Organisational Behaviour Analysis: Ryanair's Strategies and Culture

This report provides a comprehensive analysis of Ryanair's organisational behaviour. It begins by defining and exploring the concepts of organisational culture, power dynamics, and political behaviours within the company, utilizing Handy's culture model and French and Raven's power types. The report then delves into the application of motivational theories, specifically Herzberg's two-factor theory and Vroom's expectancy theory, to understand employee motivation and satisfaction within Ryanair. Furthermore, the report evaluates team development theory and identifies the factors contributing to effective teamwork within the airline. Finally, the report applies various philosophies of organisational behaviour to Ryanair, providing a holistic understanding of its operational strategies and their impact on employee behaviour and overall organisational performance. The report concludes with a summary of the key findings and implications for Ryanair's management practices.

ORGANISATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1 Organisational culture, power and politics.............................................................................1
LO 2.................................................................................................................................................3
P2 Application of motivational theories......................................................................................3
LO 3.................................................................................................................................................6
P3 Effective team and factors that make effective team..............................................................6
LO 4...............................................................................................................................................10
P4 Philosophies of organisation behaviour................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Behaviour of employees matter a lot in the organisation, managers ensure that all people feel
happy and work better in the firm. For that each enterprise always try to make its workers happy
so that they retain in business for longer duration (De Vasconcelos, Gouveia and Kimble, 2016).
Values, culture, believes of company determine the behaviour of staff members in the firm.
Workers are the important stakeholder of business, they work hard and give best efforts in order
to meet organisational goal. If behaviour of them is not good then company’s overall working
can get badly affected. Present study is based on Ryanair is the budgeted airline, it is operating in
around 225 destinations. Company is popular for its low fares hence it has wide range of
consumers. Ryanair has gained amazing media coverage which has supported business in
growing well globally. Current assignment will describe organisational culture, power and
politics and how these elements affect individual and organisational behaviour. In addition,
report will explain and apply motivation theory in context to Ryanair. Assignment will evaluate
team development theory and will explain the factors that make an effective team. Furthermore,
report will apply philosophies of organisational behaviour on Ryanair.
LO 1
P1 Organisational culture, power and politics
Culture is the value, believes of firm that drive or influence satisfaction level of employees
in the organisation (Pasian, 2016). Handy’s culture model explain four different types of culture
that is followed by business unit:
Power culture
Many companies are here which gives high power to their staff members, Fe people
makes all the decisions and direct employees in the company. They are the managers or on the
higher post and they enjoy additional privileges. Managers allot work to all individuals but in
this type of culture subordinates do not get any rights to raise voice against the managers. Hence
such kind of culture makes individual negative and these negative people do not really make
efforts to meet team goal. Hence overall performance of company gets badly affected and it
affects sales performance and profit of business unit as well (Ho and et.al., 20170.
Task culture
This is another kind of culture in which people work to meet particular goal, they solve
critical issues and management allot them work on the bases of their abilities. All employees
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have common interest and they work together so that team goal can be obtained. This makes
employees positive and team performance also get improved to great extent (Xuereb, 2015). This
type of culture is followed by Ryanair where managers know the skill and ability of each person
and every team members have equal contribution in achieving team goal. This type of culture
encourage innovation hence overall company’s performance get improved greatly (Handy Model
of Organisational Culture, 2019).
Person culture
Employees feel themselves that they are superior in firm and management has to work as
per their requirements. They do not really give respect to others and do not care for
organisational goal. They work just to get certain amount of money and such employees do not
support management or never say in the favour of company. This negatively influence individual
and team performance hence overall working of organisation get badly affected (Al-Dmour,
Love and Al-Debei, 2016).
Role culture
This is the type of culture people are specialised in their field and they get work as per
their specialisation. They show their interest in work and give their best towards the business
unit. Employees accept challenges and work together to meet the organisational goal. Person
who is more responsible or having high responsibility get high power (Memduhoglu and Yildiz,
2016).
Organisational power
Organisational power can be described as authority of particular person to influence work
of others in business. French and Raven’s power type are explained as below:
Coercive power
Mangers force their subordinates to do particular task. Leaders take things away from
employees and control over all the workers. Team members continuous try to impress their
leader so that they get rewards. This type of power makes individual negative because they get
punishment if they fail to work better or work according to instruction provided by leaders
(Forssell, 2018).
