Organisational Behaviour: Culture, Power, and Motivation

This report explores the concept of organisational behaviour, focusing on culture, power, and motivation. It discusses the different types of organisational culture and their impact on employee behavior. It also examines the use of motivational theories in encouraging employees and improving their performance. Additionally, it highlights the characteristics of effective teams and the importance of transparent communication and coordination. The report is based on a case study of Ryanair, an Irish budget airline.

ORGANISATIONAL
BEHAVIOUR

TABLE OF CONTENT

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 concept of culture, power and politics on the behaviour of organisation and employees
and also undertake significant motivational theories which is useful in terms of encouraging
employees in order to making them more competent to get desired outcome. At last various
concept models and theories are discussed in terms of respective company.
TASK 1
P1.
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 accomplish their coveted score and objectives
with the cooperation of their employees.

 In role culture all the duties and responsibilities are allotted to worker as per 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. In regard of
Ryanair can have this kind of culture which is useful in order to maintain of equality within the
organisation as in terms of Ryanair it tends to focus on the distribution of effective power and
authority among employees.
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 in respect of the accomplishment of spectacular 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
worker and their public presentation. For example, in terms of Ryanair collectivism is best suited
for company which is helpful in terms of maintaining the overall performance of employees and
helps in accomplishing growth and success as an effective team by making their good image in
market.
Uncertainty Avoidance Index: It describe the duiety which acres because of uncertain
situation. High uncertainty describe the prominent lo amount of endurance towards the
ambiguity and risk meanwhile lo doubt describe advanced endurance as their employees are
more extravert and effortless to evaluate 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. In context of Ryanair this culture should be opted in order to avoid uncertainty from
their work and also undertake prominent standards regarding the smooth survival of company.
Femininity vs. Masculinity: It describes the priority of social group considering their attitude
and achievement of intersexual equivalence and behaviour. In this context masculinity describe

the characteristics of gender roles and wealth in order to develop the accomplishment of physical
and goals meanwhile femininity describe the characteristic of unstable gender role and quality of
life (Balwant, 2018). In the context of Ryanair both the magnitude are helpful for institution as
per the various circumstances 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 brief term happening and also focuses on the speedy outcome. In
context of Ryanair company need to consider both the orientation by analysing the need of
situation and desired outcome.
Organisational power:
It Describe the capability which influences the behaviour of employees by controlling
over them. In this context power is helpful in altering and modifying the action of subordinates
and also influences the desired outcome and goals of company. In context of Ryanair some
powers are mentioned as under:
Reward Power: This power describe the competence of person by providing them proper
appreciation that is classified under various categories including monetary and non monetary
rewards and both of them are helpful in order to boost the morale and motivation of employees
(Wood and et. al., 2016). In this context if Ryanair use this power then it would positive impact
on the actions of their employees and also negatively impact because other employees gets
demotivate because of not getting any reward. For example in Ryanair if they opt this type of
power is helpful for them in order to motivate their employees regarding effectively boosting the
performance of employees and motivating them to work more.
Coercive Power: It is the antonym of reward power as the employers induces their
employees to perform their work within the stipulated time period and also pressurise them that
can misbalance the professional life of employees. In this the higher authorities of Ryanair can
misuse their power that tends to develop in security concerning the job among the employees. In
this context if Ryanair adopt this power then it negatively impact the performance of employees
and due to this employees can get demotivate.
Organisational politics describe the behaviour which is helpful in order to interact with
employees as it considered both power and authority among them. By considering the politics of

