Organisational Behaviour Analysis: Ryanair's Culture and Power

This report provides an in-depth analysis of Ryanair's organisational behaviour, focusing on its culture, power dynamics, and political behaviour. It explores the application of Handy culture, the various forms of power within the organisation, and the impact of culture, politics, and power on employee performance. The report also evaluates content and process theories of motivation, such as Herzberg's two-factor theory and Locke's goal-setting theory, to understand how Ryanair can enhance individual and team performance. Furthermore, it examines the different teams operating within Ryanair, team formulation theories, and the application of the path-goal theory to improve team performance. Finally, the report identifies potential barriers to implementing new organisational structures within Ryanair, providing a comprehensive overview of the airline's approach to organisational behaviour.

Organisational
Behaviour

INTRODUCTION
Scrutiny of organisations and accumulation of individuals within them together forms
organisational behaviour. It is defined as examination of demeanour of individualistic and
organisation. Basically, it is acknowledgement of people and way in which they react within
working premises (Ashenden and Sasse, 2013). This report is based on Ryanair which is Irish
low cost airline with its headquarter in Swords, Dublin. It was started as first European airline
which offered low cost and low fare approach. This report deals with organisational culture,
nature of power and political behaviour with its impact on behaviour and performance of staff.
Moreover, process and content theories of motivation are evaluated by which Ryanair can attain
success. Apart from this, different teams which operate within Ryanair are explained, team
formulation theories are used. Path goal theory is evaluated by which performance of team can
be improvised. At last, barriers for executing new organisational structure are identified.
TASK 1
A) Analysis of organisational culture, power and political behaviour of management of Ryanair.
Organisational behaviour is defined as complete perceptive of behaviour of individual in
an organisation. Organisational behaviour assists Ryanair to enhance performance level of
management as well as motivate employees by which relationship between employees and
employers can be enhanced. Ryanair has opted for Handy culture in their working premises by
which they can overcome certain issues which creates impact on functioning of organisation
either directly or indirectly.
Organisational culture: Organisational culture is defined as the underlying assumptions,
beliefs, values and the way of interaction which contributes to unique psychological and social
environment of an organisation (ORGANIZATIONAL CULTURE., 2019). This culture involves vision,
values, systems, norms, assumptions, habits, language and symbols. This is important for
companies to have positive work culture at the workplace for better functioning of the company.
It comprises of various predictions which are related with values, belief and behaviour of
individual within organisation. Culture of Ryanair comprises of ways in which interaction occurs
among their employees and shareholders. It consists of mission, vision, norms and values. Handy
culture comprises of four components, they are described below:
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Power culture: In this culture power is possessed by few persons only within working
structure of Ryanair. Like in this power is with board of directors, MD and CEO. Within Ryanair
these people are responsible for making decisions and these are made swiftly But still little
bureaucracy exists.
Task culture: Within Ryanair, it comprises of flexible activities with horizontal nature.
Management of Ryanair takes vantage of this culture for accomplishment of different tasks
within desired time frame. By this they can gain profitability and productivity in terms of overall
organisational performance.
Person culture: In this type of culture, individuals consider themselves as superiors
within organisation. This is not adopted within Ryanair as each individual has their own set of
roles, responsibilities and according to them they carry out their functionalities. In this culture
power is possessed by each individual which makes it difficult to get on mutual decision.
Role culture: In this organisation carry out their functionalities on basis of certain set of
rules. In this each individual within Ryanair has knowledge of what they have to do in terms of
their role within organisation. Power depends upon position which individual holds within
organisation.
The corporate culture adopted by Ryan Air is the role culture. In this company, the role
and function of employees id divided on the basis of hierarchy. The top level management, the
middle level management and lower level employees are given tasks according to their
responsibility and role. In Ryan Air, organisational culture is divided into three level- surface
manifestations and values. Surface manifestations are considered as visible elements like
physical objects or behaviour pattern that can be felt. The organisational values provide direction
to employees and guides them to achieve goals and objectives of the company.
Management of Ryanair has executed Charles handy culture in their working structure so
that they can make trenchant decisions. Furthermore, it will aid management to allocate
responsibilities, power and roles according to their knowledge.
Nature of Power: According to French & Raven, there are five forms of power. These powers
shows ways in which leadership and success is affected within organisation. These powers are:
Coercive power: In this power, individuals are forced to do tasks against their. If such
kind of power is possessed by employers of Ryanair then there will be bullies, despots and
dictators. This can also lead to physical harm which can hamper image of Ryanair within market.
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Reward power: This can be in various forms but mainly they are in financial terms.
Ryanair appreciate and give rewards to their employees by which they have the ability to
influence them through those (Weng, 2015).
Legitimate power: It is also known as title power as it comes when individual has been
appointed within particular position. With respect to Ryanair, Michael O'Leary will become
group CEO, this means that they will have power to make decisions for specific group of people,
as power is possessed by them.
Referent power: This is possessed by someone who is liked by others due to their nature,
personality, attitude charm or any other reason. Within Ryanair, these are individuals who
possess power without any logical reason but still have control over certain group of people.
