Organisational Behaviour Report: Ryanair, Culture, Politics, Power

This report provides an in-depth analysis of organisational behaviour within Ryanair, a budget airline. It examines the impact of organisational culture, politics, and power on individual and team behaviour and performance. The report explores various aspects of organisational culture, including power, role, task, and person cultures, and their effects on employee motivation and productivity. It also analyzes the influence of organisational politics on employee attitudes and productivity, along with different types of organisational power, such as reward, coercive, legitimate, expert, and referent power. The study further investigates motivational theories, including process and content theories, and their application in achieving organisational objectives. The report also discusses team dynamics, effectiveness, and inefficiencies within Ryanair, referencing Tuckman and Jensen's group development model. Finally, it evaluates the concepts and philosophies of organisational behaviour and their impact on employee behaviour, providing a comprehensive overview of organisational dynamics within the context of Ryanair.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Evaluate how an organisation’s culture, politics and power impact on an individual and
team behaviour and performance................................................................................................1
M1 Critically analyse the impact of culture, politics and power................................................5
D1 Critically evaluate the relationship between culture, politics, power and motivation .........6
TASK 2............................................................................................................................................6
P2 Process and Content theories of Motivational and their use to achieve objectives...............6
M2 Impacts on employees after applying behavioural motivational theories............................8
TASK 3............................................................................................................................................9
P3 Different teams operating in Ryanair, their effectiveness and inefficiency...........................9
M3 Developing cooperation in teams through Tuckman and Jensen’s group development
model.........................................................................................................................................10
Task 4 ............................................................................................................................................11
P4 Concepts and philosophies of organisational behaviour......................................................11
M4. Evaluate how concepts and philosophies of OB influence the behaviour in positive and
negative way..............................................................................................................................13
D2. Critically analyse the relevancy of team development theories and concepts...................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Organisational behaviour is the study of a group of people and an individual functions and
performance within an organisation. The examinations of human behaviour are essential for the
manager as it will helps them in determining the impact of its overall performance, job structure,
motivation, communication and other aspects of the business. Along with this, it will assist the
manager that how they can increase the job satisfaction and motivation of the employees so that
the overall performance of the business can be enhanced. This file is based on the Ryanair
company which is an Irish budget airline and formed in 1984. The headquarters of this company
is situated in Swords, Ireland and Dublin. This study will cover about the impact of the
organisational culture, politics and power on the overall team and individual performance and
behaviour. Other, the different motivational theories and techniques will be defining which will
assist the business organisation that how they can motivate their employees effectively so that the
desired outcomes of the business can be attained.
TASK 1
P1 Evaluate how an organisation’s culture, politics and power impact on an individual and team
behaviour and performance.
All these factors such as organisational culture, power and policies has an important role
in the succession of the business due to which it is necessary for the business to give their major
on properly managing their human resources. In which the organisational culture refers to the
behaviour of the employees within the organisation and the outside parties (Coccia, 2015).
Whereas, the power and politics are directly linked with the management and leadership of the
business organisation. The impact of all these factors on the individual and the overall team is
described beneath:
Organisational culture: Organisational culture depicts the implicit assumptions, beliefs,
values and ways of interaction of all the members within or outside the organisation. In order to
get the success in the business it is essential for the business manager to give their main focus on
developing a unique culture which will enables to provide the appropriate guidelines and
boundaries to the member for behaving in the organisation. In this aspect the business manager of
Ryanair company can use the Handy's typology which is described below:

 Power culture: It showcase that type of culture within the organisation in which the
power remains in the hand of some people who are responsible to take decisions. In this
the employees have to follow their superior's instructions as they do not have freedom to
share their ideas and views. This culture is generally seen in the small start-ups where the
single person operates the business. It might lead the negative impact on the employees as
it hinders the rights of them which create unrest among the employees towards their job
(Kitchin, 2017).
 Role culture: This culture focus on delegating the responsibilities and roles as per the
specialisation, education and interest of the employees so that the best outcomes can be
extracted. In this aspect the power comes with every individual responsibility which will
enables them to accomplish their work with great efficiency.
 Task culture: This type of culture is most suitable for those organisations which is
concern for achieving the specific task or solve the critical problems. In the task culture
every employee has their own contribution in accomplishing the task or solving out the
issue in the most effective or innovative manner.
 Person culture: An organisation which is followed this culture is give their more
emphasis on employees. In this culture, the employees more concerned for their own
rather than the overall performance of the organisation. Due to this, the overall
organisation will suffer badly as the overall performance of the business will go in the
lower stage(Chumg and et. al., 2016).
At the present scenario the business organisation of Ryanair following the power culture
in their organisation in which the power is handed in one person. For example, in the Ryanair the
power of formulating strategies and plan only in the hand of manager due to which the employees
have to do their work in given boundaries which decrease the flow of ideas and plans in the
organisation. In order to get the success the firm need to adopt that task culture as it will help
them to cope from all the negative situations of the organisation with the contribution of each and
every employee.
Organisational politics: This refers to all the rules and guidelines of the company which
are decided by them in order to keep awake their employees that how they want to behave and
how they want to do a specific task for achieving their desired outcomes. All the policies are
determined by the business organisation in place to prevent the rights of the customers and