organisation it is useful to bring the prominent changes and implement it due to the performance
of employees which does not get affected (Burrell and Morgan, 2017). It is also considered as the
most effective in order to get work done within the stipulated period of time and also get
appreciation from the employers. In relation with Ryanair the politics term is useful for each and
every section that is helpful in achieving the necessary task for the smooth running of
organisation. By examining the situation of Ryanair “The Rock politics” is currently used by
them as it aid in accommodation the financial institution and also sharp the ends which can
destroy the policies. In this context “the high ground” is recommended to company this is useful
in analysing the suitable structure guidelines and rules of company.
TASK 2
P2.
Motivation is the term which is useful in inspiring employees for effectively doing their
work with full potential to achieve prominent goals and objectives by achieving higher
profitability for the company (Hall and et. al., 2016). Despite from this it is widely categorised in
various motivational techniques that are classified under the content and process theories. In this
context content theory describes the earliest technique and considered by various researchers
after prominent modifications which is done by passing of time. Besides from this process theory
focuses on how the individuals behave regarding the achievement of prominent requirements and
needs.
In terms of Ryanair Maslow’s hierarchy of needs is selected from the content theories:
Maslow’s hierarchy of needs are described as the most significant and popular theory
which is helpful in order to understand and discover the primary needs of employees and
individuals. Physiological needs: This level describes the basic needs of employees that are
considered under the food cloth shelter and water. These requirements are described as
the primary and foremost for each candidate as it describes the basic need for the survival
of employees. Here, Ryanair need to undertake various requirements regarding the proper
development of needs which is useful in order to retain employees in their organization
and these needs include offering lunch services, home quarters and so on.

 Safety needs: When the psychological needs are satisfied then individualist comes on the
safety requirements and in this context employee’s job security and healthy working
environment (Homberg, Vogel and Weiherl, 2019). In this context this factors provide
satisfaction to employees that motivate them to perform the job in effective manner. This
need is also identified by the manages of Ryanair considering the job satisfaction and
encouragement to employees that makes them to retain in the company. Social needs: This need is concerned with the feelings and emotions of employees
including affection and love which they want from their employer. According to this
employee always want socially appraised and accepted at the workplace that leads to
develop the sense of belongingness and describe the feelings of subordinates. This
requirement consider affection and healthy relations among employees which is
identified by the managers of Ryanair. Self-esteem needs: In relation with this describe the requirement of reward and
recognition which is important for employee to being highlighted within the company.
According to this each and every employee of Ryanair require development and growth
of them self to get recognition that leads to enhance their Esteem requirements. Self-actualization needs: This needs describe that the individual want it more challenges
in their life in order to develop their skills in prominent manner that bring uniqueness in
their job (Alblas, Wijsman and van Noort, 2019). In accordance with this it required the
achievement of the needs which they perform by considering more challenging task and
innovative job.
From the process theory expectancy theory is selected for Ryanair:
Expectancy theory is projected by Victor H. Vroom as it has three elements that are
classified as under: Expectancy: By considering this factor it is described as the efforts of subordinates
which day offer according to their desired performance which depends on the probable
experience and confidence that are required for the standard performance. In this context
each and every individual has various levels of expectations regarding their skills and
capabilities (Paull and Whitsed, 2018). Hence the management of Ryanair should
understand this prominent levels and offer suitable training to their staff that leads to
enhance the requirements and attain expected performance level.

 Instrumentality: It describe that employees of Ryanair achieve prominent goals
according to their standards which decide to perform their job role. In terms of Ryanair
achieve the performance at the stipulated period of time the employees will be recognized
and rewarded for their performance. By considering the job role of leaders of Ryanair
they should keep their promises in order to motivate the subordinates and also provide
them what they want. For example, Ryanair need to develop effective performance
accomplishment criteria which is useful in order to motivate employees for
accomplishing their overall performance with the help of rewards and recognition.
 Valance: For this the valuable employees of Ryanair are rewarded on the grounds of their
performance and results which they achieve on the behalf of company. This prominent
values and goals are considered as the significant resources by which subordinates get
motivate with the support of their manager and get effective result for the company
(Anagnostopoulos and Papadimitriou, 2017). Valence is considered as the emotional
expectations which are demanded by employees of Ryanair towards their result. In this
context the managers of Ryanair should analyze the behavior of employees and determine
what is expected in terms of being rewarded on the grounds of appreciation of their
performance.
By evaluating the prominent theories of motivation both the theories are prominent for
Ryanair. In this context these theories required to be implemented in effective way which bring
efficiency in the performance and motivate the employees regarding the achievement of their
goals and objectives. Despite from this, motivation is helpful for both organization and
employees both in order to accomplish their outstanding targets and objectives that is useful in
developing and maintaining good image within the business environment. In terms of this, the
managers and leaders of Ryanair significantly adopted the discussed motivational theories in
order to enhance the motivational level of employees that leads to improve the productivity and
performance of both organisation and employees as well. In terms of this, for the betterment of
company, Ryanair tends to make suitable improvement regarding the behaviour of employees
which is useful in order to make suitable enhancement of the overall performance and efforts of
employees which is helpful for company in terms of effective development of employees and
making them more competent.