Reward power
This is another type of power where managers give money or additional rewards to their
staff members so that they work better and perform their duties with loyalty. Money is the most
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important thing in the human life hence if people are getting satisfactory rewards for their hard
work then they become positive and loyal towards the brand. It reflects thorough their best
performance in the organisation. Ryanair has this type of power where higher authorities give
rewards to workers to encourage them and to retain them in the firm for longer duration. This
gives positive result and raise profitability of company to great extent (Friday and Ugwu, 2019).
Legitimate power
In this type of power higher authorities respect the feelings of others but do not
compromises with working. Leaders give reward for the good work but also give punishment for
spoiling the work. Employees obey the managers because they have high power. Sometimes
managers misuse their power which makes other negative towards the brand (Five Forms of
Power (French & Raven), 2019).
Referent power
Managers treat people well and they build bonding with all employees. Appreciation is
given to staff members which create positive working culture and influence organisation
behaviour in positive manner.
Expert power
Leaders have good knowledge and they are specialised in management field. They guide
people well hence employees trust on them. This trust helps in implementing necessary changes
at workplace hence company gets positive results due to this power (Grobler, 2016).
Organisation politics
Chantal characteristics clearly show political behaviour of higher authorities and how
such kind of politics affect individual behaviour in business unit. Conventional politics show that
higher authorities play fairly and promote the right person. This type of politics encourages
workers and all the people support their leaders. This makes the person positive and all people
work as team and equally contribute to meet organisational goal. Whereas non- conventional
politics show the social movements and ensure that all people get give rights. This makes
employees loyal and affect the Ryanair performance positively (Wan and Wan, 2016).
LO 2
P2 Application of motivational theories
Employee relations play significant role in business unit, companies always try to
encourage its workers so that they feel happy and exchange their views with others in significant
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manner. Motivation is essential element which affect culture of workplace and influence their
behaviour of employees in business unit to great extent. There are many companies where staff
turn is very high because of lack of motivation in the workplace (Akram and et.al., 2017).
Content theory of motivation
This model pays close attention over needs of human being, it ensures that each person is
different and has different requirements. Companies need to focus on their needs so that they feel
happy. Satisfactory staff members always work better and support management in achieving
organisational goal.
Herzberg’s two factor theory
This is the model which focuses on two major aspects motivation and hygiene. This
theory reflects that many factors affect satisfaction level of employees and sometimes these
components make people negative towards the brand and decrease their satisfaction level (Tokay
and Eyupoglu, 2018).
Motivator factors are achievement, recognition, advancement, work itself, responsibility
etc. If people are getting achievement in business unit then they feel so happy and work better in
business unit. Ryanair always ensures that it gives achievement to its staff members for their
work and efforts. By this way people feel happy and they give positive reviews to others as well.
This thing has built coordination among all staff members and all team members equally
contribute to meet the goal of Ryanair. This is the job satisfaction factor which enhances staff
retention in business. Apart from this, recognition is another most important factor which
motivate workers and affect their working performance. Ryanair always ensures that it gives
appraisal and recognition to its valuable staff members so that they feel connected in the firm. If
such kind of things do not happen in the firm, then people feel so negative hence their working
performance get badly affected (Mayer, Louw and Baxter, 2015). Ryanair ensures that if
sometime is making additional efforts so that get more appraisal in front of all members. This
encourage the person and they work so hard to meet the organisational goal. But if someone is
continuously doing hard and not getting any kind of appraisal then it decreases their satisfaction
level and they think to leave their job soon.
There are some factors which come under hygiene element: salary, company policies,
supervision, working conditions etc. All these things affect the level of work of employees and
their satisfaction level to great extent. Policies of firm matters a lot, if there is rigid policy them
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employees do not feel good hence they leave job soon (Subba and Rao, 2017). But if company
makes good policies then they feel so good which can encourage people and they retain
employees for longer duration. Ryanair always ensures that it makes effective and flexible
organisational policies, it has smooth leave polices which makes people happy and makes them
able to be loyal towards the brand. Ryanair also ensures to pay good salaries to employees. It has
great pay scale for its staff members. This type of thing makes the employees loyal and they put
their best efforts to meet the goal of business unit.
Ryanair’s leaders develop healthy relationship with its staff members, it has created
friendly atmosphere where all people work at equal level (Corfield and Paton, 2016). This type
of culture and atmosphere encourage workers and they work together and support each other.
Working condition of company is very good where all employees have positive behaviour
towards the firm. This helps Ryanair in achieving the business goal and raising satisfaction level
of staff members.
