Organizational Behaviour: Culture, Power, Politics, and Motivation

This document provides a comprehensive analysis of organizational behaviour, focusing on the critical analysis of culture, power, politics, and motivation. It explores Handy's model of culture and French and Raven's model of power. The document also evaluates motivation theories and techniques, such as process theory and Adams Equity Model. Additionally, it discusses the relationship between culture, politics, power, and motivation and provides recommendations for Ryanair.

ORGANIZATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................4
Critical analysis of culture, Power, politics.................................................................................4
Evaluation of motivation theories and Techniques.....................................................................5
Critically evaluate relationship between culture, politics, power and motivation.......................8
PART 2............................................................................................................................................9
Concepts of organizational behaviour:........................................................................................9
Importance of Team development theories...............................................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Organizational behaviour is the effective theoretical model that is used by organization to
understand individual’s behaviour for their job role and responsibilities and their needs so that
they can encourage giving best performance within job place by meeting their all objectives.
There is an example of Ryanair Company that supports to understand role of organizational
behaviour within company. It is an Irish budget airline company which is headquartered in
Dublin, London. It operates in multiple countries through its subsidiaries and offers its airline
services to the customer. This brief study provides understanding about roles of politics, power
and culture within Ryanair Company and their impacts on employee’s performance.
PART 1
Critical analysis of culture, Power, politics
Culture is defined as the general customs, practices and beliefs of a particular and group
people.
Handy's Model of culture: -
Power Culture: - If an organization shows power culture, the power is held within the hand of
few individuals whose power and commands take place and their influence spread throughout
organization. It can help in individual and team performance because it is fast in decision-
making.
Role Culture: - Role culture organization work with rules and regulation. It is highly controlled,
it helps as everyone in the organization knows their work and role and responsibilities so in
individual and team performance it helps in providing the guidelines as what is to perform by
whom.
Task Culture: - It forms when the organizations team are formed in a specific program and
project. Tasks which are worked in teams need to be specifically required focus as team mix up
can be beneficial as well as a loss in the performance (Buchanan, 2020). In individual task
individual can understand the situation but in terms of team task some time miscommunication
can lead to negative impact on performance.

Person Culture: Person culture in organizational shows the personal way of how an employee
performs in the organization and how they can develop the organization. It involves decision on
personal level and all the effect are on the employees of their performance.
Handy's model helps in understanding the culture and it makes easy for a particular to
understand the situations and handle them well. In individual performance this model explains
about how culture is important and how it can improve the performance of the organization.
Culture on team basis required Ryanair to focus on the task culture and role culture as they both
explain the importance of working in team and shows the role about what it to be achieved.
Power analysis: - Various forms and distribution of power among leaders and team members
influence the decision making as well as efficiency of tasks. Thus it is very important for
organisation to understand the impact of power on performance of individuals, organisation and
teams.
French and Raven model: - The model is published in 1959, by French and Raven in five ways:
-
Legitimate:-It come from the belief that leaders have right to command. This leadership belief
helps both individual and team performance because of the experience a leader has and those
commands can help in achieving goals.
Rewards: - It shows ability to compensate another for compliance. It helps in motivating the
performance in both individual and team performance as rewards motivate the employees to
work better.
Expert: - It shows the skills and knowledge of personnel. Expertise helps more in individual
performance than team performance.
Referent: - Referent includes the result of person's attractiveness, worthiness and rights of others
and their respect. Respecting is important in the culture to improve performance in both team and
individual.
Coercive: -This is from a belief that person can punish for non-compliance. This belief is not
good for both individual and team performances.
Political Behaviour analysis: -
Organisational politics is known as both formal & informal effort to sell ideas, increase
power, achieve objective. Organisational policies and behaviour of individuals towards these

