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.