TASK 3
P3.
Effective team is developed only when the motive of company is to achieve the prominent
objectives and the employees are work in more collaborative and coordinated manner without
facing videos complexities and difficulties. It is termed as the mixture of professionals by which
specialist perform specific task for the achievement of prominent goals and objectives (Chang
and et. al., 2016). In this context effective teams are developed on the grounds of various
characteristics including size and expertise members’ transparent communication healthy
decision making authorities and so on.
Ineffective team is opposite to the effective teams as in this the employers get fail in bid to
accomplish targets and objectives. These teams does not have any kind of capability and quality
in comparison to effective team as their members have lack of trust and coordination among each
other and also does not have transparent communication (Salas-Vallina, Alegre and Fernandez,
2017). Despite from this, the leaders take all the determination without any permission of their
team Associates that leads to develop the motivation among team members and also leads to
develop the performance and productivity.
Team Development Theory
By considering the overall development of effective team it is recommended to Ryanair
to enhance and improve the teamwork attitude among their employees and it is possible with the
use of Tuckman theory. In this context its proper stages are useful for the company in order to
develop effective team and employers who work in effective manner by cooperating with their
team Associates. In terms of this it is classified under 4 prominent stages that are discussed as
under
Forming: According to this step, teams are developed and tasks are assigned by the
leader and manager to their immediate subordinates. By analyzing the behavior of employees
because they work on individual basis and do not know each other. In this context few
individuals are polite and excited regarding their work whereas others are frustrated and
demotivated in order to perform the job (Elsmore, 2017). At the specific period of time the
corporation level among employees is low because of uncertain changes. In this context between
managers of Ryanair plays an important role to offer and give clear information to their

employees regarding the job and task as what they have to perform and what is expected from
them. For example, the leader of Ryanair need to effectively develop team by considering the
needs and requirements of employees as it is helpful for them to eliminate conflicts and devlep
proper understanding among them.
Storming: At this step team goes through various critical situations as in that case the
team Associates does not know each other and because of this it leads to develop conflict issues
among them. Moreover many teams get failed at this moment due to the mismatch of opinions of
employees and with are the working style of employees also get different that leads to develop
frustration among them. In this context the leaders of Ryanair should be very calm by analysing
the various situations which should be resolved in order to offer healthy working conditions to
them. For instance, the managers of Ryanair conduct informal session as it help team members to
know each other which leads to development of good and effective relation among them.
Norming: It is also considered as the better stage as employee starts knowing each other
and collaborate with the perspective of reducing conflict among them in order to achieve
prominent results and outcome. All of this possible because of good and healthy communication
which bring new and innovative ideas to perform the job in most effective way for the
complement of achieving common goals and objectives (Bakotić, 2016). In this context the team
leaders of Ryanair should take a step back and delegate some responsibilities on their team
Associates in order to evaluate their trust level. Along with this, it is important for the higher
authorities to make team members understand about their roles so that all activities is
implemented in an effective and appropriate manner.
Performing: It is the final step in which subordinates start working regarding the
attainment of their prominent goals and objectives. In this the team Associates prominent piano
what is expected from them and start working in effective manner for the accomplishment of
coveted targets and goals. In this context subordinates have proper clarity with the aim of task
and also support it with the activities and procedure in order to work together in the same
direction (Zaraket and Halawi, 2017). In relation with Ryanair the responsibility of team
manager is to assign suitable work and task to employees by evaluating their knowledge and
skills and also focus on the development of team and individual for the improvement of group. In
addition to this, it is significant for the managers to monitor and check the performance of staff

