Organisational Behaviour Report: Ryanair, Leadership and Motivation

This report provides an in-depth analysis of organisational behaviour, focusing on a case study of Ryanair. The report examines various aspects of organisational behaviour including culture, power dynamics, and political behaviour within the management structure, using Handy's Typology ...Read More

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
Main Body.......................................................................................................................................3
Activity 1.........................................................................................................................................3
A) Culture, the nature of power and political behaviour of the management of the
organisation.................................................................................................................................3
Activity 2.........................................................................................................................................7
A) How content and process theories of motivation could be used to influence staff
performance.................................................................................................................................7
Activity 3.......................................................................................................................................11
A) Relevant team, analyse what would make the team more effective....................................11
B) Critical analysis with path-goal theory, resistance to changes, planned structural changes
and improve productivity and performance..............................................................................12
Path goal Theory.......................................................................................................................12
Contingency Theory of Leadership...........................................................................................14
Conclusion.....................................................................................................................................15
REFERENCES................................................................................................................................1
Books and Journals.....................................................................................................................1

INTRODUCTION
To increase the productivity of an organisation the analyzing of an employee's behavior is
required and that process is known as organizational behavior. The analyzing both group and
individual performance and behavior in the organisation. This process or principles are used so
that the company or organisation can have an effective operation. These principles when applied
on individuals or groups can help those people give there best and improve there effectiveness in
the organisation. This method helps people improve on communication, innovation, performance
in an organisation, job satisfaction and promotes leadership qualities. This study can lead to a
healthy environment in the organisation and take out the best of people. Business structure and
decision making are the new theory's which have come out in the today's world.
Ryanair is a budget airline which has its headquarters in Dublin, Ireland. The focus of
this company was on satisfying there customers and fulfilling the human desires. The company
has the largest capacity aircraft and is well established in UK. The company is giving as many
services as possible in low fare to there customers.
Main Body
Activity 1
A) Culture, the nature of power and political behaviour of the management of the organisation.
1. Handy's Typology Model-
Impact of Culture- The soul of an organisation culture are the beliefs, values and
implication they have of their own company. There are four categories in which Charles Handy
has divided this culture model and the following are the categories-
Role
Rules and regulations is the base of this theory. There is a high controlling power in the
people because there are roles and designations which are allotted to people and that gives
people the clarity of the role they are playing in the organization (Osland, Devine and Turner,
2015). With role comes power and position in people of the organisation. There is a sense of
official and administrative presences in the organisation when they have the role culture in their
organisation.
Ryanair adopts this culture because this makes them official and the roles in the
organisation are clear with the people. The responsibility and roles are very much clear with the

people and know there power accordingly and their own path in the organisation is very much
visible for them the entire time. There is a big chain of command in this type of culture and also
has structure which in detail to give out clear path. Ryanair took lot of time to understand this
culture but now they have understood the importance of this culture and now have distributed the
roles to all the employees working under them.
Power
On the base of the influence and command on the organisation there are selected people
who get the power in the organisation and are positioned with higher ranks. With position comes
power and that power has to be understood by everyone who has those powers. People must not
misuse the power because that will affect the company negatively and the company may have to
face a fail. The power gives the people the decision making authority and the other employees
are judged on the bases of there achievement and then assigned roles to the employee's
accordingly (Graham, Ziegert and Capitano, 2015).
Ryanair has just started delegating the power and authorities to people therefore there has
been misunderstanding and a lack of sense of what has to be done by the people who have
power. Ryanair will take at least few months to understand there roles in the organisation
because they need to understand how the organisation was working and is working. The people
will authority will have to understand there roles individually and the groups as well. The study
has to be done by the people so that they can run the organisation as it use to before.
People
The people in an organisation are the basic necessity of the organisation because without
people the organisation can not work. With this method the people of the organisation take
themselves as unique and superior in the organisation. Without manpower the company is just
useless.
Ryanair employees are very bad with communicating themselves. The people working in
the organisation are very much loyal to the company but they are not being able to conduct
themselves well according to the standards of the organisation. The company can do really well
if they get a good employee in there organisation who know there roles and powers in the
organisation or they should keep the present staff and assign them the right work and give them
the details about the work then the organisation can work even moire efficiently.
Task

