Organizational Behavior and Ethics Study

This study delves into various aspects of organizational behavior, including the examination of relationships between Machiavellianism and unethical pro-organizational behavior. It also explores how organizational identification relates to this behavior, as well as the impact of transformational leaders' in-group versus out-group orientation on their willingness to engage in unethical pro-organizational behavior. Furthermore, it examines the role of trust in mediating the relationship between organizational justice and citizenship behavior. The study provides a comprehensive analysis of these topics, contributing to a deeper understanding of organizational behavior and its complexities.

Organisational
Behaviour

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1 ...........................................................................................................................................3
A) Organisational culture, power and politics .......................................................................3
B) Influence of culture on behaviour of staff and performance of Ryanair. .........................6
TASK 2 ........................................................................................................................................7
A) Content and Process theory of motivation........................................................................7
TASK 3 ......................................................................................................................................10
A) Different types of team ...................................................................................................10
B) Belbin's model of team ..................................................................................................11
C) Path goal theory .............................................................................................................12
D) Main barriers to implementing new organisational structure in Ryanair........................13
CONCLUSION ............................................................................................................................13
REFERENCES................................................................................................................................1
.........................................................................................................................................................2

INTRODUCTION
Organisational behaviour is a field of study which investigates or analyse the impact that
individuals, groups and structure have on behaviour within company, for the purpose of applying
such knowledge towards improving within organisation's effectiveness ((Belschak, Den Hartog
and Kalshoven, 2015). Along with this, it's main intent is to build better relationships by
accomplishing human, organizational and social objectives. Moreover, the firm in which people
work have an effect on their thoughts, feelings and actions which directly influence business
operations and functions. Thus, organisational behaviour studies the mechanism governing these
interactions, and seeks to identify and foster behaviours conducive to survival and effectiveness
of firm. This report is based on Ryanair which is established in the year of 1984 and it operates a
low fares scheduled passenger airline serving short- haul, point to point routes in Europe. It is
headquartered in Dublin, and its flights connect 37 countries, with more than 85 bases in
Europe. In this study, it covers impact of culture, politics and power on the behaviour of
company, application of theories to understand ways to motivate employees. Finally, implication
of suitable theories to realise the importance of effective team within organisation is also
mentioned here.
TASK 1
A) Organisational culture, power and politics
These elements plays a crucial role in shaping behaviour within firm as they are
interlinked with each other. Their is no denying that each company has its own unique social
structure, culture, power and politics which drives individuals behaviour in business premises.
Although, Ryanair is best known for cheap flights within Europe but it is highly effected by its
working culture which impacted its relationship with employees and customer as well as to their
brands image ((Bolino and et. al., 2015). Thus, to overcome these issues Ryanair applies several
models or theories to get the accurate solution for problems related to culture, power and politics
which is described below:
Culture
Organisational culture is defined as the underlying beliefs, assumption, values and ways
of interacting that contribute to unique social and psychological environment of company. It
includes firm's expectation, experiences, philosophy as well as values which direct the member

behaviours and it is expressed in member self image, inner working, interaction with co workers
and future expectation. Moreover, it affects the way people and group act with each other and
also with clients, stakeholders as well as organisational culture influence how much employees
identify with their company. Apart from this, it is not stagnant in nature which impact employees
perception as well Ryanair working culture. However, Ryanair undergoes with major issues that
their employees are not satisfied with working culture which impact its productivity. Hence, they
implies some theories in order to tackle the same in an effective manner is given below:
Handy's organisational culture model
This theory signifies that each culture defines the root of power within company and its
impact on success of employees as well as business. However, Ryanair use Handy's model for
building healthy working condition are as follows:
Task: In this culture, groups are formed to solve particular problems and lines of
communication which clarifies all confusions among employees. Hence, Ryanair, develops a a
distinctive culture of team where each one of them is encouraged to be more creative and strong
team spirit which enable them to take fair decision for enhancing staff morale ( (Borkowski,
2015). If it there is no right mix of skills , personality, leadership in a team then the Ryanair team
members face issues in achieving the task and it negatively impact the company's productivity.
Person: It is regarded as most creative type of culture in resolving conflicts between
individual and firm. However, Ryanair mainly focus on each manpower issues and implement
productive solutions which brings satisfaction among them.
Power: This is associated with autocratic leadership as it is mainly concentrated in centre
of company. Therefore, Ryanair adopts motivational method like offering incentive and bonus as
well as it allow them to respond quickly to issues which enhance employees value and
perception towards firm. If manger fails to implement fair decision to employees issues then it
generate disputes and give rise to grievances and hampers the entire business operation.
Role: This culture is related with bureaucratic organisation in which each personnel is
clearly defined with responsibilities or task which decreases confusions among co workers or
departments. Thus, Ryanair identify the potentiality of every employees and assigned the role
according to that by which they can focus on their work without any disputes or grudge and it
give rise to high level of employees satisfaction ( (Castille, Buckner and Thoroughgood, 2018).

