Influence of Power, Culture, and Politics on Organisational Behaviour

This assessment discusses the influence of power, culture, and politics on organisational behaviour along with the theories of motivation.

ORGANISATIONAL
BEHAVIOUR

INTRODUCTION
Organisational behaviour is a concept which is used for studying the different behaviour of
the functions and employees in an organisation so that the productivity, competence, ability and
performance of all the employees and the team of a company can be improved. Studying
organisational behaviour is very essential for a firm in order to take better and improved
decisions for the welfare of the firm and their employees. The taken firm for this assessment is
Ryanair DAC which is a Irish low budget airline introduced in 1984 having headquarters in
Dublin. The company currently facing issues in the context of lowering customer satisfaction and
staffing issues that impacts adversely on its overall performance. This assessment will discuss
the influence of power, culture and politics on organisational behaviour along with the theories
of motivation. Further, effective and ineffective teams will be discussed along with the
philosophies of organisational behaviour.
PART 1
LO1
Influence of organisation culture, power, and politics on individual and team performance.
In an organisation, there are several factors such as power, culture and politics which can
affect the functioning of an organisation in achieving their goals. Such factors can highly
influence the firm in attaining the goals which can also hinder the performance of firm. The
influence of such factors on performance will be discussed further.
Influence of power on team and individual performance
Managers in an organisation exert their power for effective working of the employees.
The managers of Ryanair can use various types of power so that the employees can work
effectively in their working (Antonakis and House, 2013). These different types of powers are
as follows:
 Coercive power: This type of power is used by the individuals for punishing or firing the
employees when their performance is not satisfactory. The managers and CEO of Ryanair
has this power through which they can terminate or punish the employees when they are
involved in unproductive practices. However this power is used in Ryanair for generating
maximum output from employees so that team performance can be improved.
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 Reward power: This power is used by the Board of directors of Ryanair for improving
the morale of employees through training, incentives etc. Through this power, the
management of Ryanair is effectively providing rewards to the employees as per their
performance so that their performance can be enhanced along with the team performance.
 Legitimate power: This type of power is used by the CEO of Ryanair due to having
authority of controlling the activities of employees. The utilisation of this power enable
the firm to properly control the individual working due to which team performance will
also enhanced.
 Referent power: This power is used by the leaders of the Ryanair so that the employees
can work with full confidence in their working. The leaders provide motivation to their
team leaders for better functioning. This enable the leaders in enhancing the team
performance as the individuals take interest in their working and stay loyal towards the
team and company.
 Expert power: Such type of power is assigned to the managers who are capable and
efficient in their working due to having vast knowledge (Chemers, 2014). These
managers are capable of handling different situations in more simpler and effective ways.
Such type of employees gives their full efforts in the success of the team for
accomplishing common goals.
 Informational power: This power is assigned to the people who can maintain the secrecy
financial reports and other valued assets of the firm. CEO and the Board of Directors in
Ryanair have this power through which they can access and maintain the key information
of the firm. These key position holders also have access to the employee’s performance
on the basis of which the decisions are made. This result in better performance of
employees as proper decisions are made regarding them.
Influence of Culture on team and individuals
Culture refers to the values, beliefs and norms of the individuals through which a society
performs its functions. Similarly, Organisational culture refers to above factors of the employees
and individuals in an organisation. This culture can be further elaborated using Handy typology
of culture as follows:
 Power culture: Such culture is used for controlling the employees for proper
functioning. In Ryanair, few people have such power through which they control the
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activities of employees on daily basis. Experience people exert this power through which
they assist the employees in performing well both as an individual and as a team.
 Role culture: This role is associated with assigning the roles and responsibilities to the
employees in an organisation. The managers at Ryanair are effectively using this culture
in assigning the roles to employees as per their knowledge and skills through which the
organisational functions are executed effectively (Chevallier and et. al., 2012). This also
leads to enhance in team performance as members are assigned properly.
 Person culture: In such type of culture, the managers recognise the potential of
employees by giving them opportunities to show their skills. The managers at Ryanair are
motivating their employees through this culture in which they provide opportunities to
employees to share their thoughts and ideas. Through this, the individual as well as team
can stay motivated which enhances the performance and organisational output too.
 Task culture: This culture states that the work should be provided to employees as per
their skills due to which their productivity can be enhanced. The managers at Ryanair are
focused on this culture due to which the employees are giving their maximum output as
well as productivity. Due to this, team productivity also enhances.
