Organisation Behaviour Report: Culture, Politics and Power at Ryanair

This report provides a detailed analysis of Ryanair's organizational behavior, examining the influence of culture, politics, and power on individual and team performance within the company. It explores different cultural typologies, the impact of politics on decision-making, and the application of French and Raven's theory of power. The report also delves into motivational theories, including Maslow's Hierarchy of Needs and Vroom's Expectancy Theory, to understand how to motivate individuals and teams. Furthermore, it differentiates between effective and ineffective teams, outlining various team types and their characteristics. Finally, the report discusses key concepts and philosophies of organizational behavior, providing a comprehensive overview of the subject matter. The report concludes with a summary of the key findings and insights gained throughout the analysis.

ORGANISATION
BEHAVIOUR

Table of Contents
INTRODUCTION ..........................................................................................................................1
MAIN BODY...................................................................................................................................1
P1 Influence of culture, politics and power on individual and team behaviour.....................1
P2 Motivational theories.........................................................................................................4
P3 Effective team and ineffective team .................................................................................6
P4 Concepts and philosophies of organisational behaviour...................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisation behaviour is a study of individual and group activity and performance. It
helps us to understand the nature of humans which is very complex in an organisation (Miner,
2015). Here organisation behaviour of Ryanair holdings plc will be discussed in the report.
Ryanair is a UK based company deals in airlines and related service. This report will lay
emphasis on influence of culture, power and politics that affects team and individual
performance of the company Ryanair holding plc. The report also emphasis to motivate
individuals and teams of Ryanair to achieve goal. Also, the report will highlight effective team is
better from ineffective team. The report will also discuss about concepts and philosophies of
organisational behaviour.
MAIN BODY
P1 Influence of culture, politics and power on individual and team behaviour
Influence of culture
The influence of culture on Ryanair holdings plc will be explained by Handy's typology
 Power culture
Power culture is mainly concerned with autocratic leadership. Power is held by the highest
authority of the organisation and this authority makes decision (Chan, and Lai,2017). Employees
in such culture is judged by their work not by their achievements. This culture follows
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Figure 1 : Handy's typology
Source : (Handy's typology, 2019)

motivational methods like incentives and bonus. Ryanair did not follow this culture as this
culture brings morale of workforce down.
 Task culture
This culture is different from power culture. In this, teams are formed to perform a special task.
In this culture team members are specialised and creative which motivates them to perform task
(Kaya,2015). Decision making in such culture is made by whole team and this maintains
coordination among organisation. Ryanair holdings plc can follow this culture to accomplish
specific task with efficiency.
 Role culture
Another culture is role culture, this culture is concerned with bureaucratic environment. The
employees are assigned power according to authority they have in the organisation. The manager
delegates work to employees therefore, those organisations have tall structure can follow this
culture like Ryanair. Decision making in this culture is slow because power is delegated to
various individuals.
 Person culture
This culture is mainly concerned with whole organisation. In this culture, individual work is on
priority rather than teamwork. Here employees focuses to achieve individual goals like
promotion, self actualization need etc. and work accordingly and in return they help company in
achieving organisational goal. Ryanair follows this culture suits the best for their organisation.
Ryanair holdings plc follows person culture because this culture satisfy individual as well as
organisational goals. But organisation can follow role culture to attain success in the industry
they are prevailing. Also, the company can choose task culture for successful accomplishment of
any special task. Like to build technician team to minor repair work of aircraft's.
Influence of politics
Politics at organisation affects their working in many ways. Here are some discussed below:
 Delay in decision making
Although such a big company like Ryanair holdings plc also have internal politics which
influence their working as well as decision making. Decision making power of manager is
influenced by many employees to satisfy their own benefits. Like decisions related to making
teams, or meeting etc are generally influenced by employees.
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 Lack of trust among employees
Because some employees to satisfy their personal benefits influence decisions of the Ryanair.
The employees could not able to trust any of their co workers and superiors. Lack of trust thus
affects their relationships and they did not like to work together.
 Organisational productivity
Ryanair is having political interference which is thus affects productivity of the company.
Because loyalty towards organisation is almost negligence which increases turnover in Ryanair.
And therefore, productivity of Ryanair depletes. Like turnover of pilots, air hostess leads to
decrease productivity as the company cannot afford to take off aircraft.
 Increase in conflicts
Political influence also leads to increase in conflicts because employees are experiencing
partiality within organisation. This came out to be a conflict environment among their peers and
superiors. Also, conflicts disturbs the relations of employees and this negatively affects on their
productivity.
