Organisational Behaviour

This document discusses the concept of organizational behaviour and its impact on employee performance. It explores the evaluation of organizational culture, power, and politics in Ryanair. It also covers motivation techniques for teams and individuals to achieve goals. The document includes theories of group development and organizational behaviour in different business situations.

ORGANISATIONAL BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
ACTIVITY 1....................................................................................................................................1
Evaluation of organizational culture, power and politics and its impact on employee
performance ................................................................................................................................1
.........................................................................................................................................................5
ACTIVITY 2....................................................................................................................................5
Motivation for teams and influencing individual to achieve goals. ............................................5
ACTIVITY 3 ...................................................................................................................................8
A) Belbin's team roles in Ryanair. .............................................................................................8
B) Tuckman's team development model......................................................................................9
C) Application of path goal theory............................................................................................10
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organizational behaviour refers to the study of the performance and activity of both the
individual and the groups in the organization. It evaluates the behaviours of the person and the
business operations of the company. Organization behaviour is used to determine the behaviour
and nature of the person and what impact on the structure of the job, performance, motivation,
leadership and communication. This file involves the organization behaviours of the Ryanair.
Ryanair is the best airline company of the Europe its headquarter is at the swords, Ireland
(Cheng, 2016). The study involves the impact of culture, political on the performance of the
individual and team in the Ryanair. The report will highlight various theories of motivation and
their techniques to achieve the goal of the business. There are lots of theories of group
development which helps to become the effective team in the business. It involves various
philosophies of the organizational behaviours in different situation of the business.
ACTIVITY 1
Evaluation of organizational culture, power and politics and its impact on employee performance
Organizational culture
The way through which the Ryanair operates their major functions as well as perform
numerous functions eventually poses a huge impact on the organizational culture of Ryanair. The
organizational culture of this company is extremely intensive as well as holds a better position
and image within market. Ryanair have a well structure strategy and practices and thus their
main emphasis remains on meeting the needs as well as wants of the consumers. Together with
this, they are also focused towards improving the productivity of their employees and thus
incorporating the high level of cooperation as well as satisfaction within them. Since its global
expansion, it has been well-known for the best rating in terms of services and products from their
target customers which has eventually assisted them to a great level in boosting the culture as
well as ethics within their organization (Chumg and et.al.,2016). The most important challenge
and problem which Ryanair has faced in the recent when it comes to their organizational culture
is the autocratic influence of its management over the employees, decrease in the motivational
level, increase in the staff turnover etc. The organizational culture of company totally reflects the
various aspects of Handy's model and thus is somewhat similar. The Handy's model is the most
remarkable and renowned theory as well as model which influences and impacts the
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organizational culture. Within this theory, it mainly focuses on the four attributes which at the
end influences and affects behaviour of organization as a whole.
Power culture
This mainly addresses the power which is being held by the personnel and individuals. In
short, these addresses and stresses upon the extent to which an organization imposes power on
the personnel. In Ryanair, this power culture is extremely imperative and thus the managers and
leaders exercise high degree of coercion and autocratic control over the staff. Therefore, the
company have powerful vulture and this leads to their high turnover (Majumdar, 2018).
Role culture
This culture is based on the assumption that the work as well as the activities within
organization are done as per the specified rules. The organization imposes stringent rules and
practices over employees and expect them to work according to these rules. As Ryanair exercises
strict control and autocracy on employees thus they have some rules for the employees like
complying to food and safety standards while serving passengers. This strict compliance to rules
is important for ensuring the safety of passengers thus this strict control helps the organization to
maintain their image in the market.
Task culture
This type of culture mainly deals with the establishment of different types of team for
resolving different types of problems and issues. The power which is being held by different
team members changes as per the problems. Ryanair has a dynamic team culture and thus
encourages its employees to work in teams by inculcating productive skills within them (Taylor,
2018).
Person culture
This is the component of Handy's model which addresses that the individual is more
likely to presume them as highly superior within organization in comparison to others. Ryanair
generally have these kinds of people and thus forms the person culture in organization. They tend
to emphasis mainly on personal preferences.
