Influence of Organizational Culture, Politics, and Power on Individual and Team Behavior and Performance

This study explores the influence of organizational culture, politics, and power on individual and team behavior and performance. It also discusses the content and process theories of motivation for effective goal achievement in a firm. The case of Ryanair is used as an example to illustrate these concepts.

ORGANIZATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1)Organisation culture, politics and power influence individual team behaviour and
performance.................................................................................................................................1
LO 2.................................................................................................................................................4
P2) Content and process theory of motivation for effective achievement of goal in firm...........4
LO 3.................................................................................................................................................6
P3 Effective team opposed to ineffective team. ..........................................................................6
LO 4.................................................................................................................................................8
P4 Concepts and philosophies of organisational behaviour in organisational context................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisation behaviour is the process through which management understand the behaviour
of employees and control over their behaviour. Management ensures that all the workers behave
positive and support higher authorities to meet their organisational goal. If people are negative
then then will not perform their duties well.
Ryanair is established in 1984 and known as Irish budget airline. It's headquarter in swords,
Dublin airport and Ireland. It has covered large area of airline like Lauda, Ryanair sun, Ryanair
UK and Malta Air there are subsidiaries of Ryanair. 17500 employees works in Ryanair airline
(About us,2019).
Study will explain influence of culture and politics on performance of employees and
their team behaviour. Furthermore, motivational theories will be explained and will show its
effectiveness in meeting organisational goal. Furthermore, factors that have influence over team
and help in forming an effective team will be explained. At last, report will explain philosophies
of organisation behaviour.
LO1
P1) Organisation culture, politics and power influence individual team behaviour and
performance
Organisational culture can be defined as believes of company to manage the work and
perform activities (Charles Handy Mode, 2019).
Handy’s Typology
Handy’s culture model explains several culture that adopt by different companies. This
model explains four culture task, role, person and power (Friedmann, Garg and Holtbrügge,
2018).
Power
In firm with an power culture, where power held by few people that influence and spread
throughout company.. Where the workers are judge on the basis of their achievement and their
act. It is strong culture that swiftly turn to an toxic. In this the employees work accordingly what
the power holder are expected from them and accordingly perform the task and if the managers
feel that every thing is going fine according to this culture than the result with an happy and
satisfy and dissatisfaction can lead labour turnover and lack of enthusiasm (Coccia, 2015). As
higher authorities dominate their workers hence they feel in pressure. This type if power makes
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them negative hence they don’t perform well in the company. This affect their performance in
team as well and affect the overall organisational performance as well.
Role
It is a culture where each individual has delegated with roles and responsibility on the
bases of their specialization, qualification & interest. In this employee willing come in front to
do the work or challenge an acceptance. In such case the performance of the employee can
increase as they voluntary accept the task with interest. Also changes may come in the behaviour
of every employee after the responsibility in such work environment (Kitchin, 2017). In this
culture higher authorities allot different duties to each members by looking at their capabilities.
This makes employees feel comfortable and they like to work on such tasks. This makes them
positive and their behaviour or performance raised. Hence they put best efforts which gives
positive result to organisation and team performance also improved (Hackett and et.al., 2018).
Task
In such culture team are made to achieve an target and solve out the critical issues. In this
case the people have with the same interest can come forward to make team and find out the
regional solution for the task. Every team member in this team are get an equal contribution to
complete the task with an more innovative way. It increases the confidence and performance of
the employee in the organisation (Quinn, 2016). As particular target is set and people find own
solution to meet that target. This culture motivates workers of Ryanair and make them positive as
well. This influence their behaviour and make them positive which results in raising team and
organisational performance (Vihari, Rao and Jada,2018).
Person
In company where the employees feel that company are more attention to the workers
rather than the organisation. Here the people are much more concern about himself than
organisation. Employee get the full freedom to work and their performance may increase but in
many time employee take the advantage of such culture and they come just for the sake of
money never become attach to company (Bakotić, 2016). In this type of culture people do not
really take guidance of leaders or their higher authorities, in this condition they make their own
judgement. Hence they make their own judgement and don’t like to perform in team. Hence it
impacts negative on team performance and sometimes affect overall performance of organisation
as well.
