Organisational Behaviour Report: Ryanair - Culture, Power, Motivation

This report provides a comprehensive analysis of organizational behaviour within Ryanair, focusing on the influence of culture, power, and politics on individual and team behaviour. It delves into Handy's culture theory, Hofstede's cultural dimensions, and various power models to understand their impact on employee actions. The report further evaluates content and process theories of motivation, including Maslow's hierarchy, Alderfer's ERG theory, and Vroom's expectancy theory, alongside motivational techniques employed by Ryanair. The analysis extends to team effectiveness, exploring the characteristics of effective and ineffective teams, and applies concepts and philosophies of organizational behaviour to a given business situation. The report concludes with a summary of the findings and relevant references.

Organisational
behaviour
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Table of Contents
Table of Contents.............................................................................................................................3
INTRODUCTION...........................................................................................................................1
Task 1 Culture, Power and Politics and the Motivation of Individuals and Teams, within Ryanair
.........................................................................................................................................................1
Critically analyse How organisation culture, politics and power in Ryanair influenced
individual and team behaviour.....................................................................................................1
Evaluate how content and process theories of motivation and motivational techniques............4
Critically evaluate the relationship between culture, politics, power and motivation.................6
PART 2 – Influences on team effectiveness and concepts and theories of organisational
behaviour within Ryanair................................................................................................................6
Explain what makes an effective team as opposed to an ineffective team..................................7
Concepts and philosophies of organisational behaviour to a given business situation...............8
CONCLUSION..............................................................................................................................10
REFERENCE................................................................................................................................11
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INTRODUCTION
Organisation behaviour refers as culture, politics and nature of people who are behaving
differently that helps to maintain a business and increase the organisational profitability. It is the
study of managing the activities, understanding, influencing people’s behaviour and increasing
performance that helps to improve the organisational (Ullah and et. al., 2017) It is important for
management to behave positively and perform all actions so business can be run effectively. This
report is based on Ryanair that is airline industry providing travelling services through flights.
This organisation was set up in 1984, for the purpose of adopting low fares and low cost
approach at the time of providing airline services. In this organisation number of people are
living who are behaving differently. This report culture, politics and power influences individual
and team behaviour, how to motivate individuals and cooperation with others. The another part
of report covers concepts and philosophies of organisational behaviour.
LO 1 Culture, Power and Politics and the Motivation of Individuals and
Teams, within Ryanair
Critically analyse How organisation culture, politics and power in Ryanair influenced individual
and team behaviour
Organisation culture
The culture of organisation included experience, philosophy, expectation and values that
guides member behaviour that helps to maintain good behaviour and complete the task. In other
words, “culture is the way things are done around here”. In Ryanair there are different culture of
people who are behaving differently and running business. This organisation is using Handy’s
culture theory that are as defined:
 Power culture: This culture is used by few people who has power and authority
to make decisions. There are few rules and regulations which are needs to follow
and by all individual and team behaviour in order to influence. In Ryanair, this
influences individual and team such as they work effectively by getting power to
work and perform effectively. Team behaviour remain positive as team leader has
power to make decision in welfare of all people (Grobler and Joubert, 2020).
 Role culture: This culture is related to rules and responsibilities of employees
that need to follow by employees while working in organisation. This culture
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influences individual behaviour as roles and responsibilities of every individual
are distributed in organisation so they can understand their work and complete
effectively. Moreover, team behaviour also affected positively who complete their
assigned roles in order to accomplish business goals. For example, Ryanair is
working under role culture in which roles and responsibilities of employees
should be delegate according to their skills that helps to perform well and
complete the task as they are experienced in their work.
 Task culture: Task is important in organisations that is delegated by managers to
its employees for completing particular work in effective time period and attain
the business goals. In Ryanair organisation, the behaviour of individual is good as
they increases their skills and talent to complete the task. On the other side, team
become able to address the specific problems in Ryanair company.
 Person culture: In this culture, person are understanding themselves as different
from others. This is process of collecting number of individuals in organisation
and getting the work done by providing training. The leader and manager of
Ryanair are providing training to individuals that helps to fill their own problems
and increase the organisational productivity. In this, individual works as they
wants and team member do not get ready to work effectively.