However, it power is concentrate among few members because it is bureaucratic in nature which
slows down the decision making capability of company.
Power
It is one of the most overused concepts within company as it is defined as the potential
ability to influence behaviours and a source of authority where employees and managers share
the same interest and common purpose. However, Ryanair applies various types which helps
them to determine the effectiveness of good working culture within their premises are as follows:
French and Raven form of power
This model is introduced by John French and Bertram Raven in the year of 1959 and it
help company to analyse followers perception of a leader's position and qualities. Thus, Ryanair
applies the same which is given below:
Reward power: It is regarded as one of the most common used technique in every firm as
it take many different forms like in providing monetary benefits, training, development etc.
Therefore, Ryanair enhance the employees morale by giving bonus, promotion, extra time off
from work which generate positive attitude in mindset of staff towards firm and they attain high
productivity (Chen, Chen and Sheldon, 2016).
Legitimate power: This is flowing from a person's job title or position in hierarchy i.e. a
position which gives them the right to issue order. However, Ryanair takes initiative in
determining overall direction of organisations and required resources needed for company which
allow them to build an impressive working atmosphere that leads to achieve business growth. By
this, company can analyse each personnel potentiality and can take corrective course of action in
order to enrich their performance in an impressive way.
Coercive power: IT is opposite of reward power as it comes from idea in which leader
can or will penalise those who do not carry out firm's instruction. Hence, Ryanair adopts some
disciplinary action in order to bring a systematic and organised working environment.
Expert power: This power relates with those individuals whose having superior
knowledge, expertise or experience relevant to the task or challenges facing the group. Hence,
Ryanair appoint a talented or expert candidate to understand, identify the issues and can bring
fair decision in order to enrich their proficiency. With the help of this power, Ryanair can clear
out the confusions of its employees and can overcome business conflicts which enhance their
productivity in an impressive style.

Referent power: It is arise from being trusted and respected to handle business complex
situation in an efficient way. Therefore, Ryanair treat their employees equally and provide them
freedom to share their opinion which helps employees to feel valued within business function.
Politics
Workplace politics is the use of power and social networking within an organisation to
accomplish changes which benefit individual or group within it. It helps the company to obtain
advantages which are beyond their control (Effelsberg and Solga, 2015). However, Ryanair
implies Chanlat's characteristics to empower productive decisions in firm is given below:
This Chanlat's model is classified into three divisions i.e. decisional, personal and structural. Its
influence are:
Decrease productivity: It has been noted that the employee who involves in
organisational politics is not able to put their attention towards work which is assigned to them
and it negatively influence business operation and reduces productivity (Härtel and O’Connor,
2014).
Disturbs the ambience: Politics in company leads to conflicts and mismanagement which
hamper the entire business process and function and generate confusions among subordinates.
Change employee's attitude: As politics is not a useful aspect in a firm because it effect
staff perception and behaviour toward task. The employee who are passionate about goal also
loose their interest and it negatively impact on company's profitability as well its brand value.
B) Influence of culture on behaviour of staff and performance of Ryanair.
When Ryanair culture is formed by manpower and organisation as its working
environment. However, if manager does not assign the task according to the interest and
capability of each employees then it rise to conflicts among co- workers which hamper the entire
business operation and function. Thus, Ryanair identify the potentiality of employees and
implement corrective course of action in order to bring a healthy atmosphere within company's
premises. Apart from this, if power is not exercised properly it impact Ryanair's productivity as
each individuals feel dissatisfaction and disturbs whole business function which influence its
brand image. Moreover, when employees take participates in workplace politics then it
negatively effect company's proficiency and decreases the productivity as well as reduces the
level of interest towards work of Ryanair's staff. Thus, they implement effective decisions and
select suitable course of action in order to generate a healthy and strong working environment.