policies can have both positive and negative impact on performance of organization.. It totally
depends upon the employees and management that how they are responding to the particular
thing in a positive or negative way. It is just the power and networking by individual and team in
organization. Bad organisational politics reflect the intent of a person. Working in organization
need to focus on providing the best of management practices and quality atmosphere. Ryanair
need to provide a good culture and power in the organization in a way so that it can affect the
individual performance and team’s performance.
Evaluation of motivation theories and Techniques
Motivation is important for every business because it supports to influence individuals or group
of members to work in productive manner at the workplace.
Process theory
It is proposed to provide understanding about individuals needs that change as per the
situations. However, this theory is projected to influence team to give productivity in their
working at the workplace.
Adams Equity Model
This model is developed by Johan Stacey Adam to understand significance of fair
balance between input and output. There is input denotes staff or individual’s efforts that they
give in the working place to lead high profitability within business before deadline while output
indicates employers ‘efforts that they offer to individuals or group of people within company
based on the performance level. So, fair balance is highly important between input and output
then organization can gain high success in its market effectively. Johan Stacey Adam stated that
when organization keeps fair treatment between output and input that maintain each wellbeing
and raises sustainable success possibilities of business in other countries as well (Caputo and
Borbely, 2016). In the case of Ryanair, company always give their best to keep balance between
input and output such as individual member of team puts their more efforts within workplace
while Ryanair regularly awarded their staff accordingly their performance that keeps them
motivated prolong time.

Johan StaceyAdam stated that there are two type situations can take place under this model if
organization does not maintain balance between input and output such as:
 Input > Output: This situation can generally take place in the organization for example
when staff members gives their mores efforts to achieve number of short-term goals
before deadline but in return employer does not offer them reward that makes them
demotivated and makes their performance less effective as compared before within
workplace.
 Input < Output: It is another situation that can take place within organization such as
when employees gives their less efforts to achieve short-term goal instead of long-term
goals at the workplace while in return,they receive modest salary in the form of output of
employer. Such situation leads competitive disadvantage within company and it unable to
take short-term goals within timeframe.
That’s why it is important for the Ryanair’s management to focus on the creating Input = Output
situation which is more ideal as compared other situations. This situation will support in
achieving financial benefits and raises goodwill of the company in the business market. With this
situation Ryanair can keep motivate it’s staff member for long time within workplace while
employees gets satisfaction from fair balance and they always try to put their 100% efforts in
their working so that organization get success (De Vitoand et.al., 2018).
Content Theory
This theory is organized to focus on individual’s behaviour and their expectation from
their job which leads level of satisfaction in them for the job.
Two-factor theory of Motivation
Hygiene and motivation are two important factors that lead motivation in individuals for their
job.
 Hygiene factors: There are various factors like job security; health benefits, job security,
employment policies and others are major Hygiene factors which leads satisfaction in
them for job. These are basic needs of individuals and they expect that wherever they put
their efforts then they must such needs. Hygiene factors does not play role in motivation

but these leads satisfaction in individuals for job. When individuals get all basic needs
that influences them to retain in the company for long time and makes them too much
dedicated and productive for the company. In the case of Ryanair, organization offers all
basic needs such as health insurance, flexible working hours and others to staff member.
 Motivation factors: It contains achievements, promotions, rewards, recognition and
delegation etc are motivational factors that motivates individuals to give productivity in
their working as result organization achieve more success in its sector. In the case of
Ryanair, management of the company keep motivated its staff by awarding regularly on
the basis of their performance. Thus, company maintains wellbeing of individuals within
workplace (Howardand et.al., 2020). It is essential for the Ryanair to maintain balance
between hygiene and motivationfactors because limited availability of resource directly
leads dissatisfaction in employees whom can takes long time to maintain balance. It is
major drawback of the two-factor motivation theory.
Motivation Techniques
 Flexible working hours: Currently it become one of the most effective motivation
techniques that has practiced by Ryanair. Management of Ryanair is flexible with time
that keeps individuals stress free within workplace and improves their working
capabilities within organization and in return employer gets beneficial outcomes.
 Soft and Hard skills: It is also considered behavioural motivation tool. Ryanair provides
skills and development session to it’s staff members and influences them to sharp their
skills and develops new skills. Such session supports individuals to grow their career by
learning number of skills and influences them to deliver effective services to the
customer. It is behavioural motivational approach which stays motivated individuals
intrinsically within workplace (Oh and Farh, 2017).
 Emotional Intelligence: It is also a behavioural motivational approach that helps
individuals to manage their stress level in each situation either favourable or non-
favourable. Ryanair practices this behavioural motivation approach as well to motivate
it’s staff during workload time. With this approach individuals learn about stress
management and implement them during peak time to maintain their wellbeing within
workplace.