From the above it has defined that Ryanair is following the task culture where each
task is devided in to employees and team as per their qualification and skills helps to increase the
organisational productivity and profitability (About Ryanair, 2018).
Hofstede's Cultural dimensions theory: This is another theory which is based on cross cultural
communication and states the effects of Ryanair’s values and expectation by completing task.
This involves following dimensions:
Power distance index: It discusses the extent to which Ryanair tolerated power or
disparities. It analyzes the allocation of forces in an unfair manner.
High power distance: It is focused on the tolerance of inequality, as well as on the
disparity in authority between workers, and promotes bureaucracy. High-ranking individuals in
the chosen group are most respected.
Low power distance: This promotes hierarchical frameworks and collective decision-
making including the sharing of authority between individuals and members of Ryanair's staff.
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Uncertainty avoidance Index: It calls the perception to confusion as well as complexity.
It is used to deal with conditions of confusion as well as unexplained occurrences. High index
indicates poor risk appetite, volatility and confusion.
Low index State high tolerance to ambiguity, risk-taking as well as volatility. Unknown
conditions are readily embraced when Ryanair when following vague laws or legislation are
adopting by organisation.
Individualism vs. Collectivism: The emphasis of this dimension is based on the degree
to which the societies are integrated with the groups and the perceived obligations are contingent
on the groups.
Individualism: In this context, greater emphasis is given to the fulfillment of the
personal goals of the Ryanair workers. The self-image of a human is classified as "I."
Collectivism: Based on this aspect, greater emphasis is placed on the goals of the chosen
organization, along with the well-being of the classes. The self-image of a individual is described
as "we."
Ryanair is using Hofstede's cultural dimensions theory to work properly by understand
the needs and provide Airline services to customers accordingly. This helps to increase the
business profitability by increasing customers and delivering them attractive services. Managers
also follow the Individualism vs. Collectivism cultural theory that helps to getting the work
done in certain period. Number of employees are working in organisation who are using new
technology in order to provide safe journey to passengers and maintain high profitability.
Organisational power – This is the ability and capacity of organisation that make things
happen according to one perspective by getting someone else. This is important for organisation
as managers have power to getting the work complete from employees by using power. By using
French and Raven power model in Ryanair organisation that are as defined:
Coercive power: This is negative power where managers of organisation are uses threats
of force in order to getting compliance from another. This influences individual behaviour in
Ryanair as they are threatened by managers for completing particular task. Due to threat and
unethical behaviour team and individual do not work effectively (Grobler and Joubert, 2020).
Reward power: This power is related to rewards and respects of employees that helps to
maintain the good behaviour in organisation and increase the profitability. The manager of
Ryanair are evaluating employees working and give them rewards as they provide safe journey
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to passengers and make happy customers that helps to increase the workings and profitability.
This leads positive behaviour of employees who works as a team and accomplish the business
goals.
Expert power: This power is based on experts, experience and special skills of
employees that influences employees and team to work efficiently and increase productivity. The
employee in Ryanair who works, are highly skilled, talented and experts who performs their task
effectively and increases number of passenger. It influences individual behaviours as they
complete their working in which they are proficient and team of each department complete their
task by increasing the productivity.
Legitimate power: This power comes from election, appointed and selected that shows
an ability of employees to administer that attracts employees to work properly. In case of using
this power in Ryanair, managers has certain power from their position that influences employees
and team to work (Alia, Zumrahb and Nazlic, 2017).
From the above Expert power is used by Ryanair organisation where employees are
having talent and experience to work properly and provide a safe journey to employees. They are
highly skilled in technical skills who perform all activities and functions by running their
business appropriately and maintaining good performance.
Organisation politics – This refers as informal and unofficial power that is having a
person on top authority in organisation. This is impacting positively and negatively on individual
and team behaviour. This states the personal, decisional, structural and organisational changes. In
Ryanair, manager has person power who uses it to influence some people for giving them
benefits by involving Chanlat’s characteristics of such behaviour.
Personal – This means manager are behaving personally with employees and treat them
different from others that create conflicts between employees (Englart, 2019).
Decisional – In this, managers play politics with some employees as giving them power
of making decision that has affected the team and individual badly.