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Ryanair follows task culture where all people perform the work well and support each
other because they are familiar with the given task. They get rights to make their judgement
which makes them able to work better and raise their performance as well. Hence this type of
culture impact positive on employees of Ryanair and heir team performance as well (Nwali and
Kanu, 2018).
Power- French and Raven's Power types
Power can be defined as ability of person to make decision in the firm and influence the
performance of others in organisation (Power in organisation, 2019).
This is the model that highlights different power held in the company by higher
authorities which affect the working of company.
Coercive Power
If employees are forced against its will to do the work. Its main objective to complete the
task and not giving the attention to the employees and not providing any reward to the employee
performance for their better work keep on concentrate on the compliance of the work. In such
treats with the employee it reduces the performance of the employee and become demotivated
and may create unhealthy behaviour & create dissatisfaction among the employees at work place
(As people are being forced hence they become negative and work under pressure which affect
their working ability. In such condition they fail to do well hence it impact on their performance
in team as well. By this way organisation performance get affected (Pradhan, Kumari and
Kumar, 2017).
Reward Power
It this organisation reward the employees according on the basis of the performance of
the employee firm provide the reward to an employee. It result increase the performance of the
employee at high rate and boost up the confident in the employee to work more effectively for
the Ryanair organisation. Also issue is their when the reward not have that much perceived value
another employees that weakened the power. It dissatisfies the employee and they lose
effectiveness in work performance (Svanberg and Öhman, 2016). This type of Power motivates
staff members and they work better to achieve the organisational goal. This power makes them
happy and their working ability gets raised which encourage workers and it reflects in team
performance as well.
Legitimate Power
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It provide the feeling of the responsibility towards the management. Such as punishment
and providing the reward to the employee is the part of such legitimate power. But many
managers execute the certain level of punishment & reward. As people mainly obey the authorise
people and follow them but when the authority is lose by the person. This power become weak to
motivate the employee of the Ryanair organisation which result decline in performance level
(Lee and Low, 2016). This type of power affect the working of employees as they don’t feel
comfortable hence their working ability get affected which impact on overall organisational
performance to great extent.
Referent power
In this power responsibility become high and it is very useful as compare to other power.
It is based on management ability to an administer to some individual in the form of individual
acceptance. This power treat with charm. Like a leader. Here people choose the highly like
people. Hence the people with power and appreciation that have great influence (Elsmore,
2017).This type of power sometimes create jealousy among others which create problem in
managing work. This affect the working of people hence overall organisational performance get
affected.
Expert power
It is based on the expertise people who have lot of information. Such intelligent people
they trust the power that fulfil the norms of the Ryanair organisation. If such expertise individual
are their in the firm than, they persuade workers, who respect the person and do proper work.
This expertise people are accepted by the employee and follow their commands. And improve
the performance of employee & behaviour of organisation (Beddoe, 2015). As expert has power
an people obey them. Hence they follow their instruction which makes them able to perform
their duties easily. Hence this type of power makes the work easy and all the employees perform
their work effectively (Hashim and et.al., 2018).
Ryanair has expert type of power where all the employees are guided by people those
who have great knowledge about their work and they manage the work in most effective manner.
People get motivated and they work more harder to meet the organisational goal.
Political- Chantal's Behaviour
Organisation politics can be described as use of power by higher authorities and way to
manage or treat people (Reorganizing Organizational Politics, 2019). Research
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Individual factors
In this factors people highly self- monitor where it posses internal control and require of power
to engage in the political behaviour. Where this is more sensitive for the social and also more
likely to increase the talent in the political behaviour (Burrell and Morgan, 2017).
Organisational factors
In such factors when Ryanair firm resources are decreasing, this existing pattern changes
the resources and when opportunity are their for promotions than politics are likely to an
surface When the firm have the low trust and high pressure over their employees and keep on
eye on it. This create an negative impact on the employee as they feel that as doing work for the
firm and the company not have trust on its employee it may reduce performance and become
demotivated (Hadi, Abdullah and Atshan, 2019).
Positive power increase the productivity of the Ryanair organisation as providing the
power to the employee to make an decision and rewarding on the basis of the performance.