These motivation techniques are known as behavioural motivative techniques which lead
motivation in individuals intrinsically. Ryanair always try to practices all these behavioural
motivation techniques effectively so that it can keep it’s staff stay motivated within company for
long-time.
Critically evaluate relationship between culture, politics, power and motivation
A effective organization culture, power, politics and motivation all are keep close
relationship to each other such as a when organization posses’ effective organization culture that
helps management to practice effective and fair politics within company which creates positive
working environment and leads productivity in organization activities. As same ideal
organizational culture and politics helps employer to empower few members of the staff who can
use their power in effective manner and takes all decision in the favour of organization and
employees wellbeing (Pereira, 2018). Ideal organizational culture always tries to enable team and
organization for gaining high success. Motivation is the major factor that supports to keep
individuals happy and motivated within workplace. Thus, a ideal organizational culture align all
factors like culture, politics, power and motivation effectively in respect to lead sustainable
success within company. But when organization does not have ideal organization culture then
organization cannot maintain fair balance in these relationships which is major drawback of the
relationship.
Recommendation for Ryanair
 360 Degree Feedback Strategy is the best strategy for the Ryanair that helps company to
maintain effectiveness of all strategies and employee’s performance within organization.
For example, with this strategy Ryanair can gather feedback from their staff about
effectiveness of organizational strategies and senior authorities’ response and encourages
them to keep their viewpoint that makes them feel valuable and improves working
performance of them within workplace. As same Ryanair can gather feedback from their
customers as well and requests them to give their suggestion to improve services of
company (Ryan, 2016). Thus, organization keeps its customers retain for long time with
the company and in return will generate high revenue. Thus, this strategy improves
overall performance of company.

PART 2
Concepts of organizational behaviour:
Organizational behaviour is basically based on the fundamental concepts. In the field of
physical science and social science, business organization has the foundation of the philosophies
that helps in the development processes. From the day of birth till its death, individual remains
unique in their own way. With the uniqueness of philosophies, individuals are also different in
their experiences and lifestyle. In Ryanair also, employees working styles, skills, ability are
different from each other. With the differences in the philosophies, people have their own
perception when they see something.
Two people can think in two different ways for the same thing. And further this result in
their experience. An individual organizes and also interprets whatever they see according to their
experiences. In the same way employees of Ryanair also sees the work in different ways
according to their experiences, skills and interest. Every individual is different in their own way,
similarly the needs of individuals are also different, and people work for fulfilling their needs.
Employees tried hard in performing well and achieve the goals of the organization. Motivator
plays an efficient role in enhancing the performance of an individual and the quality of work.
Employees of Ryanair have the desire for involvement. Every individual employee seeks the
opportunity for involving in the process of decision-making; employees always want the chance
to share their own ideas and experiences. Therefore, the company should provide them chance or
open stage for expressing their views, experiences, ideas etc. An involvement can result in the
mutual benefits for both, company and employees.
Every employee wants to be separately treated from the others. Employees don't want to
be treated in the same old way, as an economic tool, because employees are the best creation of
god. Therefore, they want their own respect and dignity from the company and employers of the
company (Chumg, 2016). In a company, every individual wants to be treated separately. This is a
philosophical concept. Employee wants their own respect and dignity. In a company, everyone
should get equal importance and respect, it might be either the owner of the company or the
labour. It also confirms that employees should be treated differently from another function of the
production. If the employees of higher level are getting respect, than the same respect should be
given to the employees of lower order, because everyone in contributing something for achieving
the goal of the company. Through the study of social culture, the companies are systems of

