Organisational Culture and Whistleblowing Intentions

This assignment delves into the influence of organisational commitment and corporate ethical values on non-public accountants' whistleblowing intentions in Barbados. It also touches upon the effects of potential harm, social pressure, and organisational commitment on whistleblowing intention and behaviour.

Organisational
behaviour
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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Analysing organisational culture, politics and power influence individual team behaviour and
performance.................................................................................................................................3
TASK 2............................................................................................................................................6
a) Evaluate Process and Content theory to raise effectiveness in team performance as well as
success rate of Ryanair................................................................................................................6
TASK 3............................................................................................................................................8
A) Identify and explain different types of team...........................................................................8
B) Belbin's model of team...........................................................................................................9
C)Path Gaol Theory.....................................................................................................................9
(D) Determine the main barriers to implementing a new organisational structure in Ryanair..10
CONCLUSION..............................................................................................................................12
REFRENCES.................................................................................................................................13
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INTRODUCTION
Organisational behaviour is refer as study of people who act within group of individuals.
It is defined as principles that are applied primarily in attempts in order to make business
operation. In other word it is defined as they study of human behaviour in organisational
settings, interference between human behaviour and organisation itself. Basically, it is the study
of human behaviour of individuals primarily in their organisation roles and responsibilities. In
this report organisation chosen is Ryanair, is an Irish low cost airline founded in 1984,
headquartered in Swords. This report is going to analysis organisation culture, politics and power
influence individual team behaviour and performance. Moreover, identifying how content and
process theory of motivation and motivational techniques that enable effective achievement of
organisational context. Furthermore, applying concept and philosophies of organisational
behaviour context within an organisation context in business situation.
TASK 1
Analysing organisational culture, politics and power influence individual team behaviour and
performance
Organisational behaviour is defined as process that help to study the behaviour of individual
within an organisation. The organisational behaviour of Ryanair is to enhance the performance of
their employees and staff members in an effective manner (Alleyne, 2016). It main motive is to
build up strong relationship among team so that a respective organisation gaols and objective can
be achieved in an effective manner. Herein, Ryanair are adopting Handy's topology in their
workplace so that the can over come with certain issues that they were facing.
Organisational culture: Organisational culture is defined as predictions which consist of values,
beliefs and behaviour of individual within organisation. The culture of Ryanair organisation are
comprising many ways that consist of interacting among each other so that a peaceful
environment follow within workplace.
Power culture: Power culture refers top the power which lies within the hand of few
individual within an organisation. Herein, in case on Ryanair are adopting this power that full
authority will lies within hand of owner, mangers and director etc.
Task Culture: Task culture is form when team in an organisation that are formed to
specific address problems. Ryanair are working with flexible working conditions with the
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horizontal nature. For such purpose they are coming up with team formation of different skills
and qualification of individual so that they can cream unity as well as they can accomplish their
gaols and objectives in an effective manner (TChen and Lai, 2014).
Role culture: In this culture, this based on roles which are highly controllable with
everyone within organisation knowing about their roles and responsibilities. In context to
Ryanair an individual feel that they are highly knowledge and know about their roles and
responsibilities within workplace.
Person culture: In an organisation wi9th person culture, individuals see themselves as
unique and superior within an organisation. If a respective organisation follow this culture than a
person thinks that they are more power that every one within organisation
From this approach an organisation that is Ryanair are adopting task culture with in their
work place.
Impact of culture: Culture play's both positive and negative impact within organisation culture.
It may impact on healthy environment that can be created within organisation when strategies are
formulated by which all employees can be treated equally. In this manner it will help an
organisation to improve the performance of employees within organisation.
Positive impact: Performance of organisation can be maximised when employees are
treated equally in terms of salaries, responsibilities assigned to them, nationality and many
others. Management of Ryanair ensures that responsibilities are assigned to employees
depending upon their skills and knowledge.
Negative impact: If Ryanair do not go for regular performance of employees and miss
behaviour is increasing then it will negatively impact on organisation culture.
Power: Power refers to that ability to cause and prevent an action that make things happen. It is
that ability to direct on influence behaviour of others or course of event or power. Herein,
Ryanair are adopting France and raven's power theory (Cherry, 2017).
Reward power: Rewards can be in monetary (cash amount, cheques etc.) or non
monetary(gifts, holiday packages etc.) value. Rynair should reward their employees for their
effective performance so that they get motivated within and work effectively and efficiently to
meet the set goals on time. For employees hard work reward should be given in any terms
weather it is monetary or non monetary so that effective and efficient staff members can be
retained for longer time duration as well as productivity ratio can be raised accordingly.
