Organizational Behaviour: Influence of Culture, Politics, and Power

This study material delves into the analysis of organizational behavior, focusing on the influence of culture, politics, and power on individual and team behavior and performance. It explores the impact of organizational behavior on company strategies, structure, and employee working style. The material also discusses theories and philosophies related to motivation, organizational culture, and effective team dynamics.

Organizational behaviour

Table of Contents.
INTRODUCTION................................................................................................................................3
LO1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.............................................................................................................3
LO2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context................................................5
LO3 Explain what makes an effective team as opposed to an ineffective team..............................7
LO4 Apply concepts and philosophies of organizational behaviour within an organizational
context and given business situation..............................................................................................10
CONCLUSION..................................................................................................................................12
REFERENCES...................................................................................................................................13

INTRODUCTION
Organizational Behavior(OB) is important to be considered for having proper analysis and
evaluation about company as it covers the human behavior in the organization culture in the relation
between employees and organization . It's necessary to evaluate organizational behavior of company
as it helps in knowing company's strategies, structure and employees working style. Evaluating
will provide actual scenario of company existing situation. Ryanair is the largest airlines company
in the Europe. It is providing low cost fares to their customers and growing in the aviation industry
faster among all the competitors in their region. But organization facing many issues within,
internal environment like employees relation with them resulted in strike and external issues like
customers are unsatisfied with the customer services. Company is having critical situation as their
market value gets low and voted as worst airline serving. Ryanair plans to change in the corporate
structure to small management teams. In this report there will be discussion and evaluation on how
the company will change organizational culture to manage employees towards motivation related to
their work with having acknowledgment over power and political factors which will affect the
growth and development of company. The report will also have discussion over organizational
behaviour and analysis for different issues developed in company. There will be discussion of
theories and philosophies in order to motivate employees, re-structured organization, change in
corporate structure, enhance productivity and improve performance.
LO1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.
Every company works in their own ways, they follow their won strategies. Impact of the
organizational culture in the company is very important. The workplace environment affects the
overall growth. According to the Handy's theory about the organizational culture which has four
types of culture which as follows power, task, role and person. Discuss these to have better
understanding about the theory. Firstly Power, the power in any organization plays very main role.
In company few people have power in their hands, only they are authorized to take decisions. These
people in firms enjoys the special privileges of authority. These individuals are very important at
workplaces, and they further delegate the work responsibilities to the other employees in company.
In such working culture, other employees have to follow the instructions given by the supervisors.
Decision taken by upper authorities have influence on the employees in order to follow the orders.
They are strictly binded with the rules and regulation, they must obey the decisions. Subordinates in
this culture have no option, neither they express their views nor share their ideas within the
organization. This has very sensitive impact in internal environment lack of mutual understanding,
lack of emotions, partiality by the management. It leads the employees unsatisfied. Next Task

Culture, its most interesting culture because people in company will make a team to accomplish the
task. As targets given to employees it must be completed before the deadlines, so the people with
common interest and specialization comes together and build a team. Most probably it contains four
to five persons in each team. They contribute in equally, as they have instructions also they use
innovative idea to complete task. Person Culture , there are some organization in which the
employees feel that they are more important than the company. They just come for their own sake to
earn money. These people never decide in favor of the company and not being trustworthy. So this
will impact on the organization's prestige, eventually suffers from downfall. Employee should be
aware of this thing that organizations comes first and everything else later. Role culture is true
culture to be accepted by every organization in terms to working smoothly and efficiently. In such a
culture every employee pays roles and responsibilities according to their educational qualification,
their specialization, interest. So the people would do their best and gives full attempts, they
accomplish task with lots of efforts and practices. Every individual has some qualities, so the
assignment of task would be proper( Buchanan and Huczynski., 2019.).
Power matters a lot in the organizational behaviour as it posses main role. According to the
French and Raven's theory of power, Power is distributed in two aspects Formal and Personal, again
it is bifurcated in five types coercive, reward, legitimate, expert, referent. In Formal Power coercive,
reward, legitimate is included. Coercive power is about the fear in the employee about losing his
job, losing his position etc. He lives in fear of getting replaced, poor performance review, projects
taken back from him if he would not be capable of doing task. This threatens many employees at
their workplaces. Reward power conclude the rewarding to the individuals, by promoting them, by
giving bonus, compensation in taking off from their work etc. This leads to motivation in employees
to work harder. Legitimate power comes from having a powerful position in the organization
(Osland., Devine and Turner, 2015). Suppose it would be a leader of team, being on top authority,
have rights to take decisions about company, others have to follow them. Expert Power is about
expertise of someone in his own working field, and it comes from experiences the person gains.
This will help in present situation to work. Referent Power comes from the trust behalf they are
admired by others. People believe that this person will do is right and rely on him.
Political activities in the organization is normal in these days. Managers on upper authorities
play the politics for their own motives. It leads to negative impact in the organizational culture.
Employees in company would suffer from it in such a way like, managers who have authority to
promote the employees, get partial with employees, also funding issues would be raised,
performance negligence, many more ambiguity. Its very embarrassing part because it justifies the
low trust of managers towards company.
As Ryanair gets low profits and becomes unsuccessful from last six years. So it should take