Influence of power
The influence of power will be explained by French and raven's theory for Ryanair holdings plc
 Reward power
In this power, organisation grant monetary or valuable rewards like incentives, bonus etc. offer
to employees. In return employees need to follow their instructions.
 Coercive power
This power is mainly suitable for autocratic leadership organisations because in this manager
shows their power to employees by punishing them. Those employees who did not follow
instruction of manager, they will punish and penalise them. Like termination, penalty etc.
 Legitimate power
This power associates that higher individuals position give them high authority and power to
issue orders. All the lower employees of organisation need to follow their orders. This power
lacks creativity and interest of employees.
 Expert power
The power is concerned with person who have knowledge and experience regarding particular
task. The experienced individual has a power to issue orders and maintain working accordingly
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(Hanaysha,2016). This mainly follow in team working where expertise is needed to execute any
specialised task.
 Referent power
This power is different from all other power because in this the power is in hands of person have
an image of executive presence and act as a mentor for others. This power is natural in some
individuals. Any organisation can refer to this power.
Ryanair holdings plc follows reward power because individuals work in the company to
attain individual objectives and thus they work to gain monetary incentives and bonus to satisfy
their need and in return they perform task allotted to them which helps Ryanair to attain
organisational goals.
P2 Motivational theories
Motivation can be defined as the feeling through which people do their actions willingly, try to
achieve their goals and complete their commitments.
Content theory
Maslows Hierarchy of Needs
 Psychological needs
Psychological needs is mandatory requirement for human for ex. Food, drink, shelter, clothing.,
sleep. When people needs are not satisfied so they are not happy and they cannot work properly.
So Ryanair Holdings plc is provided the benefits to their employees for example provide the
medical or educational benefits and insurance, holiday, retirement benefits etc. so employees get
motivated and they help to company for increase the profit. This stage is help to individual as
well a group of people because they motivate by fulfil the Psychological needs (Allen, 2017).
 Safety needs
Safety needs is provided the safety to the employees on the work place. Ryanair Holdings plc is
provided the safety to their employees for example company provide the training to the
employee for manage the machinery and correct use of safety (Hanaysha, 2016). Also create
friendly environmental to reduce the work place stress. So that help to increase the motivation in
the employees.
 Love and belongings needs
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This needs are help to the employee for increase the motivation. Ryanair Holding Plc is provided
the best environment to the employees. Provide the opportunity to the employees so employee
are satisfied and they trust to the company or also share their ideas with the company. So
company promote the employees by the judege their experience.
 Esteem needs
Ryanair Holdings plc is encouraged the people by provide the bonus, incentives extra pay and
also increase the confidence among the employees by appraise publicly. So this is the best way
to increase the motivation in the employees.
 Self actualization needs
Self actualization is last stage of motivation. Because Ryanair appraise the employee and provide
the benefits and rewards. So employees are satisfied and also encourage yourself to achieve
more. So employees realizing their potential and increase their capabilities and motivates by
own.
Process theory
Vroom expectancy theory
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Figure 2 : Maslow's hierarchy of needs
Source : (Maslow's hierarchy of needs,2017)

 Ryanair Holding plc is provided the benefits to their employee like medical, educational,
retirement, provide holidays benefits so employees are motivates and help to increase the
goal of the company.
 Company offer many rewards to the employee. Appraise the employee in publicly and
also provide the bonus, incentives, extra pay etc. company promote the employee provide
opportunity like transfers, job rotation, promotion etc. so these all rewards is help to
increase the motivation in the employees (Neves, and Story, 2015).
 Ryanair Holding plc is give the good feedback to the employees provide positive vibes so
employee get motivated and increase the company performance.
 Company offer the good time schedule to the employee provide flexible working hours.
So employee can work easily. Company also provide the training to the employee
increasing the knowledge and help to reduce the work place stress. So employee are
motivated and help to company for increase the profits. So this theory helps to both
individual and team because this theory is change the behaviour of employees so
employee are more concern for achieving the objective of the Ryanair Holding plc.
Difference between content and process theory
 The main difference between process and content theories is that content theory focuses
on employees and people need, in other side process theory focuses on behaviour of
employees.