Process theory of motivation
This is different from content theory, as content model concentrates on needs whereas
process theory pays attention on addressing issues and resolving such issues so that satisfaction
or motivation level of employees can be increased (Engelbrecht, Kemp and Mahembe, 20180.
Vroom’s expectancy theory
This is the model which pays close attention over the process that must be implemented
by business to encourage workers and raising their level of satisfaction towards the brand. This
model explains that vroom is the process that shows the choice of person and their voluntary
behaviour. It has three major elements: expectancy, instrumentality, valence. Expectancy means
belief of person that more efforts will always give success to individual. If employee is making
continuous efforts and trying to improve their working performance, then defiantly higher
authorities will appraise their efforts (Five Forms of Power (French & Raven), 2019). This will
help them to get success in their career. Ryanair always emphases on contribution of staff
members, if one sales person is working so hard then company gives them additional benefit or
promotion chances in business unit. By this way staff members thing that company is giving
value to them which encourage them and enhance their retention in business unit to great extent.
Instrumentality is another important aspect of motivation theory, this element explain that
activity and goal are closely connected with each other. If right activity is being performed, then
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goal of company ca n be obtained. Employees believe that the only way to get reward in the firm
is to work hard and perform right activities (Handy Model of Organisational Culture, 2019).
Ryanair gives reward to its staff members for their actions because their working patterns
support business in generating more sales. This kind of rewards make the person able to put
more efforts and get positive results. If employee is not making any kind of efforts then it may
create problem for them to get rewards hence they may feel demotivated. Ryanair always gives
positive response to the employees those who are working so hard to meet the organisational
goal (De Vasconcelos, Gouveia and Kimble, 2016).
Valence element states that person’s value must be rewarded. Companies need to ensure
that each person get respect and business get positive results for the same. If all these elements
are met, then enterprise can motivate its workers so easily. This type of things is able to retain
talent in firm and raising their productivity as well. Ryanair treat its employees well and ensure
that their workers work hard in business unit. The main goal of organisation is to generate more
sales and become the leading brand in airline industry. Firm continuously try that it serves its
consumers well. For that it gives training to staff members and also ensure that its workers serve
consumers well (Pasian, 2016). For achieving this goal it is essential that employees perform
their duties well and be devoted towards customers. This can be achieved by business by giving
encouragement to staff members. For that Ryanair gives rewards, attractive pay and appraisals to
its employees time to time. This thing support company in improving satisfaction level of
workers and making them committed towards brand. This motivate workers and raise their
commitment, by this way they work hard to enhance profit of business unit, in this manner
overall company’s goal get accomplished successfully.
LO 3
P3 Effective team and factors that make effective team
Ryanair is planning for making structural changes in business unit, for implementing
changes there is need to have good structure so that people can make connection with each other
smoothly. Effective team can be described as ways through which company organise its workers
so that they work together and support management to meet the goal of firm. Effective team has
quality of being open and honest (Ho and et.al., 2017). All team members are honest towards
each other and they communicate freely. They are well aware with their role and work hard to
meet organisational goal. Whereas ineffective team is the people those who work in group but
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they are not committed and they just work to get salary rather than meeting the common goal.
Their interest are not same. In order to become an effective team all team members are required
to perform different roles (Al-Dmour, Love and Al-Debei, 2016). People those who have
capabilities can perform accordingly and can show their contribution towards achieving team
goal successfully.
Belbin team development theory describes different role in team, if all these roles are
performed properly then team can work better and can meet the organisational goal successfully.
 Resource investigator: leaders are resource investigator, they find ideas through which
resources can be managed properly. This role develops contact between people and
higher authorities and leaders start using resources in proper manner. This role helps
others in managing their work and supporting each others (Memduhoglu and Yildiz,
2016).
 Team workers: this is the role which is played by team where all workers work together
and they listen each others so that confusion can be minimised and work can get
completed on time. This type of cooperation aids in improving the team efforts and
getting positive results in business unit. But sometimes it becomes indecisive in certain
situations. Team leaders have to show confidence while making any decisions, this
develops team sprit among others and all team members can work better to meet the goal
of Ryanair (Friday and Ugwu, 2019).
 Coordinator: This is the role which is played by team members, all team members
focuses on common objective of business and design business operations in such manner
so that this objective can be accomplished successfully. Leader delegate responsibilities
to the workers and ensure that all members discuss with each other an finish the work
without any mistakes or confusions. There is need to have good confidence on each other,
and also there is requirement to have clear goal description in the mind of all employees
those who in Ryanair. Maturity shows the strength of this role, that means if all team
members are mature then they will coordinate with each other which will support Ryanair
in forming an effective team. But sometimes people behave manipulative which creates
problem in managing coordination among all individuals (Forssell, 2018).
