Organisational Behaviour Report: Ryanair's Performance and Management

This report provides an in-depth analysis of Ryanair's organisational behaviour, examining its culture, power dynamics, and the impact on staff. The report explores how organisational politics and power have affected staff behaviour and the airline's overall performance, specifically highlighting Ryanair's power culture. It also investigates the application of content and process theories of motivation to enhance staff performance, using Maslow's Hierarchy of Needs as an example. Furthermore, the report assesses strategies to improve team effectiveness within Ryanair and analyzes the impact of path-goal theory and resistance to change on productivity and performance. The conclusion synthesizes the key findings and offers recommendations for improving Ryanair's organisational behaviour.

ORGANISATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
Activity 1 Organisational culture, politics and power.....................................................................1
a) Ways in which politics, power and culture has affected behaviour and feelings of staff
members and overall performance of Ryanair.............................................................................1
Activity 2 Motivating teams and individuals...................................................................................4
a) Ways in which content and process theories of motivation can influence staff performance
within Ryanair.............................................................................................................................4
Activity 3 Effective cooperation within teams and concepts and theories of organisational
behaviour.........................................................................................................................................7
a) Analyse what would make the teams at Ryanair more effective.............................................7
b). Critically analyse how path goal theory and understanding the resistance to change as per
given structure, improve its productivity and performance of Ryanair.......................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Organizational behaviour can be defined as study of both individual and group performance
as well as activity of an organization. It can also be defined as study of human behaviour within
organizations or interaction of employees and organizations (Wilson, 2017). It helps in analysing
impact of performance, job structure, motivation, leadership, communication on employee
behaviour and their relationship with the organization. It is important for managers to study
organizational behaviour because of various reasons such as it helps the managers in developing
working environment for employees with in organization, it also helps in creative or developing
a motivational atmosphere within the company so that employees feel motivated so that
effectiveness of the organization and its overall performance can be increased (Wilson, 2018).
This assignment is based on a case study of Ryanair organization. Ryanair is an Irish budget
airline which was founded in 1984 whose headquarter is in Dublin, Ireland. Ryanair’s main
operational airports are London airport and Dublin airport. They fly to more than 225
destinations and employee more than 17,500 employees. They are currently focusing on
expanding their business successfully. This assignment will lay emphasis on Ryanair’s
organizational culture and the nature of power and political behaviour of its management and
ways in which it affect Ryanair’s performance, content and process theories of motivation could
be used to positively influence staff performance within Ryanair, ways in which Ryanair can
increase their team effectiveness and lately on improving performance and productivity in
Ryanair.
Activity 1 Organisational culture, politics and power
a) Ways in which politics, power and culture has affected behaviour and feelings of staff
members and overall performance of Ryanair
Organizational culture can be defined as a system of shared beliefs, values, assumptions that
helps in governing behaviour of people of an organization. These shared values have direct
impact on employees of an organization and their job performance (King and Lawley, 2016).
Organizational culture is important to be focused on as it helps in ensuring and aligning
organizational purpose with their members purpose. According to Hofstede, organizational
culture can be referred to various beliefs, ideologies and practises of an organization. Whereas
according to Edgar Schein’s organizational culture model basic assumptions helps in shaping
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values, values shape behaviour and practises which is one of the main parts of organizational
culture.
Organizational culture with Ryanair can be explained with the help of Handy’s four types of
organizational culture. Charles handy defines four main types of organizational culture: power,
task, role and person culture. Organization’s with power culture, power is in hands of only few
individuals who has a power to influence whole organization. Within this culture there are few
rules and regulations defined (Zayas-Ortiz and et.al., 2015). Within this culture employee’s
performance and their achievements are measured rather than focusing on things they do or act.
All the decisions made in this culture are quick even if those decisions are not suitable for the
organization in long term interest. It is one of the strongest types of culture and if it is not
handled in a better manner then it can directly turn into a toxic culture. Ryanair is one of an
example of power culture. As in Ryanair main power lies in the hands of all the top management
people and all kinds of main decisions are by CEO Michael O’Leary. Next is role culture. Such
type of organizations are rule based organizations. Such type of organizations is controlled by its
people as each and every one knows their roles and responsibilities. In such type of organizations
power is completely determined by the position of a person and responsibilities held by them
according to the organizational structure. It can also be said that Role culture is completely based
upon detailed structure of an organization (Bratton, 2015). Decision making process in such
organization comparatively slow as compared to power culture organizations because decisions
are taken on the basis of position of the person and amount of power they have. All the decisions
within such organizations is taken in such a manner that risk associated with that decision for the
organization is quite less. It can also be said that role culture companies are quite bureaucratic in
nature.