P3 Effective team and ineffective team
Types of team
 Virtual team
Virtual team is group of people they work together from different areas and lotions and
communicate with the help of technology. Ryanair Holdings plc is making the team for the
purpose of achieving the goal of the company. This type of team is help to company for provide
the best management and also provide the best results with the help of experts of the team. Also,
virtual team is communicate by the help of technology such as Mail, fax, video conferencing etc.
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which helps to company for reducing the operating cost and help to reduce time and money so
that is advantage for the company to use this type of team structure.
 Functional team
Functional team is group of candidates who work on the common task of company and focus on
the company goal. In functional team there have one leader they mange the team and provide the
responsibility to the team member (Neves, and Story, 2015). Also, leader is responsible for all
work that done by the team members. Ryanair holding plc is making the functional team for the
purpose of complete the task of the company.
 Self managed teams
Self managed team is managed by the all team member's they understand their responsibility.
Company distribute the work among individual depending on there ability and skills of the
employees. Also, employees are responsible for their work and they manage their work and help
to Ryanair for achieving the future goal.
 Problem solving team
Problem solving team is help to company for solve the difficult problem. The member of the
team is focus on the specific problem that help to company for generate a profit. Ryanair
Holdings plc is making this team for solving the problem (Kaya, 2015). The team is made for
the purpose this is temporary not permanent when problem is solved team is also achieve the
goal.
Effective team and ineffective team
BASIS EFFECTIVE TEAM INEFFECTIVE TEAM
Responsibility
Effective team is responsible
for their task they complete
their task in specified time.
Ineffective team is note take
the responsibility towards their
work and they cannot complete
their work in specified time
(Neves, and Story, 2015).
Decision making In this team decision are share
in the team members (Kaya,
2015) Team members also
In this team decision are not
share with the members and all
decision are made by the team
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provide the best ideas to help
the company for decision
making
leaders.
Management
Effective team is manage the
all work in timely and team
members is understood their
responsibility towards their
work. So they easily doing the
work.
In ineffective team the
manager of the team is
distributed the work to the
team member. So managers
are mange the all works.
Size Size of team member is 5 to 10 Size of team member is not
decided.
Conflict
Effective team is generally
resolve the conflict of the
members. They understand the
employee needs and wants.
And provide the best
opportunity.
Ineffective team is cannot take
good decision so members of
the team is generally not agree
with the decisions.
Ryanair holding plc is making an effective team because effective is more suitable to achieve the
goal of the company.
Tuck man theory
 Forming
Forming is first stage of team development. In this stage team members know each other they
understand the work and their responsibility. Ryanair holding plc is select the members
according their knowledge and also select the leader of the team who manage the team. Leader
of the team is managed the all responsibility also manage the members.
 Storming
Storming is the second stage of the team development. In this stage members are trust each other
and they share their ideas to the leaders (Hanaysha, 2016). Also, team leader is provided the best
guidance to the members and help to complete the task of the Ryanair holding plc.
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 Norming
In the third stage team members are comfortable with their work and they share the ideas to each
other. Also in the team they establish a new rule, values so that help to team for perform well and
achieve the targets. Team is establish their own identity (Allen, 2017). Team leaders is provided
better opportunity to their team members so that help to members they work independently and
also increase the profit of the Ryanair holding plc.
 Performing
In this stage team members are more focus on their work and they are motivated to other as well.
Members are clear their objectives and they support their team members. Also, they help to
company for increase the performance and profits.
 Adjourning
In the last stage team members achieve the goal of the company and complete the task of the
company. So satisfy the employee company can reward them and also planing for farewell party.
Soi employee connected with each other and also they are happy for working together.
P4 Concepts and philosophies of organisational behaviour
Concept of organisational behaviour will be explained by Path goal leadership theory. The
leaders in accordance with this theory provide help and motivation to their followers. The
subordinates hence accomplish their task effectively and efficiently. By the use of path goal
theory leaders can improve performance of their sub ordinates and this will directly impact on
productivity of the company.
 Directive leaders
This leader gives proper guidance to their employees. They make employees understand about
process need to follow to accomplish desired task. The leaders supervise employees for efficient
working. This style is suitable for guiding inexperienced employees because they need proper
guidance.
 Supportive leaders
This leadership styles gives attention on needs of employees. The leaders are very friendly
towards employees. They respect every employee and support them whenever needed
(Tarigan,and Ariani,2015). This style of leadership is suitable for solving personal and
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professional problems of employees. Also, these leaders motivate them to work in efficient
manner.
 Achievement oriented leaders
The leaders of these style sets challenging goals for employees. These goals can be long term
and short term both. Employees work hard to accomplish these goals and they also solve various
problems of employees related to task accomplishment.
