Organisational Behaviour: Ryanair Analysis and Performance

This report provides an in-depth analysis of Ryanair's organizational behavior, examining how organizational culture, power dynamics, and politics influence individual and group behavior and performance within the airline. It explores the application of content and process theories of motivation to enhance staff performance, focusing on Maslow's hierarchy of needs and their practical implications. The report also evaluates the effectiveness of teams within Ryanair, considering factors that contribute to improved performance and productivity. Concepts such as Handy's typology of organizational culture and various forms of power (coercive, reward, legitimate, referent, and expert) are discussed in relation to their impact on employee behavior and overall organizational outcomes. The analysis incorporates relevant research and theories to provide insights into how Ryanair can optimize its organizational structure and management practices to achieve its business goals.

ORGANISATIONAL
BEHAVIOR

Table of Contents
INTRODUCTION...........................................................................................................................1
ACTIVITY 1....................................................................................................................................1
a)Organisational culture, politics & power influence individual & group behaviour
performance ................................................................................................................................1
lACTIVITY 2...................................................................................................................................4
la) Applicability of content and process theory of motivation for influencing staff performance
within Ryanair..............................................................................................................................4
lACTIVITY 3...................................................................................................................................7
la) Analysing effectiveness of team of Ryanair...........................................................................7
lb) Improvement of performance and productivity in Ryanair..................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Organization behaviour refers to study about humans behaviours in organization and
examines human behaviour in a work place and analyse its effect on job profile, employees
performance regrading organization, communication, leadership and motivation. It's supportive
to know about complex nature of human being in organization and achieve to good productivity.
It helpful to retain employees and customers in organization for long-time by giving values of
person. Ryanair is established in 1984 and known as Irish budget airline. It's headquarter in
swords, Dublin airport and Ireland. It has covered large area of airline like Lauda, Ryanair sun,
Ryanair UK and Malta Air there are subsidiaries of Ryanair. 17500 employees works in Ryanair
airline(Ashkanasy and Dorris, 2017)
Ryanair is basically dependent on firm behaviour and focuses on the report. In this
report, there will analyse about organization's culture, politics and will influences power of
individual and enhance behaviour and performance of team. Here will focus on goal's
achievement in organizational context through content ans process theories and motivational
techniques. In this report will explain group development theories to make a team effective as
opposed to an ineffective team. Here will study about business situation. Concepts and
philosophies of organizational behaviour will apply within organization context.
ACTIVITY 1
a)Organisational culture, politics & power influence individual & group behaviour performance
Organisational culture
It is an system that shared attitude and belief that develop in the Ryanair firm and helps to
guide members behaviour. Hand'y Typology use in Ryanair firm (Champoux, 2015).
Role culture
It is an job oriented and found in bureaucratic firm. In this the workers more stability and
security as much as possible. As rules and regulation are followed in the Ryanair organisation. It
is an structure that have to be follow as it is essential for the performance because of this it is not
stable and keep on changing which result it reduce the performance of the employee in the firm
when the firm not having stability an safety for the employees. To increase the performance
Ryanair become flexible and provide safety features to an employees, so that workers feel good
and it motivate that raise the performance and behaviour of team.
Power culture
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In power culture huge power always lie with top people. And employee of the firm are
always loyal to the authorise piople of the Ryanair company because of flat structure of the
organisation and have few norms and highly flexible(Chen, Chen and Sheldon, 2016). As a result
of this the performance of the employee increase as they are getting the information from the one
person which reduce the misunderstanding of the employee and became satisfied with the work.
It raise the behaviour and performance of the employee within Ryanair firm. As when the higher
authority dominate the employees than the employee feel in pressure and in such case this power
can create negative impact and it affect the organisational performance.
Person culture
This culture are mainly used by an professional firm where the employees are provided
full freedom and employee are highly educated. In such organisation few employees are their
and few norms are their. In each employee work independently and the employee are highly
qualified and do their work independently. In such culture as the employees are have full
freedom and al are expertise, so the people are taking interest in the work and their performance
also increase and have no no conflict which result increase the behaviour of the team within the
firm(Graham, Ziegert and Capitano, 2015). Many time employee take advantage of such culture
and come just for the sake of money. It create negative impect on the team performance and
overall performance of firm.
Task culture
This culture is an result oriented. It is an issue solving oriented where all workers are
experienced professional. Where the employee complete the task correctly. Here result are more
essential than norms. Employees of the firm rely on both expertise and its colleagues. Expertise
people and flexibility are more centralized and coordination depend on task & project are
requirement. Hence it increase the performance of the employee(Holmlund, Kowalkowski and
Biggemann, 2016).
