Organisational Behaviour

This document provides an overview of organisational behaviour, focusing on Ryanair's culture, power and political behaviour. It discusses the impact of political behaviour on productivity, concentration, and employee attitudes. The document also explores the interrelation between power, politics, and organisational culture.

Organisational Behaviour

INTRODUCTION
Organizational behaviour means how all employees are behaving in organization to make
organization climate happy and good (Borkowski, 2016). Organization behaviour consist
discipline, and how employees and other top level managers follow policies which are set by top
level management of organization. Managers are those key parts of company if they will
understand value of good behaviour in organization, automatically employees will understand it.
Ryanair is considered as one of the lowest Irish budget airline which is headquartered in Swords,
Dublin. It has achieved great development in 2016, as it was come out as the largest European
budget airline. Ryanair has faced some problem due to some unethical reviews which people has
given while travelling through its flights, as they told media that employees of Ryanair has not
treated them well. So this things has created a bad impact for Ryanair, but now its CEO has told
that the company will never repeat such type of unethical behaviour with any person or
passenger again and will make customer service better.
ACTIVITY 1
Ryanair’s culture and the nature of power and political behaviour of its management.
Organization culture means the way organization run all its activities. Culture is considered
as vital factor in organization, as it directly affects the employees who are working their. In
organization culture factors which are included are, what are the policies that employees follow,
how they celebrate all festivals, and also the way of promoting employees. Ryanair is having
good culture, as its employees are quite satisfied with the facility Ryanair provides them.
Employees has given good feedback over its culture and environment, but due to some reason
sometime ago pilots of Ryanair had putted a strike, and the reason which comes out is that CEO
of Ryanair has given statement that they are planning for cutting up 900 jobs and in which 500
are jobs of pilot, due to such fear pilots of Ryanair had done strike (Dipboye, 2016). So the
culture of Ryanair tells both negative and positive aspects of it.
Ryanair culture according to Handy's culture model
Handy is one of the big leading authority on organization culture, which has defined
organization theory by explaining different aspects of culture or Handy's classes of culture which
are Role, task, power and person.
Power culture: The power culture is very easy to understand all power of organization is with
some top level managers only. In the power culture there is one big benefit, which is unity of

command and direction (Judge and Robbins, 2017). All employees follows one direction,
generally it comes under formal structure of organization. There are also some big negative
points which come out of power culture, as employees get so much hesitation to communicate
their problem which such big authorities. Ryanair is also following power culture, it is found out
of research that its CEO Michael O'Leary control all the power and he has given power to only
some top level managers. So Ryanair is mainly using Power culture in its organization.
Role culture: In this culture everyone plays a particular role. In this culture organization gives
everyone some responsibility through which they perform their roles and duties. Employees
position in company decides their power, as employee with top position is having more power as
compare with middle or lower level employees (Kim and et.al., 2019). This culture consists so
many positive points like each individual feels their worth to company, there is clarification of
role which employees has to play. Negative points are like not quick decision making and more
chances of conflicts. Ryanair is using some part of role culture as they are only providing power
to some of their top level managers. So many of the times, other employees feel de-motivation of
not getting power, as they also want to become important part of decision making.
Task culture: Task culture includes culture in which team or individual works on particular task
or project. So the power is totally depends upon particular task, if individual is performing
particular task then it totally depends upon him how he perform this task. If task is given to
particular team then the person who is leading team will having the power to run the team
according to the role of individual member of team. Ryanair also use task culture as it gives
power to individuals if they have to perform a important task.
Person culture: In such culture individuals counts themselves more important then the business.
This culture is not so much used in organization, as there is no person who is more superior then
organization, so it is less find culture (Liu and et.al., 2019). It consists negative aspects like
employees become overconfident, conflicts are more as each individual feel superior from other,
etc. Ryanair is not using this culture at all in its organization, mainly the culture which it is
following is power and little bit of role culture.
Brief definition of power.
Power: It is that word which describes strength of person. Person with great power having great
respect. In organization power is most important thing, decision making is in the hand of those
managers and employees to which some power or authority is assigned (Musringudin, Akbar and

