Organisational Behaviour

Organisational
Behaviour

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
Impact of culture, politics and power of the company on individuals and team’s performance
and behaviour...............................................................................................................................3
LO2..................................................................................................................................................7
P2 Content and Process theories..................................................................................................7
LO3................................................................................................................................................10
P3 Difference between effective team and ineffective team.....................................................10
LO4................................................................................................................................................12
P4 Organisational concepts in business situations.....................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Organizational behaviour refers as a procedure of understanding individuals’ behaviour
for influencing them to give outstanding performance at the workplace. There is an example of
Ryanair company that supports to understand significance of organizational behaviour. It is a
airline company that offers holiday packages and airline services to the people more than 40
countries. This report will provide understanding about power, politics and culture of the Ryanair
that affects employee’s performance through effective frameworks.
LO1
Impact of culture, politics and power of the company on individuals and team’s performance and
behaviour
Organizational behaviour comprises three terms such as politics, power and culture that
impacts on company’s performance as well as it’s working environment (Sahrain, 2018). So, it is
mandatory for the company to keep fair balance between politics, power and culture precisely.
However, organizational culture is important part of the company because it supports to
influence employees to give productive performance while dealing task as resultant desirable
outcomes can be received effectively. Hofstede’s eight-dimension culture model is the culture
theory that supports to analyse culture of the company. This framework is applied for the
Ryanair company to examine it’s organizational culture.
Power distance Index culture is the first dimension of Hofstede model which indicated
that there are various companies which empowers employees accordingly their designated post
or based organizational hierarchical. Such as scenario whereas employees are empowered by
company to take all effective decision related to business activity. Such employees enable to get
special privilege from other employees at the job place due to power. On the other hand, other
staff have to implement all decisions and rules without arguments. Such culture essential for the
organization to control all business operations effectively. Managers and leaders are empowered
by organization according to the power culture and allows them to take all decisions related to
staff and organization’s operations. The major drawback of the this culture dimesnion is that
other staff does not get any type of power and not permit to share their views and concerns

regarding decision which has implemented within workplace by management. Thus, kind culture
brings partiality among staff by managers.
Individualism vs collectivism is another culture dimension of the Hofstede model that is
quite effective as compared other culture because according to individualism culture, there are
various companies which believes in individual working instead of teamworking so that assign
number of tasks among different employees at individual level. On the other hand, there are
other companies which follows collectivism culture and believes in team working so they assign
different project between teams. The main objective of the both type culture is to bring high
profitability in the business and builds strong relationship among customers while delegating
task in a team. Ryanair’s follows this culture dimension whenever it needs to complete complex
task within timeframe. In that situation, with this culture manager of Ryanair develops team and
aware individuals’ significance of team performance. Thus, company achieve it’s goals on time
(De Vito and et.al., 2018).
Uncertainty Avoidance cultural dimension stated that there are various companies
which avoids to take risk in product development and it’s staff also resist to take change in their
comfort zone. mainly focuses on employee’s wellbeing. Such culture dimension supports
company to retain it’s staff prolong time by meeting their objectives related to workplace. With
this culture, organization makes it’s staff member valuable and promotes them to give honest
performance at the workplace. this culture posses’ some limitations such as employees gives
priorities own personal profit instead of organization’s objectives. So, it is not effective culture to
gain success rather than other culture.
Masculinity vs Femininity culture: according to masculinity culture, most of the
companies assigns number of roles according gender and skill gap in order to achieve high
success. While femininity culture stated that there are various companies that assigns different
roles among staff accordingly their skills, qualification, post and others so that individuals
perform better and brings profitability in the business. Femininity culture allows individuals to
take effective decision to deal with different tasks as per the situation which leads economic
benefits within company. Ryanair has implemented femininity culture on it’s business as resulted
it has achieved number of goals within timeframe (Nwanzu, 2017) as well as enable to develop
strong relationship.