Appointing the employees on the basis of performance to supervise the another workforce. It
builds confident and motivate the employees. By this way people will behave positive and they
support the firm in every condition hence they will work better in team which will result in
raising profit and productivity of business But if power is not used in effective manner then it
may cause difficulty and people may become negative which can affect the overall performance
of workers badly as they will not feel satisfied which will affect performance of Ryanair badly
and retention of employees will be raised (Connolly and et.al., 2017).
M1
Organisation culture influence the company’s performance to great extent, good culture
makes the people feel happy, by this way they put hard efforts but poor culture always
demotivates staff members and they fail to be loyal towards the firm. Power and politics in the
organisation always impact on team and individual behaviour. If higher authorities support their
members then people will be honest and will work hard but if power is used in negative manner,
then it may create problem in making people loyal towards the brand which will affect
negatively to the organisational performance.
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LO 2
P2) Content and process theory of motivation for effective achievement of goal in firm
Motivation can be defined as process which fulfil needs of individual and make them
positive to contribute well in accomplishing organisational goal.
Difference between content and process theory of motivation
Content theory pays more attention on factors that are helpful in making people happy
whereas process theory always emphases on how people can feel better and can be loyal.
Content theories
this theory mainly focus on the cause and stop behaviour of the employee. It mainly
imply on an individual and have different way of motivation. It is very important and useful for
the manager understand the way to motivate the every employee of the organisation and it help
to motivate and improve the performance of the employee.
For motivating the employees Maslow motivation theory is been followed-
Maslow Hierarchy of needs
Physiological needs
It only focus on basic needs of people. Where mind and body cannot function properly
without fulfilment of this requirement. It effects the performance of the organisation as after all
the requirements are not getting fulfil. In Ryanair the performance is not that much good. To
increase the performance of the employee working in the Ryanair organisation, firm need to
provide the proper or sufficient salary to the employee that can fulfil the basic needs of the
employee. That satisfy the employee. It result in improve the performance of the employee by
and perform well in the organisation (Jain and D'lima, 2017). Ryanair provide shelter facility to
its workers and always take care of their hygiene which supports the firm in motivating its staff
members.
Safety and Security
Safety needs where the person wants protection. Many of the members are mainly satisfy
with the safety & protection. And it motivate the employees to perform well in the organisation.
Ryanair provides the best safety and security to its employee which include all kind of safety &
security such as personal, financial, safety, health etc. It make the employee feel an safety
enough and satisfy with the security and safety. It create great impact on the employees and they
work with more confidence and without fear of any incident. It can improve the performance of
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the employee. If firm not provide or give attention to safety than the performance become
decline and employee feel insecure in firm (Pučėtaitė and et.al.,2016).
Belonging and love
If the company is providing safety and physiological need but the employees are far from
the love and affection than also the performance of the employee reduces. As the employees are
not getting the proper belonging or love from the organisation than automatically workers
performance get decline. As the employee thing that after doing so much effort to achieve the
organisational goal and the firm are not giving belongingness to employee and mainly focus on
its profit oriented. If the company provide the proper love and affection to the employees and
treat well to its employee. Than the employee feel belonging and love from the employee and
thus it increase the performance of the employee and this belongingness of the employee can be
seen in the form of hoe the employee treat it customer with good services (Bester and et.al.,
2015). ). Ryanair create friendly environment where all the people can feel comfortable which
motivates them and make them feel so happy and they work so hard to meet organisational goal.
Esteem
Esteem refers to the value and respect given by the organisation. Where the people feel
valued by the firm. If the organisation not value or respect the employee that it may have bad
impact on the employee as they can feel bad and their confident level get decline and become
demotivate automatically. It makes the employee performance reduce. And it have the bad
impact on the customer, as the customer need not get the good performance by the employees
and they become dissatisfy by the poor performance of services by the employee. It can reduce
the customer of the organisation and that is not good for the organisation. If the company want to
increase or raise the performance of the employee and want to get good result. Than the
company has to respect the employee and provide value to their and make them feel that they are
valuable asset for the company. Hence it can motivate the employees, and workforce work with
full efficiency and improve the performance level of the employee. Which result good service
provided to the customer that can satisfy the customer (Tavri, Sayce and Hands, 2015).. Ryanair
gives respect to its employees and always ensure that their culture gets respected and value
which makes them feel happy.