employees. As per the Chanlat political behaviour can be bifurcate into three parts which includes
decisional, personal and structural. The manager of Ryanair needs to formulate effective decision
in order to control the political factors within the organisation so that all the functions or
operations can be maintained properly. The impact of the politics on the team and individual is
described below:
 Decrease in the productivity- It has been seen that employees who are indulging in the
organisational politics are not giving their full attention in accomplishing their assigned
work which direct leads the negative impact on the overall performance of the business.
Due to the less concentration of the employees on their work will also have negative
impact on the overall performance of business which results lower productivity and
profitability of the business (Burrell and Morgan, 2017).
 Spoils the Ambience- The organisational politics create the unhealthy environment
within the organisation which lead the negative impact on the relationship of the
management and the subordinates. Due to this the management of the Ryanair will not
able to motivate their employees to give their high efforts in accomplishing the
organisational goals and objectives.
 Change in attitude of employees- The organisational politics also have huge impact on
the attitude of the employees as it interrupts the attention and interest of the employees
from their work due to which the employees will not able to complete their work with
their great efficiency. It will also have the negative impact on the motivation of the
employees of Ryanair which results less productivity and profitability of the company.
Organisational power: This represents the ability of a person to make things happen as
per their perceptive by forcing someone else to do it. It is beneficial for the manager of Ryanair
as it will help them in assigning all the task among the employees effectively so that they can
accomplish their task on the set deadlines. Organisation power has various types which can be
understood by the French and Raven’s power concept. As per this concept power is divided into
two categories which includes positional power and personal power that is define below:
Positional Power:
 Reward power: It can be described by the power of a manger to provide rewards or value
to their employees because of their excellent performance. Manager of the Ryanair
company can use this form of power in their organisation as this will enables them in

motivating their employees to give their higher performance in order to increase the
overall productivity and profitability of the business(Elsmore, 2017).
 Coercive power: This power is using by the business manager in establishing control and
monitor on the employees that they are following all the instructions or not. In case of
manager of Ryanair does not consider this factor in delegating the responsibilities as it
will create the negative impact on the employees kind which will hinder the chances of
the success of business(Bester, Stander and Van Zyl, 2015).
 Legitimate power: This power is comes from the position or job title within the
organisation. The CEO in Ryanair have this power which will enables them to assign all
the work effectively and establish proper control and monitor on their activities so that the
desired outcomes can be achieved.
Personal power:
 Expert power: This power comes due to having expertise, specialised skills or knowledge
and higher experience. The team leader within the business organisation comprises this
power which enables them to assist, motivate and control on their subordinates so that
they will be able to carry out all their business operations in a significant way.
 Referent power: It is the another form of power which represent the ability of a leader to
influence the employees on the basis of their loyalty, esteem, trust, towards their leaders.
A leader which is higher referent power in the organisation has a great chance to attain the
higher support of the employees in accomplishing the set targets and goals in the limited
period of time(Wong, Mahmud and Omar, 2015).
The business organisation of Ryanair must focus on adopting the Reward power as it will the
manager in motivating their employees in the right direction for giving them the rewards and
extra benefits for their hard efforts. This will lead the direct positive impact on the employees
mind which will take the organisation towards the higher position in the marketplace.
Impact of power, culture and politics on individual and team behaviour and performance
Basis Influence on Individual behaviour Influence on team behaviour
Power The manager will be able to lead the
positive impact on the employees mind
by effectively using their power in
delegating their responsibilities among
Manager of the business organisation
needs to use their power in making proper
relations and establish proper coordination
among all the employees so that the