decisions in order to build its reputation again. Company is facing the issues like employees goes on
strike, not working properly, customers are unsatisfied with their services etc. so company is taking
stand against this negative feedback, by following Role culture and Task culture from Handy's
theory about organizational behaviour to make appropriate changes in organization. It leads to
employees motivation. They work in teams, they have rights to share their views, share ideas, take
part in company's decision. As employees gets value they work with enthusiasm, they support each
other, provide better services to customers. It also builds unity among them (Wilson, 2017). In
context to Power, Ryanair is following Reward Power from French and Revan's theory for their
employees, so that they work with more efforts, spends more time at workplace and work properly.
Political behaviour by managers is likely to be declined by Ryanair because it adapts the small
corporate structure to be followed, it distributed the organization in small units for that everybody
will be on equal level and talent would be get appreciation, no politics by managers is played. The
employees feel free to do their works. No partiality held with them, as they get equal pay. Company
is trying to improve in many fields it tries to cover losses, try to improve performance, improving in
productivity, market value. Its focus is to provide low fares with quality services to their
customers(Wilson, 2018.). As customers satisfaction is increased it leads the company's prestige and
generates more revenue.
LO2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context.
Content theories are all about motivates the people to achieve their goals and concerned with
individuals need. Process theories explains the process of motivation and how the people get
motivation. According to their definitions it shows that motivation is most important part in people.
In any organization its important when the employee are engaged in working, as feels low while
working, they get bore, or maybe they are unsatisfied with their jobs. All these aspects need to be
considered because it plays really important role in the workplace. As working in same conditions
the employees need motivation to work in organization(Howard, and et.al., 2016).
Herzberg's motivation theory is one of the content theories of motivation. According to the
theory of the Herzberg , there are some job factors that results in satisfaction and other prevent from
dissatisfaction. Herzberg gives two job factors Hygiene factors and Motivational factors. Hygiene
factors consists of those job factors which are necessary for motivation at workplace. As these
factors present at workplace it makes the employees positive but not for long term. If these job
factors does not available, this will lead to dissatisfaction among the employees. These factors