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Expert Power: Expert power is also widely used by Ryanair to motivate their staff
members. In this power relies on expertise, in-depth knowledge and information so that best
outcomes can be seen. Here, expert are the leaders who are highly skilled and intelligent in their
work profile. Moreover, expertise has the power to motivate or influence their co-workers so that
they can complete their task on time This type of leadership is highly appreciated in Ryanir.
Legitimate power: It is a traditional form of power. The power of legitimate tends to fall
in Ryanair if people hold titles like owner, executive , CEO etc (Elsmore, 2017). This power
includes appraising and punishing staff members by their leaders. This power can be weakened
easily as the person loses its title or position because it depends on role.
Coercive power: Coercive power is dependent upon coercion, which state that people
are pushed to do something which is against their inner will or interest. It leads to problems
like, bad behaviour and dissatisfaction in work which reduces productivity.
Referent power: Referent power is related with capability of an individual accepted by
top level managements their role model in the firm. In this case leaders who is having the power
in hand is most liked by every staff members. It involve high responsibility in the business so it
need to be carried out with honesty. Ant rumour can lead to loose the power within no time
Positive impact: Performance of employees will have significant impact as they will be
influenced by authorities of Ryanair as well as they will be motivated to perform till their entire
potential.
Negative impact: This will decline loyalty of employees towards organisation. As if
power is possessed by wrong person then their motivation level will be decreased
Political behaviour : According to Charlatan's politics are within organisation creates unhealthy
working environment. Some times politics can have both positive and negative impact within an
organisation. Its all depend upon the work place how the mangers m,ainatin their employees and
staff members.
Positive impact: Though politics do not have positive impact on organisation but it
definitely has affirmative affect on individual who do this, as by taking advantage of others they
can raise high in terms of performance and power (Geppert, 2017).
Negative Impact: Management as well as leaders need to make sure that their
environment is safe and it does not hamper performance of employees. Person whose advantage
is taken will surely have affect on their performance.
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TASK 2
a) Evaluate Process and Content theory to raise effectiveness in team performance as well as
success rate of Ryanair.
Motivation is very important in each and every situation and even it helps to enhance the
work performance and tells that how work is required to be done in a systematic manner. It is
mainly helpful in the sector of organisation because it is necessary that every time employees
must be motivated so that positive results can be obtained. Ryanair needs to motive each and
every employees and for that they uses different types of motivation theory and they are content
theory and process theory (Hystad, Mearns and Eid, 2014).
Process Theory: It is the system of ideas and policies that how any of the organisation
can bring changes and implement them in future. This theory examines that how any of the
particular need can changed the behaviour of an individual so that their goals can be achieved in
that particular section. It plays the important role in context of organisation because it helps to
motivate any of the employees that how they are required to work in future.
Content Theory: It is also one of the important theory whose main motive is to motivate
the different people. There are various theories which are included under it and they are
Maslow's Hierarchy of needs, Alderfer – ERG theory, Herzberg – Two factor theory and many
other. This theory is mainly helpful for organisation as they are required to motivater their
employee's on every short period of time so that they can help to enhance the overall result of the
organisation.
Difference between Content Theory and Process Theory
Content Theory Process Theory
The main focus of this theory is on shape of
needs.
It emphasis on psychological process which
impact on motivation and basic needs.
It include Maslow’s hierarchy of needs,
Herzberg’s two factor theory, etc.
It include Reinforcement, Expectancy, Equity
and Goal setting theories.
Vroom's Expectancy Theory on Ryanair
It is explained as the theory which helps to maintain relationship between wants and
efforts that are done by any of the individual. The area which is focused by this theory is efforts,
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results and performance which is delivered by the individual. It is one of the effective theory
which is adopted by most of the company so that their employee's can be motivated in the most
significant manner. Even it is the theory through which positive results are achieved in future. In
context of the Ryanair they uses three elements through which their employee's are motivated.
 Expectancy- In every organisation, employee's do have expectation whenever they work
within the organisation (Kallio, Kallio and Blomberg, 2015). As per this principle, the
manager of Ryanair need to set their goals and targets and after that they must try to keep
faith on employee's so that they can achieve it by working harder.
 Instrumentality- Once goal is achieved, employee's do have some expectation from their
company as they had helped organisation in achieving the goals of an organisation. Here,
it is necessary for the Ryanair that they must provide bonus and rewards to the
employee's and workers who are working within the organisation. Valence: It is the theory which is totally based on the basis needs and wants of
employee's. In context of Ryanair, they must try that how they can fulfil the needs and
wants of different employee's because it is found that needs and wants always differs
from person to person.