Self actualisation
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The practice develops potential and capability along with pre achieved psychological,
safety, love and esteem needs. The process of self-actualization starts from satisfaction of
perceiving needs of individual along with acceptance and realism, focus on internal gain along
with problem centric for to gain peace in external gain grounded by empathy. The process help
individual think and act within social norms along with other point of view. The applicability of
peak experiences is most valuable in these type of practices where people are inspired along with
serving sense of motivation (Gupta and Bansal, 2015).
Employees with applicability of self-actualization will attain and develop creativity, maintain
deep relationship with others having sense of reason, the practices will develop empathy in
individual in a workplace to provide moments of happiness in their conditions. Ryanair
appreciate its workers, The process states that having an ongoing appreciation will lead to
goodness in life.
But on the other hand self actualized people according to Maslow are few in number and equal
tent to two percentage of total population worldwide. Several of time an individual is not aware
of own needs and talents, there several time fails to achieve desired goals and ideologies.
Process Theories
In process theory it shows the behaviour of the employee is sustain by motivational
factors. It mainly basis on the person choice on preference ,reward and sense of an
accomplishment. To increase the performance of the company (Smith, Machin and Beccaria,
2017).
Equity theory
This is the model that states that each employee in the firm observe their performance
level and compare it with fellow workers. Equity and inequity are two major elements that are
part of this theory. Equity element highlights that motivation is required to be given to all
workers in order to improve their current situation (The Process Theories of Motivation, 2019).
By gives good pay and great rewards workers can feel happy which can motivate staff members.
Inequity element stats that perception of other employees, leave condition etc. are some aspects
which discourage people and make them negative. Hence Ryanair ensures that people have
positive perception and they get leave easily. This thing motivates them and make them more
positive towards the organisation.
M2
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Ryanair always ensure that its employees feel comfortable in business unit, It gives them
respect and provide them monetary rewards. Furthermore, company give them appraisals and
praise for their good work. This thing always help organisation in motivating its employees and
retaining talent in business unit. If there is no motivation, then enterprise may get fail to retain
staff which many times create problem in managing work load. Apart from this, people may feel
burden which enhances staff turnover in organisation.
D1
If Ryanair ensures to create good culture then people will be happy, in this type of culture
their esteem and love needs will be fulfilled which will motivate employees and will help the
firm in raising their working performance. Whereas if Ryanair fails to use power well, or if it
makes discrimination or promote favouritism then company may face problem in gaining loyalty
of its workers. This will negatively affect performance of all individuals and team performance
as well.
LO 3
P3 Effective team opposed to ineffective team.
Effective team is the group of people where all the individuals work together and manage
their work to meet goal of business unit. Effective team is very important for the growth of
business unit because it aids in completing the work on time.
Belbin Team roles
 Resource investigator- These are the people in team who make resources available to
employees comprising team. This role aids the Ryanair in utilising resources well and
providing all resources to team members so that they can work properly without any
issue.
 Team worker- In this person makes sure that everyone works together as a team, this
supports in building bonding between staff members and improving team performance as
well.
 Co-ordinator- They manages the team work and co-ordinates the task.
 Plant- They make sure that goals and objectives are clear in team. By this way effective
team can be formed where all individual work together in Ryanair to meet the
organisational goal.
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 Monitor evaluator- They monitor the progress which is made in team.
 Specialist- They are special in any activity. Ryanair is changing its corporate structure
moving to a small senior management team. So Ryanair is making changes in
organisation structure there must be changes required which are to be made in
organisation (Whelan, 2016). There are various theories which assist in development of
an effective team as Tuck man theory reflect in this way that there are different stages
which assist in making an effective team, these stages are as follows
 Shaper- They shape the team and help to achieve objectives. If leader shape the team by
using capabilities of ach members then it would help Ryanair in building a great team
where all employees work together to complete the task on time. Implementer- These people implement new strategies.