Nature of power
The nature of power which exists in Ryanair have different aspects according to the
situation and thus is based on French and Raven their of power. According to this theory, there
are basically five main foundation and basis of the power namely
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Coercive power
This forms the concept of compulsion and coercion. Within this, the people are generally
forces as well as pressurized to perform the certain task or activity. The main aim of this type of
power is to create a compliance and force over employees so that they remain abide to rules and
regulations. Ryanair uses coercive power in order to maintain their employees on right track and
overseeing the strict compliance to rules (Khaola and Sebotsa, 2015). This is important for the
company as the security of people and their satisfaction is totally dependent on the employees.
Reward power
This mainly includes appreciating the employees for their good and positive behaviour by
giving reward. This eventually enhances the morale and motivational level of personnel. The
reason behind the overall success and better image of company is that Ryanair utilizes the best
reward system where they appreciate the employees for their unexceptional good performance by
rewarding them or promoting them.
Legitimate power
This power is basically derived and comes from the position which an individual holds
and exercise within the organization. The important component of this power is rewarding and
punishing personnel for their behaviour. Ryanair although provides rewards for the good
performance of employees but on the other hand also punishes them when they compromise with
the safety of customers (Bakotić, 2016). This legitimate power assist the organization to maintain
a discipline among employees as they will work productively.
Referent power
This type of power is predominately the ability and potential of leaders to influence the
followers due to the respect, admiration which they gain from followers. The leader serve as the
role model who are liked and admired by employees. The managers as well as leaders of Ryanair
generally hold this power and endeavors to serve as role model for employees by displaying
positive behaviour.
Expert power
This power is generally derived by the expertise and knowledge which the leaders
possess on different aspects. In Ryanair, the leaders are highly experienced and uses this power
to provide training to employees on various attributes like safety flying etc.
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Political behaviour
Chantal Mouffe mainly focuses on the different democracy approaches as well as the
political behaviour which plays vital role within organization and thus affects the productivity of
organization. In context to the organization, if it has positive and good political behaviour then
this leads to better image of company in market and thus also helps in retaining the employees.
On the other hand, if the organization inculcates negative utilization of politics then this results
in conflict among employees and hence feeling of social isolation (Lee and Low, 2016).
According to Chantal Mouffe, the top and middle hierarchies in management must have
the basic characteristics and attributes which will eventually reduce negative politics in
organization and will flourish positive politics. This politics also impacts behaviour of overall
staff. The main emphasis of Ryanair is maintaining their position in market and thus capturing
great market share. Thus, for this the company have a complicated politics within which the
company mainly focuses on autocratic style by influencing employees. For attaining goals and
objectives, the company applies legitimate power under which managers and leaders forms
coalition and along with this, employees are involved in bypassing command chain due to which
their complain on regular basis increases. The top hierarchy sometimes exhibit favoritism and
due to this the morale of employees decreases which results in high turnover.
Effect on performance of company and employees
The power as well as politics that exists in the organization leads to the decreased level of
satisfaction in employees and hence large turnover. As it is seen that the company uses autocratic
power for controlling the employees and influencing them by making them to strictly comply to
rules, thus this strict supervision decreases the motivation of employees as they cannot work
according to them. In terms of politics, the managers of Ryanair commonly shows favoritism
which ultimately makes the employees to feel less valued and disrespected, and they feel biased.
This reduces their productivity level (Elsmore, 2017). Although it is seen that some degree of
autocracy is important within organization especially in aviation industry as it concerns with
safety of passengers but a high level bounds the employees for a particular way of work. Because
of this, they lose interest in the work and also the communication with peers and top
management decreases. This at the end compels the employees to leave company. These all
factors have eventually resulted in the greater turnover in Ryanair has somewhat hindered the
performance and image of company.
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ACTIVITY 2
Motivation for teams and influencing individual to achieve goals.
Motivation in the powerful energy which drives and excites workers, which results in
giving maximum contribution. By giving motivation to the workers their capabilities can be
increased and it assist them in achieving the goals of organizations. The behavior of employees
in organization is influenced by money, success and recognition, satisfaction on job and team
work, by all these workers get motivated to work towards the objectives of business. Important
of motivation is that it raise the morale of the workers in Rynair so that they can p0erfiorm better
on their job roles (Studer, 2015). The role of leader of Rynair is to motivate the teams so that
they perform the activities in an desired manner which is beneficial for the organization. For
encourage the staff in Rynair the leader will first recognize the needs and wants of the employees
than according to that provide facilities. For increasing the productivity of the company
motivation plays an important role if provided in an desired manner. By motivating the staff they
will perform better and it becomes easier for organization to reach the goals.