members with the expected performance that aid in making improvements in an effective
manner.
Belbin theory:
This theory is related with the personality of individual and there test theory which depict
assorted skills of employees. In that case the teams and team members should range towards the
outstanding decision that is advantageous for employees and describe the roles of subordinates
that are discussed as under.
Action oriented: In this context the role of manager is to improve the public presentation
of group and focus on their thoughts in bid to transform them into action that is helpful in
achieving the deadlines within the stipulated period of time (Gkorezis and Petridou, 2017). In
this context the Ryanair can use this role as it is useful in developing creative and advanced
thoughts concerning the team Associates and leads to achieve better profitability with prominent
actions. For example,the managers of Ryanair allow staff members to participate in the decision
making process as it help hem to share their new ideas and thoughts to staff members which in
turn aid in bringing something new at marketplace.
People oriented: This part bring people and their innovative ideas in corporate style
which describe the roles and responsibilities that influences that individual to perform in
organized way. Moreover in this context the team Associates need to provide proper support and
resources to each other to develop healthy relations and contacts from the outside of company. In
the context of Ryanair they can bring proper collaboration and coordination with the help of
Team Spirit within the definite culture and structure of company. For example, Ryanair follow
hierarchical structure that help in coordinating and implementing all the activities in a proper
manner.
Thought oriented: It is useful in analyzing the various options that are useful in providing
technical support to team (Chumg and et. al., 2016). In relation with Ryanair this role is
influences the thoughts and suggestions of subordinates by which they can develop their
uniqueness among them regarding their performance. For instance, Ryanair conduct brain
storming session as well as formal session so that all the team members discuss their ideas as
well as thoughts which generate some unique and innovative idea for the organization.
Therefore, working within a team is helpful in order to motivate the morale of employees
that can be done by the leaders and mangers of Ryanair that leads to enhance the moral and

productivity of employees. In terms of the effective working and functioning of teams of
Ryanair, it is important to develop effective team by matching the significant skills, knowledge
and experience of employees that leads to the feeling of cooperation and coordination among
subordination. Moreover, effective coordination and collaboration helps in achieving the
prominent goals and objectives on the specified period of time.
TASK 4
P4.
Organisational behaviour describes the determination of human behaviour that depends on
several concepts and focus on the working pattern of employees. In this context to determine the
behaviour of employees Ryanair path goal theory is useful in order to describe the specific goals
and objectives to encourage them. Therefore it is also useful in offering proper instructions and
guidance regarding the career path employees to make them more productive for company and to
determine the achievements of company four paths is discussed as underneath:
Directive: According to this Path the leaders will provide proper instructions and guidance
to subordinates bye clarifying them what is expected from them and what they need to achieve
within their task. In order to manage team in most prominent way the leaders of Ryanair guide
their subordinates in clear manner and also specify them regarding the expected results and
goals. In terms of Ryanair their mangers and leaders need to provide proper guidance to their
employees which is useful in order to offer significant support and guidance to their employees
that helps in improving their overall performance.
Supportive: According to this leaders make prominent goals and targets that can be
achievable by their employees and also provide guidance them in quite friendly way. According
to this leaders of Ryanair start developing healthy relations with employees in order to support
them it is useful in boosting the morale of employees (Kitchin, 2017). It is more suitable in those
circumstances in which delegated work is more complicated. It is useful only when the managers
of Ryanair are more confident for their subordinates as they can easily perform the job with full
potential in positive way to achieve prominent objectives.
Participative: According to this, leaders and mangers of Ryanair always engage their
employees in decision making process which is useful in developing and enhance their
performance level and also helpful in achieving desired outcomes. Due to this the relationship