Organizations with task culture are mostly formed for any kind of project progress or
identifying any kind of specific problems. In such organizations task is one of the most important
things to be focused on. Power that lies within the team mostly shifts depending upon mixture of
team members and project or problem status. In such type of culture organizations need to be
specifically creative and productive and for this right mixture of leadership, skills and
personalities should be present within the team. In organizations with person culture individuals
are quite unique and are always superior of the organization (Singh, 2015). In such culture the
only reason organization exist is for the people to work. Evidence which helps in supporting the
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fact that Ryanair uses power culture are: Ryanair focuses on low cost strategy and this low-cost
concept is implemented in each and every aspect of organization’s operations. Decisions related
to this are mostly taken by the top management which directly impact’s Ryanair performance.
Power can be defined as capacity or ability to act to do something in a particular manner or
influence other’s behaviour. According to raven and French, practically there are five forms of
power such as: coercive power, reward power, legitimate power, referent power and expert
power. Coercive power is completely based upon coercion idea i.e. in this type of power people
are forced to do something against their will. It also helps in explaining what happens when
compliance is not obtained. According to French and Raven, force of power can affect
someone’s behaviour both positively and negatively. Reward power means ability of an
individual to delegate matters to others as they themselves do not intend to do it and for this they
reward those persons who do the work (Egeberg and Stigen, 2018)(Martin, 2017). Managers in
an organization is one of the best examples of this type of power as they reward their managers
for doing work and their good results in a positive manner. Legitimate power gives a person an
ability to link obligation feelings and responsibility notation to the management. Rewarding or
punishing employees is one of the main legitimate part of appointed leadership role. Referent
power is a type of power which is based on management i.e. ability of a manager or
administrator to accept or reject someone’s personal senses. Leaders with such type of powers
are often seen as role models. Expert power is kind of power which is based upon in depth
information, expertise and information. Such type of leaders are highly intelligent and trust their
powers completely to fulfil their organizational responsibilities and roles. The type of power
which is evident in Ryanair is Legitimate power as all the work are made to be done by the
leaders and all the employees are rewarded in the form of salaries.
Political behaviour can be defined as a type of human behaviour that involves power and
politics. There are various theories of political behaviour that helps in explaining factors that
influences person’s political views, participation and their ideology (Ristino and Michalak,
2018). Using Chantal’s theory Ryanair can understand ways in which politics influences
individual’s and team behaviour. Chantal helps in explaining policies through few
characteristics. Hegemonic practises are powerful ideas that articulate societal order. Contingent
characteristic that helps in determining specific configuration of political economics of particular
movement.
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From the above discussion it can be said that organizational, culture, politics and power can
influence individual’s and team’s behaviour in many ways. If the top management has complete
power then its affect’s organization’s culture as well. In such cases it becomes extremely
important for organizations to focus on the culture because if this power is mixed with
organizational political behaviour then motivation, performance as well as behaviour of the
employees working within the organization is affected (Newman and et.al., 2016). This is one of
the major reasons because of which Ryanair was not successful enough because of power culture
and legitimate power, employees were not taken care of much i.e. their views weren’t important
for the top management and they were only paid with low salaries because of which staff
members were not focusing on providing their customer’s with best services and as a result they
had high level of customer dissatisfaction.
Activity 2 Motivating teams and individuals
a) Ways in which content and process theories of motivation can influence staff performance
within Ryanair
Motivation can be defined as internal or external factors that simulate wants, needs and
desires of an individual that drives them. It is one of the main reasons behind an individual’s way
of acting or behaving in a particular way. There are mainly two types of motivational theories
content and process theory. The main difference between content theories and process theories is
that content theory focusses on factors that motivate people whereas process theory addresses the
way people get motivated. In other words, content theories focus on the factors that influence a
person’s behaviour (Taylor and Janda, 2015). According to content theories it is important to
focus on the needs that motivate people for certain tasks or the factors that work as a source of
motivation for the people. Whereas process theories focus on exploring the causes that causes
behaviour changes within an individual. Process theories says that individual choices are based
on reward factors, preferences, or accomplishment sense and it is one of the main duty of
managers to understand these causes so that employees can be motivated because of these
causes.