 Participative leaders
This style of leadership is very essential to motivate employees of organisations. The leaders ask
employees to participate in decision making process by which they get innovation suggestions.
This way leaders show participative nature to bring attention and engagement of employees
towards organisation.
Ryanair holdings plc follows supportive leadership style to accomplish goals of their entity. As
the leaders or managers are so friendly with their subordinates (Allen,2017). The employees able
to share problems with managers. The efforts of leaders in Ryanair guides their followers in
order to improve their performance by motivating them. Also, the productivity will increases by
efficient and effective work done by subordinates with the guidance of Ryanair leaders.
Philosophies of organisational behaviour are discussed below as:
 Autocratic philosophy
In this philosophy managers controls whole organisation and instructs various task to employees.
The employees are bound to follow orders of managers otherwise they will punish and penalise
them (Neves, and Story,2015). This threat make them work according to orders of managers.
Ryanair holdings plc follows this philosophy only in times of urgent work or internal politics.
 Custodial philosophy
In this philosophy, managers use fringe benefits, gratuity and pension to motivate employees.
Management uses economic resources to satisfy personal needs of employees. So, they work
harder to accomplish organisational goal. In this, the employees are not dependant on manager
instead of that they are dependant on organisation. This philosophy is adopted by Ryanair
holdings plc when they observe demotivation among employees.
 Collegial philosophy
This philosophy focuses on people who works as a team. The employees are self sufficient to
take decisions and can manage their work on their own. Managers motivates the whole group of
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employees towards goal achievement by giving ownership of handling their task in their manner.
Ryanair holdings plc follows these philosophies in their subsidiary companies, they are Ryanair
DAC, Ryanair sun, Ryanair UK etc. to achieve a group goal (Koning, and Van Kleef, 2015).
 Supportive philosophy
In this type of philosophy, managers focuses to maintain good relation with employees. They
allow employees of organisation to participate in process of decision making by asking them
about suggestions. The managers are good listeners and follow two way communication all over
organisation (Allen,2017). By developing human relationship in Ryanair holdings, managers
motivate employees to accomplish their task in efficient manner. This leads Ryanair towards
growth and success.
CONCLUSION
This report was all about Organisational behaviour and company here emphasised was
Ryanair holdings plc. This report was begun with political, cultural and power that influence
individual as well as team. For explaining these influences French and raven's model and handy's
typology were discussed. After that Content and process theory of motivation was discussed. The
report also covers a proper explanation of effective team is better than ineffective team. Then
report explains about concept of organisational behaviour by path goal theory. At last the report
emphasised on different philosophies that is adopted by organisations to attain goal.
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REFERENCES
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Chan, S.H.J. and Lai, H.Y.I. 2017. Understanding the link between communication
satisfaction, perceived justice and organizational citizenship behavior. Journal of business
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Hanaysha, J. 2016. Testing the effects of employee engagement, work environment, and
organizational learning on organizational commitment. Procedia-Social and Behavioral
Sciences. 229. pp.289-297.
Kaya, A. 2015. The Relationship between Spiritual Leadership and Organizational
Citizenship Behaviors: A Research on School Principals' Behaviors. Educational Sciences:
Theory and Practice. 15(3). pp.597-606.
Koning, L.F. and Van Kleef, G.A. 2015. How leaders' emotional displays shape followers'
organizational citizenship behavior. The Leadership Quarterly. 26(4). pp.489-501.
Long, S. 2018. Coaching in depth: The organizational role analysis approach. Routledge.
Miner, J.B. 2015. Organizational behavior 1: Essential theories of motivation and
leadership. Routledge.
Neves, P. and Story, J. 2015. Ethical leadership and reputation: Combined indirect effects
on organizational deviance. Journal of Business Ethics. 127(1). pp.165-176.
Wilson, F.M. 2018. Organizational behaviour and work: a critical introduction. Oxford
university press.
Tarigan, V. and Ariani, D.W. 2015. Empirical study relations job satisfaction,
organizational commitment, and turnover intention. Advances in Management and Applied
Economics. 5(2), p.21.
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Handy's typology. 2019. [Online]. Available through :
<https://www.ivoryresearch.com/writers/elle-smart-ivory-research-writer/>.
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Maslow's hierarchy of needs. 2017. [Online]. Available through:
<https://en.wikipedia.org/wiki/Maslow%27s_hierarchy_of_needs>.
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