Organisational Power
It an ability to make the things happen on the basis of one perspective through getting
someone other to do for you. In firm manager assign task to workforce and make them to
complete the task.
Coercive power
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Coercive power is the power where someone forced to do against the will . Its main
objective is to complete the task. In this they are mostly focus on the completion of the work and
the firm is not giving the attention to the employees(Jagannathan and Camasso, 2017). Because
of which the performance of the employee decline day by day and may increase an labour
turnover. Also it affect the team behaviour within the firm. This form of power mainly leads an
problem. Hence it create unhealthy behaviour and create dissatisfaction at the workplace.
Reward power
This power are helpful in motivate the employee by rewarding the worker on the basis of
the performance of the employee or its ability. This reward system take the employee towards
the positive way, as result the employee get motivate and do effective work with full potential to
achieve the goal of the organisation and it increase the performance of the employee. Sometime
the power is weaken when reward nit perceived value to others, power weakened. One of
frustration while using reward it offens wants to bigger than last time. When the reward is
regularly employee remain happy and satisfied and when they not get it that time they lose the
effectiveness of the performance(Kanfer and Chen, 2016).
Legitimate power
This type of power give the feeling of the responsibility to management. It is mostly
based on the role. As people mostly run with traditional and pack and obey a person with power
that is mainly based on position. This form of power overcome as when the person loose the
position or power. It become weak and convince the other person. It reduce the performance of
the employee as ones the power lose by the person.
Referent power
It is based on the management ability that to administer someone for an personal
approval. This power treated with charm. Here the power is given to that person to whom the
peron like a most and provide authority to that person, like a leader which is highly loked and
find strong in some way(Klotz and Neubaum, 2016). As highly liked by the people the emplyee
highly follow the leader and easily get motivate by this, that improve the performance and
envirnment of the Ryanair organisation and individual.
Expert Power
This power is mainly based on deep information or the knowledge of the expertise. Such person
are highly intelligent & trust in its power and have capability to complete the roles and
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responsibility of the firm. This ability make them to gather power of an reward at right mode. If
some expert person are their in the organisation they help the employee in the organisation and
the people trust and give respect to them(MacIntosh and Burton, 2018). Such expertise person in
the firm can improve the performance and team behaviour of the Ryanair organisation by helping
the employee at right time when they need it.
Political- Chantal's Behaviour
Individual factors
In individual factors the people have self control over itself and require the power in political
behaviour to engage it. As it likely to raise the skill in political and also more sensitive to an
social.
Organisation factors
In this factor when the decline the resources of the Ryanair firm this changes the existing pattern
and resources. At the time of opportunity for promotion , politics likely to ground flore. When
the organisation not have high trust on the employee and have huge pressure over workforce and
have eye on employee. Such an act make an negative image on the workforce and feel that after
doing so much effort for an firm and the company not keeping trust over its employee, such
negative feeling may decrease the performance of the employee(Moghimi and Moghimi, 2018).
Where the positive power raise productivity of Ryanair firm as it giving the authority to an
workforce to create its decision and do reward on the basis of good performance. And on the
basis of ability and performance appoint the person to do supervision to other employee. It raise
the confident of the employee. Likewise people behave in positive and try to support Ryanair
firm and they can work effectively in team which can raise the profit and business productivity.
It also create an negative impact on the performance of the employee when the power not used in
systematic way. People became dissatisfied which result the performance of the company may
reduce.
lACTIVITY 2
la) Applicability of content and process theory of motivation for influencing staff performance
within Ryanair.
CONTENT THEORY OF MOTIVATION
Content theory of motivation states the change of human need according to change in
time. Further the norms of theory changed and explained specific factors to motivate human
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behaviour. The applicability of process theory of motivation consists of five theories along sides
as it's roots(Nicklin and Spector, 2016).
Maslows Need hierarchy needs
Maslow needs hierarchy theory states that there exists hierarchy of needs that all together
help in motivation of an individual these include growth needs and deficiency needs that state
Physiological needs
Assurance of fulfilment of physiological needs of employees of Ryanair will aim on
covering basic needs of employees affecting survival habitant of human beings that include
drink, shelter, warmth, sleep, sex, clothing, air that will aim on functionality of human body and
their practices in effective means so that in Ryanair will affect working condition of employees
along with reducing un necessary strike and help effective functionality of their business
operations.
Safety needs
These needs cover protection of human being from elements, security, law, stability,
order, fear and freedom will justify safe being of human being. Applicability of these needs on
employees of Ryanair will affect mental stability of employees so they eliminate practice of
strikes from employees and try keeping them in healthy working environment
(Niven and Boorman, 2016).