Forming stage: This is the first stage in which team is developed. In this stage all new guidelines
are given to teams about the work and role of individual in teams. As Ryanair is making changes
in structure and their working. So might be conflicts arises in teams as new ideas may not be
accepted by other persons. So by this theory conflicts in the organisation is minimised as all
responsibilities and roles are assigned to each individual and they work according to that, thus
making and good effective team. Hence leaders have to make people aware with corporate
structure and must aware them with the importance of it. This thing will help in managing the
work in effective manner (Lee and Low, 2016).
Storming stage: This is the second stage of team development, in this stage group starts to sort
itself out and gains trust of each other. As Ryanair is making new changes so everyone has
different opinion and as a result conflicts arises between them. The phase become destructive
and lowers the motivation of employee. But the advantage of this stage is that team members
resolve the conflict by their own and workers participate with each other with more comfortably
(Coccia, 2015). Leaders of Ryanair has to ensure that individual motivates team members and
make them happy in the team which will help in making them positive towards the brand.
Norming stage: Resolved disagreements and personality clashes result in greater intimacy. As
the Ryanair is making changes in organisation culture so conflicts arises but in this stage people
start to notice and appreciate their team members working strengths. Each member contributes to
their best level in achieving the goal of organisation. All members of Ryanair take their
responsibility and have great ambition to work for success of team's goal. And this stage assists
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in overall team development (Kitchin, 2017). Now people are aware with need of corporate
structure changes hence they manage the work and support leader so that such changes can be
implemented effectively.
Performing stage: In this point with the team norms and roles established, group members focus
on achieving common goals. Ryanair is changing their structure so this stage reflect as team
members are competent, autonomous & able to handle the decision making process without
supervision. Quick decisions are taken by leaders of Ryanair as no supervision is required. This
helps in implementing structure changes in the firm in effective manner. Decision is taken by
team so advice from each individual is taken an effective decision is carried out.
Adjourning stage: This is the stage in which task comes to end for which team was build and
team members move in different directions. At this type team members celebrate the success of
the project. Ryanair has made structural change and team has successfully execute that after this
stage celebration is made for completing the project and team dissolves in a desired manner
(Quinn, 2016).
By following Tuckman model effective team is created as clear communication was there
between the members so less chance of conflicts was there. Team members are serious about the
work and problem solving is also done by group members only. There is positive and supportive
working relationship among all team members, in this it can be said that team is effective team.
M3
If leaders make effective communication them people will be able to understand each
other, this thing will develop team spirit and all the employees will put best efforts to get
common goal of Ryanair. Tuckman theory states different stages of team development, leader of
Ryanair always have to ensure that they make people understand why there is need to work in
team and then they have to develop coordination so that people start working in team effectively.
This thing will give best result to business unit and will support in meeting the goal of Ryanair.
P4 Philosophies of organisation behaviour
Path goal theory-
This theory states that style of leader always affects individual behaviour, if leaders are
guiding people well and having good behaviour then team members will follow their instruction
and always support the leader (What is Path goal theory, 2019). This theory applies in the
Ryanair by which leaders motivate their employees by different means. This theory reflect in
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this sense that leaders focus on various types of leadership behaviour. The Ryanair follows
supportive leadership styles. In this style leaders pay lot of attention according to needs and well
being of the employees. Ryanair is making change as moving from horizontal working structure
to vertical working structure, so there are many problems which arises in that so which this style
leaders support their workers in carrying out operations and resisting to the change (Friedmann,
Garg and Holtbrügge, 2018). Employees are treated with full respect and support is provided
whenever required. By this way they feel happy and put best efforts which raises productivity of
company to great extent. Apart from this leadership style always help the firm in rasing
performance of business unit. Hence they put best efforts and work hard to raise production
capabilities of Ryanair. This helps in meeting goal of the firm to great extent. As changes are
made and sometimes conflicts arises between people so this leadership style helps in motivating
the employees by listening to their problem and providing support whenever required (Bakotić,
2016).
There are various barriers, one of the major constrain is resistance to change: as people
do not accept modification easily hence they react against their leader which affect the
organisation performance. Another barrier is leadership style, if leaders do not treat their team
well then they will not support the firm.
