisational behaviour.
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