Influence of politics on team and individual performance
Organisational politics refers to the involvement of employees in strategies and decisions
which can impact the functioning and sales of the firm. According to Chanlat, the political
behaviour of employees can be divided into decisional, personal and structural. Office politics
can negatively impact the organisation and its employees in different manner. This impact has
been discussed below:
Reduced productivity: When employees of an organisation took part in organisational
politics, they tend to avoid their working which will impact their performance. They could not be
able to work properly both as a team and individual due to which the performance of team also
reduced.
Spoiled ambience: When employees involves in politics, it leads to formation of negative
environment at the workplace due to which other employees could not work properly. This result
in reduced productivity of the company and also the team performance can be influenced due to
not proper working of employees (Deckers, 2018).
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These above discussed factors can highly influence the organisational behaviour which will
results in improper functioning of teams and employees. The managers of Ryanair needs to
determine such factors which are impacting the employees so that better performance can be
achieved along with the organisational goals.
LO2
Motivational theories for accomplishing organisational goals
Motivation refers to the encouragement given to individuals for enhancing their
performance and productivity. Motivation is very essential among the employees of an
organisation so that firm can attain their objectives in their pre-determined time period. The
managers of Ryanair can use various theories of motivation in order to motivate their employees.
These theories are divided into content and process theories as discussed below:
Content theories of motivation
Maslow Hierarchy of needs
This theory was developed by Abraham Maslow in 1943 which is focused on the needs
of employees. Fulfilling the needs of employees will leads to their satisfaction after which they
can work effectively. With the help of this theory the managers and leaders in Ryanair can
efficiently d
etermine the needs of the employees and accordingly they can identify various motivational plan
for their employees to improve their level of satisfaction. These needs are as follows:
 Physiological needs: Such needs are water, food, clothes etc. which are needed for the
survival of human beings (El-Maghrabi and et. al., 2018). With the satisfaction of these
needs the Ryanair can ensure better productivity and satisfaction level of the employees
that will directly improve their performance.
 Safety need: The safety needs are associated with safety and security of life, financial
security, health safety etc. by satisfying this need of the employees the Ryanair can make
their employees sense the belongingness with the organisation.
 Social need: These needs are associated with the feeling of love and belongingness in the
society, family etc. By satisfying these need the managers and leaders of Ryanair can
develop better workplace culture and better understanding among all the employees can
be ensured as with the help of this the communication among all can be improved.
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 Self- esteem: These needs are associated with the self-respect, appreciation etc. through
which an individual can feel valued and important for others. This makes the employees
feel themselves as the contributor towards the goals which motivates them to perform
much better for the recognition. With the satisfaction of this need the employees of
Ryanair can be encouraged to contribute to the organisation in an efficient manner by
making them realise the value of the employees in the organisation.
 Self-actualisation: People having these needs want to achieve more in their life and
wants to become the best version of them. Ryanair can make their employees capable of
undertaking the tasks assigned to them efficiently so that they can accomplish the goals.
The managers of Ryanair can use this theory for determining the different needs of
different employees so that they can fulfil them accordingly. This will leads to job satisfaction
among the employees and they will work more for enhancing their productivity and efficiency.
Also this will facilitate them to retain their employees for long as the satisfied employees tends
to stay with the organisation for a longer period.
Source: The Hierarchy of Human Needs: Maslow’s Model of Motivation. 2018
Process theories
Vroom Expectancy Theory
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Illustration 1: Hierarchy of Human Needs:
Maslow’s Model of Motivation

The Vroom Expectancy theory states that the behaviour of the individuals is dependent
upon their choices. This is to reduce the pain and to enhance the pleasure level. According to
Vroom the behaviour and performance of the employees is based upon different factors which
has to be considered like personality, skills, knowledge etc. The contribution and motivation both
are entirely independent of each other (Geppert, and Dörrenbächer, 2014). For determining these
factors, Managers of Ryanair can use the variables such as expectancy, instrumentality and
valence. By using this theory, managers of Ryanair can determine the personal as well as
professional goals of the employees due to which job satisfaction among the employees can be
ensured. The Valence factor it can be analysed by the managers of the Ryanair that with which
rewards the employee’s can be motivated as the rewards has emotional orientation that boost the
confidence of the employees while with Expectancy the expectation of the employees can be
identified so that they boost their performance by satisfying such expectations. The
Instrumentality variable will facilitate the Ryaniare in determining the perception of the
employees in context of the rewards so that they can accordingly plan their rewards system.
The managers of Ryanair can plan the motivators as per the expectancy of the employees
that can enhance their performance and productivity. The rewards are better motivators so they
will doffers various rewards according to the job role of the individuals.
Adam’s Equity Theory
This theory was given by J. Stacy Adams which states that people take interest in
searching the social equity among the rewards which are obtained based on their performance.
