Organisational Behaviour Report: Ryanair, Culture, Power, Motivation

This report provides an in-depth analysis of organisational behaviour within Ryanair, examining the impacts of culture, power dynamics, and politics on employee performance and productivity. The report delves into Handy's Culture Typology, French and Raven's Power Types, and Chanlat's characteristics of political behaviour to assess their influence on the airline's operations. It further explores various motivation theories, including Herzberg's Two-Factor Theory and Lockey's Goal Setting Theory, to understand their application in enhancing employee engagement. The report also differentiates between effective and ineffective teams, highlighting the characteristics that contribute to successful team performance versus those that hinder it. The analysis concludes with recommendations for Ryanair to leverage reward power and foster a positive work environment to improve employee outcomes and achieve organizational goals.

ORGANISATIONAL
BEHAVIOUR
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Table of Contents
INTRODUCTION ..........................................................................................................................3
P1 Politics, organisational culture and power impact on team and individual............................3
P2 Theories of motivation............................................................................................................6
P3 Explain what makes an effective team as opposed to an ineffective team.............................8
P4 Apply concepts and philosophies of organisational behaviour within an organisational
context and a given business situation.......................................................................................11
CONCLUSION..............................................................................................................................12
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INTRODUCTION
Organisational behaviour is a formative procedure within which formative evaluation of
behaviour is accomplished. It further aid organisation to allocate roles and responsibilities as per
accordance to employee capabilities and potential (Ashkanasy and Humphrey, 2011). It also
helps company to offer support and control behaviour of employee and lead them towards more
directional path. As to fulfil organisational goals and objectives present report is based on
Ryanair, an Irish low cost airline. Company was established in 1984. Present project covers the
discussion which is made on impact of culture power and politics on performance and
productivity of employees. Further report includes various ranges of theories that further aid
company to make an increase in their overall performance level. In addition with this ineffective
as well as effective team concept is being discussed in this report.
P1 Politics, organisational culture and power impact on team and individual
Organisational behaviour includes study of behaviour of individuals and analyse the way
in which they interact with each other. Major aim of organisational behaviour is to effectively
understand employee’s behaviour as to encourage and influence them towards high performance.
With the help of this organisation can motivate their needs and gain more productive outcomes.
In context with Ryanair which is Irish low cost Airlines, effectively evaluate employee behaviour
and identify that workforce are not conducting their roles as per according to organisation
expectation. Thus, in order to overcome this HR manager of company formulate different types
of plants in order to increase employee performance. Mentioned below there are some impact of
politics power and culture on employee performance:
Organisational Culture:
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Handy's Culture Typology
This model was established by Charles handy and includes four numerous form of
culture that significantly influence organisational behaviour. Mentioned below this culture is
further elaborated:
Power culture in this form of culture few individual are authorised to hold power that
lead towards influencing functioning and operation of overall organisational structure. In this
regard individual who have power are only authorised to take decision and force that on any
organisational premise. With the presence of this culture Ryanair may see discouragement in
their employee’s performance that will hamper their creativity too.
Role culture in this form of culture there are enforcement of strong Regulation and rules
in organizational work structure. Within this form of culture each and every individual are
known with roles and responsibility and further perform their rule as per accordance to power
that holds in a position. With the help of this culture Ryanair managers can effectively able to
delegate responsibilities to employees and increase competencies, knowledge and skills. This
further helps organisation to motivate their employees and make them work in a collaborative
manner as to enhance overall work performance of organisation.
Task culture there are different types of team formation within this culture as to
accomplish a task and a project in a particular period of time. This is formed as to gain more
advancement. Individuals are combined in a team those who have similar interest this help
Ryanair to effectively accomplish the goals in a proper time manner. Along with this by
facilitating collaborative work structure enhancement in skills and knowledge of employees can
be gain.
Person culture in this form of culture individual considered self to be superior and is more
concern towards self welfare rather than towards organisation. Presence of this culture can
negatively influence Ryanair working structure as in this employees are only concern towards
financial motive rather than holding strong commitment towards organisation.
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As per the above analysis it has been concluded that role culture aid Ryanair can
effectively able to restructure firm with high advancements in employees behaviour and
performance that lead towards contributing attainment of organisational goals in best effective
manner.
Organisational power
Power can be termed as an authority that is hold by an individual as to influence
behaviour of group, organisation and person. In working structure of Ryanair power impacts on
organisation smooth functioning and lead towards building disappearances.
French and Raven's Power Types
Legitimate power in this power initiate as per according to individual job title that allow them
with certain power. In this form of power rewards and punishments are lawful element that allow
Ryanair manager to take control on team members.