Maslow's Hierarchy Theory
It is the motivation theory which was derived by Abraham Maslow in year 1943. He had
described the needs of individual in five different stages because it do increases once one is
fulfilled. Altogether, there are five elements under it and they are described below in context of
Ryanair.
 Physiological needs: It is the basic needs which are required by each and every person in
their life because without those needs it is not easy to spend their life. Basic needs
includes air, water, food, and shelter (Kasemsap, 2014). Here, Ryanair tries to be fair
with their employee's that how they can fulfil the primary needs and for that even they try
to pay the fair amount of remuneration to workers.
 Safety and Security needs: It focuses on the safety and security of the person as it is
required the most after basic needs are fulfilled. In context of Ryanair, they provide the
job security the employee's who are working since last 1 year in the company. It helps to
encourage the employee's so that they work harder for the company.
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 Social needs: It is related with family, love and social groups as individual always needs
them in their life. Here, Ryanair try to develop the working environment where all the
employee's are required to work as a team because that helps to develop the healthy
relationship among the workers.
 Esteem Needs: This level of motivation try to describes that when other level needs are
fulfilled an individual always expect that they should be reward for the work which they
do on daily basis. In context of Ryanair, they have come up with the solution where they
provide appraisal, certificates to the employee's who are connected with them (Laforet,
2016).
 Self actualisation needs: Under self-actualization, an individual is required to work at
their top potential and capabilities through which they can easily achieve their personal
objectives and targets. But considering this needs, Ryanair have tried to fulfil this need
also and for that they delegate different responsibilities to employee's through which
company is also benefited.
TASK 3
A) Identify and explain different types of team.
Team can be defined as the group of people performing together for achieving similar goals
or objective. It plays important role in each and every sector of the life. In context of Ryanair,
they required the team work the most as it helps to build health relationship among the
employee’s. Some of the team works are discussed below:
 Functional team: This is the group of team where expertise is included who belongs to
various department. This will Ryanair to collect number of information from different
department through which performance level can be judged easily (Maitland, Hills and
Rhind, 2015).
 Problem solving: It is necessary that team should be created who can help out to solve
various which occurs within the organisation. If Ryanair can be able to create team who
can look after all this matter, then they can easily solve all the issues arises on regular
basis.
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 Project: There are number of projects which need to be completed on time and for that it
is important for Ryanair that they should create team and time limit should also be given
so that positive results can be obtained.
 Virtual: Number of people are added to the group and totally rely on all the technologies
which are used for communication (Pennington, 2014). Ryanair can be benefited from
this because data sharing can be very easy from one department to another in quick
succession.
B) Belbin's model of team
This is the theory through which it can be easily understood that what are the strength and
weaknesses of the team member. In context of Ryanair, it will be easy for them because they can
easily build the because strength and weaknesses can be judged easily. Several role performances
are explained below which are performed in this model.
 Action oriented role: In this role, three things are included and they are shapers,
implements and complete finisher. The one who improve the quality of team is known as
shapers were as the one takes the help of other for completing the things is known as
implementer and lastly complete finisher recheck the work once it is completed (Piercy,
2014). In context of Ryanair, it will them to enhance their overall performance by
creating innovative ideas.
 People oriented role: In this team work, resource investigator and coordinator are
included. These are the person who helps to generate new ideas which leads towards new
innovation. If Ryanair can be able to develop this types of team, then they performance
will be enhanced through which goal can be achieved easily.
 Thought oriented roles: Under this role the main focus is always given on plant,
monitor evaluator and specialist. While talking about Ryanair, this three different team
can easily help to analyse the situation through which best alternative action can be
selected.
C)Path Gaol Theory
Path Goal theory is based on scientific theory with in a specific form of leadership style
or behaviour that bare adopted by a leader within an organisation in order to have good
command over employees and staff members. It is one of the most effective form of leadership
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which is acquired by the leader of Ryanair so that they can motivate their employees in an
appropriate manner as well as encourage them to works towards the achievement of organisation
(Ruck, Welch and Menara, 2017). Additionally, there are various type of leadership which are
acquire by a respective organisation are determined below:
Directive leadership: According to this leadership style , leader of Ryanair are need to
guide up their employees and staff members in an appropriate manner so that they can work
towards the gaols and objectives of an organisation in an effective manner. This will create
benefit for both the employees as well as organisation to deal with different kind of
circumstances or with with complex situation so that they can find away in an effective manner.
Supportive leadership- It is an essential leadership style which help in making effective
relationship with the employees and solving their problems which they are facing in working
environment. When the organisation allotted complex task to the employees than this leadership
style help them in completing their work on time.