The employees tend to compare their rewards or performance within the same ranks (Ghoddousi
and et. al., 2014). When the rewards are more equitable, then equity occurs in the job of
employees in which the output is more than input, whereas when the inequity occurs in a job
when the rewards are equitable, then output is equal to input. With this manger of Ryanair can
maintain better relationship between the performance as well as the rewards of the employees.
This theory will facilitate them to compare the inputs and outputs of the employees and can
accordingly compare the performances of the employees.
The managers of Ryanair can use the Maslow hierarchy of needs in order to motivate their
employees. Through this theory, management can fulfil the needs of their employees which will
result in enhanced performance and job satisfaction.
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PART 2
LO3
Importance of having effective teams
Team is found in every kind of organisation consisting of group of members having
different skills and knowledge performing to achieve common objectives framed by the
management of an organisation. There are different types of teams which includes functional and
problem solving. These are defined as under:
Functional : It is a group consists of members come together to achieve common
expertise and improve lack of areas that affects the performance level of an organisation. In the
context of Ryanair, such kind of team is present which contributes maximum efforts towards
achievement of organisational goals and objectives (Menard, Bott and Crossler, 2017).
Problem-solving: This is another kind of team which is formed to deal with the problems
or conflicts among the employees in order to create a healthy working atmosphere within an
organisation. In the context of Ryanair, such kind of team is always present within an
organisation to resolve all issues related with employees through reviewing their issues and make
actions accordingly (Moore and et. al, 2018).
Effective team vs ineffective team.
Team refers to the group of people who come together for achieving a common goal.
Teams are an effective element of an organisation which contributes their maximum efforts for
the success of the firm. These teams play their daily functions for effective functioning of the
organisation (Kiatkawsin and Han, 2017). There are two types of teams which are as follows:
Effective team: This type of team assists an organisation in attaining the desired goals in
proper manner due to having proper skills and knowledge as well as the contribution from
different members. The member of such teams have proper understanding and support of other
members through which they can resolve the problems and issues of teams which pertain them in
doing their work properly. The member of such team support and cares for each other as well as
interact with each other in needy times. Also the team has clear purpose and objectives which
should be achieved in determined time period.
Ineffective teams: These teams are formed without understanding the skills and knowledge
of the members due to which proper guidance and path could not be received by the team. This
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can leads to delay in the execution of assigned work which will also impact the firm in negative
manner (Nuttin, 2014). These effective teams can decrease the productivity of the organisation
and also cause delays and errors in the assigned work.
Difference between effective and ineffective teams
Basis Effective team Ineffective team
Goals Goals of effective team are
defined by the team leader and
they support each other in their
problems and working.
They do not have clear goals
due to which their work get
delayed and efficiency got
affected.
Role distribution The role are clearly defined to
the members based on the
skills and knowledge of the
members,
The roles are distributed
without acknowledging the
skills and knowledge due to
which chances of errors
becomes more.
Problem solving Due to clear roles, members
can contribute effectively in
the work and their problem can
be resolved effectively.
The problem solving ability of
these groups lacks as the
members does not cooperate
with each other which leads to
conflicts.
Belbin Team Development Model
This model was developed by Meredith Belbin which states that in order to ensure
success of a team, the team roles should be assigned according to the skills and knowledge of the
members (Owoyemi and Ekwoaba, 2014). This ensures a consistent flow of work and
performance. Ryanair can use this model for developing effective teams in order to ensure timely
execution of work. The team roles are as follows:
 Action oriented roles: These roles are focused on enhancing the team output as well as to
develop and implement the strategies, meeting the time deadlines. Action oriented roles
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includes shaper, implementer and completer finisher. These roles can assist the Ryanair
in developing and implementing the strategies for executing the assigned work (Drury,
2018). With the help of the shaper role various challenges can be provided to the team
with the help of which they can improve their overall performances, this is because the
shapers see challenges before them as opportunity that they can avail. While the
implementer are those who will get things done by turning various ideas of the team into
actions and plans. All such roles will enable the team leaders in achieving effectiveness
in their teams.
 People oriented roles: These roles assist the team in gathering new ideas and suggestions
from the member for better project execution. These roles include coordinator, team
worker, and resource investigator. These roles can enhance the team performance in
Ryanair as better suggestions can be collected together from members so that goals can
be achieved. The coordinators of the team will manage the team efficiently and will bring
each and every member on the table along with various ideas also they facilitate better
understanding among all so that they can achieve the goals and objectives collectively.
The team workers and the resources investigator will enable that all the resources are
efficiently utilised so that objectives can be achieved in an efficient manner. With such
roles the competence of the team of Ryanair will significantly improve.