Reward power in this form of power leaders are authorised to dedicate authorities and
offer different types of rewards to individual. With the help of this power Ryanair can effectively
able to motivate their employees. It further helps in accomplishment of organisational goals in
best effective manner.
Coercive power in this form of power individuals are forced towards accomplishment of
objectives that can be against their will. Major motive that are hold in this form of power is to
make sure accomplishment of goals. Presence of Coercive power within Ryanair working
structure may lead towards creating on healthy working environment and dissatisfaction among
employees that may further hamper their productivity.
Expert power in this form of power expertise, knowledge and in-depth information’s are
major pillars. In this leaders are confident and brilliant towards organisational responsibility. In
the working structure of Ryanair leader influence employees who hold trust and respect towards
them.
Referent power with the help of this form of power leaders are considered as role
models and are liked by others as a strong personality. With the help of referent power Ryanai
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leaders can effectively get best effective form of appreciation of the work with the help of which
persuasion of organisational objectives can be accomplished in desirable manner.
As per the above evaluation it has been recommended to Ryanair to take use of reward
power with the help of which they can effectively motivate their employees towards more
growth perspectives. It further helps them to deliver maximum output that automatically help
organisation to increase their profitability.
Organisational Politics
Chanlat's characteristics of political behaviour:
This model effectively segregated political behaviour in three types of segment that
include decisional, personal and structural manner. In this utilization of political power is being
get considered by organisation manager at the selection time. In relation with Machiavellian it
has been evaluated that Ryanair effectively consider political behaviour as to frame decision as
to gain success for long run.
P2 Theories of motivation
Motivation acts as an key essential element in every business aspect, as with the help of
this entity can effectively able to increase job performance of their workforce that will lead
towards higher efficiency in organisational outcomes. In relation with Ryanair, managers take
advantage of different type of motivational theories that helps organisation to effectively increase
and influence employees towards more growth perspectives. Mentioned below concept of
process and content theory theories of defined in descriptive manner:
Content Theory:
Content theory are mainly emphasis towards human needs and the manner in which they
changes from time to time. This theory stress upon individuals needs that can be motivated by
different motivational elements. In context with this, Herzberg's two-factor can we prove
effective in gaining more advancements. This theory is also implemented in Ryanair work
structure that helps company to influence their employees towards positive outcomes:
Herzber's Two-factor Theory of Motivation:
Hygiene factor:
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Factors and elements within this are related towards hygiene which is also termed as dis
satisfiers and maintenance factor. Thus, it is essential for Ryanair to analyse and evaluate
employees’ feelings as to determine the factor that creates dissatisfaction in them. Along with
this manager of Ryanair is required to offer satisfaction to employees which is related to Physical
working condition job security pay scale and more.
Motivational factor:
In order to effectively accomplish organisational goals in best effective way and increase
effectiveness in job performance of employees it is essential for Ryanair to encourage and
influence the workforce by offering them different types of motivational factors that can be in
the form of bonus, promotional opportunities and more. With the help of this they can stimulate
employee’s performance towards more growth perspectives. By concerning this company can
actually able to increase productivity and profitability in both organisation and employee career
prospects.
Source: Herzberg's Two-Factor Theory of Motivation, 2017
Process Theory:
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This theory is used to effectively identify measure with the help of which behaviour of
employees can be improved. There are different types of theories included in concept of process
theory that include, Skinner's reinforcement, Adams's, Victor Vroom's and more. Ryanair is
taking benefit of Lockey's Theory of motivation within their workplace:
Lockey's Theory of Motivation:
This is the theory which was coined by Edwun Locke also known as goal setting theory.
It is important for Ryanair to follow Lockey’s motivation theory as to determine organisational
challenges and goal and accomplish them in effective manner. It is the basic responsibility of
Ryanair leaders and managers to frame effective strategies in order to motivate their employees
and stimulate their growth towards high end growth.
P3 Explain what makes an effective team as opposed to an ineffective team
In order to achieve goals and objectives every organisation requires best effective team that
can accomplish organisational goals by working in a combined manner. As by working in a team
people share ideas, experiences and knowledge with each other that simultaneously benefit
organisation and team members. As to accomplish target and project with great effectiveness it
has been analysed that teams are categories into effective as well as ineffective teams. As to gain
more increment in organisational productivity and employee performance effective team is seen
as the best form of team with the help of which positive outcomes can achieved:
Effective Team:
This team include group of individual those who engage in performing roles and
responsibilities in a combined manner with the common aim, which is to increase effectiveness
of project and accomplish organisational goals in best effective manner.