Organisational change – Whenever there is changes arises in Ryanair then managers is
required to provide the training but due to politics some employee are trained to by getting
training and development programme that limits the organisational productivity.
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Evaluate how content and process theories of motivation and motivational techniques
Motivation is the main factor that is uses by organisation and management in order to
influence employees and retain them for longer period. This is important for organisation to
understand what are the needs and wants of employees and how they can be satisfied so they can
work effectively and increase the business performance. In context to Ryanair, managers are
responsible for all task where they uses content and process theory to motivate the employees
and providing better quality of airline services at lower cost that helps to increase the
organisational productivity and profitability (Micallef, 2017).
Content theory: This is a motivational theory which is used by organisation in order to
motivate employees by filling their basic needs. This helps to make happy employees in Ryanair
organisation as it complete their basic needs and retain them. This involves Maslow, Alderfer
and two factor theory that can be used to motivate
ERG motivation Alderfer theory
Existence needs: This involves all physiological needs such as food, water, air, clothing,
physical love and safety . The management of Ryanair organisation are filling existence needs of
their employees by filling their basic needs that is motivating them to work.
Relatedness needs: This is related to social needs and external esteem that helps to
maintain the good relation. As management of Ryanair are filling basic need then after they
focuses on social and esteem needs of employees which they wants from organisation and other
people. This also motivates employees.
Growth needs: This is related to internal esteem and self-actualisation that helps to
create productive and creative environment and influence employees to work. The performance
of Ryanair is growing position due to motivated employees as they complete their task and
increase their productivity by using their ideas and implementing them effectively.
Process theory: This theory focuses on what factor can motivate employees and
processes that relate to solve the issues so a productivity can be maintain in organisation. This
refers as a system theory that involves ideas in order to accept the changes and develop process
theory to deal with motivation process. This involves Vroom, Adams, Latham and Locke theory
to motivate the employees.
Vroom expectancy motivation theory
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This theory is related to expectancy theory that involves conscious choices between alternatives
that helps to motivate the employees and getting the things done in certain period of time.
Ryanair is using different variables such as expectancy, instrumentality and valance that are as
defined:
Expectancy: This is beliefs that increases efforts and organisational performance. In this,
management of Ryanair is having right resources such as material, time and human resources
who are performing their job role effectively. This helps to increase the organisational
productivity by influencing employees (Konada and Suman, 2017).
Instrumentality: This refers as belief that is used by Ryanair organisation to perform
well and get valued outcomes. This also helps to maintain the good relationship between
performance and outcome with the help of maintaining transparency.
Valance – This is another important factor which is used by management in order to take
individual place by getting expecting outcome. According to this, if employees are motivated
from money and rewards then it should be provided by management. This helps to increase
motivation level of employees and provide them proper guidance to work properly.
By using content and process theory of motivation Ryanair is attaining its business goals
as it motivates employees by filling their needs and providing them best suggestions that helps to
increase the organisational profitability. These influences the behaviour of others by applying
behavioural motivational theories that increases organisational performance by increasing
number of passengers and provide them airlines services at lower cost.
Critically evaluate the relationship between culture, politics, power and motivation
The culture, politics, power and motivation are related term which are used in
organisation in order to work effectively and increase organisational performance. Ryanair is
getting success in their activities and function by performing well. For instance, task culture is
following by chosen organisation that influences individual and team behaviour by performing
each task and completing targets that increases number of passengers and maintain the good
performance. Expert power helps to work efficiently by providing safe journey at lower cost and
politics has impacted negative that can arises conflicts between employees. Motivation is
increases the morale of employees who are working in Ryanair and complete the workings. It has
suggested toi management to use effective culture, power and motivation by understand their
needs that can help to maintain the healthy environment and complete the task in certain time
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which bring improvement in overall performance. Therefore, Ryanair’s culture, power and
politics influences the individual and team behaviour by improving their skills and competencies
in order to run a business and increase the organisational profitability by maintaining
coordination and completing task in certain period of time (Zaira and Hadikusumo, 2017).
LO 2 – Influences on team effectiveness and concepts and theories of
organisational behaviour within Ryanair
Ryanair is undergoing a corporate restructure by moving to small senior management team
where it is playing different role and responsibilities in order to perform well.