Differentiation between content theory and process theory-
There is some difference between two types of theories as process theory focuses on
behaviors of employees in organization whereas content theory focuses on needs and wants of
individuals. Content theory motivates approaches the employees by fulfilling the requirement of
employees where as process theory determines how level of motivation happens. The theory
involved in process theory is theory of reinforcement theory of motivation which is based on the
effects of the laws in which the behaviors are selected as per the internal state of the persons.
Content theory is been made for recognizing human needs and process theory is designed for
knowing human behavior (Studer, 2015). Maslow's theory of motivation is an content theory and
equity theory is an process theory. Content theory focuses on human needs, psychological needs,
social needs , esteem and self actualization needs, as it supports to increasing satisfaction among
workers at workplace and assist them in working with more dedication. Where the process
theory makes emphasis analyzing on human behavior in organization and employees are
motivated according to their behaviors in workplace. Content theory deals with the job content
while process theory deals with the praise of inspiration. In content theory workers are treated in
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equal manner and in process theory employees are treated individually according to their needs.
Process theory is all about practices about what organization and workers can do for each other.
While in content theory monetary and non-monetary rewards bare given to staff members for
their better performance, thus raising their motivation level (Omole, Oladundoye and Oyetunji-
Alemede, 2019).
Content theory of motivation- This theory explains about the needs and requirement of the
individual which encourages and motivates them to do more work for achieving the business
goals as well as individual goals in present and future. The content theory which is been used by
Rynair in organization is Maslow's hierarchy of needs theory. In Maslow hierarchy of needs
theory there are five steps which Rynair follows for motivating its workers so that organizational
goals can be achieved. In maslow theory the needs which are required to be fulfilled are physical
needs, esteem needs self actualization needs etc and are explained below (Myers, 2015).
Physiological needs: The needs which come under this category are food and shelter, clothing,
drinks, sleep etc, as it is must for the survival of human beings. Workers achieve to fulfill these
needs as these are not satisfied the human body can not perform perfectly. The administrator of
Rynair motivates the staff by fulfilling their physiological needs so that they perform well on
jobs and assist in raising organization productivity (Omole, Oladundoye and Oyetunji-Alemede,
2019).
Safety needs- This is an primary need of individual in any organization. Every workers wants
safer environment is workplace. Security and safety needs are very essential to be fulfilled so
that workers works freely in organization. Rynair provides security and safety needs so that
employees perform well without any fear. The securities provided by Rynair are financial
security, health security etc. by providing this security morale of the employees increases and
they perform well on job. Overall performance of staff increases by fulfilling security needs.
Social belonging- After the stage of fulfilling physiological needs and safety needs the next need
of individual which are required to be complete is interpersonal needs. The needs of motivation
refers to the top belonging and acceptance in different social groups in individuals. Ryanair
focuses on reducing the issues of stress, anxiety and loneliness (Vihari and Rao, 2017). Ryanair
makes different practices for fulfilling the need of love and belongings as they get attached
towards the organization and can not think to leave the job. Ryanair will gets success in airline
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business only when their workers are fully motivated and dedicated to achieve the goals of
Ryanair as well as their individual goals.
Self esteem needs- It involves the needs like ego and status. These needs refers to the
development of concern for getting importance, reputation and recognition from others. As every
workers wants to get respected in the workplace that's why fulfilling these needs are very
important. The administrator of Ryanair makes sure that full respect is given to the employees so
that their self esteem needs are fulfilled and this assist in improving the growth of organization.
Rynair will lead to productivity only when their workers are satisfied (Vihari and Rao, 2017).
Self actualization needs- These needs refers to the person that they feel fulfilled. The strength
of the person to become what they are actually wanted to become in their life. The Ryanair
provides the opportunities to the employees so that they encourage towards to become what they
want to become in their life with the full potential. This needs involve the growth and success of
the individuals. The Ryanair motivates the employees to increase their level of knowledge, social
services and being creative which also encourages the employees which leads to the goals of the
business (Masvaure and Buitendach, 2019).