There are various types of content and process motivation theories. One of the most famous
content theories is Maslow’s Hierarchy of needs. This theory can be applied within Ryanair to
improve their staff performance as Maslow theory focuses on all the needs of an individual in a
hierarchical manner that can help Ryanair to improve their employee’s performance. This theory
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can help in improving individual performance of employees. Maslow’s Hierarchy of needs is a
kind of motivational theory in which human needs are divided into five categories. Each level of
category is dependent upon lower level category. According to this theory it is important to fulfil
lower needs so that they can focus on fulfilling higher level needs (Qureshi, 2017). Lower to
higher level of hierarchical need categories are: psychological needs. Safety needs, Love and
belongingness needs, Esteem needs, and self-actualization needs. Following this hierarchical
needs Ryanair can motivate their individual employees or staff members by focusing on
fulfilling these needs.
Psychological needs focus on fulfilling biological survival requirements of an individual i.e.
food, air, clothing, shelter etc. Ryanair can fulfil their employee’s biological needs by paying
basic salary to their employees so that their employees can fulfil their basic needs. Safety needs
focus on protection of an individual from law, order, security, freedom from fear. Ryanair can
bring changes within their organizational policies so that their employees can feel safe and
secure within their working environment. Love and belonging needs focus on fulfilment of social
and belongingness feelings. Ryanair should reward all of their employees or should ask for their
opinions, make them work in a team so that they feel as if they belong to the organization or they
are a part of Ryanair. Esteem needs focus on fulfilment of self-esteem like dignity, achievements
or desire for reputation etc. Ryanair should reward their employees on achieving targets, or
should provide them with promotions with dignity so that their self-esteem is satisfied. Last is
self-actualization which focuses on personal growth. Ryanair can provide a chance of growth to
their employees so that they can get motivated and focus on their growth within the organization.
There are various types of process motivation theories but one of the most commonly used
process theories is Adam’s equity theory. Adam’s equity theory focuses on maintaining fair
relationship between rewards and performance in performance to others (Van Knippenberg, Van
Prooijen and Sleebos, 2015). This theory can be used by Ryanair to positively motivate their
staff such that their overall team performance can be improved. In other qwords this theory
focuses on maintaining balance between an employee input and output as compared to other
employees. Input includes hard work, enthusiasm and skills and output includes responsibilities,
recognition, salary etc. proper balance between input and put of the individual and other helps in
ensuring that employees feel motivated and satisfied. It can be illustrated by the following
equation.
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Figure 1 Adam's equity theory equation
Ryanair can focus on balancing input and output of all the employees who are working
within a team as it will help them to increase their employee’s satisfaction and motivation.
Ryanair can balance input of individuals by balancing number of hours worked by employee’s
i.e. working hours of employees should be equal, equally distributing work responsibilities and
duties of employees working on same position, providing support to employees by managers,
colleagues etc. Ryanair can balance output of team members or individuals by providing equal
salaries to same position employees according to their skills, providing timely or occasional
bonusses, providing recognition to employees or team members contribution, providing positive
working appraisals, work promotions, annual leaves etc. According to this theory if an employee
thinks that their output is not equal or greater than their inputs, then this can demotivate their
employees (Gupta, Agarwal and Khatri, 2016). This theory also says that if an employee feels
that their input: output ratio is not equal to their colleague’s ration then this can also work as a
motivation or demotivation cause of their employees.
Using both the theories can help Ryanair to succeed and improve their individual staff
members and team members to improve their performance which will further help the
organization to succeed. Both the theories can help Ryanair in bringing improvement within their
team members and individual staff performance. Individual staff members performance can be
improved by fulfilling their needs in hierarchical order so that they feel motivated and focus on
enhancing their overall performance within the organizations. Team members performance can
be enhanced by focusing on equalizing their input: output ratio with other team members input:
output ratio and by also ensuing their output is always greater or equal to input of their
employees (Rego, Lopes and Nascimento, 2016). Using these theories Ryanair can focus on
enhancing their overall performance and succeed within the business sector in which they
operate. These theories are extremely important as these theories helps in influencing behaviour
of Ryanair’s employees.
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Activity 3 Effective cooperation within teams and concepts and theories of
organisational behaviour
a) Analyse what would make the teams at Ryanair more effective
There are various reasons which makes it important for organization to have effective teams
as effective teams or groups helps in building positive working environment. There are many
other reasons which makes it important for organizations like Ryanair to have effective teams in
their workplace. Effective teams help in bringing new ideas where individual team members can
contribute in introducing their innovative individual ideas, effective teams can also resolve any
kind of problem in an efficient manner in fact collaborating with other effective teams can also
help in resolving any kind of difficult problems (Singh and Srivastava, 2016). Effective teams
also help in creating an effective and supportive environment where team members can focus on
supporting each other so that important dead lines can be met without degrading work quality.
Other than this effective teams also helps in building or developing morale within team members
which enables them to work with ethics.
