Organisational Behaviour: Leading People in Ryanair

Organisational Behaviour

Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................4
ACTIVITY 1....................................................................................................................................4
ACTIVITY 2....................................................................................................................................8
ACTIVITY 3..................................................................................................................................10
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Ryanair is an airline company which was being founded in the year 1984. This company has been
known for the cheap flights which they provide and the quality services. Ryanair is the largest
budget European airline, there services are being operated in many country with Ryanair operating
around 400 boeing aircraft. The company has been criticized over the condition of there employees
so this report shows how the company can lead there people. (Mo and Shi, 2017)

MAIN BODY
ACTIVITY 1
HANDY'S MODEL OF ORGANISATIONAL CULTURE
Charles Handy has defined four kinds of cultures for leading an organisational culture which are power
culture, role culture, task culture and person culture. (Gelfand and et.al., 2017.)
This section has defined how Handy's organisational culture can be applied to the airline company
Ryanair:
Power culture
Handy has defined this culture as there are some people who holds the majority of the power
in the organisation and there influence is very powerful throughout the organisation. In power
culture the people holding the power decide what happens and everyone have to follow them. If
Ryanair uses the power culture then there employee will be judged by how they achieve there goals
of the organisation and there acts of doing work. Ryanair should keep in mind that using the power
culture will be requiring quick decision making and these decision sometimes may not be in the
best interest of the in the long term of the organisation. Sometime this type of culture may turn
toxic.
Role culture
This culture is based on some rules in the organisation. They must be followed by each and
every person in the organisation so that they know what are there roles and responsibilities. The
power in the role culture is defined by the person's position in the organisation. Ryanair should
define the role of each and every person in the organisation so that there is no duplication of work
but this may lead to short organisational structure. Ryanair may face problems like slow decision
making in the organisation also, the people will be less likely to take risks in such culture. In other
words, Ryanair will become bureaucratic if it follows role cultures.
Task culture