included pay, policies and procedures, physical working condition, status, interpersonal relations,
job security. Pay is most important for employees so it is appropriate and reasonable, according to
others those who are working in same industries in same field. Pay should be equal. Otherwise, it
creates a dissatisfaction in person's mind. Company's policies and procedures are not so rigid, it
should be flexible and fare. It should be explained to the employees clearly. So no confusions would
be there. In also include fridge benefits like health care plans, facilities for family members, help
programmes, etc. Physical working conditions the workplace should be cleaned properly, maintains
the hygiene, safe. The offices should be well-equipped and well maintained. The status of the
employees should be friendly and familiar with other employees. Interpersonal relations of
employees should be nice with each other, they discuss their problems with each other.
Subordinates would accept other employees.. No conflict or humiliation is present among them. Job
security is again most important the employees to be concerned, company must provide job security
to employees so that they work fearlessly there(Cook and Artino, 2016). Second factor from
Herzberg theory is Motivational factors like recognition, sense of achievement, promotions,
interesting work. It keeps the employees motivated towards their work, like if they get recognition
for their work, they are being appreciated by the managers among their co-workers, it creates a new
light of joy in them, they work with more efforts in more innovative way. Sense of achievement if
the employee achieved its targets they should be appreciated and get rewards, so they can work
more passionately. Promotions and growth of the individual at workplaces, is most important, as
they see their growth and organization promotes them for their work, they would get more active .
Interest in work is dependents on the worker that what he likes to do or how he can achieve the
target, if employee get its interest part in task so it would lead him to complete it very smoothly. As
both factors are really important to be considered it increases motivation level in the
employees(Nicholls, 2017).
Process Theories of motivation helps to motivate employees at workplaces. There theories
related to this, like expectation theory, equity theory etc. Expectation theory of motivation
developed by Victor Vroom, according to this theory predicts that worker in any company will be
motivated when they believe that doing more efforts in work, will gives the best performance, and
it will lead to good reward by the company and these predicted rewards are valued by workers in
question. The Vroom analyzed that the employees performance is based ion its skills, experiences,
knowledge, abilities etc. so to enhance their performance the company would give the rewards to
employees. Equity theory is also about the motivation of employees in such a way that it r as feels
low while working, they get bore, or maybe they are unsatisfied with their jobs ationalized the input
and outputs, the ratios of input should be equal to the output. Employee puts their efforts, skills,
knowledge, to accomplish the task company should give him the equal output in terms of reward

like promotions, salary benefits, bonus or also recognition, praise, etc.(Peters, 2015)
Ryanair should keep their employees motivated because employees are unsatisfied at their
workplace. They go on strike and does not support management as the top authorities just order
them to follow the instructions and doe get flexible with them. Now company is following the
content and process theories of motivation to motivate their employees and trying to fulfil their
demands. The Herzberg's theory of motivation followed by company like they provide hygiene
factors to their employees in terms of salaries, job securities, flexible terms and conditions of
company, developing their interpersonal relations, physical working conditions, status etc.
Motivational factors are also considered by company like they provide recognition, praises,
providing interest work, appraisals to their employees, sense of achievements, so company has
benefits from this, that there work will not suffer. Employees in the company get more comfortable
there, they share their views, they help in decision-making process, they work with more innovative
ideas. As Process theory of motivation is almost same like Herzberg's theory, so they input from
employees is equally get output in terms of funds, praises, etc. Ryanair should have concern about
their workers they allot the work according their skills and knowledge, so they complete the task
with dedication and also provides the benefits in promotions according to their eligibility. So no
issue would be arisen in company, as it imbalance organization, continuously its low productivity
effect the market in much sense, like its revenue is decreased, customers are not satisfied with
services. As employees are happy, so they always help in increasing the revenue of company.
Overall it affects the growth of organization in positive terms(Howard, and et.al., 2016).
LO3 Explain what makes an effective team as opposed to an ineffective team.
Effective Team Ineffective Team
Effective teams which have clear
understanding of the task given to them, so
they complete it with no ambiguity. It's team
members are quite understandable, cooperative
and support each other.
Ineffective teams are those teams in which the
people don't have clear things or instructions,
they don't know what to do or what not. It is
not properly managed teams. (Butchibabu, and
et.al., 2016)
Management of team is always required at
workplace so the employees work with mutual
As new team is build up, it raises the issues of
misunderstanding, no trust etc. They have no