Expert power: In this individuals identify themselves on basis of their experience and
knowledge; due to this they identify themselves in position of expertise. Consider an example
with respect to Ryanair, like a new project has came and within a team one individual is highly
experienced due to this they will find themselves in superior position.
Political behaviour: According to Chanlat, politics within organisation creates unhealthy
working environment. Politics within organisation occurs when people or management is
involved in controlling their power within organisation. Management of Ryanair needs to
consider that such kind of politics do not occur within their work premises so that negative
environment do not occur which can hamper their performance (Kazemipour and Mohd Amin,
2012).
B) How culture has affected behaviour and feelings of performance of staff of Ryanair.
Each section has their own impact when they exists within organisation either its culture,
politics or power. With respect to Ryanair positive and negative impacts of illustrated below:
Impact of culture: Affirmative and healthy environment can be created within
organisation when strategies are formulated by which all employees can be treated equally. This
will assist Ryanair to enhance performance of their employees.
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.
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Negative impact: If Ryanair will opt for weak performance then performance of
employees will decline. This will bring within working structure disputes and conflicts.
Impact of politics: This creates working turbulence within organisation. It is an unethical
practice which management of Ryanair ensures that, it must not occur.
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.
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 takenwill surely have affect on their performance.
Impact of power: These are authorities which are possessed by certain people within
Ryanair by which strong impact can be created performance of employees and thereby
enhancing overall positive impact on organisation.
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 (Thomson, and
Van Niekerk, 2012).
The organisational culture of company has a great impact on employees. If the
organisational culture is strong then employees feel valued and more engaged towards working
in the organisation. A positive work culture also enables employees to grow through trainings,
development sessions, career development sessions, etc. An employee can enhance his
productivity and efficiency by working in a good work culture rather than in a negative work
culture. This can be explained with an example- there is high competition in business in today's
market so if employees want to have successful careers, they have to work efficiently and this is
possible only when they have a positive work environment.
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TASK 2
a) Content and Process theories of motivation for individual and team performance that help
Ryanair to succeed
Employee motivation is a critical concept of workplace that helps in enhancing
performance of employee as well as organisation. A motivated employee can help in increasing
productivity and allows company to achieve higher results. In order to perform organisational
functions in best effective manner it is important for an organisation to recruit skilled and
effective candidates within organisation structure in order to ensure high end growth. Form past
recent years employee relations in Ryanair seen as an major concern which resulted in work
stoppage on number of occasions. Along with this, Ryanair has been was ballot as worst airline
serving UK,. This lead towards decision framed by industry in relating to re-structure of
organisation. Therefore, in order to achieve success in this restructuring, more focus has been
put by Ryanair on the development of the group. In this small level senior management team
framed that will oversee further development of main 4 airline subsidiaries namely, Ryanair
DAC, Ryanair Sun, Ryanair UK and laudamotion along with its its own management team and
CEO's. Industry is looking to expand its operations via Lauda Airbus fleet in this they take
estimated number of 200 B737 Max aircraft delivery in a cost effective manner. In addition to
this, Ryanair is enabling its group to focus on small scale M&A opportunities. For this with the
help of related motivation theories of content and process industry can lead their individual and
team performance for success path:
Content Theory:
This theory focuses on basic amenities of an individual, this theory aid Ryanair
managers to easily evalaute numerous measure with the help of which they can effectively
support their employees to perform better. There are different types of theories included in
Content theory such as, Herzberg's two-factor, Alderfer's ERG, Maslow's need heirarchy and
more. Factor of Herzberg's is described below:
Herzber's Two-factor Theory of Motivation:
Hygiene Factor:
This factor is related to basic hygienic factors that are mainly known as dis satisfiers and
maintenance factor. It is important for Ryanair manager to effectively identify feeling of
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dissatisfaction among their employees and fulfil their basic demand such as, job security, pay
scale, physical working condition and more.
Motivational Factor:
In order to gain high end growth it is important for Ryanair managers to effectively
encourage and motivate their employees by giving them benefits like, promotional opportunities
and to stimulate their job performance. This will benefit company to generate more productivity
and profitability.
Source: Herzberg's Two-Factor Theory of Motivation, 2017
Process Theory:
This theory is used to effectively identify measure with the help of which behaviour of
employees can be improved (Hyde and Boaden, 2013.). There are different types of theories
included in concept of process theory that include, Skinner's reinforcement, Adams's, Victor
Vroom's and more. Ryanair is taking advantage of Lockey's Theory of motivation within their
workplace:
Lockey's Theory of Motivation:
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This theory was coined by Edwun Locke it is also termed as goal setting theory. It is
important for Ryanair to follow Lockey’s motivation theory as to determine organisational
challenges and goal and accomplish them in effective manner. It is the basic responsibility of
Ryanair leaders and managers to frame effective strategies in order to motivate their employees
and stimulate their growth towards high end growth.
The motivational theory used by Ryan Air for developing the performance of employees
is Herzberg's two factor theory. In this, employees are given a positive environment and they are
taken care about their personal hygiene. Apart from this, there are different ways by which
employees are motivated in this company such as employees are given rewards, bonuses and
facilities like gym membership which are helpful in appreciating and the value of employee in te
organisation.