Due to the shift in the tasks and project the authorities change accordingly and this will
happen very often. People are experts in few fields and the others might be expert in some other
fields so the tasks will be assigned accordingly. This process takes place because the people have
to help the company to work efficiently and become a success. In any case this is not followed
then the experience in that field will lack and the work will not be done properly and the quality
of work will not be good.
In Ryanair since the tasks are not allotted properly and the power is not distributed
equally therefore the tasks are not being able to have a good quality when its finished. The
people are facing lack of communication between them and everyone thought that they are
superior. It's now that this company has distributed the work equally and has given the positions
to the right people therefore now the growth of the company will take place efficiently.
2. French and Raven's bases of Power
This bases of power model can be classified in five categories which are reward power,
coercive power, designated power, expert power and legitimate power.
Reward Power
Ryanair is now providing its employee's with a reward when they complete a task which
is assigned to them by there managers. Ryanair did not divide the employee's in different
positions before therefore they could not afford this power before and now when they have
started doing this positioning or distribution the company is not just being able to work more
efficiently but also give out a sense of motivation to there employee's to reduce the over turn of
the employee's in this company. The employee's always look for some extra benefits if they are
working with any organisation and if they are not given that then they will be unsatisfied and the
company will also not get satisfaction with the quality of work they do for them.
Coercive Power
This power can increase the labor turn over of the company because the employees are
forced to do work which they are not welling to do by the people who have the power in the
organisation. The company did not have any power distribution before therefore the power was
not being able to distribute which made the entire team work together on one task at a time but
now with the changing time different departments are required with different skills so that they
can make the working of the company better. Ryanair has faced turnover of the employees in the

past because the employees did not have any sort of motivation in continuing there work in the
company and even if they worked more than expected they did not get anything in return.
Designated Power
There was no designated power in Ryanair airline before but now they have made the
company do so because with the change in time there are multiple tasks which have to be
completed and the organisation has to adapt to new methods. Ryanair is getting use to this new
formula to get the tasks completed faster and effectively. Ryanair has distributed the work
equally and according to the fields of the employee's. Ryanair will get the success because of this
method real fast and will be included in one of the best airline in the world very soon yet again.
Expert Power
Expert power is when an employee has knowledge over one skill and the other one does
not. This gives that employee who has the knowledge to take the task decisions and power in
their hands so that they can make the task complete and give the details accordingly to the other
employees. Expert power is now coming into action in Ryanair airline because now they need no
mistakes and a quality work in the organisation regarding all the tasks and projects of the
company. The misuse of this power can be very dangerous for the company and specially for
Ryanair airline at this point of time.
Legitimate Power
This power is in the hands of the leader of the company who sets the rules and
regulations of the company. The one who has the coercive power has the legitimate power too.
Ryanair did not misuse any of its power till date because they could not afford to lose there
employees but it was because of no reward and motivation people left the company. It is quiet
possible that people might misuse there power now since they do not have any knowledge of the
power they have.
4. Chantal's characteristics of behavior.
There are many political aspects which affect an organisation of Ryanair airline. Ryanair
has to analysis this factor or model which is given by Chantal Mouffe. By analyzing the theory
this makes the employee work more efficiently and work more productively. This theory can be
divided into two categories which are productivity and concentration.
Productivity

Due to the political factors of the environment the productivity level of the company can
decrease and the efficiency of the employee's will reduce. For example when the government
comes out with a new law which is no growth in that particular year then that demotivates the
employee's to work efficiently.
Concentration
The political factors influence the employee's majorly because they loose there focus on
the task they were doing and that leads to incomplete work or the quality of work reduces and
that is not good for any organisation to work in such conditions. The interference of the political
factor make the employee's work slower and is not efficient enough because they are not being
able to concentrate on there work or job tasks and projects.
Activity 2
A) How content and process theories of motivation could be used to influence staff performance.
Motivational theory has different theories under it which are process theory which is
given by Maslow and content theory which is given by Vroom. There are different motivations
that are required by the organisation to make the company work efficiently.
Content Theory-
There has been a study of why does the needs of people change with the change in time
and that study is known as content theory. With the help of this theory the needs of people can be
clearly understood properly and will be able to motivate behavior because they are dependent of
specific factors. This theory is not valid and there is no proof that it is these theories which are
the reason for the change in needs but content theory is still very helpful to extend for
understanding individuals. This theory has helped the organisations to understand the needs of
people so that the organisation can make a profit and work efficiently if the needs of the
employees are fulfilled. Vroom's expectancy is one of the theories under content theory which
can explain this theory properly. There are 3 categories under this theory which are expectancy,
valence and instrumentality.
Expectancy
To make this theory work there are few things which have to be worked upon or have to
keep in there mind which are there has to be the right people for the job and with the right skills,
the raw material sources should be the right people and the company must have the right people