all the employees appropriately. healthy environment can be created within
the organisation which results easily
achievement of the business objectives and
goals.
Culture A positive culture within the
organisation inspire the employees to
adopt all the innovative techniques and
procedures in the business easily so that
the overall performance of the business
can be increased (Mohammad and et. al.,
2015).
By adopting the task culture in their
organisation manager of Ryanair will be
able to get the higher support of employees
as it will increase the coordination and
communication among all the employees
so that the problems related to the
organisational functions can be operated
effectively.
Politics In order to attain the interest and
attention of each individual business
manager needs to end all the politics
which lead the negative impact on the
employees mind as because it derived
them to the unnecessary gossips.
The bad politics have also negative impact
on the performance of the team due to
which the behaviour of each individual
will not remain same for the organisation
which results lower succession and growth
of the company.
M1 Critically analyse the impact of culture, politics and power
All these factors like culture, politics and power has great impact on the employees in the
both positive and negative manner which can understand by the following points:
Basis Positive Negative
Culture It helps the manager in maintaining the
healthy relationship and proper
coordination within the organisation
which results higher growth and success
of the business.
An ineffective culture will direct lead the
negative impact on the team performance
as it will reduce the productivity and
profitability of the company. Also, it will
increase the labour turnover in the
organisation.
Power This will enable the manager in pushing It might create the stress and tension

the employees to achieve the desired
objectives in the pre-determined time
period.
among the employee to attain their
business objectives and goals on the set
deadlines.
Politics Employees will be able to share their
ideas easily with their top management.
The interest and concentration of the
employees will divert from their work.
D1 Critically evaluate the relationship between culture, politics, power and motivation
These all the above defined factors such as culture, politics and power have huge impact
on the motivation of the employees in the both positive and negative manner which can be seen
by following points:
 By giving the rewards to the employees manager of Ryanair will be able to attain the
higher support of the employees in attaining the organisational goals (De Vasconcelos,
Gouveia and Kimble, 2016).
 By considering the Task culture in the organisation manager will able to distribute their
work among all the employees.
 The negative politics within the organisation might hinder the succession chances of the
business organisation.
TASK 2
P2 Process and Content theories of Motivational and their use to achieve objectives
Motivation is ability to guide employees in order to direct them towards the
accomplishment of the organisation goals in an effective manner. Motivation is worldwide
process which is applicable to every organisation and can be used by all leaders to encourage
their workforce. Motivational theories are different tools or techniques found by many researches
to motivate people working in an organisation to achieve set objectives or goals. Every individual
have some specific continuously changing needs, therefore they work or behave accordingly to
satisfy those needs. This is an ongoing circle, needs arise they work and achieve their goals now
they move in direction to achieve new objectives along with company’s goals, then comes the
role of motivating them in picture. Motivation theories are distinguished in two parts Content
and Process theories.
Content theories

Content theories focus on what are needs of people, therefore also known as Needs
Theory. Main content theories are Maslow hierarchy, Herzberg's two factor theory, McCelland's
theory of needs and Alderfer's ERG theory. Once they have basic outline of what employees are
working for accordingly Ryanair managers can chose amongst different content theories. These
are oldest techniques used in work atmosphere to motivate workforce (Ruck, Welch and Menara,
2017).
 Maslow Hierarchy theory is developed by Abraham Maslow in 1943, its earliest and
widely used theory. It further has five levels represented in a pyramid most basic needs in
bottom and complex or luxury needs on top. These levels are explained below in relation
to Ryanair:
Source: The Hierarchy of Human Needs: Maslow’s Model of Motivation. 2018
 Physiological needs are most basic for human being’s survival includes food, water and
shelter. Primary need of every employees working in Ryanair is to survive and to do so
managers of Ryanair should formulate or set their salary structure in such a way so that
employees have enough to fulfil their basic needs (Gkorezis and Petridou, 2017).
 Safety and Security needs appear after physiological needs are fulfilled. These are peoples
wish to have a safe environment to live in, job security and their health. Ryanair can use
different policies like health and insurance to make employees feel secured about their
present and future. Also, managers can give them impression using different ways to
make sure they feel secured about their job too.