between managers and employees will get healthy and leaders always consider the opinions of
their employees because they think that their subordinates are important part of Ryanair that
leads to bring motivation among them (Balwant, 2018). It is also helpful for those employees in
those circumstances in which workers are highly experienced and trained.
Achievement: As per this phase, the leader of Ryanair need to set probable and high
modular for the workers as they believe that they work force is more competent and capable
enough to achieve prominent goals and objectives. Despite from this it also put negative
consequence on the general public presentation of workers because they start thinking that they
do lot of work without any direction and support. Therefore it is best suited in those
circumstances in which workers of Ryanair are extremely expert and professed. For example, in
terms of Ryanair This stage tends to put negative impact on the overall performance of
employees as they does not get proper guidance and support from their mangers and leaders and
it leads to demotivate them for their performance and job.
Social capital theory: This theory is considered as a factor that leads towards the development of
human capital with prominent resources that are going to be offered by the top authority by
which employees can enhance and use there is skills for the development of organisation (Wood
and et. al., 2016). In terms of Ryanair they can execute and adopt social capital theory in which
the human resources and operations work in more prominent way by which we can allocate all
the resources and the development of company.
Resistance theory: It is considered as an aspect in which all the political and regulations
thoughts and perspective are constructed on the grounds of individuals and groups. It describes
the primary Political Theory which depicts the compliance for the modern period of time (Burrell
and Morgan, 2017). In relation with the Ryanair, resistance theory can impact the industry in
terms of fluctuations in prices politics growth success and other relevant factors. In terms of
Ryanair their mangers need to make sure that employees effectively consider the standards and
compliance within the company that leads to accomplish significant goals and objective and also
helps in making company m,ore protective in the business environment.
CONCLUSION
Therefore by analysing the above discussion of the concept of OB several theories and
philosophies are useful for the company in order to analyse the behaviour of employees and also

motivate them to develop their performance level. Along with this the execution of several
models are related with the politics culture and power that enables the company to maintain its
prominent working culture in more improvised way. Despite from this with the help of Tuckman
and Belbin theory organisation can easily offer equal and prominent opportunities to their
employees as it leads to develop the productivity and performance of organisation. At last with
the help of motivation company can enhance their satisfaction level that leads to enrich the sales
volume and definition of company within the competitive business environment.

REFERENCES
Books and Journals
Alblas, G., Wijsman, E. and van Noort, M., 2019. Organisational Behaviour. Routledge.
Anagnostopoulos, C. and Papadimitriou, D., 2017. Positive organisational scholarship and
behaviour in sport management. International Journal of Sport Management &
Marketing,. 17(1/2). pp.1-6.
Bakotić, D., 2016. Relationship between job satisfaction and organisational
performance. Economic research-Ekonomska istraživanja. 29(1). pp.118-130.
Balwant, P.T., 2018. The meaning of student engagement and disengagement in the classroom
context: Lessons from organisational behaviour. Journal of Further and Higher
Education. 42(3). pp.389-401.
Burrell, G. and Morgan, G., 2017. Sociological paradigms and organisational analysis:
Elements of the sociology of corporate life. Routledge.
Chang, K and et. al., 2016. HR practice, organisational commitment & citizenship
behaviour. Employee Relations.
Chumg, H.F and et. al., 2016. Factors affecting employees' knowledge-sharing behaviour in the
virtual organisation from the perspectives of well-being and organisational
behaviour. Computers in Human Behavior. 64. pp.432-448.
Elsmore, P., 2017. Organisational Culture: Organisational Change?: Organisational Change?.
Routledge.
Gkorezis, P. and Petridou, E., 2017. Corporate social responsibility and pro-environmental
behaviour: Organisational identification as a mediator. European Journal of International
Management. 11(1). pp.1-18.
Hall, C.M and et. al., 2016. Business and post-disaster management: Business, organisational
and consumer resilience and the Christchurch earthquakes. Routledge.
Homberg, F., Vogel, R. and Weiherl, J., 2019. Public service motivation and continuous
organizational change: Taking charge behaviour at police services. Public
administration. 97(1). pp.28-47.
James, P.S., 2017. Organisational Behaviour, 1e. Pearson Education India.
Kitchin, D., 2017. An introduction to organisational behaviour for managers and engineers: A
group and multicultural approach. Routledge.
Paull, M. and Whitsed, C., 2018. Why authenticity in corporate and employee volunteering
matters for employee engagement: an organisational behaviour perspective.
In Disciplining the Undisciplined? (pp. 193-210). Springer, Cham.
Salas-Vallina, A., Alegre, J. and Fernandez, R., 2017. Happiness at work and organisational
citizenship behaviour. International Journal of Manpower.
Wood, J.M and et. al., 2016. Organisational behaviour: core concepts and applications. John
Wiley & Sons Australia, Ltd..
Zaraket, W.S. and Halawi, A., 2017. The effects of HRM practices on organisational
performance in Lebanese banks. Journal for Global Business Advancement. 10(1). pp.62-
88.