Ryanair has flat structure where people can discuss their problem with each other or with
their higher authorities easily. If firm wants to make changes in structure and want to implement
tall structure, then resistance will take place. In this condition staff turnover may get increased.
Leaders are required to lead people well and have to make them understand why company is
changing such things. This will help in managing structural changes in the firm to great extent.
Contingency theory- This theory emphasis the importance of both personality of leader and the
situation in which the operates. According to this theory leader is perfect when their style is
perfectly suits the situation in which they are operating. As organisation is making change as
earlier Ryanair was operating in vertical manner so and now it is working in horizontal manner
so leader’s role change as situation is changing. Decision making is now easier as compare to
earlier as earlier to take any decision leader has to take permission from their senior executives
(). As leaders of Ryanair can develop communication at workplace and can make people known
with the fact that how changes will give benefit to them. This type of process will support them
in improving their working abilities and they will work hard to meet to organisational goal.
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The culture followed in Ryanair is role culture which means that the organisation is
based on rules. Rules are controlled with everybody in the Ryanair knowing that what is their
roles and responsibilities. Earlier employees has to ask their subordinates for taking any decision
but now all are in the same level so it is much easier for them to take any decision or solving any
problems, they easily communicate with each other and lead to a desired result concerning the
current situation. In role culture effective communication is created in the organisation. The
structure is changed so communication between the employees is easier and healthy relations are
created between the employees. This culture helps in building healthy relations and helps in
achieving the objectives of business. As employees work together in Ryanair and they all will
support each other. This will raise productivity of business and people will become more positive
towards brand hence organisational goal will be obtained. In this type of culture all employees
are treated important and their roles matter a lot and contribution of each employee assist in
obtaining the goal of Ryanair ) .
Custodial Model
Custodial model is based on providing security for employees through wages and other
benefits which create employee’s loyalty towards organisation. The main aim of custodial model
is that its focuses on financial reward aspect of being employed by the organisation. As by
working continuously in an organisation workers become frustrated and such frustration is revels
on their co-workers and neighbours. For solving this issue various welfare programmes are being
organised by Ryanair so that workers become happy and satisfied with their job. Ryanair has
made changes as so it becomes difficult for workers to adopt to new changes and work according
to that, so for dealing with this issue they workers are provided different types of security and
benefits (Lee and Low, 2016).
Security benefit are provided to employees so that they work with full energy and they
get motivated by that. Security benefits like job security, PF deposits and other types of health
benefits are given to workers. Securities include workplace security which means that the
workplace is secure for the workers or not, if workers are not satisfied with the environment they
are provided with better facilities. Current situation is that the Ryanair is making changes in the
structure so their performance is also impacted so to boost their performance these benefits are
provided. Employees are important assets for firm so by following custodial model it is ensured
that they are satisfied and happy working in the organisation. The model focuses on needs of
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employee as what are their needs and the Ryanair is providing that or not. The basis of this
model is partnership with managerial orientation of team work. The employees are in turn are
oriented towards responsible behaviour and self discipline. This model brings security and
satisfaction in the workers. Workers are motivate to a certain limit and not over than that
(Elsmore, 2017).
This approach directs to depend on firm rather than manager or boss. According to
current situation workers need to be motivated as by providing monetary rewards so that don't
feel over burden on their job and fulfils the roles assigns to them very efficiently. This model is
successful in creating co-operation among the team members which results in creating healthy
relations among employees. Ryanair is adopting new methods of working so it is obvious that
the arguments arises between the workers. So by following this model good co operation among
the workers are created. The advantage of this that when there is good relation among employees
all task will carried out effectively in an organised manner. Staff has good relations and
communication they can handle their task on their own without the guidance of their superiors
(Beddoe, 2015).
Supportive Model
As current company follows tall structure and this type of structure create problem of
communication and people have to work under huge pressure. Now Ryanair is planning to makes
corporate structure changes and want to implement flat structure in workplace so that people can
raise their quarries directly to their senior authorities and anyone who can resolve their problem.
This will be beneficial in making positive changes in workplace.