understanding within them, they follow the
instructions of the managers and obey their
decisions. Employees working in same place
has good boding with them, they don't have
trust issues and also respect for each other. Try
to solve issues together. This type of team is
effective in every manner.
bonds like they are in competitive mode with
each other, so they can't focus on the tasks
given to them. They challenge their co-workers
in many ways. So it leads the team to be
ineffective .
As above discussion on the teams effectiveness and ineffectiveness. In this sense Tuckman's
theory of team work is comes in a role, so that team may workout. According to the theory first
stage is Forming, as team is build up, employees are new, they don't know each other, but they have
a little introduction like why they are here, what are they doing and so on. At first, team members
can't be together. Next stage is Storming, team members will get to know about other team
members, might be they challenge their colleagues in respect to do work, even their team leader
also have to involve in this, they give suggestions about the work. Now third stage is Norming,
team will make their mutual understanding with each other, they come together as a team. They
discuss the working strategies. Employee start listening to their leader and if any issue is they find
solutions. As they establish ground rules, developing process, distribute their roles and
responsibilities effectively. Fourth is Performing, analysis of team how it performs. The
performance of employees increased, they work with more focus on the task given to them. It takes
time but if their relations will be good, it leads to satisfactory performance. Fifth is Deforming, in
this stage transformation of team is done, the analysis of team according to their performance. If
team is not performing good, or they have issues within them they are replaced or changed with
other team members. That's how a effective team is build up(Bosse, and et.al., 2017).
Ryanair is changing its corporate structure and works in small business management. As
company is suffering from losses it needs to re-structure the management, as they start working in
small segments. New teams are build up, Ryanair uses Tuckman's approach to build new teams to
work in their different units.
Obviously Ryanair has ineffective teams in their organization. New teams build up for small
segments of the organization. As teams have new people, they have less understanding, less
communication, low passion for work. Teams would get closer when they communicate with each
other, they resolve their issues, find new ways to handle problems. Their mutual understanding
increases, so they focus on given task, accomplish it within deadlines. Ryanair have to take patience
in order to receive positivity from their teams. In building effective team the company should

admire their work, gets recognition, and praises them. So their motivation towards works is
increased. They feel more inspired at workplace. It makes the team more effective which helps in
developing the business. Teamwork should always appreciate, Employees gets more attention at
their workplace. Company should promote the eligible candidates for their working spirit, they
should agree with employee demands and respect the feeling of employees(Whittingham, 2018). As
the efforts taken by company in context to make effective team for their business. Teams work
together, they enhance the productivity at low investments, it also generates higher revenue for
company. If company will be loyal to their employees, employees work with more loyalty, honesty
which leads organizations to prevent from harm. Teams coordinate with each other at work time,
their proper communication helps to finish the task on time. Customers will be more satisfied with
their services, as working in team will help to resolve many issues related to unsatisfied customers.
This will grow the popularity of company in market. Customers will be more comfortable to choose
their brand.
Belbin team theory
Everyone behaves differently which depends on the particular way in which they are working with
other people. The scholar Belbin and his colleagues has found that there are common clusters of
these behaviours and these clusters are stable enough to be separately identifiable. Everyone has
preference which depends on the one or more team roles when behaving naturally in the group.
Thus, if an individual has more than one natural role, then it could be able to switch between its
various roles. Therefore, this knowledge of more than one role is useful in the organization which
will ultimately helps in filling the different roles in the organizational team.
This assumption by Belbin is carried out by observing various real teams for period. Here the
Belbin and his group gained knowledge regarding whether the team will get success or get failed,
just by gaining knowledge of various roles in the groups. There fore, here the Belbin got understood
that a group which is moving towards declination or failing, then by adding an individual in the
team with right role could make the failing group towards success just by giving a supporting role
to the right candidate.
Moreover, Belbin has also analysed that if the members of team discuss, share as well as identify
their team roles with the other members then this might improve the work of the people as well as
they tend to live together.