From the above discussion about culture can be analysed that culture plays effective role
within company. Ryanair follows various type culture dimensions i.e. individualism vs
collectivism, masculinity vs femininity and power distance index in it’s organization that helps
to cope up with all emerging changes. For example, globalization and digital technology trend is
rising by and by and such trend supports organization to promote brand positioning in the world.
masculinity vs femininity culture dimension has supported Ryanair to become globalized in
21ast century because individuals have played effective role in the workplace to make company
globalized. On the other hand, individualism vs collectivism has supported company to accept
digital technology trend within workplace. Currently Ryanair provides online airline booking
services to the customers. Digital technology brings transparent communication among staff
members, customers and upper management that builds good relationship among them (Kovach,
2020). Thus, such changes have influenced, shaped organization culture of Ryanair effectively in
the 21st century.
Organization power
Organization power can be defined as the authority or control that posses’ by some
people and it’s impact on organization performance as well as other staff. There is an example of
French and Raven framework that is applied to examine various type of powers such as:
 Referent power: Referent power defines that there are some employees who are treated
special by other employees due to their behaviour or productive performance rather than
their designated post. However, this type gained by leaders due to their leadership skills.
With this power Ryanair promotes it’s employees to give best customer services to the
customers.
 Legitimate power: in the legitimate power, power is achieved by some people
accordingly hierarchical structure of the company. This type power is posses’ by
managers, CEO of the company. In the case of Ryanair, all decisions are taken by power
holders while employees have to implement decisions effectively. With this power upper
management of Ryanair supports employees to resolve all issues relate to salary and work
pressure.
 Coercive power: In this power scenario, managers are responsible for granting power to
the leaders. While leaders monitor individual’s performance effectively and informs to

manager on time. The major drawback of the coercive power is that employees become
too relaxed for their responsibilities. In the case of Ryanair, leaders play effective role in
monitoring individuals and team performance, behaviour at the workplace (Gordon and
Stichman2016).
 Reward power: It is another effective power of the French framework because upper
management of company empowers leaders and managers to offer reward in the form of
incentive and recognition to the outstanding performance. With this power, management
of Ryanair encourages it’s employees to give productive performance at the workplace
and maintains their wellbeing.
 Expert Power: Upper management grants this power to those people who have good
experienced, knowledge or whole offers their services within company from long time
and has led large number of profitability in the peak period. Ryanair also motivate it’s
staff members to give high standard performance in their task performance with this
power.
All above discussed power practiced by Ryanair to achieve it’s all goals and objectives at
different timeframes.
Organizational politics
It is informal activity that is undertaken by company to achieve it’s number of objectives
within different time periods. To understand political behaviour of Ryanair’s managers will
analyse Chantal’s characteristics regrading politics behaviour
 Good politics: Such politic exist in the organization whereas employees supports their
managers to reduce unwanted crisis for their private gain. Good politics helps Ryanair to
maintain employee’s wellbeing effectively. But the major drawback of the good politics
is that it cannot apply for the long-time because there are lots of things which are not
managed by managers.
 Bad politics: this type politics directly impact on company performance negatively and
leads negative publicity of brand in the business market. The reason behind is that based
politics brings large number of clashes between management and employees which

reduces wellbeing of employees and impacts their productivity as well (Khakhar and
Ahmed, 2017).
So, it is important for the company to practice good politics in the business then it can achieve
it’s all objectives and goals precisely.
LO2
P2 Content and Process theories
Motivation is essential part of all organization because it influences individuals and team
to give productive performance in the workplace. However, motivation is two types i.e. intrinsic
and extrinsic motivation. Motivation theories are described as follows:
Process theory
Process theory is proposed to provide high understanding about employees and team’s
behaviour and needs which change accordingly. However this theory is projected for motivating
team to give outstanding performance at the workplace.
Adam’s Equity Model
The model is projected by Johan Stacey Adam to explain significance of fair treatment
between output and input. Input means staff efforts that they give in the workplace to bring high
profitability in the business. On the other hand, output means organization’s efforts that put to
stay motivated it’s staff at the workplace. Such fair balance between input and output develops
healthy professional relationship between employer and employees. In the case of Ryanair,
company always try to keep equal balance between input which is put by team to achieve all
objectives and goals of the company while management awarded it’s different teams regularly
accordingly their performance at the company. However, there are two type situations that can
take place under this Adam’s equity motivational model such as:
 Input > Output: This type situation is taken place in the workplace when teams put their
more efforts to complete number of tasks within timeframe so that effective outcomes
can be received by organization effectively and expects that they will get financial