TASK 3
a ) Different types of team and their importance
Functional:
In this team members are permanent and are of same department but having separate
roles and responsibilities, within Ryanair functional team manager is responsible for every
activity in their business and each and every group member is equally answerable to manger.
This will benefit Ryanair to develop smooth coordination of work within their structure.
Problem Solving:
This form of team is developed to in order to solve a particular issue within the
organisation structure of Ryanair. This will help them to deal with environment dynamics in
more effective way.
Project:
This team is formed for a purpose to handle a particular project within a stipulated period
of time (Weng, 2015). This will benefit Ryanair to complete their project in a specified period of
time and gain more productive outcomes.
Virtual Teams:
In virtual team members are located form different types of geographical locations and
conduct their functions by taking help of phone calls, e-mails, text messages and video calls.
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Ryanair develop this team when they want to understand the knowledge of different types of
market condition.
b) Relevant team theory
Groups and teams in the organisation are formed for working together and achieving a
common goals and objective. An effective team is the foundation of a successful organisation. If
there are no effective teams in the company then, they have to face struggle and on the other
hands if team members collaboratively work together then, it improves quality and facilitate the
completion of project while increasing efficiency and productivity.
Belbin's team types:
Belbin theory:
Belbins theory was advised by Meredith Belbin to measure preference of nine team roles
in an organisation (Hashim and Wok, 2014). This theory is also known as Belbins self-
perception theory and team role inventory. This model is developed to use ability and traits or
team members of company. Ryanair has opted for this theory for effective development of team
and understanding team member’s role. They are given below:-
Implementer: It is team member who keeps ideas and plans in executable tasks and
practical solutions. Implementer within Ryanair is dependable, efficient, disciplined and
conservative.
Resource investigator: It investigates opportunities and makes contacts. Mainly Ryanair
have this types of team members who are good in making strong relationship with others.
Plant: It is originative, imaginative and unorthodox thinker of team. This team role helps
in solving hard problems through giving surprising and effective results that is the reason
Ryanair has opted for this.
Monitor: It is a team role which go through all decision making process and judges
accurately. Monitor evaluator is a strategical, discerning and simple in environment. That's why
it is important or essential for Ryanair.
Shaper: Shaper has a powerful motivation to perform for challenges and getting things
done. Shaper within Ryanair always ensures that tasks are accomplished before deadlines and
targets are also achieved.
Coordinator: Coordinator promotes the decision making, clarifies goals, and do proper
delegation. This team role helps Ryanair to attain goals from team by decent delegation.
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Complete finisher: Complete finisher posses talent of feeling what could go wrong.
Ryanair can use this team role after completion of task so that errors can be analysed and solved.
Team worker: Team worker is most delicates member of team role of Belbin theory. In
this team worker helps in making togetherness and team spirit or unity in an effective manner.
Specialist: They provide or offers knowledge and skills in rare supply. They are single
minded, dedicated and self starting. They are also helpful for management of Ryanair in
understanding the key area within the organisation.
c) Path goal theory and its importance
Path-Goal Theory of Leadership:
According to House and Mitchell, 1974, The path goal theory model is based on
estimating the style and behaviour of the leader that fits best the workforce and work
environment for achieving common goal or objective. This theory is mainly based on a specific
form of leadership style or a behaviour adopted by a leader according to the suitability of staff
members (Coccia and Cadario, 2014). Most effective form of leadership is adopted by leaders in
order to accomplish goals and objectives in a defined way. There are some situations in business
when conflicts or unnecessary fights occur because various team members come together for
achieving a particular target or goal. To resolve and avoid such problems Ryan Air follows
several theories of leadership at workplace. With the help of these theories, Ryanair leaders can
effectively able to motivate its employees and encourage them towards effective achievement of
company goals. There are various types of leadership style mentioned below:
Directive Leadership:
According to this leadership style, Leaders of Ryanair are required to guide their
employees and direct them towards accomplishment of company goals. This will benefit Ryanair
to deal with unstructured and complex staff members in a positive way.
Supportive Leadership:
In this form of leadership style it is required for leaders to effectively support their
employees in order to increase their efficiency and create most healthy and productive
environment. This form of leadership style will benefit Ryanair to increase self estimation of
their employees and stimulate high end growth.
Participative Leadership:
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In this form of leadership style it is important for Ryanair leaders to make themselves
involved in each and every functonioning with other team members as to generate more
productive outcomes in best possible way.
CONCLUSION
As per the above mentioned report it has been concluded that, in order to gain high end
growth it is important for an organisation to effectively evaluate behaviour of their employees
and fulfil their every essential basic need. In these report discussions has been made of team
effectiveness along with certain theories like belbin team roles which will aid company to easily
determine roles of their team. In addition with this report covers, motivational and leadership
theories with the help of which organisation can effectively able to increase their productivity
and profitability.
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ONLINE
ORGANIZATIONAL CULTURE., 2019. [Online]. Available through: <https://gothamculture.com/what-is-
organizational-culture-definition/>
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