Organisational Behaviour Report: Culture, Motivation, Cooperation

This report provides an in-depth analysis of organisational behaviour, using Ryanair as a case study. It explores the influences of culture, power, and political behaviour on individual and group performance within the airline. The report delves into motivational theories, including Maslow's hierarchy of needs and Herzberg's two-factor theory, and examines how these theories can be applied to motivate teams and individuals to achieve organisational goals. Furthermore, it discusses strategies for effective cooperation and teamwork, considering the changes in Ryanair's corporate structure and the need for effective leadership and communication. The report also touches upon French and Raven's power types, Chanlat's theory, and the characteristics of effective versus ineffective teams, providing a comprehensive understanding of organisational dynamics and their impact on employee performance and satisfaction.

Organisational behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
Influences of Culture, power and political behaviour in an organisation...............................1
TASK 2............................................................................................................................................3
how to motivate teams and individuals to achieve a goal. ....................................................3
TASK 3 ...........................................................................................................................................6
Understanding of how to cooperate effectively with others...................................................6
TASK 4..........................................................................................................................................10
Concept and philosophies of organisational behaviour .......................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisational behaviour may be defined as a study and application of knowledge
regarding how people act in an organisation. It is one of the important element of management
and involves study of human behaviour in different organisational settings. Study of organisation
behaviour is very important from the perspective of employer. It is important because with the
knowledge of organisational behaviour, an employer would be able to enhance its job
performance and improve the satisfaction level of employees.
Ryanair is a popular airline company which was established around 35 years ago i.e. in
year 1984. The country is serving around 217 destinations which cover 37 countries around
Europe.
This assignment will include the influence of power, culture and politics on the
performance of an individual or group. Apart from this, theories and techniques of motivation
would be discussed along with demonstration of work in cooperation with others.
TASK 1
Influences of Culture, power and political behaviour in an organisation.
Organisational culture may be defined as shared values, beliefs and assumption within an
organisation as well as the way in which people in the organisation interact with each other
(Majumdar, 2018). When it comes to the organisational culture of Ryanair airlines, it was found
that culture of the company was inappropriate because of low cost and low air faire approach.
This approach has in turn lead to increased staffing issues along with poor customer satisfaction
rate. It is usually found that performance of an organisation rise by 20% if it takes culture into
consideration.
Organisational culture of the Ryanair could be critically analysed with Hofstede's work.
Power: Power can be define as the ability or capacity to do something and act in particular way.
In Ryanair, it demonstrate ability that influence behaviour of others or course of events. As a
result, it can be stated that power make the person strong at a particular position in the Ryanair
where people obey them (Morris, Hong and Liu, 2015).
Individualism vs. collectivism – Individualism is where the individual work is to be prefer and
group work is preferred in collectivism.
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Masculinity vs femininity – As masculinity is based on the preference of heroism and whereas
femininity is which where individual have emotional, caring and modesty is to be preferred. As
in the Ryanair's CEO Michael like like a female to take over as CEO and want someone who has
opposite skills set. Like a female who is empathetic, caring, kind as opposed to a rapacious
person like Michael.
Uncertainty Avoidance – In this culture organisation is not sure about their changes and plan
whether they are acceptable by the society or not.
Long term vs. short term orientation – In this culture company produce its strategies in long
term and short term basis and evaluate their strategies.
Ryanair is going forward to change its culture and follow Masculinity vs femininity in the
company. And would like a female to takeover the position of CEO who is caring, empathetic
and kind.
French and Raven's power types
According to this power, it can be stated that following are different kinds of forms of
power determined in Ryanair: Coercive power: With this regard, idea of coercion successful develop. Therefore, main
objectives of compliance is not obtained (Fida, Paciello and Farnese, 2015). If in Ryanair,
this power is considered then they can lead with unhealthy behaviour and dissatisfaction
at work. Reward power: This type of power includes ability of individual towards which thay
delegate in which they wish to do other people and reward them for this. For managers in
Ryanair, organisation perceive possibility to value or reward for their subordinates to
gain good results in positive manner. It is generally based on ideas that get by society to
do things well. Hence, it is the most popular forms that raises, promotion and compliance
(Podsakoff, MacKenzie and Podsakoff, 2016). Legitimate power: With this regard of power, it can be stated that certain feelings of
obligations and notion of responsibilities in the management successfully develop.
(Wang, Lu and Siu, 2015). It is generally determine formal way of communication to
execute degree of reward. Referent power: In this consideration, power is generally obtained which is based on
ability to administer so that someone perceive sense of personal acceptance. Therefore,
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power is treated with charm and administration. It is also emanates with highly skilled
and identify strong ability.
 Expert power: In this regard power is generally based on gaining in-depth information.
Therefore, leaders pursue quality of intelligent and build trust to gain roles and
responsibility. When this power has been possess by leader in Ryanair, ability enable
them to combine power of reward in right manner (Cray and Mallory, 2017).
In Rynair, reward power has been followed which assists to gain good results and
considered development of individual with innovative ideas and opinion. It also consist
important functioning in the business which lead to demonstrate effective functioning.