to get the work done. Ryanair airline is a company which worked together as one and the
positions were not fixed for anyone. Ryanair is a budget friendly airline and was very frequently
used by the customers which made it very famous (Klotz and et.al., 2018). Ryanair has always
made sure that they use the minimum of raw material and staff and give the customers the most
of that minimum. Ryanair has given the customers what they need but they did not focus on the
employees of their own company therefore they are not being able to compete with the other
airline's. The availability of raw materiel is easy available and the skills of people is also
available but the only thing that stops them from grow is that the distribution of the roles and
power was not done and now there which has made them come in the long run again. They are
still developing in this field by getting the right skills the right tasks so that they can work
efficiently and to the fullest.
Valence
Every individual of the company expects different from the work they are putting in for
the company. Some employee's want a reward for the work they do and some people just want
some extra income or verbal appraisal for motivation or an extra day off. Everyone has a
different way of motivating themselves for continuing there work. Ryanair employees were
welling to leave earlier because they did not get any anything in return for the efforts they were
putting in for the company and everyone had power over the work all the employees were doing
and there was no coordination. The employees are now getting more motivations and the
promotions are being done so that they get some kind of motivation to stay in the same company
for a long time. Employees now are willing to stay in the company for a long run and the
company now is slowing growing back up.
Instrumentality
The employee's of Ryanair airline are putting in there best because now they know that
the company will give them something in return for the efforts they are putting in for the
organisation. Sometime before the employees of this organisation were willing to leave this
organisation. When an employee knows that they will get something in return then they put in all
the effort to give the best and they can even start trusting the organisation with the kind of work
which is being allotted to them. To take out the best of the employees the company must show
some reward or an image of something in return for there efforts so that they can work more
productively and effectively.

Process Theory
There is a systematic form of ideas which can explain how an entity is developing and
changing that process is known as process theory. The major focus is on how and why the
changes are coming in this modern era. With the change in time and era the systems are now
changing and are developing themselves so that one can understand individuals properly.
Maslow's Hierarchy is a perfect method to explain this theory. Maslow has given five stages in
this method which are physiological needs, safety needs, love and belonging needs, esteem needs
and self actualization needs (Lam and et.al., 2015).
Physiological needs
The very basic needs that an individual needs to survive in the world are the
physiological needs which includes clothes, food, water, etc. The individuals of this company
has to get the basic of these needs because without this they will not be able to survive in the
world. Ryanair airline provides these factors to the employee's because they need these factors
not just to survive in the company but in the world environment. These are the basic needs of an
individual which have to be taken care of by the company because if they are not provided with
that facility then they will not be able to survive in the world. Physiological needs are the
external factors of the company and the individual but the company has to deal with these factors
too for the people of the company.
Safety Needs
There are basic safety measures which all the employees need and that comes in by the
law of the company and the government. There are security, laws, stability, order, etc are factors
which are provided by the company and the government of the nation. The company was not at
all flexible before which means that Ryanair did not care if the employee is working in the
organisation for 10 hours or 24 hours, the company just wanted there work to be finished which
made a lot of employees leave the company (Joo and Bennett, 2018). Now Ryanair is focusing
not just at the products and services of the company but on the employees even. They made sure
that there is no caste, race, gender, etc are being discrimination in any way possible so that
everyone gets a feeling of equality in the company. Till an employee is not feeling comfortable
with the environment of the company till then the employee will not be able to give in there best
to the organisation. The quality of work will only come when the employee is giving there best
and that is only possible when the employee is feeling comfortable and accepted in the company.