Process theory of motivation- The Process theory focuses on how something can be happened
in organization. This theory explains the changes in people from variation, retention and
retention. The theory of Skinner reinforcement based on the effects of law from the selection of
the behaviour is possible for example positive behaviours of the human being should be on the
repeated mode while negative behaviours should not be repeated (Cheng, 2016). This theory of
motivation focuses on the state of the inner feelings of the people. In the business operation of
the Ryanair the employees should be motivated so by their actions and practices success growth
of the business can be achieved. The Ryanair follows the Skinner motivation theory to make the
positive external environment of the business to motivate the employees. Ryanair control the
mechanism For the determination of the behaviour of the employee and increase the profits of
the business (Masvaure and Buitendach, 2019). In this theory there are reinforcement such as
positive, negative and punishment which are as follows-
Positive reinforcement: The positive reinforcement is used to provide the positive response to
the people when the human being behaving in the good and effective manner. The employees of
the Ryanair are appreciated for coming early in the job it will increase the probability behaviour
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of the people. The behaviour of the employees improves by this motivation and the Ryanair get
the good and effective employees in their business.
Negative behaviour: Ryanair motivates their employees also by implying the negative
reinforcement like they reward their employees so that the negative effective in their behaviour
can be reduced. The Ryanair wanted to improve the business growth so that's why they are
motivating their employees so that success can be achieved (Barzoki and Rezaei, 2017).
Punishment: The reinforcement of the punishment is applied by the Ryanair to remove the
positive consequences to decrease the chances of repeating the unwanted behavior of the
employees in the future. These unwanted behavior have major impact on the success and growth
of the employees in the business.
ACTIVITY 3
A) Belbin's team roles in Ryanair.
Resource investigator- Ryanair can use investigators in the teams as they are outgoing and
enthusiastic, so will assist in bringing new and innovative ideas for business. The issue with
investigator is that they are optimistic and may loose intrest from the operations of Ryanair.
Team worker- They are the people who provide ways of doing business and support the
members so that team can work in an effective manner. They are diplomatic and optimistic so
with their help the team work can be done more efficiently. The problem with them is they can
be indecisive.
Coordinator- They are the team leader and are generally referred to as chairmen. Ryanair can
use these people to manage the team as they are experienced and matured & can delegate there
task effectively (Morris, 2019).
Plants role- These are the people who come up with new ideas and approaches to complete the
work. These can be very useful for Ryanair as these people can help in the rapid changing
environment as they can devise new ways of working.
Monitor evaluator- Ryanair can use these people to analyse and evaluate ideas that plant comes
up with, and then they can tell about the feasibility of the idea. They are an excellent thinker so
the can do critical analysis their ideas.
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Specialist- They are expert who specialized knowledge to get the job done. Ryanair can use them
whenever they require specialist decision as their decision will affect the organisation's
productivity in longer term (Ko, 2016).
Shaper- Shaper is those who challenge the team to improve. Ryanair can use them so that the
team does not become resistant to the changes in the work environment. They assist in
motivating the employee when they feel like quitting.
Implementer- Ryanair can use implementer to get the things completed as they turn all the plans
of the organization into action and complete them for the organization (Morris, 2019).
Completer/ finisher- These people see that the work is done thoroughly, and that there are no
omissions or errors in the work completed. Ryanair can use them when the projects are to be
completed by the deadlines.
Different types of teams which can be formed in Ryanair are as follows:
Functional Teams: These are the group of people in which Ryanair can include the people of
common functional expertise in order to achieve a common objectives. This type of teams can
prove effective for the company in current situation as it will be composed of homogeneous
group of people having same expertise.
Problem solving: This is a group or a team which will working for the company in order to
resolves the problems of the company. This team can help the company solve its issues as
quickly as possible.
Project and virtual teams: Project and virtual teams can work in collaboration and can discuss
the various aspects of the projects from the beginning to the end of the process. These teams can
help the company to accomplish different types of projects in an effective manner and within
short periods.
Having a different types of teams are really important as it will help Ryanair to gain
competitive advantage and smoothen its business operations. As different teams have different
objectives which will work individually towards the common objectives of the organization. This
also increase the quality as well as productivity of the Ryanair.
B) Tuckman's team development model.
There are few stages in this model and the stages are as follows:
Forming- By using the Tuckman model the first stage is forming. Here the team has been
introduced to each and every one in the group with pleasant and politely. In starting most of
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members excited to start something new & also try to know each other in team. During this they
discuss the project goal, ground rules, Individual goals, timeline and members background, skill
and interest.
Storming- In this stage weight and reality of completing the task in hand is telling on everyone.
Initial feeling of an excitement & need to polite is likely worn off. In this stage personality may
create problem and member become disagree over complete task, voice. The concern as they feel
some one pulling its weight. Some of the team may try to skip a storming stage may avoid the
conflict (Ko, 2016).