benefits in return form the company. But organization does not provide output such as
incentive or recognition that demotivates them and make their performance less
productive.
 Input < Output: This situation is occurred in the organization when team or individuals
puts their less efforts but after that receives modest salary from the company that brings
competitive disadvantage in the business.
So, it is important for the upper management of Ryanair to focus on the improvement of
Input = Output situation because it is quite ideal situation which helps upper management to
take competitive advantage and will stay motivated it’s staff prolong time.
Content theory
This theory is proposed to focus on individuals’ requirements and expectation as well as
brings high level satisfaction in them for their job responsibility. The main goal of the motivation
theory is to influence individuals to become productive in their workplace by fulfilling their
needs then they can lead effective outcomes within company. Ryanair also follows this
motivation theory often to understand it’s staff behaviour.
Two factor theory of motivation
This motivation theory comprises two factors such as motivation and hygiene factors.
These factors are responsible for leading satisfaction in individuals from their jobs.
 Hygiene factors
Hygiene factors are health benefits, good working environment, employment policies, job
security and others etc. that does not motivate individuals but maintain wellbeing of them at
the workplace. The reason behind is that it comprises all basic needs i.e. open
communication, good sitting arrangement etc. of individuals which they expect from the
employer and keeps them satisfied for the job. When individuals get all basic needs at the
workplace that brings satisfaction in them and makes them productive more as compared
before and retains them in the company prolong time. As same with Ryanair, managers
always focus to fulfil all basic needs of individuals related to workplace such as workplace
safety, good working environment, fair treatment at the workplace.

 Motivation factors:
It comprises achievements, promotion, recognition and delegation of authority etc. are intrinsic
motivation factors that influences individuals to give the best performance at the workplace. The
main objective of the motivation factors is to stay motivated it’s skilful employees for long time
and develops sustainable business performance (Ryan, 2016). Management team of the Ryanair
motivates it’s staff by offering rewards in term of incentive and recognition as per the
performance. While in exchange individuals brings wide financial benefits at the workplace.
Thus, it is important for the Ryanair to focus on both hygiene and motivation factors effectively
because limited availability of resources can be lead dissatisfaction in individuals for the job.
Behavioural Motivation Techniques
 Soft and Hard skills: It is one of the most effective motivation techniques that supports
employees to stay motivated and productive at the workplace. In the case of Ryanair,
leaders practice this technique to motivate it’s staff to develop soft skills and hard skills
which improves their personality and makes them liable for the upper post. This
technique directly impacts on individuals’ behaviours and keeps them motivated for long
time.
 Emotional intelligence: Ryanair follows this behavioural motivation technique to resolve
all conflicts related to workplace in staff members and influences them to give best
performance at the workplace. With this technique management of Ryanair encourages
staff members to manage their stress level and raises creative solution to deal with
conflict crisis. However, this behavioural technique practices by management to
determine issue instead of conflict so that permanently can overcome conflict crisis in
staff members. This, motivation techniques help Ryanair to keep it’s staff calm and
happy (Kollmann and et.al., 2020).
 Flexible working hours: Ryanair uses this motivation techniques and provides flexible
working hours facility to the staff member. With this techniques company leads
responsibility in individuals for their job performance. While employees get chance to
complete it’s task more effectively so that high profitability can be received by company.

LO3
P3 Difference between effective team and ineffective team
Teams refers as a group of individuals who works together to accomplish common goal.
There various difference between effective team and ineffective team that is described as
follows:
Points of
comparison Effective Team In effective Team
Definition Such a team who have met goal
behind the team development then
it is known as effective team
because individuals in a team
have achieved goal of the team
formation (Alshmemri, Shahwan-
Akl. and Maude, 2017).
While ineffective is a team who
unable to achieve significant goal
behind the team formation. Due to
inability of task achievement such
team is known as ineffective
team.
Problem-solving Team leaders in effective team
personally review problems of
team members that causes crisis
can take place then resolves them
with creative solution. Thus,
company maintains their team
member wellbeing.
While team leaders of in effective
team always avoids conflicts and
crisis between team that impacts
on whole team performance.
Team meeting Effective team’s leader conducts
team meetings regular basis and
allows individuals to share
viewpoints regarding decision of
team formation. Thus, team
leaders enable to control all
members’ operation with the team
meeting.
Team leaders of ineffective team
also conducts team meeting but
not regular basis. So, team leaders
unable to keep control on all
operations of team members as
result does not achieve goals
behind the team formation
(Dokony, Singhand Arumugam,
2020).