There are a lot of changes in the company regarding this factor. The employees seem more
satisfied than before.
Love and Belongingness Needs
This is a very important factor in an organisation because if the employee is not being
able to feel that emotion of belongingness in the company then how will be able to settle down in
the organisation. With love and belongingness comes good work and efforts and motivation to
work more (Newman and et.al., 2017). Ryanair did not care about the employees emotions or
desires from the company therefore the employees were not putting in there best which made the
company reach its best but then they started having a down fall after a point of time. The passion
of doing work reduces and the efforts which are being put also go for a waste in the company.
Ryanair has now improved themselves for the employees so that they can make the employees
work productively and put in there best.
Esteem Needs
There is a sense of respect and reputation which all the employees need after a point of
time in the organisation for the hard work and the efforts they have put in for the company. The
employees of Ryanair did not get respect and could not earn reputation in the company because
everyone took themselves as superior in the company. There was no equality and there was lot of
miscommunication among the team members. Now the company is focused on the internal
factors of the company and mostly on the employees.
Self Actualization Needs
The work is now well distributed among the employees of the organisation. It was not
this way before sometime and the company employees could not see themselves growing in any
form. They were feeling as if they are stuck in Ryanair and will never be able to achieve there
personal goals and aims of life(Borkowski, 2016). A goal and objective in life is a must in a
persona life because they need to grow in life and that can motivate an individual to grow but
with this kind of environment in the company people were not being able to grow completely.
Activity 3
A) Relevant team, analyse what would make the team more effective.
Tuckman's Model

After analyzing the behavior of an organisation there are some stages which have been
given by Bruce Tuckman which are as follows-
Forming
There was no leader in Ryanair before so the guidance and direction was not clear in the
employees before but now the leader is giving the right instructions to the employees to get the
best out of them. The leaders are made for the better working of the employees and it is a kind of
motivation for the employees to work more so that even they can become the leaders some day
(Borkowski, 2015).
Performing
The company's aim and objective is to provide its customers the budget traveling but the
employees have no motivation for helping the company to achieve that goal. The employees are
not being motivated and are not at all satisfied with the work they are doing. To increase the
performance of a person the company must show some image or give reward to the employee
whose performance is good according to the company (Miner, 2015).
Storming
The decisions which are being taken by the company have to be taken with everyone of
the organisation accepting those decisions but Ryanair did not bother to ask the team mebers of
the company. The company is now trying to make decisions on which all the employees of the
company are accepting the decisions.
Norming
There was no unity in the team members of Ryanair because they never knew what has to
be done. The unity was there before but slowly with the change in the mentality of people and
the change in environment the company has to get in the changes for the benefit of the company.
When the company thinks about the employees automatically the employees will get more
clarity of there work and will be able to work together.
Belbin Development Theory
Resource investors
In the present time the company is trying to use as little resources as possible and is
trying to focus on the other resources which can be used instead of the resources which are not
easily available (Chen, Chen and Sheldon, 2016). This division of departments has recently taken
place so this department will take time to develop.

Team work
The team work of the Ryanair is getting better now as the division of work is proper and
the people are getting rewards for the work they are doing so they want to do more work. The
people are putting in the extra efforts as teams to complete the tasks faster and better.
Implementer
The implementation of the tasks were not done properly before but now the company is
being able to manage themselves well in terms of implementing work and getting the work done
by the employees. The work clarity is there so the company is being able to work better and
efficiently and faster for the benefit of the company.
Coordinators
The coordination of the leaders and the employees is well managed now and that is
helping the company a lot to grow faster. The roles are now distributed and everyone knows the
leaders so they tend to listen to the head or leader and work more efficiently.
B) Critical analysis with path-goal theory, resistance to changes, planned structural changes and
improve productivity and performance.
Path goal Theory
Path goal theory is a specific process of analyzing different styles of leadership in the
organization. This theory analyzes the best candidate which will help the manager to understand
the behavior of the employees and place them at right place at the right time. It is based on the
employee's expectation and how will the employee will react when there is a given task for them
and how will the employee handle the task. This theory is a guideline for the Managers which
help them to understand the behavior and work environment of the employees and deciding
different leaderships and providing them motivation for better efficiency. The theory emphasis
on the goal of the organization and alternative methods to achieve it effectively. As Ryanair is
has selected new corporate structure with new management team to manage all the four
subsidiaries, for this the company need to understand the potential leaders with the help of Path
goal theory.
Directive Leadership
In this type of leadership style the leaders or the managers with leadership qualities have
a brief information about the goals and methods to finish the work assigned to their employees.