socials, because the activities of companies are governed by laws of social and psychological.
The employees having psychological needs, they also have the social status as well. In the side of
the organization, there are two main types of the social system, they are; formal and informal
social systems. When all the organisational behaviour's fundamental concept placed together,
they emerge a holistic concept. This concept influences the relationship of people and
organisation. It interprets the relationship as a whole individual, organisation or the social
system. It takes the view of the people in the company to understand the possible factors that
influences their behaviour.
Path goal theory:
The path goal model is a theory which basically specifies a leadership style and its
behaviour, which helps in achieving the organizational goals (Moraru, 2019). This theory is
beneficial for the company as it deals with the process in which managers select an appropriate
behaviour for the employee's needs and their environment of working. Manager helps their
employees in guiding them path for the daily work activities. This theory further says that
managers have to engage in different leadership behaviours. The leadership behaviour depends
upon the nature and demand of the situation. This is the role of the leader or manager to assist the
employees for achieving the goal of the organization (Moraru, 2019). Leaders should direct and
support the employees for ensuring the individual goals with organizational goals.
Path goal theories, there are many ways, they are: it is the responsibility of the manager
to identify the experiences and ability of the employees. Manager of the company tests
experiences and ability through different types of interviews etc. and also provide employees
different training program regularly. Regular training program help employees in learning new
thing related to the organization, it helps in recalling the information The managers should
design the tasks and make a team for completing the task. Team is an effective way of working.
Manager should appoint the leader to lead a team. Leader is important because it helps in solving
the disputes and conflicts and also helps them in directing right path. Leader should be capable
enough to take the correct decision without partiality (Peralta, 2018). They assign the tasks to the
employees according their ability and skills. During the task, though managers are supporting but
at many stages’ managers have to participate with the team. Managers also motivate employees
through different activities. These help in completing the task, which results in increasing the
productivity.

Therefore, concepts of organizational behaviour play an important role for the individual
and organization, as it makes the performance of the employees more effective and efficient.
Importance of Team development theories
A team is the group of the employees working together in achieving the same task or
objectives. A team is group of people with the same ability and skills (Wagner, 2017). Teams are
not for the regular basis, they are temporary.
Team development theory
The Tuckman's theory explains that the team develops the maturity, relationships, and
also leaders change its leadership styles. The overview of Tuckman's theory is to form, storm,
perform, norm to develop the group. This model is helpful specially in training the employees
about the task of the group or team.
The stages of this theory are as follows:
Forming:
Forming is the first stage of the Tuckman's theory. This stage includes forming the team
for completion of task. Employees of Ryanair are dependent on the manager for directing them.
The roles and responsibilities are not clear in this stage (Black, 2019). The members of the
Ryanair must be prepared fully for answering the questions about the objectives and goals of the
task. Members are tested and selected according to their capabilities and experiences.
Storming:
After forming the next stage of Tuckman's theory is storming. Now the forming stage is
completed and managers of Ryanair start storming of the employees. Storming is the stage in
which chance of uncertainties and conflicts are more, because people with different
organizational behaviour come together and form a team. Team members try to make
relationship among them. The relationship and emotional issues increase and it becomes difficult
for leader to handle. So the ream should be focussed to the goal instead of these conflicts. Leader
should make the compromises in the disputes.
Norming:
After storming the team members, the next stage is norming. In this stage the roles and
responsibility of each member of Ryanair are clear and accepted. The big decisions are to be
taken by the discussion in groups whereas small decision can be taken by the individuals. The