 Plant: This role shows that team members must be creative, this creativity supports in
finishing innovative ways to resolve any problem. Free thinking and creative ideas
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always encourage others ad develops confidence among all. By this way issue related to
monotonous work can be resolved effectively. This role supports on motivating all people
and making them positive towards the firm (Mayer, Louw and Baxter, 20150.
 Monitor evaluator: Team members are responsible for providing logical eye and leaders
have to make impartial judgements. If leader is evaluating each decision in significant
manner, then it would help Ryanair in minimising risk and getting positive results in
business unit. But sometimes lack of ability of leader to motivate workers create problem
in handling business issues effectively. As Ryanair is planning to make corporate
structure changes in business unit, for that there is need to have monitor evaluator that
means leaders have to ensure that all team members are able to perform their duties
properly and they are not facing any kind of problem while performing their job. This
supports in resolving the workplace problems in significant manner and meeting the
organisational goal successfully (Engelbrecht, Kemp and Mahembe, 2018).
 Specialist: Ryanair hires skilled and experienced people in the firm, it ensures that people
have proper knowledge about the working areas so that they can understand their job role
and can perform it properly. Apart from this, leaders also have great knowledge and this
knowledge is shared by them among all individuals or subordinates. This role aids
business in minimising mistakes and employees get proper guidance by the right person
which supports them in performing well in the company and contributing well in
achieving the business goal successfully. Leader are single minded person and individual
ensures to share skills and knowledge with others. This is the great role which inspire
others as well and develop team coordination (Corfield and Paton, 2016).
 Shaper: leader ensures that team is driving well and time to time make changes in
existing practices to make sure that they are moving in the right direction. Leaders are the
most important person in organisation, leaders of Ryanair always pay attention ion every
single activity and stay focus. This type of attitude inspire others and leader becomes able
to control over each activity in proper manner. This is dynamic role and always assist in
overcome all the obstacles. By tis way team members become able to perform their duties
in proper manner and manage all the activities on time (Subba and Rao, 2017).
 Implementer: this is another role which explains that leader are required to make proper
plan before implementing any new thing at workplace. If there is proper strategic
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planning, then it may help in resolving all problems and getting positive outcome as well.
This role of leader aids in organising things in systematic manner and aligning work to
achieve business goal.
 Complete finisher: All team members need to ensure to finish allotted work on time
without any failure. Leader polish the task and scrutinise the work so that errors can be
identified timely and it can be resolved within stipulated period of time. This develops
quality of work an help business in minimising errors at workplace. If all team members
support leader, then leader would be able to complete the work in proper manner which
will help in improving performance of Ryanair to great extent (Tokay and Eyupoglu,
2018).
There are various factors which help the leader in forming an effective team, if these
elements are missing them Ryanair will not be able to form an effective team:
Communication
This is most important components in the formation of effective team. If there is proper
coordination among all team members then it would minimise confusion and will resolve,
chances of occurring mistakes at workplace. This is the also beneficial in order to resolve
workplace conflicts in business. Leaders of Ryanair always ensure to develop good
communication between team members so that they interact with each other in significant
manner and support each other in every critical situation. This develops a healthy culture and
help business in raising its productivity and quality as well (Wan and Wan, 2016).
Stability
Team stability is essential element in the formation of effective team, if there is stable
team or if there is lack of issue of staff turnover then company can form an effective team.
Leaders of Ryanair always ensure to motivate its workers so that they feel happy and work for
longer duration in business unit. This stability develops trusting relationship which reflect
through high quality working performance (Tokay and Eyupoglu, 2018).
Team size
This is the element which is helpful in forming an effective team. Leaders of Ryanair
always ensure to build a proper team which has limited number of people in group. If team size
is too large then it may increase chances of confits and sometimes communication problem also
take place. In such condition company is required to ensure to have stable team size. This aids in
9

reducing conflicts and raising efficiency level of production. Managers and subordinate easily
communicate with other and support each other to meet the goal of Ryanair. This will help in
restricting the corporation in easy manner and meting the desired goal (Al-Dmour, Love and Al-
Debei, 2016).