 Cerebral roles: These roles assist the team in analysing and determining the different
options and based on this, they provides their expertise. These roles include plant,
monitor evaluator and specialist (Rowold, 2014). Through these roles, team at Ryanair
can evaluate the different alternative for the issues and can provide their solutions
effectively after analysing both positive and negative aspects. The plant is considered to
be a creative innovator who brings in new ideas and approaches with the help of which
various problems can be resolved while the monitor-evaluator enables to analyse various
options so that they can meet up with various challenges. The role of specialist is to
provide specific solution on the basis of specialised skills which enable them to meet the
goals of the team by managing the issues and challenges. Ryanair with such roles can
make their team capable enough for dealing with various issues and challenges.
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LO4
Concepts and philosophies of organisational behaviour
Path goal theory of leadership: This theory states the leadership style through which the
managers and leaders can effectively lead their members. Through proper leadership style,
managers and leaders can effectively lead their people towards the organisational goals (Suciu,
Mortan and LAZĂR, 2013). This leadership theory is useful for enhancing the employee
performance as well as their output. Through this theory, managers of Ryanair can determine the
characteristics of the employees so that capabilities of employees can be improved. The
managers can use the participative leadership style through which management can interact with
the employees in an effective manner.
Classification of path goal theory-
Employees characteristics: These assist the employees in improving their skills based
on the needs and requirements. The managers of Ryanair can motivate their employees by
assisting them in their working as well as by providing guidance to them so that needs and
demands can be fulfilled (Suma and Lesha, 2013).
Task and environmental characteristics: These refer to the issues and problems faced
by the employees at the workplace. Through determining these characteristics, managers can
resolve their issues without any problem which will also help in overcoming the barriers of
workplace.
On the basis of the reviews of the employees of Ryanair it can be identified that the working
conditions provided to the employees are not favourable due to which the employees resist the
planned changes within the oragsnaition as their well being is not taken into consideration
(Working conditions, 2020). Due to this the elements of path goals theory will be beneficial for
the company as with this they can allow the leaders to engage the employees within the decision
making of the company so that their view and issues can also be resolved. This will facilitate
them to improve their productivity and performance.
Leadership styles: Leadership styles assist the managers and leaders in effectively handling
their team members so that maximum output can be obtained from them. Some of these styles
are as follows:
 Participative style: Through this style, managers can encourage their employees to
involve in team work so that better productivity can be achieved from the team.
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Employees contribute their ideas for better decision making which will enhance the
morale of employees. Also managers of Ryanair encourage their employees to share their
ideas and suggestions regarding the decisions made and to be made in future. The
employees stays motivated when their ideas and suggestions are included in the decision
making process of the firm (Wong, Ormiston and Tetlock, 2011).
 Directive style: This style is used by the managers when they don’t want to include the
ideas and suggestions of the employees in decision making process. When such style is
adopted, it lead to job dissatisfaction among the employees which will negatively impact
their performance. Such style can be used by Ryanair when the workload is high or quick
decisions needs to be made for the company.
Barriers in implementing new organisational structure
There are lots of barriers that can restrict Ryanair to implement its structure at workplace
with more effective and efficient manner (Famakin and Abisuga, 2016). For this, it is important
for the management to identify these barriers and make proper decisions accordingly. Here is the
brief explanation of these barriers:
 Ryanair is multinational organisation attaining huge workforce which increases the
possibilities of arising conflicts among employees due to lack of time of management to
manage them. This will affect the implementation of the new organisational structure in
Ryanair as employees will not easily accept the new roles and responsibilities.
 Employees may resist management to bring new changes within an organisation due to
having fear of losing their importance. This may impact on the performance level of
employees at Ryanair as new roles and responsibilities will affect their way of working
which has direct impact on their productivity.
Due to complexities in market environment, adoption of leadership style is fluctuated according
to the different situation. Thus, acceptance of different leadership style in different situations
may be difficult for the employees (Tankebe and Meško, 2015).
CONCLUSION
It has been concluded from the above project report that organisational behaviour can be
influenced by culture, power and politics. The management needs to take care of employees so
that their motivation can be maintained for enhancing the organisational efficiency. The content
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and process theories of motivation are designed for this purpose. Effective teams needs to be
developed in the company for better results. Also leadership style is very essential for the
managers and leaders in order to achieve the organisational goals effectively. The managers and
leaders needs to use suitable leadership styles for motivating their employees.
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Online
The Hierarchy of Human Needs: Maslow’s Model of Motivation. 2018. [Online]. Available
through:<https://careerprocanada.ca/maslows-theory-stands-today/>.
Working conditions, 2020. [online] Available through:
https://www.glassdoor.co.in/Reviews/Ryanair-working-conditions-Reviews-
EI_IE6965.0,7_KH8,26.htm
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