Participative leadership- In Ryanair, each employee is getting a chance to make
participation in the decision making process so that they can share their ideas with their senior
and if they are effective then they can be implemented by the management for the organisational
growth. So this way they can make participate and contribute in the firm's development.
Achievement leadership- In it, there are various objectives that are framed by the
management and set for the employees by Ryanair's leaders. In it, they expect that employees
perform better and attain or achieve their tasks and target in set period of time.
Employees characteristics- It modify the workers to have necessary skills and knowledge
according to the organisation's need. So the manger of this organisation motivate the employees
or provide training so that they can make important and learn new required skills.
Task and environmental characteristics- It is analysed with monitoring the problems of
workforce in working environment (Scott and et. al., 2018). In Ryanair, the manger of the
company solve problems by making interaction with the employees so that they can work
effectively in a healthy work environment.
(D) Determine the main barriers to implementing a new organisational structure in Ryanair
Changes are important and most useful in each kind of organisation while it can be small
or large. In a company if the management of the firm implement change on time according to the
new and advance technology then it will help in the development of the company. In Ryanair, the
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management of the company also think bout to make change in the corporate structure of the
company over the next 18 months. It will be beneficial for the proper running of the
organisational functions, activities and operations. If there are no efficient interaction channel
that can be used by the company to make communication with its employees then it negatively
affect and create barrier to share information (Thoradeniya and et. al., 2015). Another issue can
be sudden changes which generate various type of conflicts and misunderstandings because each
worker have their own opinion and they can be different and cause of rising conflicts.
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CONCLUSION
From the above discussion it has been concluded that organisation behaviours play's an
important role within an organisational. It help an organisation to to understand the study of
individual within an organisation. Herein, a respective company bis opting different theory and
approaches so that they can acquire better performance within their organisation. Addition it help
to know effectiveness and ineffectiveness of team members so that work upon it accordingly.
Furthermore, they are adopting motivational and different leadership approaches that help to
increase the productivity, profitability and attain sustainability for longer duration of time. Thus,
an organisation behaviour help an organisation to maintain proper workplace for their employees
and staff members so that work effectively in an appropriate manner as well as achieve gaols
and objectives within competitive marketplace.
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REFRENCES
Books and Journals
Alleyne, P., 2016. The influence of organisational commitment and corporate ethical values on
non-public accountants’ whistle-blowing intentions in Barbados. Journal of Applied
Accounting Research. 17(2). pp.190-210.
Chen, C. P. and Lai, C. T., 2014. To blow or not to blow the whistle: The effects of potential
harm, social pressure and organisational commitment on whistleblowing intention and
behaviour. Business Ethics: A European Review. 23(3). pp.327-342.
Cherry, S., 2017. Transforming behaviour: Pro-social modelling in practice. Willan.
Elsmore, P., 2017. Organisational Culture: Organisational Change?: Organisational Change?.
Routledge.
Geppert, M., 2017. Beyond the Learning Organisation: Paths of Organisational Learning in the
East German Context: Paths of Organisational Learning in the East German Context.
Routledge.
Hystad, S. W., Mearns, K. J. and Eid, J., 2014. Moral disengagement as a mechanism between
perceptions of organisational injustice and deviant work behaviours. Safety Science. 68.
pp.138-145.
Kallio, T. J., Kallio, K. M. and Blomberg, A. J., 2015. Physical space, culture and organisational
creativity–a longitudinal study. Facilities. 33(5/6). pp.389-411.
Kasemsap, K., 2014. The role of knowledge sharing on organisational innovation: An integrated
framework. In Quality innovation: Knowledge, theory, and practices (pp. 247-271). IGI
Global.
Laforet, S., 2016. Effects of organisational culture on organisational innovation performance in
family firms. Journal of Small Business and Enterprise Development. 23(2). pp.379-
407.
Maitland, A., Hills, L. A. and Rhind, D. J., 2015. Organisational culture in sport–A systematic
review. Sport Management Review. 18(4). pp.501-516.
Pennington, D. C., 2014. The social psychology of behaviour in small groups. Routledge.
Piercy, N., 2014. Marketing Budgeting (RLE Marketing): A Political and Organisational Model.
Routledge.
Ruck, K., Welch, M. and Menara, B., 2017. Employee voice: an antecedent to organisational
engagement?. Public Relations Review. 43(5), pp.904-914.
Scott, and et. al., 2018. Healthcare performance and organisational culture. CRC Press.
Thoradeniya and et. al., 2015. Sustainability reporting and the theory of planned behaviour.
Accounting, Auditing & Accountability Journal. 28(7). pp.1099-1137.
e the action and select the best among them. This type of roles bring unity in the team.
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