From the above discussed points can be analysed that Ryanair’s management must practice
effective managerial skills then they can keep effectiveness in employees working.
Tuckman’s team development theory
Tuckman’s team development theory is proposed to development of effective team.
Ryanair’s management can implement this theory effectively at the workplace to promote
individuals to work in a team and brings competitive advantage in company by achieving all
short-term goals within timeframe. This model comprises four phases such as storming, norming,
forming and performing which helps to develop an effective team. Forming stage is the primary
stage of the team development theory wherein individuals are informed by leaders or managers
about goal of team formation so that individuals become more responsible for their jobs and
works productively in the team (Lo, Lin and Hsu, 2016). Managers and leaders practice this
primary phase and conducts a meeting to inform individuals about team formation and it’s goal.
With this stage, managers encourage individuals to keep their views so that precautionary steps
can be taken while working in a team. Storming is the second stage of team development
wherein team leaders involves it’s team members in decision-making process and gives values
each one by listening them properly. Leaders of Ryanair follows this stage in their practices and
makes their members of team essential part of the team by encouraging them to give high
involvement in decision-making process. To develop effective arises various issues such as
clashes among team members that impacts whole team performance. In such situation Ryanair’s
leaders’ practices conflict management that helps to deal with all issues and maintains
individual’s wellbeing. Norming is another stage that allows team leaders to communicate it’s
members directly regarding their issues and weak areas and resolve over the time period by
practicing effective approach such as training session. Performing is the final stage of theoretical
model that is practices by Ryanair’s team leaders to create different strategies and monitors team
member’s functioning which brings expected outcomes within company.

LO4
P4 Organisational concepts in business situations
It is important for the Ryanair to practice integrated different concepts and philosophies
of organizational behaviours so that can give effectively response for the change. According to
social capital theory it is important to involve all stakeholders such as internal and external
because each stakeholder has owned perception and their participation can be led success in the
decision-making process. Managers or leaders should not pay high attention on task
achievements but they should focus on stakeholder’s needs. For example, effective motivation
factors, creative working environment influences employees to give productivity in their working
and achieves all goals on time. Ryanair’s team leaders must consider organizational behaviour of
their team members then they can achieve predefined goals on time (Farhan, 2018).
Conflicts among team members are quite normal but it is the major role of managers or
leaders to resolve all issues effectively and develops such culture which mitigate all personal
conflicts and company’s objective can be gained without dealing with obstacles (Jones, 2019).
Ethical behaviour is another aspect of organizational behaviour that is not only supported
Ryanair to improve standard of work but also will bring value-added services in employees
working. Ethical behaviour also can be reductant through situational resistance or lack of
leadership support. In this state only path goal theory can be proved effective for Ryanair in
improving team performance.
Path goal theory
According to this theory, leaders or managers must select effective leadership style or a
behaviour which can fit in the working environment and supports to fulfil needs of individuals.
The main goal of implication such behaviour is to improve motivation and satisfaction in
individuals and team members which improves productivity of them at the workplace. To
encourage productive behaviour in the business requires to determine employer and employees
needs by leaders then they can take effective actions such as motivation approach and leadership
style to meet their needs and improves their abilities and experience effectively. Motivation from
leaders is the best path to encourage individuals and team to give productive performance.

For better functioning of teams needs to take in consideration effective social system of
the busines, mutual interest and ethical policies. The reason behind is that social system includes
value, beliefs and practices which builds strong organization culture for employees and raises
goodwill of company as well (Putro, Rosmansyah and Suhardi, 2020). Open communication
brings effective communication among stakeholders and influences their social connectivity.
Motivation theory and team development theory assists Ryanair to influence behaviour of
individuals in team in efficient manner. While effective leadership style is another key factor that
control organizational behaviour and supports to develop productive and professional culture.
CONCLUSION
In this report has been concluded impact of organizational culture, politics, power on
individual and team performance and their behaviour. Various motivation theories like process
and content and it’s impact on the individuals and team behaviour can be summarized in this
report. Tuckman’s team development theory used to form effective team of Ryanair in this
report. Path goal theory also has analysed in this report.

REFERENCES
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