Political behaviour: Organisation politics can be defined as the unofficial, informal and efforts
that made behind scene which helps to improve performance level. In this consideration, changes
must be placed that related with personal, structural and organisational in which business
performance get impacted negatively.
Chanlat theory (1983)
From several years, society have been scenes of different economic, social, political and
cultural transformations. These transformations origins to reach back further. Therefore, it led to
advent historical capitalism which is marked with rising rationalisation. In this context,
hegemony of economic categorisation develop by the rising individualism (Dolan and Galizzi,
2015). According to this theory, it can be stated that recent technological explosion in the
dynamic new social order has witnessed with birth and proliferation of large number of
organisation. Given these formal organisation have proved to be one of the major contemporary
sources of individual and collective anchoring & structure. In this regard, within Rynair interest
organised entities has taken number of directions such as economic. Therefore, in the business
politics are informal, unofficial which is exists behind the efforts that sell ideas and influence
enterprise. It is generally increases power and accomplish target objectives which is important
part of the organisational life. It also increase different interest which need to aligned in the
business.
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TASK 2
how to motivate teams and individuals to achieve a goal.
Motivation: Motivation play important role in success of every business. In this regard,
more goals and objectives will be accomplish that willingly undertaken in motive aspects. These
needs to be done as per employee demand and requirements. Therefore, it successfully lead to
act behind motive. Motivation is one's direction to behaviour which considered set of force that
acts behind motives. It has been considered as one of the important reason that inspire person to
move forward in life. Motivation results considered from the interaction of both conscious
factors.
Content theories
Content theories are oldest and earliest which focuses on motivation. It is also called as
needs theory which demonstrate in business to accomplish motivation and fulfil their needs of
their staff members (The Content Theories of Motivation,2019).
Maslow's hierarchy of need: This theory consist shape of pyramid in which different levels of
needs demonstrate in Ryanair. They are as follows: Physiological needs: It is considered as most basic level of needs for human to survive. It
generally includes air, water, food, shelter, etc. (Hong, Yan and Chen, 2017). These are
most dominant of all needs. Therefore, in Ryanair it is essential to fulfil these needs. Safety and security: When psychological needs are relatively well contented, new needs
will appear so that it is known as safety needs (Wang, Lu and Siu, 2015). The chosen
business need to meeting with these needs which assists to lead with overruled work and
safety. Belongingness and love: In this regard, social level needs accomplish in which
physiological and safety needs must be fulfilled by manager to maintain trust and lead
belongingness. Esteem: Human need to be considered which assists to demonstrate respect that is
appreciated by different people. People who have low self-esteem often required to
considered respect from others. In Ryanair, it is most stable and therefore healthiest self-
esteem based on respect from others (Morris, Hong and Liu, 2015). Self-actualisation needs: Self-actualisation is desire which is grow and develop with
fullest potential. People demonstrate opportunities for choosing own versions,
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challenging position in creative tasks (Fida, Paciello and Farnese, 2015). In Ryanair, self-
actualisation reflect an individual which is helpful to face challenging position and
creative tasks.
Herzberg two factor theory:
Herzberg two factor theory consist different kinds of factors that demonstrate motivator
and hygiene factors to encourage people. Hygiene factors: Hygiene factors considered deficiency needs which helps to satisfy
employees with different elements such as company policy & administration,
supervision, salary, interpersonal relationship, etc. In this regard, employees of Ryanair
need to focus on fulfil needs with these factors. It assists to achieve more efficient work.
 Motivator factors: Motivator factors consist several elements that helps to lead with job
satisfaction such as achievement, recognition, work itself, responsibility, advancement,
etc. (Lee, Park and Koo, 2015).
Process theories
Process theories consist discussions with concerning how motivation occurs and what
kind of process can influence our motivation. It includes following theories:
Vroom's expectancy theory: In this regard, it integrates needs, equity and reinforcement theories.
Main aim behind this theory is that people choose from available actions (Podsakoff, MacKenzie
and Podsakoff, 2016). As a result, in Ryanair it demonstrate motivation as process which govern
choices of the enterprise from several alternatives in form of voluntary behaviour. It includes
different factors that are as follows: Expectancy: Expectancy is a person's belief that more efforts will considered results in
successful manner. With this regard, when staff members work hard they will provide
better performances. Appraisal of this factor is generally based to learn more from
previous experience (Dolan and Galizzi, 2015). Instrumentality: Instrumentality defines as the person's belief which create connection
between different activities and goals. If they perform very well, they are able to get
reward easily. Appraisal of this factor is generally based on accuracy and consistency of
marking.
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 Valence: Valence is the degree in which person's value and reward determined to gain
positive results (Martinussen and Hunter, 2017). In Ryanair, it assists to set good mark
and performance in general consideration.
In Rynair, Maslow's hierarchical theory has been successfully implemented that assists to
fulfil different levels of needs of their employees. In this regard, effectiveness of staff members
has been promoted effectively to lead successful outcomes.
TASK 3
Understanding of how to cooperate effectively with others
As Ryanair company is planning to change its corporate structure and moving to small
senior management team overseeing four airlines subsidiaries. This will result in change in the
functions and role of a team within the organisation. For developing the new organisational
culture, Ryanair company also need to adapt appropriate leadership style and involvement of
effective staff communication. For this company need an effective who can perform all the task
efficiently to change it structure and align with Ryanair company (Cray and Mallory, 2017). .