There are various kinds of theories that can help in building effective and efficient teams
that can be used by Ryanair to develop or make more effective team within Ryanair. Two most
famous team theories are Belbin team role theory and Tuckman’s stages of team development
theory. Tuckman’s theory is one of the most famous and common theory that can be used by
Ryanair in developing an effective team. This theory consists of for stages that helps in
developing effective teams such as: forming, storming, norming and performing. Ryanair can
improve their team effectiveness by building an effective team using these four stages of
Tuckman’s theory. First stage is Forming stage. In this stage all the team members are highly
dependent upon the team leader. As leader help them team members in providing directions and
guidance. At this stage team members roles and responsibilities are completely unclear. All the
team members have many questions that are answered by the team leader. These questions help
the team in defining their purpose, setting main objectives and building relationship. This stage
should not be ignored as it is one of the most basic steps of formation of effective team. At this
stage system and team leader’s tolerance is tested.
Second stage is Storming stage. At this stage team members focus on establishing
themselves within the team and try to build relationship and understand each other. This stage is
quite challenging for the team member as they need to settle down power, roles and
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responsibilities within the team among the team members. Leaders need to build a direction for
the team members so that they can focus on goals and objectives and settle all kinds of issues.
Third is norming stage roles and responsibilities of the team members are clearly accepted and
big decisions are made based on team agreements (Vasudevan and Mahadi, 2017). Last stage is
performing stage in which all the team members are clear of team strategy, what they need to do
and what is to be done. All the team members agree with the team leader of a shared team goal
and objective. At this stage all the tasks that are required to be accomplished are clear to the team
members. Using this theory Ryanair can build more effective team. This model can help Ryanair
in expanding their business as well. As all the teams working in Ryanair would understand their
objective, goals and by coordinating with each other they can achieve their targeted goals and
objectives.
Belbin team role theory is another team theory commonly known that can be used by
Ryanair in building effective team or increasing efficiency of teams. According to Belbin theory
there are nine types of roles that are required within any team that helps in building an effective
and efficient team. These roles are: Shaper, Coordinator, Plant, Resource Investigator, Monitor
Evaluator, Specialist, Team worker, Implementer and Completer Finisher. This does not mean
that all teams require nine different peoples in fact one member can play more than one role.
Each role has their own strengths weaknesses. Shapers extrovert that questions assumptions.
Their main strengths are that they are challenging, has courage to overcome obstacles, thrives on
pressure and are dynamic in nature but they also have few weaknesses such as: they can easily
get provoked, sometimes can offend others feelings. Complete finisher pays attention to smaller
details and make sure that things are done right. Their main strengths are that they search for
efforts, are perfect and polishes every task but they also have few weaknesses such as: they can
be inclined to worry unduly. Implementer brings self-discipline within the team. Their main
strengths are that they are reliable, efficient, practical, turns ideas into actions but they also have
few weaknesses such as: they sometimes can be slow and inflexible to respond to new
possibilities. Plant come up with ground breaking solutions or with innovation. Their main
strengths are that they are creative, imaginative, generate ideas, solve problems but they also
have few weaknesses such as: they can be preoccupied in order to communicate properly.
Monitor-Evaluator accesses team decisions critically and analytically. Their main strengths are
that they serious and strategic but they also have few weaknesses such as: they lack ability to
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inspire others. Specialist are experts in particular subject matters Their main strengths are that
they are single minded, dedicated but they also have few weaknesses such as: they tend to
contribute in narrow front. Team worker provide support to team in diplomatic manner. Their
main strengths are that they are cooperative, diplomatic but they also have few weaknesses such
as: they can be indecisive in crunch situations. Coordinator brings order into the team. Their
main strengths are that they are mature and confidant but they also have few weaknesses such as:
they can be manipulative and can shed their share of work. Resource Investigator develops
outside contacts. Their main strengths are that they are enthusiastic, explore opportunities but
they also have few weaknesses such as: they might be over-optimistic. Using these theories
Ryanair can improve individual and team effectiveness.
b). Critically analyse how path goal theory and understanding the resistance to change as per
given structure, improve its productivity and performance of Ryanair.
Path goal theory is based on specifying overall style of leader and behaviour that fits for
employee and work environment of Ryanair. In order to achieve the specific goals and objective.
This type of theory useful for identifying behaviour of people, who are participating in
organization to perform multiple task (Larkin, Nyberg and Moliterno, 2019). The theory must
increase the worker’s motivation, satisfaction level, empowerment and become increase
production level in global marketplace. It is based on Vroom expectancy where individual will
act in certain condition to follow by given results and attractiveness of results to the individual.
Ryanair is adopting path goal theory that can improve overall working environment and
culture. In this way, employees are focused on the specific task to understand the need and
requirement of organization in terms of improvement.
