Organisational Behaviour: Culture, Power, and Motivation

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