Love and belongingness needs
Past after safety and physiological needs human needs ask for social involvement of
feelings of belongingness. The achievement of these needs will attain and motivate behaviours
for Ryanair so they love and respect the management along with customers of airlines to ensure
no wrong or false practices are affecting working conditions and dis satisfaction between
employees and management will motivate performances of employees along with develop
relationship with customers to maintain their level of satisfaction with Ryanair
(Osland, Devine and Turner, 2015).
Self esteem needs
The concept of self esteem needs cover the phenomena of justifying esteem need of an
individual including achievement, dignity, independence and mastery along with the desire of
respect and reputation among the other by having prestige and status. The employees of Ryanair
through self esteem in their practices and daily activities will attain practices that employees of
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Ryanair will think their dignity is being lost in the practices of poor services to their customers
along with strikes in management is resulting in losing of dignity and status will develop
practices that employees and management of Ryanair will develop effective practices that will
attain effectiveness of business practices and boosting customer satisfaction
(Piras and et.al., 2017).
Self actualization needs
The concept aims in attainment of realizing potential in one's self to ensure employees of
Ryanair will realize personal potent ion and their strength in working conditions along with
develop effective experiences to ensure their practices not only benefit the airlines but also aim
on their personal growth and development so they need to maintain the quality of their services
along with elimination of un necessary strikes.
PROCESS THEORY OF MOTIVATION
Process theory of motivation states that aspect of change and development in an entity.
These theories aim on systems of ideas defining variances of dependent variables on another or
even more dependent variables
(Podsakoff, Mackenzie and Podsakoff, 2016)
. The factor focuses on ensuring the process of motivation that how motivation occurs.
Porter and Lawler Model of motivation
The model explains relationship between exists job attitudes and job performances of an
individual. The model is justifies by four attitudes that are determination of individual behaviour
by combination of factors of individual and environment. The individuals are assumed as rational
human beings making conscious decision of their behaviour in organization as every individual
has different goals and based on their expectations, individuals decide alternative behaviours
leading to desired outcomes(Pouramini and Fayyazi, 2015).
Elements of Porte and Lawler model of motivation on Ryanair.
Efforts
Efforts is amount of energy an individual exerts in his job where employees of Ryanair
will be justifies based on their efforts they put in order to keep their organizational activities
effective by distracting them from strikes and infective practices to ensure employees work in
effective manner defending current position of Ryanair and re establishing their practices.
Value of reward
6

People are concerned about the reward if t is effective for them or not. The factor states
that an individual looking for monitory returns will never be satisfied by only just recognition.
The right amount along with mode of rewards for the employees of Ryanair will bring
effectiveness in their working condition and gain attention in business activities(Pradhan, Jena
and Bhattacharya, 2016).
Perceived Effort Reward Probability
Before any effective practices and efforts people try to assess the outcomes leading those
efforts to ascertain level of profitability and reward. Based on the level of achievement people
can justify the amount of reward in practices. The applicability for these practices on Ryanair
will justify level of award and achievement of rewards which will assure a level of achievement.
Performance
Efforts generally lead to performance. Expected level of performance can be justifies by
amount of efforts. Employees and management of Ryanair will require skills, knowledge and
intelligence will ensure their practices aiming towards ultimate goal of airlines boosting up states
and position of airlines in competitive advantage among the rivals
(Takeuchi, Bolino and Lin, 2015).
Reward
Performances lead to justified outcomes that can be classifies into intrinsic and extrinsic
rewards. Ryanair by distributing extrinsic rewards to employees in terms of money will boost up
performances of employees and raise their satisfaction and intrinsic rewards leading to self
esteem along with competence to perform task of jobs effectively.
Satisfaction
Satisfaction conclude from extrinsic and intrinsic rewards. Individual compare actual
rewards with perceived rewards to feel satisfied eliminating dis satisfaction. Employees of
Ryanair will feel motivated and satisfied on attainment of rewards that will further ensure that
operational activities are happening in effective manner and employees are self satisfied as
well(Wang and et.al., 2018).
lACTIVITY 3
la) Analysing effectiveness of team of Ryanair.
Effectiveness of team of Ryanair can be analysed using following theories.
BELBIN TEAM TYPES
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Implementation of practices of Belbin Team Types for business operational activities of
Ryanair will include.
Action Oriented Roles
Shaper
The applicability of such type of practices for working conditions of Ryanair will lead to
push courage in the employees along with practices of staff to manage their task effectively as
they are dealing with lot of people ensuring their customers are getting what they paid for. The
type will help Ryanair to overcome obstacle as they are facing lot of strikes from the employees.