LO4 Apply concepts and philosophies of organizational behaviour within an organizational
context and given business situation.
The productivity and performance of the team of Ryanair can be enhanced by the path goal theory
The performance of a team for any organization is vital for point of concern. Therefore, the
organization Ryanair uses path goal theory for the which demonstrates the performance of its team.
As the theory of path goal is based on the employees' behaviour as well as on the organization
working environment, the organization Ryanair uses this theory. For achieving the goals of the
organization efficiently this theory is used in the company. Thus, the main moto of application of
such theory in the company is to increase the motivation of the workers of the organization,
satisfying the employees as well as for the empowerment of the workers in order to increase the
productivity of the employees as well as to enhance the overall growth of the organization.
The path goal theory is effectively used & could be linked with the use of theory of goal setting in
the organization. This theory of path goal can be defined as the theory which is defined in order to
achievement of organizational goals in which the theory involves the specifying of the leadership
style as well as behaviours of leaders which is best suited for workers and present work
environment of the company ( Buchanan and Huczynski., 2019.).
To understand the goal complexities nature as well as the groups' maturity present in the team,
situational leadership is used in understanding of improvement & performance of the teams of the
organization. Therefore, path goal theory is a process, in which selection of leaders behaviour is
done based on the concept which is best suited for fulfilling the employees needs.
Thus, leadership theory is analysed by the understanding value of situational theory. The theory of
situational leaderships is basically based on the four styles i.e.
Telling
In this situational leadership style the leaders of the organization tend to tell the worker what
necessities that has to be done.
Selling
It is the style of leadership in which leaders tend to give messages & idea which has to be analysed
by the follow. And after analysation this process is passed to the group of the team.
Participation
in this style of situational leadership the leaders tends to allow their follower to give their opinions
and views regarding the issue. Moreover, here the leaders allow the followers to actively take part
in the decision-making process of the organization.
Delegating
in this type of situational leadership, here the leaders does not actively take part in the decision-
making process, rather they allow or influence the followers to take pary in the process of decision-

making.
Thus, organization uses this type of leadership style in order to understand the various complexities
that are present in the teams of the organization which would eventually effects the goal
achievement of the organization. Team working can be analysed by the using the different sets of
situational leadership styles. There fore this will eventually help the leader of the team in
understanding and interacting with the members of the team. More over, this will helps the leader in
knowing the uniqueness of the individual member of the team also if their exist any issue with the
member of the team then the leader could prevalent the member of the team, whose personality
could affect the functionality of the organization. There fore, this theory of leadership is best suited
in order to understand the ways that can be sued just in order to solve the issue which are present in
the organization as well as at any particular team.
Main barrier to effective performance in Ryanair
The maintenance in the work of team as well as the usage of theory for proper teamwork are used in
order to overcome the various barriers which affects the performance of worker or employee within
the organization Ryanair. It is very essentials for any organization to keep the issues which are
related to employees as well as their relationship with the organization intact. But on the other hand,
if the management of the company has its poor performance in their style of management than it
will overall affects the organization Ryanair. There are several other factors which could provide
barrier in the performance of Ryanair could be improper or irrelevant feedback from the consumers
of the service, improper communication within the organization Ryanair, the culture of the
organization, culture of the environment followed in the company are the various factors which
could provide the effective barrier in the performance of the organization.
Thus, as in the organization Ryanair, there is a presence of various barriers which is due to the
existence of diverse employees which could affect the team performances of the company as well as
which will eventually affects the total organizational performance.
For example in the case of organization Ryanair, improper communication is quite prevalent in the
organization, this condition of improper communication is due to the presence of diverse culture of
employee in the teams which would ultimately affect the teams' performance. Thus, diversification
in the culture of the employee of the Ryanair led issues in team and thus, this issue affect the overall
performance of the members of the team of the organization.

CONCLUSION
This report can be concluded as, Organizational Behaviour(OB) is important to be considered for
having proper analysis and evaluation about company as it covers the human behaviour in the
organization culture in the relation between employees and organization . It's necessary to evaluate
organizational behaviour of company as it helps in knowing company's strategies, structure and
employees working style. Evaluating will provide actual scenario of company existing situation.
Ryanair is the largest airlines company in the Europe. It is providing low cost fares to their
customers and growing in the aviation industry faster among all the competitors in their region. But
organization facing many issues within, internal environment like employees relation with them
resulted in strike and external issues like customers are unsatisfied with the customer services.
Company is having critical situation as their market value gets low and voted as worst airline
serving. Ryanair plans to change in the corporate structure to small management teams.
Thus, this report gave the detailed description of the analysation of organizations culture, politics
and power which influence the individual as well as the behaviour of the team and its performances
followed by content and process theory of motivation techniques which would enable effective
achievement of goals of the organization. Moreover, this report has given the detailed descriptions
of the elements which makes an effective team as opposed to an ineffective team. Additionally, this
report includes concepts and philosophies of organizational behaviour within an organization for
Ryanair company.

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