The basis of this model is a leadership with managerial orientation of support. In this
model employees are oriented towards job performance and participation. This model provides
full support to workers. Supportive model is founded on leadership, not on money or authority.
In this style monetary rewards for motivating the employees re not provided by workers are
provided good atmosphere and working environment so that employees grow and accomplish
their task successfully. Ryanair is changing its organisational culture so its difficult for staff to
adopt the change and to deal with this, supportive model is followed so that they are provided
good working environment and support so that they can manage to adopt the change and work
according to that. The intent of model is to motivate staff through a positive workplace where
ideas of employees are encouraged and adopted. According this model when employee have any
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problem related to work or any other problem the full support is provided to them. As the name
suggest its is supportive model so workers are provided help when they stuck in tough situation
or any problem there problem isn listened and solution is made as soon as possible (Burrell and
Morgan, 2017).
Due to some reasons job performance of workers affected as Ryanair has totally changed
its structure so it is tough for workers to be comfortable with that and do their work in an desired
manner so by following this staff is assisted to do the work to their great potential and increase
the overall productivity. In this model attention to status is given as workers are treated
according to their status, higher level employees are treated with more respect. Respecting
employees is must as they becomes happy and feel valued in the organisation (By implementing
this philosophy Ryanair will be able to get support of all employees and they will manage their
work in new changed situation hence this will give better result to the firm. This will help in
improving productivity and profitability of business unit to great extent.
Workers are given recognition when good work is done by them. Recognition may be in
the form of certificate or giving awards in front of staff. Recognition is important as this helps in
motivating the employee and assist them in doing work with full enthusiasm. Some people are
motivated by monetary rewards hence if Ryanair give them such rewards then people will work
hard but this model focuses on giving employee recognition rather than monetary rewards
M4
Path goal theory always ensure that leaders implement correct style and behaviour which
may support in making employees positive towards the brand. If leaders have good behaviour
toward employees, then workers will support them which will help leaders in handling critical
situation in the firm effectively. In this condition, if enterprise plans to make changes in the firm
then also it will get support from employees which will give best result to Ryanair
D2
Path goal theory, custodial approach is considered as best concepts of organisational
behaviour. Leaders and higher authorities always ensure that they improve working abilities of
employees. This type of behaviour of leaders aids the firm in managing employees well and
raising performance of company top great extent. But if leaders are not treating well to their staff
members then it may create problem in retaining them. By this way performance and
productivity of company can get badly affected.
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CONCLUSION
From the above report it is concluded that Organisational behaviour is an very essential
for the organisation. It increase the performance of the employee and motivate the employee to
retain at their workplace and also used leadership style to develop the effective team building
and also motivate the employee to achieve the organisational goal. Also study concludes about
various theories of motivation which help in motivating the workforce, as a result it boosted their
morale and help in improving overall productivity of organisation. Further, report also concludes
that how a team can be effective as by effective team more task is carried out and and in desired
way, effective team has more capabilities to do an task, they manage the work on their own and
relation among team members is also good. Study described Tuck man model which has five
stages as by following this model the productivity of Ryanair is increased. Two models have
been described in the report which are custodial model and supportive models, advantage of
supportive model is that it provides full support to employees so that they can work better and
feel satisfied.
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Online
About us. 2019. [Online]. Available through < https://www.ryanair.com/gb/en/useful-info/about-
ryanair/about-us>
Charles Handy Mode. 2019. [Online]. Available through
<https://www.businessballs.com/organisational-culture/charles-handy-model/>
Power in organisation. 2019. [Online]. Available
through<https://sites.psu.edu/aspsy/2017/02/22/power-in-organizations/ >
Reorganizing Organizational Politics. 2019. [Online]. Available through <
https://www.annualreviews.org/doi/abs/10.1146/annurev-orgpsych-012218-015221>
The Process Theories of Motivation. 2019. [Online]. Available through <
https://sielearning.tafensw.edu.au/MBA/9791F/BusinessServices/LO/1207_020138_605F
_02_wi/1207_020138_605F_0205_wi.htm >
What is Path goal theory. 2019. [Online]. Available through < https://pathgoal.com/path-goal-
theory/>
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