TASK 2
A) Content and Process theory of motivation
Motivation is the process of inspiring people from which they can use their ability or skill
properly in order to enhance the firms proficiency and effectiveness (Ismail, 2015). Along with
this, it enable the employees to utilise the resource in an effective way as well as stimulates their
morale and encourage them to contribute their best effort towards the accomplishment of high
level of profitability. Motivation theory is classified into two parts i.e. content and process
theory. The main difference between these two theories is that content theory mainly focuses on
individual need, whereas process theory centring on behaviour. Along with this, these theories
provide insight into what motivated people to act a certain way in a particular setting and are
popular in business management.
Content Theory
This signifies that human needs and wants changes with time and situations which
influence business decision. It help Ryanair to analyse their effectiveness in order to attain
maximisation of profit. It involves Maslow hierarchy need theory which is considered as one of
the impressive or productive approach for firm. However, Ryanair implies Maslow hierarchy
theory which helps them to fulfil l the need or want of their subordinated in a efficacious way is
mentioned below:

Physiological need: It contain basic needs for humans to survive such as food, air, water,
clothing as it is considered as one of the dominant among other need. In Ryanair, these are few
common needs of employees which impact their efficiency. Thus, Ryanair offer fair reward to
its employees so that they can meet out their primal wants and they perform better in achieving
company's goal (Jha, 2014).
Safety and security need: It is related to personal, financial security, job safety which
effect the Ryanair operation and function. For e.g. law and order, employment, health, stability,
safety, security etc. However, they introduce some productive safety measures which encourage
their staff to work efficiently.
Social needs: This involves belongingness, family, social group which influence
company's profitability as these needs are met through pleasing and fulfilling relationship with
others. For e.g. belongingness, emotion, affection, intimacy, family, friends, relationships etc.
Hence, Ryanair manager build an effective working condition and maintain a better relationship
with their subordinates which help them to have a positive attitude towards company goal.
Esteem need: It is related with employees valued, respected and appreciated by firm on
behalf of their effort towards business objective. Esteem needs are for higher position within a
group and act to foster pride in their work and in themselves as individuals. Foe e.g.
achievement, recognition, status, respect, self- confidence etc. Thus, Ryanair motivate its
Illustration 1: Maslow Hierarchy Need Theory

employees and recognise their achievement by providing memento, prize, certificates etc. which
allow enrich firm's brand image and add value to customer.
Self – actualisation need: It is considered as highest level of Maslow's hierarchy. Under
this, its an individual desire to grow and develop to their fullest potential which enhance their
proficiency. For e.g. realizing personal potential, self- fulfilment, pursue talent, personal growth,
peak experiences, creativity etc. Therefore, Ryanair seeks to fulfil all needs in an appropriate
manner in order to attain high productivity.
Process Theory
This is mainly concerned to examine or evaluate the physiological and behavioural
procedure which encourage each individual to act in a effective way (Kurtessis and et. al., 2017).
Along with this, it enable the Ryanair to analyse individual need in order to generate higher level
of growth with the optimum utilisation of resources. It contains:
Vroom's Expectancy Theory: It describes that the overall performance of subordinates is inter
connected with individual factors like skills, experience, knowledge, capabilities, abilities and so
on. Moreover, it allow Ryanair manager to accomplish their personal and organisational goal that
encourage employees in efficient manner. The explanation of Vroom theory is described below:
Valence: It signifies the degree to which person values or their emotional perception
towards reward. As Ryanair staff demands extrinsic or intrinsic rewards which differ person to
person. Therefore, they must analyse the desires or wants of employees because each of them has
various way of getting motivation. By this, they can obtain profit maximisation and can add
value to customer.
Expectancy: This states that every personnel has different kinds of expectation from their
firm which effect their performance and motivation. However, Ryanair take initiative to satisfy
individuals expectation like good working condition, fair reward etc. which automatically
improves the overall effectiveness of company (Lam and et. al., 2015).
Instrumentality: In this, it describes the perception or attitude of subordinates towards
organisation regarding what they receive and their want. Hence, Ryanair manager avoid being
bias in nature while providing reward to its employees in order to attain higher level of business
growth and development.
From the above stated theories, both contains its own strength and weakness which
influence individual behaviour and perception. However, Maslow need theory is very simple to