Effective team as opposed to an ineffective team
Effective Team Ineffective Team
 Effective team have the common goal
and clarity of the purpose to achieve it.
 Effective team members participate and
contribution in the team discussion.
 Ineffective team always suffer from the
lack of the common goal.
 Ineffective team members do not take
any interest to participate in the
discussion.
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 Effective team construct the formal
structure.
 Effective members work for common
organisational objective
 Effective team members are open to
make changes to improve their
performance in order to achieve the
common goal.
 Ineffective team construct the informal
team structure.
 Ineffective team members have their
individual goals.
 Ineffective team members usually not
flexible to allow changes in their plan
and strategies to improve the
performance.
Company also need to manage different team to operate in the Ryanair and help the success of
the organisation. These teams are as follow:
 Functional Team – Functional team is permanent team in the organisation and help to
operate and operate many kind or operations (D’Innocenzo, Mathieu and Kukenberger,
2016). In this team of the Ryanair, members have different roles and responsibility. There
is a manager who is responsible for all the operations and work because manager guides
and evaluate their work. This team is related to various function of the Ryanair like
buying, purchase and other functions. Whereas there is cross functional team in the
Ryanair organisation. Member of this team have members with different roles and
functional work who work to wards to obtain common goal of the organisation.
 Problem solving Team – problem solving team are those who are only created to solve
the problem son the organisation. This team will help Ryanair organisation to solve any
kind of problem that arises in the company. Like if there is technical problem or any
financial problem then this team is only work to solve those technical problem in the
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organisation and to solve the financial problem. In short, this team will help the Ryanair
organisation to solve any kind of problem arises in the organisation (Wilk, 2018).
 Project Team - This teams are work for the special purpose of the organisation. And
appoint and create only for the definite period of time in the organisation. As the Ryanair
planning to change its organisational culture and planning to open four subsidiaries then
company will plan a project to open new subsidiaries and for change the culture, for this
project team can help the Ryanair company to accomplish the special project which is
for limited time period. Once they completed their task team is disband.
 Virtual Team – Members of the virtual team are not working together and do not have
the face to face interaction with each other. Virtual team can help the Ryanair company
from the different location (Solansky and McIver, 2018). This team is not always
working in a organisation but to operate from the outside of the organisation and
connected through the computer from the different location. Member of team are also
from the different location, culture and language. As Ryanair company operate its
business in different location so this team can work effectively for the company and help
to accomplishing the task from different location.
Ryanair company can implement the project team in the organisation. This team can help
the company to establish its new structure of the organisation. This team effectively work for the
Ryanair company on the special project and help to establishment of the new project.
Ryanair organisation can use the Tuckman team development theory to development of
the effective team in the organisation which can help the Ryanair organisation to accomplish the
task within a time effectively. In this Tuckman theory, there are five stages for developing an
effective team, these are:
 Forming – In this stage, individuals are come together to make a team and introduces
themself. This stage is highly dependent on the leader's guidance. In this first stage
objectives, roles and responsibilities of the individuals are unclear. It is important for the
Ryanair's leader to trust on the members and guide them (Moser, 2018).
 Storming – In this stage team members are getting closer to each other and try to gain
each others trust. After having the clarity of the objective and purpose team members put
their views and opinion to achieve the target. As each member have their own personality
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and thought process, they do not agree with each other's views and this create the conflict
and storming condition in the team.
 Norming – All the roles and responsibilities are clear and accepted by each member of
the team. I this stage team members are starting to trust each other and respect each
other's views and ideas. And from this stage they are working as a team.
 Performing – After having the clear understanding of the role, responsibilities and
objective members are now start to perform in order to achieve the common goal, for the
reason team is to be developed. Team members are cooperate each other and make
common decision and work as effective team to achieve the common organisational
target (Peralta and et.al., 2018).
 Adjourning – When the task is to be completed then the team is dissolved. And different
member form a different team with new feeling, new things.
This model of Tuckman Team development will help the Ryanair company to develop the
effective team in the organisation, which will work for the company in order to achievement of
the organisational target. This effective team will performed effectively and coordinate with the
leaders and managers, who will lead the team in the direction of obtain goal.
Barriers to implement new organisational structure
There are many barriers that may occur while implementing new organisational structure
in the Ryanair. Like Limited understanding of the change and its impact on the organisation and
negative attitude of the employee may create problem in the implementing of the new
organisational structure in the Ryanair. If employee of the Ryanair do not agree with the change
then it will create problem. Poor and insufficient communication in the organisation become the
problem as the lack of communication in the Ryanair, then management not be able to share the
information about change in the organisational structure and because of this employee will not
support the management in the change. These are some barriers that create problem in
implementing new organisational structure in Ryanair.
TASK 4
Concept and philosophies of organisational behaviour
Path goal theory is developed by Robert J. House and Terence R. Mitchell. It can be
defined as a model that is based on specifying a leader's behaviour & style that can be suitable
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