 Belongingness and Love is a feeling all people needs to feel from anyone who's important
to them. Ryanair can increase involvement of employees in decision making to make
workforce feel important and wanted which will then result in better productivity or
effectiveness in jobs performed by them. They automatically start taking initiatives in
company's business bring new ideas in organisation.
 Esteem means respected and valued by others in society. This need is very important for
some people they work to gain high valuation of themselves in others eyes and to gain
self-respect. In Ryanair managers can appreciate employees on their different basis like
on their performance, their positive spirit, always taking initiatives in company and so on.
This way will motivate them other employees also, get inspired by them and try to reach
to their level resulting in more involvement of them in organisational tasks and growth
bringing better results.
 Self-Actualization is a zeal to move forward and grow more. Employees would love to
work for new opportunities to develop more skills for their personal growth. Employees
working in Ryanair also have this need to self-actualize, to grow to develop more skills
creatively and efficiently.
Process theories
Process theories are more concerned on how to motivate employees or what processes to
use in favour to motivate workers so that they move in direction to fulfil goals and objectives of
company. Some of the important Process theories are Adam's equity theory, Skinner's
reinforcement theory, Vroom's expectancy theory and Lockey's goal setting theory. Ryanair can
use one of these theories to motivate its employees by knowing how their people get motivated
and lead to accomplishing objectives of company (Chang and et. al., 2016).
 Adam's Equity Theory was founded in 1965 on basis of social exchange theory. It simply
based on equity and fairness in rewards. This theory says that workers get motivated if
they get fair rewards or appreciation and treated equally by others present in organisation
in relation to what they offer to it.
Ryanair can use this strategy to motivate employees. They just feel that whatever they are
offering to Ryanair they should be paid accordingly and no discriminative activities are done by
managers between employees. Ryanair management team can reward employees on their good

performance, give them promotions time to time according to their skills and knowledge they are
proving to company in relation to its growth.
If employees feel any inequality in environment they start getting demotivated reduce efforts
usually needed to do some work to show managers that they are not satisfied with companies
atmosphere affecting their performance and ultimately affecting Ryanair's end results.
M2 Impacts on employees after applying behavioural motivational theories
Motivation plays a vital role in employee’s performance and results they provide to
company. Therefore, managers should always make sure that people are motivated and willing to
move in same direction as organisation is moving to attain objectives. In above section use of
Maslow Hierarchy theory and Adam's Equity theory is done to suggest Ryanair managers
different ways to motivate their manpower. Understanding 'what' will motivate our employees
and 'how' management can do that is what is important. If employees need are fulfilled and they
feel satisfied this will automatically improve their work. But, sometimes too much appreciation
can create feeling of jealousy along with negative competitive attitude in other employees leading
to reduction in quality of work they perform and harming company's environment (Balmer and
Burghausen, 2015).
TASK 3
P3 Different teams operating in Ryanair, their effectiveness and inefficiency
Team is made up of two or more people and are backbones of an organisation, the way
teams work and perform their tasks determines success of company. An individual can be best in
what they do but bunch of experts working together brings better results in way of earning and
accomplishments to organisation (Boddy, 2015).
Effective team is mixture of many small elements like size of a team, fair decision
making, creativity in their ideas, clear purpose to make that team and many more. Importance of
having effective teams in Ryanair is explained with help of Tuckman and Jensen’s group
development model. This model has four stages: Forming is first stage in building an effective team. At this stage trust is lacking between
team members because of recent formation of team and leader has to answers many
questions. But this formation will result in better results in near future for Ryanair.

 Storming stage makes situation better for members in case clarity but still many uncertain
problems exists. Members has to forget working individually and start working for team
objectives to attain Ryanair ultimate goals. Norming stage shows better relations in members, less conflicts of interest, they agree
with each others thoughts and opinions. Bringing effectiveness and efficiency in team
thinking and ideas they suggest.
 Performing stage comes when team members have clear pictures about their tasks, know
what they have to do, how they have to do it and why they are doing so. Team has clear
vision, plans and execution strategies to perform tasks for Ryanair operations.
In Ryanair four different teams are working which are equally important in their zone for
jobs they perform. Functional team- This teams looks into matter of different departments present in
Ryanair. They assign tasks to departments knowing their ability and skills. Setting their
role and objectives and then monitor or supervision is main task of functional team at
Ryanair. Problem solving- This teams only task and sole objective is to solve problems arising in
operations of Ryanair. Problem solving team brings solutions to different issues faced by
people in doing their jobs. This is a very nice initiative as it saves a lot of time because an
entire team of experts focusing just in solving any issues arise (Tangaraja and et. al.,
2015). Project- Deciding which project to opt or which project is favourable for Ryanair is role
of project team. They briefly study all projects make budgets, forecasts expected results
and see that funds are even present to perform that project or not. Accordingly, they
decide which is most relevant project. Also, this team searches for new related projects
which can bring benefit to Ryanair.
 Virtual- Team focus on online presence of Ryanair. They also manage online ticket
booking system of company. Keeps check on social website of Ryanair and posts all new
updates and changes made by organisation.
All four teams are very importance to Ryanair for smooth functioning of its operations. Every
team has different goals to fulfil which in the end lead to main objective of company. Therefore,
all teams have their sole importance and if company eliminates any team that will directly affects