Implementer
Team of Ryanair with an effective individual that will focus on overcoming in effective
conditions of firm by turning their idea into practices such as regulation of policies for
controlling strikes of employees implementing several laws and regulations. Putting impact on
effective practices along with change in management will ultimately aim on achievement of
goals of Ryanair for providing staff satisfaction along with controlling strikes(Zhang and et.al.,
2017).
Complete finisher
By identifying errors and omission on time Ryanair will aim on taking corrective
measures on time such as control strikes by implementing law along with provide quality
services to the customers so they may not face such a condition in their future operations.
People Oriented Roles
Co-ordinator
Establishing effective and mature team that will aim on development of business along
with their personal goal and further establish relationship with clients looking out for their
comfort along with eliminate practices such as strike that affect business operations of
Ryanair(Ashkanasy and Dorris, 2017).
Team worker
Ryanair by effectively establishing individuals that have common goal and objective
along with similar prospective as management will lead to control the activities of strikes and
other activities that affect the working conditions. Involvement of team working practices in
business operation of Ryanair will lead to develop employee satisfaction as well as they their
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effective practices will keep the users and customers satisfied that will further aim on increasing
their sales and bring effectiveness in their business practices(Champoux, 2015).
Resource investigator
Availability of individual as resource investigator in Ryanair will be pictures as an
individual that will communicate within staff and management about their doubts and grievances
will lead to reduction of un necessary strikes causing between management and staff along with
benefiting services of airlines for increasing satisfaction of their customers.
Cerebral Roles
Plant
Management of Ryanair with availability of unorthodox person will aim on practices for
the airlines that are creative in nature to develop practices reducing strikes increasing employee
satisfaction along with manage activities in a way practices of airlines hep gain person solving
difficult problems such as management issues such as strikes and effectiveness of employees
serving quality to users of their airlines(Chen, Chen and Sheldon, 2016).
Monitor evaluator
Team of Ryanair will need to access that their management activities are well mannered
along with practices where management judges effectively for effective business practices and
conditions employees feel satisfied considering all effective option to ensure they consider all the
options.
Specialist
Employees in working conditions of Ryanair must be dedicate towards their work
practices ensuring they serve right to their customers and employees are dedicated towards their
work eliminating un necessary practices of strikes affecting working conditions and profitability
of Ryanair(Graham, Ziegert and Capitano, 2015).
TUCKMAN AND JENSEN GROUP DEVELOPMENT MODELS
Tuckman and Jensen group development model states four necessary stages for
development of team namely forming, storming, norming, performing and adjourning. The
model helps managers, leaders along with members of team with processing and acknowledging
conflicts and change during group development along with helping team with group stages along
with improving performances of team(Holmlund, Kowalkowski and Biggemann, 2016).
Forming
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Forming is stage where people know each other for the purposes of avoiding conflict to
involve with each other. They further lean about objectives of firm along with individual task to
attain ultimate objective. The practice of this activity in Ryanair will attain in practices where
staff and management get to know each other to ensure their interests are being served by each
other like employees are performing organizational task and management is paying them well for
their services aiming of eliminating strikes and management bringing effectiveness in their
work conditions(Jagannathan and Camasso, 2017).
Storming
As people in organization feel safe they start making teams for their work operations, the
practice will further help them in establishing conditions for people to work together for
attainment of tasks. Team and employees of Ryanair will develop clarity for the purpose of strike
in working conditions and resolve their issues so the flyers of airlines develop positive image and
promote their business practices for ultimate objective to earn competitive advantage and enough
of profit.
Norming
Norming is the stage where plan comes together where all the parties involve comes to
mutual agreement along with contribution of individuals based on their skills. Along with the
fact that members of team accept each other strengths and weaknesses. The type of practice in
Ryanair will affect the employees in a way they are ready to come on a mutual understanding
with employer and management where staff state their problems and dis satisfaction are address
for management to take corrective measures on them and manage effectiveness of working
conditions of Ryanair(Kanfer and Chen, 2016).
Performing
The stages stage clarity of goals along with develop the process for people to follow for
attainment of the goal. The stage get work done by eliminating conflict and supervision and
people are motivated for performance of job to attain the desired goals. The type of practice in
Ryanair will then implement the practices where they follow stargates for reducing strikes and
dis satisfaction of employees by listening to their consent, manage quality of working condition
that affects in satisfaction of customers boosting their business operation. Further the practice
will help develop satisfaction of employees eliminating their dis satisfaction resulting in strikes
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