Karnati, 2017). Power has so many positive points like a powerful man is always have more
respect then others, as people have some fear from them. Power plays different role at different
places, like person with position power can take decision and also can decide future of
employees in particular organization. Ryanair CEO, Michael O'Leary is having the most power
in its organization, as he is owner of organization. So every employee has to do work according
to him, as all other are only employees to organization. So power plays a great role in individuals
life, as it makes them better then others.
Main types of power evident in Ryanair.
French and Ravens Five form of Power:
1. Coercive power: In coercive power. Person with power, forces other person to work
with keeping his will. Coercive power gives both effect either it is good or bad. Coercive
power is good when person uses it while giving a punishment, but at the time of giving
any work or giving any rewards it provides just opposite impact (Newton and LePine,
2018). Evidence of coercive power is that, Ryanair has used this power by making an
announcement that they are not in need of 900 employees as they have less work and
more employees, so they used this power by making fear in every employee’s mind that
if they don't do right work then they will get terminate from company.
2. Reward power: This power is quite used in every organization as it counted as very
positive power. Reward is given to the employees by the managers, and these reward are
given on the basis of their performance. Reward power is generally in the hand of top
level managers, as they see overall performance of each employees and give rewards to
those who has contributed so much in an organization. Ryanair is also using reward
power to motivate employees so that people do their best and provide great benefits to
company (Podsakoff, MacKenzi and Podsakoff, 2018).
3. Legitimate power: This type of power generally depends upon role of an individual. In
this power people with high position give rewards and punishment according to their
subordinates work. It is a fact that person with higher position gets more respect, as
rewards and punishment to employees is in their hand. Ryanair uses legitimate power to
make employees committed with their work, as they have a fear of reward and
punishment (Singh and Singh, 2019).

4. Referent power: This kind of power is generally with those who are actually having a
great leadership style and people of organization generally admires such type of powerful
leader. The main thing about referent power is that everyone are happy with their leaders.
Ryanair leader is also having such quality, as many people like the way its CEO handles
all the situation, as the leader having admirable personality.
5. Expert power: Generally this power is with such kind of person who is having deep
knowledge, or having expertise in work. Mainly the leaders of company are having such
kind of qualities that's why they are leaders (Stewart, Courtright and Manz, 2019).
Employees are having in such type of expertise leaders, as they know that such person
will give them a expertise and correct answer, they have believe in them. Ryanair are also
having such type of leaders as the company also want that it should do work with
minimum fault. Such leaders are so much attractive and also good motivator.
Definition of Political Behaviour.
Politics is not a minor term, it contains so many factors which is not easily understand to
everyone. So political behaviour is way of making other person influence by the thoughts a
person share. Political behaviour is generally used by everyone in the whole either in politics,
family or in organization. In which one person want to make other person influence (Van
Knippenberg and Hogg, 2018). Generally in organization politics are played by those employees
which do not believe in hard work and use politics to get promotion.
Effects of Political behaviour in organization.
It affects overall productivity: Political behaviour in organization gives great impact to
productivity. Employees performance get hampered due to such kind of behaviour, as employees
who are doing hard work and not getting rewards because of political behaviour in an
organization. If employees will not feel motivated then they will not perform their work with full
ability which will directly affect productivity of company as well as individuals. Every(Tuckman
team development model, 2019) individual work hard for getting reward from organization and if
they will not get due to politics it reduce their working ability.
It also Disturbs concentration: Concentration is also get affected by political behaviour
in organization. All employees do work with great motivation and concentration for getting good
result for both either its organization or themselves. Each and every employees works for getting