The leaders will provide all the information to their employees so that they can achieve their task
goals efficiently. The leader will also guide the employee with all the anticipating problems and
their solutions to it so the employees do not have to panic about the situation. Ryanair have
appointed some these leaders in the organization as they constantly guide their employees in
every stage of the task.
Supportive Leadership
Ryanair have analyzed the need this leadership style in the organization as they have
evaluated that leaders of this style are very curious about the health and behavior of the
employees. The leader focus on the healthy work environment and try to motivate the employees
by providing them many incentives to improve their efficiency and help them achieve
organization and personal goals. They posses a humble and kind nature to their employees which
help them to influence their employees very easily, as the employees admire and idolize them as
a leader.
Achievement oriented Leadership
Ryanair also need the leaders who challenge their employees in doing their task which
will make them aggressive in doing their task, this type of leader in the organization also
believes in the potential of the employees and allow them to use innovative ideas and let them
evaluate their flaws so that they can work on them to achieve their goals more efficiently. This
leadership style develop a self-confidence the employees and gives them the authority to take
their own decisions which will make them loyal to Ryanair organization and will contribute in
achieving the objectives of the organization with high performance workforce.
Participative Leadership
The leaders who take the responsibility in contributing the in task with their employees
with active participation and the leader also guide their employee with asking them about their
opinions and innovative ideas which can help them to achieve their task effectively and
efficiently. This leadership is only be applicable in Ryanair when all of their employees are
having equivalent knowledge of the leader (Dipboye, 2016).
Ryanair have to follow all the three leadership styles first to gain the high performance
workforce according to the situation and requirement of different leaders in the organization.

Contingency Theory of Leadership
The contingency theory of leadership has been analyzed by Ryanair as this theory show
the probability of effective leadership inn the organization and this also helped the organization
to manage their work force to attain the organizational objectives. The organization should make
a strategy by which the managers could evaluate their leadership styles which can help the
company to manage their employees effectively (Pentland and Hærem, 2015). As the leadership
can not be called best as all the leadership styles provide different outcomes for the organization.
The theory states that the leadership of any manger Is not only dependent on his potential
there are many hidden factors which makes the manager a successful leader. The factors which
Ryanair have analyzed which help a manager to be a successful leader are given below.
Leaders
The first and foremost important aspect of becoming a successful leader is his abilities,
skills, and potential of handling its employees. These abilities will help the organization to
analyze the importance of leadership in the organization. A leader has morale which separates
him with the other managers, the way of delivering the message to their employees and making
them more effective or by influencing is the part of a good leadership qualities.
Followers
All the leaders which make them successful is their followers as a leader will only be
effective when there are some believers to his thoughts and who influenced by their vision and
admire their ideology (Van Knippenberg and Hogg, 2018). That is why many managers are
having leadership qualities but lack the support of their employees, and they are not effective
leaders. The effective leaders are successful in making their followers have the same opinions
and this will help them motivate them in achieving the organizational and personal goals.
Organization
The organizational structure also have a significant role in effective leadership as the
employee who are doing their task without thinking of the impact of their task on other
department the role of leadership arises, and they become active in guiding and providing
support to their employees. Ryanair is has a need to establish leadership in their organization due
to complexity in their structure.
Environment

Any organization need to have a healthy environment to make their employees loyal and
establish the objectives of the organization. The change in environment will also change the
strategies and policies of the organization, the effective leader will have a knowledge of all the
effective knowledge about the external and internal environment which will help him to guide
their employees to understand that environment and become more effective. As different
environment need different leadership skills and styles so the leader should have a potential to
understand and have the knowledge to analyze the importance of all the environment of the
organization (Vasu, Stewart and Garson, 2017).
Conclusion
Ryanair is giving the best to people in low fare but the only drawback of this company is
that there is no coordination between the employee's of this company. The company is not doing
its best because there is miscommunication and the distribution of work was not done properly.
The company has now changed and is trying to change with the changes which have come in the
society. The company is slowly building itself up and will be back in the competition again.

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behavior. Exploring Industrial & Organizational Behavior, First Edition, Sattvic
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promotion regulatory focus on unethical pro-organizational behavior. Journal of business
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Miner, J.B., 2015. Organizational behavior 4: From theory to practice. Routledge.
Newman, A. and et.al., 2017. How servant leadership influences organizational citizenship
behavior: The roles of LMX, empowerment, and proactive personality. Journal of
Business Ethics.145(1). pp.49-62.
Osland, J., Devine, K. and Turner, M., 2015. Organizational behavior. Wiley Encyclopedia of
Management.pp.1-5.
Pentland, B.T. and Hærem, T., 2015. Organizational routines as patterns of action: Implications
for organizational behavior. Annu. Rev. Organ. Psychol. Organ. Behav.2(1).pp.465-487.
Van Knippenberg, D. and Hogg, M.A., 2018. Social identifications in organizational
behavior. The self at work: Fundamental theory and research.pp.72-90.
Vasu, M.L., Stewart, D.W. and Garson, G.D., 2017. Organizational Behavior and Public
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