According to theory, manager of Ryanair views as guiding their employees to select the
best path and reach their destination. In this way, leaders and managers will have engaged with
different types of leadership behaviour that must depend on their nature and demand of particular
condition or situation. In Ryanair, leaders always assist their followers to attain specific goals
and also provide the right direction of airline to increase demand in global marketplace (Nadri
and Persson, 2018). In terms of growth and development, it is necessary for Ryanair to change
their policies, leadership styles to acquire all type of achievement with the help of path goal
theory because it provides right direction of worker towards business objectives.
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Path goal theory consists of different type of elements that perform specific role in the
business production.
 Directive: It is initial step of path goal theory that can use by leaders to inform their
follower on what is expected of them and how to perform task in proper manner. It is
important part that provide right direction to employee in Ryanair to improve
performance and productivity (Owen, 2018). It is important for Ryanair to use this
element in the organization to reduce staffing issues and also developed approach for
business development.
 Supportive: In Ryanair, leaders always try to make pleasant work environment so that
employee showing their concern about the particular task. In this way, all employee is
being approachable and friendly with other colleagues (Owen, 2018). This type of
element will implement in the critical situation where task and relationship challenging
for Ryanair. Without any supports of worker in organization will increase conflict
between management and employee otherwise, it is increasing barriers in Ryanair which
directly affects on the profitability. This airline is making an efficient work culture that
supports other members regarding task management (Western and Shaw, 2018).
 Participative: in this way, leader of Ryanair always consults with their follower before
making decision because it help for identifying strength and weakness of organization in
global market. In this way, it is considered an effective approach that increase availability
of trained workers and high involvement towards task. In Ryanair, each staff members
are participated in the task management process that always inspired to organise
discussion which help for identifying main reason of barriers (Western, 2019).
 Achievement: In Ryanair, leaders always setting challenging goals after consults with
other subordinates, expect them to meet high level of goals and achievements. It helps to
improve professional working environment of Ryanair. It is last process when all type of
element helping in goal achievements (Owen, 2018). Ryanair is used suitable path goal
theory to handle all type of confliction, issues in proper manner. Afterwards, it will
develop an efficient work environment where all staff member will do work together.
Ryanair has found various type of barriers in the business process such as staffing issues and
poor consumer satisfaction. It will increase the problem due lack of appropriate structure
management, poor work culture or environment. it directly affects on the Ryanair’s in terms of
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growth and development. Afterwards, it has planned to develop new structure, where all type
task divided into group of workers as per their quality. They also believed that group structure
will deliver cost effectiveness which enabling the group at small scale and increase greater
opportunities in terms of success. Before making structure, Ryanair has planning to use path goal
theory and give proper guidance of their employee so as they easily understand the requirement
and need of production (Nadri and Persson, 2018). By using path goal theory, leaders are
communicating with staff members to identify their needs, which useful for understand to create
efficient work environment so that they are sharing their own idea that would apply on business
activities. Sometimes, it is great opportunities to increase performance and productivity in
marketplace.
Path goal theory will help for changing in resistance, leadership style of leaders, culture
improvement and communication etc. These are important part of Ryanair to change through
goal theory and give right direction of workers to do investment for business development. it
useful for reducing barriers that occurs in Ryanair related staffing issues where leaders use
theory is to motivate the employee which help for improving coordination with employee and
they are sharing own idea to their colleagues (Nadri and Persson, 2018). Sometimes, this type of
interaction helpful for organization because Ryanair will implement new idea in the enterprise
process to improve performance.
On the other hand, personal characteristics include perception of subordinates that mainly
focused on the control Ryanair situation and condition. At that time, directive leadership method
is preferred to improve services. Managers have not able to change the personal characteristic,
attitude and behaviour of employee but it will reshape the approach to manage their
understanding and managing quality (Nadri and Persson, 2018).
The leaders provide support to their workers at workplace and also using contingency
situation factors that attempt to influence the perception of subordinates and motivate towards
goals, which turn to increase objective expectancy, performance, productivity, clarity and
satisfaction.
CONCLUSION
From the above assignment it has been summarized that organizational culture, politics and
power plays a vital role in influencing individual and team behaviour and performance which can
further affect organization’s overall performance. It has been analysed that there are various
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kinds of motivational theories that can help an organization like Ryanair to increase their
employee’s motivation and performance that can further help them in achievement of goals in an
organisational context. It is important for organizations like Ryanair to build effective teams so
that they can increase their organization’s overall productivity. It has also been analysed that
there are various kinds of philosophies of organisational behaviour that can help Ryanair to
improve their performance and productivity.
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