promoted, and if they don't get result of doing work with full concentration then its an obvious
thing that their concentration will get affected.
Affects attitude of employees: Political behaviour also affects attitude of employees as they will
be sad of not getting what they deserve and someone are getting what they don't deserves. So the
thing which changes attitude of employees is that when a person who is giving his 100% and not
getting reward will change is attitude towards company by not doing work effectively
(Musringudin, Akbar and Karnati, 2017On the other hand, person who is not doing work nicely
and getting reward will change is attitude by underestimating work. So in both case it will
directly affects organization.
Organization name get affected: If managers are using politics in company then it will affects
whole organization, as employees will give bad reviews to company climate. Organization is
made by the management and if management will play politics then it will affect it badly. So
every organization must keep such managers which do not believe in politics and give rewards
according to quality of work.
How culture affect staff(Through Deal and Kennedy's work model)
Deal and Kennedy model.
In this model they have explained two dimension, one which is related to risk factor and
second dimension is related to feedback.
Tough guy, macho culture: In this person is the risk taker and gets quick feedback. In this
culture people get feedback in terms of financial rewards. In this risk factor is very high but
rewards also match the risk. In this culture managers are quick decision maker as to get
feedback quickly. But due to fast decision making there are more chances of mistakes (Kim and
et.al., 2019Conflicts are also arises in such culture, as every employees is not in support of such
culture.
Hard word: In this culture there is less risk plus quick feedback, It is considered as the most
used culture in every organization. This culture mostly concentrate over hard work, as it says
work hard is able to create hard culture. It has high level of safety and also create motivation for
every employee. The thing which manager has to keep in mind in this culture that the energy
should be directed towards the right task.
The bet-your-company culture: This is the kind of culture that pays attention of includes high
risk but concentrates on low feedback. Generally this culture includes big projects in which

resources are used at high level and takes so much time to complete. Even they don't know which
type of feedback will they get over their work. That's why it consist high risk and low feedback
factor (Judge and Robbins, 2017). But when feedback comes in such culture are generally very
big or sometimes leads to loss also.
Process culture: This culture is counted as the worst culture of organization as there is very low
risk and low feedback involved in it. The most negative aspect of this culture is that every
employees works too slow, and even they don't know how they will get feedback.
Ryanair public image.
Ryanair has faced so many problem due to bad feedback by staff and customers. Customers had
given so many bad reviews about their experience with Ryanair, as they said that the staff of
Ryanair flights had treated them very badly. The staff members also give bad comments about
the work with Ryanair (Musringudin, Akbar and Karnati, 2017). Comments given by CEO of
Ryanair, are also get criticize by media. SO in recent times Ryanair brand value get affected so
much. Evidence which was find about Ryanair is that customers who was treated badly has
shared experience with media, and there was also evidence that, its CEO has given comment that
he will cut jobs for 900 employees which has created a bad image in mind of staff.
Power and Politics interrelation with organization culture.
Power and politics both run together in an organizational culture. AS mostly the politics is
played by the person who is having power in organization. Power and Politics together create
great impact over and organization. It can be good if uses for right purpose but if uses for wrong
purpose then give a negative impact to whole organization (Newton and LePine, 2018). So
power should not include bad politics with it. The managers are having the main power so they
are the decider that they become part of politics or not.
ACTIVITY 2
Motivational theories and its impact on Ryanair’s success
Motivation:
It is that thing which can change life of an individual. Motivation is that factor in
everyone's life which decide how will they do their work (Podsakoff, MacKenzi and Podsakoff,
2018). The work done with motivation gives great result as it helps in boosting energy.