LO 4
P4 Philosophies of organisation behaviour
Path goal theory
This is philosophy of organisation behaviour which specify the behaviour of leaders
which influence the employee’s attitude in business unit. If leaders are able to behave good in the
company and if they behave according to requirements of situation, then it will help in handling
workers well and creating a healthy workplace culture where people like to work for longer
duration (Xuereb, 2015). The main goal of leaders of Ryanair is to raise employee motivation.
As company is planning to make changes in its corporate structuring, at the time of
implementing any chances people show dissatisfaction and sometimes they fail to work better in
new environment because of fear of losing job. In such condition leaders of Ryanair always
encourage people and develops confidence among them that this new changing atmosphere will
give best platform to them. They always ensure that employees are satisfied in business. this
aids the company in improving their concentration level and commitment towards the
organisation. By this way people work hard and raise their productivity in the firm which results
in raising profitability of company to great extent (De Vasconcelos, Gouveia and Kimble, 2016).
Corporate structural changes enhance resistance of employees because they feel unsafe.
Sometimes they think that company will terminate them hence they do not accept changes in the
Ryanair so easily. In such condition leaders have to emphases on needs of employee’s and have
to make them understand their requirement of corporate structural changes in the firm. This is the
style which develops confidence among all staff members and they accept changes and support
their leader in every situation. Path goal theory determine the characteristics of employee’s ad
focus on motiving workers. Apart from this, this theory ensure that leaders adopt proper
leadership style which helps in making balance between needs of workers and organisational
goal (Ho and et.al., 2017). Leaders of Ryanair ensure to direct its staff members regarding
corporate structural changes so that people can work in changed environment in effective
manner. Leaders of Ryanair support their team members and show their positive attitude towards
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them (Tokay and Eyupoglu, 2018). By this way people also start supporting their leader which
help in implementing modification at workplace easily and managing resistance of workers in
significant manner. In addition, leaders of Ryanair adopt participative leadership style in which
they participate in the work of employees of that they do not feel hesitate, it develops confidence
of staff members and make them positive as well. Leaders also have achievement-oriented style
where they give rewards and recognition to the person who is performing well in business unit.
People like to get rewards for their efforts, if employees are receiving all these things from their
leaders then they will be positive. By this way resistance of works can be managed in business in
effective manner (Corfield and Paton, 2016).
Leaders of Ryanair ensure to define goal so that each person can understand requirement
of corporate structural changes in business unit, individual also form a clear path so that each
person can work accordingly and can work better in new changed atmosphere. Motivation is the
most essential element and to encourage worker’s leaders of Ryanair remove their obstacles so
that people feel comfortable in doing their work. Otherwise they may face lots of difficulties
which can reduce their confidence and in such condition resistance of staff members can get
increased to great extent. Hence leaders of Ryanair always try to remove obstacles so that
changes can be implemented in business unit in significant manner. They support their team
members so that people feel happy and work effectively at workplace (Engelbrecht, Kemp and
Mahembe, 2018).
Contingency theory
This is another model of organisational behaviour that explains that effectiveness of
leader is highly depended upon the way leader reacts upon situations. Leaders play significant
role in business unit hence their reaction matters a lot. If they are not good with staff members
then it can make people negative but if they are reacting in soft and professional manner than
they may make people positive and can give full support. Leaders of Ryanair always ensure that
they build strong relationship with their employees and make them feel comfortable. This
supports in accomplishing task in significant manner and managing the workload in significant
manner (Al-Dmour, Love and Al-Debei, 2016). If leaders are utilising their positional power in
proper manner than it may help in influencing behaviour of staff members by this way they will
put hard efforts which will support in completing the work on time and managing quality in
business unit as well.
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Ryanair always treat its worker’s well and leaders of give respect to employees. Leaders
build healthy communication at workplace and ensure that all team members have friendly
relationship (De Vasconcelos, Gouveia and Kimble, 2016). This type of leadership always
supports the firm in making people positive. By this way they understand why company is
making changes in corporate structure and they will accept changes. Hence in this manner
resistance of workers can be managed in significant manner and enterprise can generate more
revenues in business unit.
CONCLUSION
Study can be summarised as organisation behaviour is the way of understanding
behaviour or view point of employees. Employees are the essential part of business unit if they
are performing their duties well then it gives benefit to organisation in generating more revenues
and raising productivity of company to great extent. Positive behaviour of staff members is
helpful in bringing coordination and developing good will of the firm. It minimises confusion at
workplace and raise working efficiency of people. Leaders are required to give motivation to its
workers so that they feel so happy and work hard in business. in the absence of motivation
company may get fail to maintain satisfaction of staff members which badly affects the working
of people in the business unit.
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