Explain what makes an effective team as opposed to an ineffective team
Team is the collection of individuals who are working in organisation for the purpose of
accomplishing common goals. Organisation is having different team such as effective and
ineffective team who are working differently and managing organisational performance. There
are different ways which make effective team in opposed to ineffective that are as:
Functional: The effective team of Ryanair is running all functions effectively which
helps to maintain the good performance (Watson, 2017).
Problem solving: Effective team is different from ineffective team as it helps to solve the
problems of organisation which they are facing.
Impacts of technology on organisational team: In Ryanair, organisational team is
playing a virtual role of team development and networking that helps to work accordingly and
increase the organisational profitability. Managers are introducing new technology which is
adopted by effective team in order to provide better quality of airline services at lower cost. This
helps to increase the organisational performance.
Ryanair is having effective team who are working collectively by identifying problems
and getting solution that helps to perform well and increases organisational productivity in
competitive business environment. Managers of chosen organisation is using new technology in
their travelling and
Definition of team group and team
Team group: This is collection on people who coordinates their individual efforts in
order to perform all functions effectively.
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Team : This is the group of people who share a common purpose in order to attain the
business goals mutually.
Difference between Team group and team
Team group Team
It is the assembly of individuals who needs
coordination to maintain the work activities.
This is group of people who transform
common team purposes for accepting
challenges.
Members are mutually committed to the
organisational goals.
This creates joint accountability of team
towards organisational implementing plans.
To understand the role of Ryanair’s team Belbin Typology is used by management that are as
defined:
Action oriented:
Shaper: The team member of Ryanair organisation are playing a role of shaper who
answers all queries and bring creative for performing well in organisation.
Implementer: The team of chosen organisation bring self discipline by implementing
their new ideas and thoughts for improving organisational performance.
Thought oriented:
Plant: in this, team member and individual come up with innovative ideas and thoughts
that helps to attain the business goals (Pluháček and et. al., 2020).
People oriented:
Coordinator: Team and member of Ryanair bring orders in to functions by maintaining
coordination and sharing views.
Team worker: The leader and management provide a support to chosen organisation’s
team in a diplomatic way that helps to maintain good performance.
Team development theory – This theory is given by Bruce Tuckman for the purpose of stating
how to develop a team and improve organisational performance.
Forming: This stage is used by Ryanair’s leader to provide a proper guidance to
employees that how to work and accept the challenges effectively (Kaplan, 2019).
Storming: In this stages, all information are collected by management and leader then s
hare with team so all activities can be performed effectively.
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Norming: This stage is related to agreement and consensus that largely that helps to
perform roles and responsibilities in effective manner that maintain good performance.
Performing: The team of Ryanair is performing all activities and functions clearly with
the help of development. This helps to complete shared vision, mission and objectives in proper
form so goals can be attained.
Concepts and philosophies of organisational behaviour to a given business situation
Organisation behaviour is related to concepts that use to solve the business situation that
can arises while working and maintain good performance. Ryanair is path goal theory leadership
style that uses to improve its performance and productivity. Organisation is having good team
who always ready to work together and give effective results by giving their efforts. This
organisation is facing problem due to not having enough resources which make unhappy and
effortless to employees. The management of chosen organisation is not providing enough time,
money and material as compare to other due to which production level of company is going
down on continuous basis. In this problem, manager and leaders are equally responsible who
understand the problem of employees, still not proving enough resources where employees feels
uncomfortable and unwillingness to work. In context to Ryanair management are using different
concepts and philosophies that helps to understand problem get them good solution.
Business situation (Currently happens)
Currently Ryanair is facing the barriers of lack of communication, unclear roles and not
proper uses of new technology that is reducing number of customers continuously and other
airline organisation are taking the opportunities to run their business. Therefore, to face this
situation a path goal theory is uses to overcome the barriers. Moreover, Ryanair is facing the
situation of low productivity due to unclear responsibility of employees which has impacted on
business negatively. Herein, managers and leaders are needed to clear the responsibility of their
workers who are working. This is creating conflicts between employees where they cannot
perform business activities that decrease organisational productivity.