Motivation can come from any factor like from other people, leader, motivator, video, etc.
Motivation is that force which gives a person energy for doing any work.
Motivational theories: content theory Vs process theory
Process theory Content theory
It focuses on individual’s behavior. This theory mainly focuses on the need of an
individual.
This theory is to know how motivation occurs. This theory is for knowing that what are the
factors which motivates people.
Process theory find the process from which
motivation comes inside the individual
(Borkowski, 2016).
It is for identifying those internal factor which
are reason of motivation.
Application of content and Process theory to Ryanair
Content theory(Herzberg's two factor theory)
Main reason behind this theory is to understand employees satisfaction and
dissatisfaction.
Hygiene factor: This factor shows the basic wants of employees from the company like salary,
relationship, working conditions, etc. Herzberg said this are not only the factor which satisfies
the need of employees. Ryanair does not able to provide this factor also to its employees, as they
are not happy with such working conditions where they are having fear of getting fired (Judge
and Robbins, 2017).
Motivation factor: This factor is for making employees encourage to work as harder as
possible. But this is not only the factor which satisfied employees. This factor is only for
motivating employees from different ways, as each person is different from another so they need
different type of motivation. Ryanair is not good in this factor also, if company cant handle the
basic factor how it can make employees feel motivated.
Herzberg also told that if employees will be given combination of high hygiene with high
motivation then they will work with full loyalty and power. But as media says Ryanair is failed
in both the aspects of this theory (Kim and et.al., 2019).

Process theory(Vroom's expectancy theory)
It states that Motivation force is equal to Expectancy* instrumentality* Valence
Expectancy: It describes that every employees expect something in return of their work done.
All the hard work done by employees want something back, so this expectancy tell that. Vroom's
explains that if employees will find rewards for the work they do, they will do it with more
energy and clarity. Ryanair employees are not happy as they don think that company is giving
return according to their work.
Instrumentality: It defines the dedication and the contribution of employees toward work.
Vroom's said that the employees who gives more contribution to the organization must get extra
rewards like bonus and promotion (Newton and LePine, 2018). Customer reviews Ryanair
employees are not so good while serving service to customer, so it is also a negative point of
Ryanair.
Valence: Vroom's that every employee values different thing like some employees gives more
value to money and some gives to organization climate. So each employee have different
perspective in getting value.
Vroom's explain that every employee get value form different things, it totally depends on them
that which type of return will make them happy (Van Knippenberg and Hogg, 2018).
Individual and team performance effect on organization success.
These both factor consist a unique role while getting an organization success. Individual are the
one who only becomes a team. So if individual will perform their role with full effort then they
will help organization to achieve success. The main thing about individual is that they play
important role either individually or in team. If team wants to give something in success of
organization then they have to perform with full motivation and team efforts. This is how they
will make contribution in company (Stewart, Courtright and Manz, 2019).
IMPORTANCE OF EFFECTIVE TEAM WORKING
Team work is the way of managing work and allocating responsibilities to the group
members according to their capabilities in order to meet common goal. Team working reflects
commitment of employees and their engagement which helps in resoling any work based
problem in significant manner. Team working improves the communication of ideas in any
project the team is working (Liu and et.al., 2019). Team work thus coordinate all the employees
to work toward the same direction.

TYPES OF TEAMS
Functional teams
In this, people in the group work to meet the common objectives.
Problem solving team
It constitutes a group of individual assembled to work on a project to resolve one or more
issues as and when it arrives (Dipboye, 2016)
Project team
This team usually have members belonging to different group which have different project
manager to handle a certain project, such kinds of team are made for specific time period.
Virtual team
This team usually works on specific geographical location and work to meet the specific goal.
BELBIN's TEAM ROLES
Shaper
This type of persons give challenges team members so that they get improved. Ryanair
can have these shaper for the dynamic environment, so that the team does not resist changes.
These shaper often sees obstacles as exciting challenges and also encourages other to push their
limits. There limitation are that they may become argumentative for certain discussion which
may delay the work of Ryanair (Van Knippenberg and Hogg, 2018).
Implementer
They implements things in the workplace. They are disciplined people who devotes most
of their time in completion of their work and they can motivate others also to finish there work as
soon as possible. The implementer are inflexible.
Completer finisher
They take care of the thing that project completion is done on time. These people can
help Ryanair to ensure that the work completed by there staff are free from errors and there has
been no omissions, they check the smallest detail to ensure the accuracy. They are the one who
can be described as the perfectionist. The only problem with them is that they may worry for
things unnecessarily and may find work hard to delegate.
Coordinator