understand and it can be applicable to almost all fields of life because it starts with basic needs
and ends with self actualisation needs that covers all elements of survival of individuals. ON the
other hand, VROOM is also focused on motivation practices like providing fair reward or
incentives but in some cases it requires active participation from managers. In reality, leader
must make an effort to find out what their employees value as rewards (valence)as well as they
must also assess employees capabilities (expectancy)and make available all of the right resources
to help employees be successful in their jobs. Therefore, Maslow hierarchy need theory of
motivation is more effective than VROOM because through that Ryanair can easily identify
employees issues in aspect of basic need, self esteem needs etc. and based on that they can best
decision in order to satisfy personnel demand and improves their morale. Along with this, it
allow Ryanair to bring high level of satisfaction for accomplishing organisational goal in
effective way as well as can enrich company's brand image in an productive way and add value
to customer.
TASK 3
A) Different types of team
Team plays a vital role in every organisation as it define as the group of two or more
individuals who work together for the achievement of common goal in an trenchant style.
However, teamwork is an important aspect in Ryanair because it allow each employees to grab
opportunity to build a strong bonding with each other which helps them to produce an innovative
and creative outcome in an appropriate manner. There are several types of team and each of them
have unique strength ans weakens which differs them from each other which is discussed below:
Functional: These types of teams are permanent and always include members of same
departments with different responsibilities (Lindebaum and Geddes, 2016). There is a manager
who is responsible for everything and everyone in team reports to him. Therefore, it help
Ryanair's manager to collect work report from their members which helps them to enrich their
performance. Along with this, they requires a manager who ensures that there are no obstacles
when it comes to transferring work from one team to another.
Problem solving: It is mainly formed for temporary basis because it usually take place
after the financial crises or any unplanned event or challenge and they aimed to come up with
solutions to help company climb out of a steep recession. Furthermore, It is mainly developed to

resolve the conflicts of employees in order to bring a healthy working culture in Ryanair
premises. Thus, Ryanair's manager analyse the issues clearly and take corrective course of action
without harming the morale of subordinates.
Project: It is group of employees who work collectively toward shared goals as it the
Ryanair to structure task in a specific, measurable and time – constrained way. However, its team
leader assign clear roles, responsibilities to each members and create deadline which allow them
to finish their task on given time in an organised manner.
Virtual : It is made up of people who work in different physical location and who rely
heavily on collaborating tools to get things done together. For e.g. it involves hours, different
shits, time zone, various culture based on age, gender, race, language etc. Hence, it provide
members better life work balance and allow Ryanair to employ best experts in field, regardless of
fact that they live on another continent (Song and Seomun, 2014).
From the above explained theory, it has been noted that each team has its own positive
and negative impact on employees and company's productivity. In which some are created for
temporary, permanent basis, to perform specific task etc. which limits manpower to maintain
their work style. Thus, virtual team is most suitable for Ryanair, as it enable the personnel to
perform their task from any corner of the world at any time as well as there is no discrimination
over gender, race, religion, language. BY this, Ryanair can improve their overall performance as
well as its employees get encouragement to put their full contribution toward the
accomplishment of goal or objective in an effective manner.
B) Belbin's model of team
In an organisation, it is essential to have an impressive and productive team as it signifies
that teamwork and productivity are interconnected. In this regard, Belbin's team model is viewed
as one of the essential theory which states that each team role has a tendency to behave,
contribute towards organisational goal in a accurate manner. Along with this, it help Ryanair to
build effective team as it anticipate the growth of team by analysing their strength and
opportunities (Belbin's Team Roles, 2019). The various role in this model are as follows:
Action oriented role: It mainly focus on enhancing the performance of personnel as it
enable the Ryanair team members to bring innovative ideas, thoughts and meet out the deadline.
By this, they can attain high productivity and can maintain a impressive discipline within their
working culture.

People oriented role: Under this, it invites people to provide their views or ideas which
create a strong bonding among co workers. However, it enable Ryanair to maintain proper
coordination among team worker in order to achieve their objective in a precise way.
Cerebral role: It evaluate several option as well as provide technical expertise which help
Ryanair to analyse the various option and select the best among them for implementing best
decisions. As it brings unity and effective team work within the organisation (Newman and et.
al., 2017).
From the above mentioned theory, Belbin's theory is suitable for Ryanair as it help them
to identify, evaluate and analyse each personnel potentiality and can monitor them effectively in
order to attain high productivity and impressive team work.
C) Path goal theory
It is based upon stipulate the leadership style and behaviour which is suitable for
employee and organisation. Their primal motive is to enhance employee's motivation and their
satisfaction level. Hence, this theory enable Ryanair to determine the characteristics and attitude
of each subordinates as well as help them to take best decision for enhancing employees morale.
Classification of Path goal theory
Employees characteristics: This enable the subordinates to have specific skill and abilities
according to the company's requirement. Therefore, Ryanair manager must encourage its
employees and provide proper guidance so that they can attain high profitability as well as
enhance their satisfaction level (Miner, 2015).
Task and environmental characteristics : This is mainly concerned with examining the
issues of manpower at workplace. Although, it allow Ryanair to resolve their disputes and help
them to make best decision without harming employees morale and can generate healthy
working culture.
Leadership style
Participative style : It provide proper direction to Ryanair's employees and also motivates
them to involve in teamwork so that they can come up with innovative ideas which increases the
proficiency of company. Although, it is regarded as positive leadership style as it invites its
members to take participate in business decision making process which enhance firm's brand
image.