Norming- Here people start noticing and appreciate the team member strength. Team start settle
into a groove. Each one working and contributing as cohesive unit. Member of Ryanair should
also admire knowledge of and coding skill, web design and value to his opinion for an anything
related to tech.
Performing- In this stage members are motivated, confident and familiar enough with project &
their group and operate without an supervision. Everyone on same track and try to achieve a final
goal. It is the stage where all member of group in Ryanair try to reach.
Adjourning stage- This stage added by the Tuckman because once a project end, team disbands.
As member of the team have grown closely & feel as a loss that an experience get over. This
phase is also known as Mourning phase because workers have comes so close so separation is
difficult for them (Ko, 2016).
Some of the main barriers of effective performance are as follows:
 Company has been suffering from different staffing issues which have resulted in the
poor customer satisfaction.
 Another barrier of effective performance is lack of proper employee relation within the
organisation and this has hampered company’s performance.
 Poor organisational structure is another barrier for the company
C) Application of path goal theory.
The Path-Goal is a theory based on specifying a leader's Style or Behavior that best fits
the employee and work environment in order to achieve a goal. The goal is to increase your
employees' motivation, empowerment and satisfaction. So, they become productive members of
the organization. Path-Goal is based on Vroom's (1964) Expectancy Theory. In which an
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individual will act in a certain way based on the expectation that the act will be followed by a
given outcome and on the attractiveness of that outcome to the individual. The Path-Goal Theory
was first introduced by Martin Evans (1970) and then further developed by House (1971). The
Path-Goal Theory can best be thought of as process in which leaders select specific behaviours
that are best suited to the employees' needs and the working environment so that they may best
guide the employees through their Path on the obtaining of their daily work activities (Cherry,
2017). t generally follows these basic steps as shown in the below.
Leadership styles- It mainly depends on employees and situation. It is acceptable when it
accepted by workers and motivates & satisfy them. It is a task of an leader to facilitate, the coach
& reward to his employees. Path goal theories identify four leadership style.
Directive leadership- In this style, the leader must know what has to be done exactly, how
perform the task & what is deadline. By provide an employee an clear guidelines that regard to
an process and tell employee what the Ryanair is expected from them and how the carry the task.
As employee get an close supervision. So this style is suitable for employees who requires proper
guidance (Kujala, Lehtimäki and Pučėtaitė, 2016).
Supportive leadership- In this style leader pays more attention to requirements and well beings
of workers being friendly &empathetic with it. Leader of Ryanair should give respect and
support the employee when it is needed. This style is useful in situation when the employee has
personal issue or when temporarily demotivated. In such situation it motivates the employee and
build the confident of the employee.
Participative leadership- In this style leader deems it an essential to work with employees and
also include ides and opinion of the employees. Here leader open discussion and consultation,
suggestion from employees for decision making process (Maitland, Hills and Rhind, 2015). This
leadership style can increase the confident of the employee and make them feel that Ryanair is
giving value to them. It motivates the employee to work with more efficiency and retain the
employee at Ryanair & reduce turnover.
Achievement oriented leadership- Here the leader sets a challenging goal. Leader expect an
achievement on highest level of the workers trust and ability to handle. Here leader compel an
employee for an excellent work and try to achieve and improvement & build confidence in
ability of employees. Employee work with full independent have issue solving capability that are
suitable for a management style. Hence leader can achieve the Ryanair goal through the
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employees by motivating and improving the confident, ability among the employees (Taştan and
Davoudi, 2017).
CONCLUSION
It has been summarized that the culture, power and politics within the organization
impacts the performance of company as well as affects the productivity of the employees. The
content and process theory of motivation is the well-known their which the organization uses for
estimating the needs of employees and thus motivating them by fulfilling their wants. Besides
this, for building the team culture within organization and making it effective for achieving goals
and objectives, organizations generally uses Belbin theory and Tuckman and Jensen model
which helps the organization to build an effective team. In order to select the best leadership
style which will help them to influence their followers, leaders generally uses path goal theory
which describes the leaders the various pros and cons of particular style. This helps them to
select the suitable style as per the situation which will be interest of both organization and
employees. Moreover, while bringing change in the organization, the employees generally have
the tendency to resist thus to overcome this resistance organization applies various change
model. This helps them to prepare the employees for change and thus implement change in
effective manager.
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