union become strong in this stage and mangers can organize different social activities for fun.
Now through discussion, team develops its processes.
Performing:
After the completion of norming stage, the next and most important stage is Performing.
At this stage vision is clear and team can also work without the interference of the leaders. The
autonomy is at higher level. Disagreements and conflicts are now resolved positively and now
the team is ready for achieving the goal. The leaders of Ryanair are now independent and
working without the assistance of the leader.
Adjourning:
This stage is more adjunct to the above mentioned four stages rather than an extension.
This phase is more relevant and well-being to the people of the group, but it is not the task of
developing the team. Basically, adjourning is the break of the group, after the successfully
completion of the project and purpose are fulfilled. It mainly deals with the sensitivity,
vulnerabilities and recognition of the members.
Therefore, theories are important in forming and developing the team.
Effective team refers to the groups, that is conscious about its own operations and works
smoothly whereas ineffective team refers to the group, that flows downwards and are weak.
The difference between effective and ineffective team, the following chart helps in identifying
the components better:
Effective team Ineffective team
Atmosphere Open. Relaxed, comfortable Tense, guarded, duly formed
Objective Understood and accepted by
all and task achievement
Unclear and without evidence
and conflicts with tasks
Communication Open and flows freely Dominate discussion
Criticism Frequent and frank Embarrassment and produces
tension
Leadership Formal leader Single leader dominated
Conflict handling Comfortably handling Protocols are not understood
Expresses personal feelings Expresses freely Feelings are hidden

Review of process Conscious about the operations Operational discussions are
avoided.
Recommendations to make the team effective:
The team leader should be cooperative and can understand the problems and concern of
the employees (Woodcock, 2017). They should be supportive and does not believe in partiality
and politics. Leader should try to maintain healthy environment among the employees, which
influences employee's performance, which results in the growth and development of the
organization.
CONCLUSION
In this report, it has been concluded that culture, politics and power plays an efficient role
in the Ryanair's performance and behaviours. In this report the emphasis was also laid on the
motivation and motivation techniques, helps in achieving the goals. It also described about the
philosophies of organizational behaviour in Ryanair. Team development theory was also
evaluated through the chart. These are some important factor of the business organization and
helps in achieving the goals by different stages and strategies.

REFERENCES
Books and journals
Black and et.al., 2019. Team Development Over Time. Organizational Behavior.
Buchanan, D. and Badham, R., 2020. Power, politics, and organizational change. SAGE
Publications Limited.
Chumg and et.al., 2016. Factors affecting employees' knowledge-sharing behaviour in the virtual
organisation from the perspectives of well-being and organisational
behaviour. Computers in Human Behavior, 64, pp.432-448.
Moraru and et.al., 2019. Group Development Process in Management of Work Teams. Quality-
Access to Success, 20.
Moraru et.al., 2019. Group Development Process in Management of Work Teams. Quality-
Access to Success, 20.
Peralta and et.al., 2018. Team development: Definition, measurement and relationships with
team effectiveness. Human Performance. 31(2). pp.97-124.
Wagner and et.al., 2017. Effective team-based primary care: observations from innovative
practices. BMC family practice. 18(1). p.13.
Woodcock, M., 2017. Team development manual. Routledge.
Caputo, A. and Borbely, A., 2016. The firm’s strategy and its negotiation capability: the Ryanair
case.
De Vito, L and et.al., 2018. Employee motivation based on the hierarchy of needs, expectancy
and the two-factor theories applied with higher education employees. IJAMEE.
Howard, J.Land et.al., 2020. A review and empirical comparison of motivation scoring methods:
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Oh, J.K. and Farh, C.I., 2017. An emotional process theory of how subordinates appraise,
experience, and respond to abusive supervision over time. Academy of Management
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Pereira, M.R.D.A.D.P., 2018. Equity valuation: Ryanair Holdings PLC (Doctoral dissertation).
Ryan, J.C., 2016. Old knowledge for new impacts: Equity theory and workforce
nationalization. Journal of Business Research, 69(5), pp.1587-1592.