Organisational Behaviour

ORGANISATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1 Organisational culture, power and politics.............................................................................1
LO 2.................................................................................................................................................3
P2 Application of motivational theories......................................................................................3
LO 3.................................................................................................................................................6
P3 Effective team and factors that make effective team..............................................................6
LO 4...............................................................................................................................................10
P4 Philosophies of organisation behaviour................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Behaviour of employees matter a lot in the organisation, managers ensure that all people feel
happy and work better in the firm. For that each enterprise always try to make its workers happy
so that they retain in business for longer duration (De Vasconcelos, Gouveia and Kimble, 2016).
Values, culture, believes of company determine the behaviour of staff members in the firm.
Workers are the important stakeholder of business, they work hard and give best efforts in order
to meet organisational goal. If behaviour of them is not good then company’s overall working
can get badly affected. Present study is based on Ryanair is the budgeted airline, it is operating in
around 225 destinations. Company is popular for its low fares hence it has wide range of
consumers. Ryanair has gained amazing media coverage which has supported business in
growing well globally. Current assignment will describe organisational culture, power and
politics and how these elements affect individual and organisational behaviour. In addition,
report will explain and apply motivation theory in context to Ryanair. Assignment will evaluate
team development theory and will explain the factors that make an effective team. Furthermore,
report will apply philosophies of organisational behaviour on Ryanair.
LO 1
P1 Organisational culture, power and politics
Culture is the value, believes of firm that drive or influence satisfaction level of employees
in the organisation (Pasian, 2016). Handy’s culture model explain four different types of culture
that is followed by business unit:
Power culture
Many companies are here which gives high power to their staff members, Fe people
makes all the decisions and direct employees in the company. They are the managers or on the
higher post and they enjoy additional privileges. Managers allot work to all individuals but in
this type of culture subordinates do not get any rights to raise voice against the managers. Hence
such kind of culture makes individual negative and these negative people do not really make
efforts to meet team goal. Hence overall performance of company gets badly affected and it
affects sales performance and profit of business unit as well (Ho and et.al., 20170.
Task culture
This is another kind of culture in which people work to meet particular goal, they solve
critical issues and management allot them work on the bases of their abilities. All employees
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have common interest and they work together so that team goal can be obtained. This makes
employees positive and team performance also get improved to great extent (Xuereb, 2015). This
type of culture is followed by Ryanair where managers know the skill and ability of each person
and every team members have equal contribution in achieving team goal. This type of culture
encourage innovation hence overall company’s performance get improved greatly (Handy Model
of Organisational Culture, 2019).
Person culture
Employees feel themselves that they are superior in firm and management has to work as
per their requirements. They do not really give respect to others and do not care for
organisational goal. They work just to get certain amount of money and such employees do not
support management or never say in the favour of company. This negatively influence individual
and team performance hence overall working of organisation get badly affected (Al-Dmour,
Love and Al-Debei, 2016).
Role culture
This is the type of culture people are specialised in their field and they get work as per
their specialisation. They show their interest in work and give their best towards the business
unit. Employees accept challenges and work together to meet the organisational goal. Person
who is more responsible or having high responsibility get high power (Memduhoglu and Yildiz,
2016).
Organisational power
Organisational power can be described as authority of particular person to influence work
of others in business. French and Raven’s power type are explained as below:
Coercive power
Mangers force their subordinates to do particular task. Leaders take things away from
employees and control over all the workers. Team members continuous try to impress their
leader so that they get rewards. This type of power makes individual negative because they get
punishment if they fail to work better or work according to instruction provided by leaders
(Forssell, 2018).
Reward power
This is another type of power where managers give money or additional rewards to their
staff members so that they work better and perform their duties with loyalty. Money is the most
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