They work as chairman of team and make coordination with team members. They are
consider to be a perfect guide to perceive the objectives of Ryanair. They are good listener and
they can value the team member skills and to use these skills to the best possible manner. They
are calm and good nature and delegate task effectively (Stewart, Courtright and Manz, 2019).
There problem include that they can delegate too much.
Team worker
These people are generally flexible, diplomatic and perceptive toward their team, so
Ryanair team will be focused toward their objectives..
Resource Investigator
These are the person who are innovative and curious. These people have a habit of exploring
options, and negotiating with resource supplier on behalf of the team. Ryanair requires these
types of enthusiastic team members who can work with external stakeholders to help achieve
team objectives. There weakness is they lose enthusiasm quickly.
Plant
The plant is a creative innovator who have new ideas. Ryanair can use these type of
people in their organization to give their company new ideas. These are introvert who work
apart from the teams. There ideas may be sometimes very different and at time may be
impractical to deal with. Since they are introverts there may be communication problems to deal
with (Kim and et.al., 2019).
Monitor Evaluator
Ryanair can use this type of people in their teams as they are good evaluates of different ideas
suggested by the plant and they can analyze there feasibility of the ideas. They are good at
evaluating the pros and cons of the available options before coming to the final decision. They
critically thinks of all the options available. On the negative side they are unemotional.
Specialist
They have great knowledge about particular field. Ryanair can use these type of people to
complete task in the organization which require special skills or knowledge like in audit, finance
and taxation planning etc (Newton and LePine, 2018). There weakness include they limit there
contribution and lead to commit themselves to there field only.

TUCKMAN TEAM DEVELOPMENT THEORY
Forming
In this role of tuckman Ryanair needs to assemble the team and then allocate the task to them. At
this stage the team has just been formed and there is not much synergy among the team members
of Ryanair and so they do not trust each other well.
Storming
At this stage the team starts to address the task and suggest their ideas. All the members working
at Ryanair can suggest there ideas, but this stage should be properly managed or this can be
destructive stage as at this stage the the relationship are made and broken between team members
(Tuckman team development model, 2019).
Norming
In this stage Ryanair team members will tend to move to a harmonious working practices and at
this stage the rules and regulations are agreed upon. Each team members perform various
responsibilities and so there is great coordination between the team members.
Performing
This is the most important stage for Ryanair as at this stage people in their company starts to
perform the work given to them. At this stage leaders can delegate much of your work.
LO 4
Organisation philosophies
Path goal theory states that behaviour of leader matters a lot. Leader always have to ensure
to take such decisions or to behave in this manner that may help in making balance between
expectation of employees and working environment. Leaders have to understands needs of staff
members and accordingly they have to react. Leader is required to ensure that daily activities of
business are able to meet the organisational goal and raise satisfaction level of employees. Path
goal theory shows several style of leadership that are directive, achieved oriented, participative
and supportive. Leader of Ryanair is required to direct people and have to support them. By this
way employees will be loyal and will support top management which would be better for the
success of business unit. Participation of workers is helpful in developing confidence of them
and making them feel valued. This enhances their work based efficiency and they become more
productive in business unit hence Ryanair always have s to ensure to involve its workers so that
their trust and loyalty can be raised.

CONCLUSION
Study concludes that organisation behaviour plays an important role in each and every
business. Enterprises should follow effective behaviour of the company. There are many
organisation behaviour theories which can help organisation in getting good success and growth.
Ryanair is not following proper organisation behaviour that why they are facing many problems
and created wrong image in the public. There are many motivational theories which helps the
companies in making good business environment. If the employees and the customers are not
happy with the behaviour of organisation one day company will get dissolved.

REFERENCES
Books and Journals
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Kim, M. and et.al., 2019. The antecedents and consequences of positive organizational behavior:
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Liu, X. and et.al., 2019. Employment security and employee organizational citizenship behavior:
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Podsakoff, P. M., MacKenzie, S. B. and Podsakoff, N. P. eds., 2018. The Oxford handbook of
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Van Knippenberg, D. and Hogg, M. A., 2018. Social identifications in organizational
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Tuckman team development model. 2019. Online. Available through: <
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