To solve such conflicts and proving resources organisation is using Path Goal theory that
are as defined:
Path Goal theory – The basis of this theory contains leader's style and behaviour which
helps to understand problem and achieve goals by satisfying employees. This concept is used to
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know the capabilities and ability of employees which helps to solve the problem and provide
them good solution. Description of such theory is defined as:
Employee Characteristics – Employees are those who works at workplace and give their
efforts to complete the organisational goal by using their characteristics and skills. In context to
Ryanair employees possess of leadership skills, experienced, able to accept challenge, good in
written and verbal communication and skills to use resources properly which helps to maintain
the good performance by completing target.
Task and environmental characteristics – In organisation task and environmental
characteristics is important where management assign task between employees and give good
environment to work properly and systematically. As employees of Ryanair are facing not
enough resources problem due to which employees are not working problem. To solve such
problem management and leaders assign work and resources to between employees which can
help to work effectively. Herein, leaders provide clear communication or training programme
that can help to understand how to use available resources properly in maintain good
environment.
Leadership style – This means support of leaders which is provided by leaders to its
employees and helps to increase the productivity. Ryanair should adopt effective leadership style
which can provide solution of their problems. This involves different type of leadership style
such as:
Directive – In this leadership style, leaders of chosen organisation give direction to
employees and states what should do and when that helps to complete the task and maintain good
performance.
Supportive – As employees are facing problems of not having enough resources in which
leaders supports employees to complete their work by using available resources and work
effectively (Ullah and et. al., 2017).
Participative – This leadership style is related to participation where employees and
employer needed to participate in business activities.
Ryanair is using supportive leadership style where role sand responsibilities of employees
are cleared by leader between employees that helps to perform the business activities effectively
and solve the business situation. With the help of this, problem can be solved and maintain good
performance.
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Relate these barriers to relevant theory –As currently Ryanair is facing from different
changes, resources allocation and culture of organisation, communication and contingency where
management of such organisation should use path goal theory that helps to bring changes in
organisation and increase the working of organisation by delivering best airline services. This
attracts the customers and bring new ideas to accept the changes. On the other side, leadership
approach helps to face the problems and provide a direction to employees who can work proper
by accepting challenges and increase the working. Managers and leaders are playing important
role who analysis the business performance and deliver best quality of services by removing the
barriers that arises in organisation.
Critical analysis
From the above it has analysed that Ryanair should use the path goals theory by
analysing situations and barriers that arises in organisation at the time of working which helps to
improve the business performance and increase the working. For example, Ryanair wants to
bring changes in their airline services that can provide safe travelling and other services at fair
prices in order to increase the workings. In this, leaders applies a leadership theory which suits
them such as Ryanair is using supportive leadership where employees get support from leaders to
improve the business performance by bringing changes and increase the profitability. Path goal
theory helps to increase the business performance in competitive business environment by
motivating employees, providing direction and supporting them to work properly that can help to
manage all workings.
CONCLUSION
From the above report it can be concluded that it is important for organisation to maintain
the good behaviour and increase the performance. Effective team are having problem solving
skills, project management and communication skills that helps to work accordingly. Culture,
politics and power is influencing team behaviour and individual behaviour. Path goal theory is
used by management and leaders to solve the business situation and increase productivity.
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Watson, T., 2017. Sociology, work and organisation. Taylor & Francis.
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intervention practices affecting the safety behaviour of workers in the construction
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disc brake against dynamic high speed loading conditions. International Journal of
Automotive Engineering and Technologies. 6(3). pp.116-128.
Micallef, E. E., 2017. Organisation performance improvement through performance
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About Ryanair. 2018. [Online]. Available through:
<https://www.irishtimes.com/culture/books/inside-ryanair-michael-o-leary-s-making-of-
a-nicer-airline-1.3634667>
(Ullah and et. al., 2017) (Kaplan, 2019) (Pluháček and et. al., 2020) (Watson, 2017)
(Zaira and Hadikusumo, 2017) (Konada and Suman, 2017) (Micallef, 2017) (Englart, 2019)
(Alia, Zumrahb and Nazlic, 2017) (Grobler and Joubert, 2020)
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