Directive style: Under this, leader implement decision without the interference of their
employees and thus it is considered as negative leadership style. If Ryanair adopt this it will
create high level of dissatisfaction and grievances among subordinates which impact their
operation and business function as well as increase employee turnover and absenteeism.
Therefore, this theory enable Ryanair to make effective decision on business complex
situation as they can imply best leadership style in order to improve overall performance of
company in an impressive and innovative manner.
D) Main barriers to implementing new organisational structure in Ryanair
In company, there are diverse culture of employees works which generates a high
possibility of conflicts of interest or disputes among personnel which directly reflects in firm's
productivity and profitability ratio. Thus, it the responsibility of manager to create a proper
working culture and take corrective course of action in order to eliminate barriers among
employees. However, Ryanair decides to modify their organisational structure over the coming
12 months which completely changes its business operation and function. One of the main issue
Ryanair faces is ineffective communication between leader and manager which hampers the
entire working process of Ryanair and generate negative perception among employees. Thus, in
order to tackle with this issue, Ryanair implies participative theory of leadership, which signifies
that Ryanair leader invites its manpower to take part in business activities and also in decision
making process so that they can acquire and get update about all the modification about
company's corporate structure . With the help of this, every team members feel very enthusiastic
towards the attainment of goal or objective within prescribed time limit. Therefore, with the help
of this leadership theory, Ryanair leader can generate healthy and better working condition
within business premises and can build a positive relationship with employees which lead them
to gain competitive advantage and improves its productivity.
CONCLUSION
The above explained report it has been concluded that organisational behaviour is an
integral role to play in a company which has direct impact on their growth. Along with this,
Maslow hierarchy need theory help the firm to fulfil the need of employees in order to bring
high level of satisfaction among subordinates. Moreover, Belbin team model enable the company
to analyse individuals potentiality and based on that they can assign roles or responsibilities to

them for achieving high level of proficiency and productivity. Moreover path goal theory allow
the organisation to guide and direct its employees in an effective manner in order to gain
competitive advantage and add value to customer or employees.

REFERENCES
Books and journals
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translate Machiavellians’ selfishness into pro-organizational behavior. Journal of
Management. 41(7). pp.1934-1956.
Bolino, M. C. and et. al., 2015. “Well, I’m tired of tryin’!” Organizational citizenship behavior
and citizenship fatigue. Journal of Applied Psychology. 100(1). p.56.
Borkowski, N., 2015. Organizational behavior in health care. Jones & Bartlett Publishers.
Castille, C. M., Buckner, J. E. and Thoroughgood, C. N., 2018. Prosocial citizens without a
moral compass? Examining the relationship between Machiavellianism and unethical
pro-organizational behavior. Journal of Business Ethics. 149(4). pp.919-930.
Chen, M., Chen, C. C. and Sheldon, O. J., 2016. Relaxing moral reasoning to win: How
organizational identification relates to unethical pro-organizational behavior. Journal of
Applied Psychology. 101(8). p.1082.
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willingness to engage in unethical pro-organizational behavior, and follower-perceived
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organizational behavior research. Journal of Management & Organization. 20(4).
pp.417-422.
Ismail, H., 2015. Organizational justice and citizenship behavior, the mediating role of
trust. International Journal of Human Resource Studies. 5(1). p.86.
Jha, S., 2014. Transformational leadership and psychological empowerment: Determinants of
organizational citizenship behavior. South Asian Journal of Global Business Research.
3(1). pp.18-35.
Kurtessis, J. N. and et. al., 2017. Perceived organizational support: A meta-analytic evaluation of
organizational support theory. Journal of management. 43(6). pp.1854-1884.
Lam, C. F. and et. al., 2015. Job insecurity and organizational citizenship behavior: Exploring
curvilinear and moderated relationships. Journal of Applied Psychology. 100(2). p.499.
Lindebaum, D. and Geddes, D., 2016. The place and role of (moral) anger in organizational
behavior studies. Journal of Organizational Behavior. 37(5). pp.738-757.
Miner, J. B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Newman, A. and et. al., 2017. How servant leadership influences organizational citizenship
behavior: The roles of LMX, empowerment, and proactive personality. Journal of
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Song, B. and Seomun, G., 2014. The influential factors related to organizational citizenship
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Online
Belbin's Team Roles. 2019. [Online]. Available
through:<https://www.mindtools.com/pages/article/newLDR_83.htm>.

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