Ineffective Team:
There is a negative outcome that has been seen in this form of team, as in this goals and
objectives are not clear to team members which may lead towards decreasing their job
performance that ultimately affect organisation productivity.
Differences between effective as well as in ineffective team
Basis Effective Ineffective Team
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Team
Interdependence
In effective team there is
a utilisation of
interdependence with the
help of which
comprehensibility of
work can be gained. This
helps people in order to
perform their task in an
effective and positive
way.
In ineffective team, team members are
not determined to execute their
function in a Cooperative way as
because of they don’t have trust on
each other. That may lead towards
affecting Organisation in negative
way.
Goals
Effective team have goals
and aims discussed in a
specified and clear
manner with the help of
which individual can
have easy access to their
actual roles and
responsibilities which are
essential to be performed
by them in an effective
manner. This as a result
will assist in
accomplishment of
targets in proper time.
In this form of team structure goals
and objectives a not made cleared to
employees that hamper them to
perform organisational objectives in
well define manner and in proper time
frame.
Communication
Effective team structure
of Raynair, there is two
way form of
communication that has
been used in workplace.
In this form of team leaders are the
only individuals who are authorised to
take decisions without taking
consideration of their employees. In
addition with us they also do not take
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With the help of this
solution of positive work
environment can be
created that will
simultaneously increase
employee performance.
any kind of feedbacks from them
(Glendon, Clarke, and McKenna,
2016).
.
Belbin's Theory of Team Roles
Belbin theory of team roles was coined by Dr Meredith Belbin in which there are roles
that are assigned in an organisation to an individual as per according to their competence and
educational background. In this there are mainly nine roles which is mentioned below in context
with Rayanair:
Plant this is a type of individual who hold responsibility which is to formulate formative
relationship with customers and supplier. In this regard, plant role is authorised with one key
individual in Rayanair.
Resource allocator this individual in Rayanair have responsibilities to offer funds to
company workforce as to make them work in a team in order to get effective and efficient
desirable results.
Coordinator this individual in a team holds responsibilities which is to focus the
attention towards communication of objective with team and further delegate actual roles and
responsibilities in an effective manner.
Shaper this individual is authorised to offer essential drive in order to ensure that workforce are
performing their roles and responsibilities in a well defined manner by controlling their
momentum.
Monitor evaluator this individual is responsible to make judgements in imperative
manner. Along with this they are also authorised to access all available alternatives in pest
effective and fair way.
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Teamworker: this individual holds the responsibilities within Rayanair to effectively
develop Team Spirit in organisational workforce with the help of collaborative atmosphere.
Implementer person of this role is authorised to execute different types of working
strategies in organisational structure as to increase overall proficiency and performance of
organisation.
Completer Finisher: this individual within Rayanair is effectively authorised to polish
and scrutinize overall work and evaluate any mistakes and issues within it in order to ensure
Quality of work in best effective way.
P4 Apply concepts and philosophies of organisational behaviour within an organisational context
and a given business situation
Path Goal Theory:
It is the theory which was founded by Robert house. This theory is a set of formatting parts with
the help of which goals can be achieved that was illuminated by leader. In order to fulfil
predetermined path and execute successful journey leaders are required to adopt different types
of leadership styles with the help of which they can conduct their operations and leadership
responsibilities in formative manner. As per according to path goal theory leaders hold a great
responsibility which is linked to effective evaluations of resources that are needed by workforce
as to conduct their organisational functions. One of the most important roles of a leader is to
influence and encourage workforce as to make an increase in their job productiveness along with
commitment towards Organisation. In addition with this leader are required to praise employees
as to build a sense of loyalty and satisfaction level within them. There are mainly three step
Ladders that is present in path goal theory. In this the first step is related to, environmental
characteristics and employees are required to be an ascertained. Within this employees and task
are required to be taken into consideration. For the second step of this theory, is related to
implementation of best effective leadership style in leadership process as with the help of
formative leadership styles leaders can effectively able to perform their roles. Supportive,
directive, achievement oriented, and participative are some of the leadership styles that can be
considered by a leader. Lastly third stage is tends towards providing effective motivation to work
force and assist them in order to make them perform their goals best effective manner. As to
achieve organisational goals in Ryanair, objectives can be obtained with the help of selecting
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best form of leadership styles, ascertaining employees and consideration of developmental
motivational factors.
Barriers to effective performance within Ryanair
Unclear goals:
An organisation holds major responsibility to effectively demonstrate their values,
mission, objectives and goals in order to make sure organisational success. Unclear goals are
seen as major factor that affect Rayanair day-to-day functioning and creates numerous obstacles
that lead towards reducing the effectiveness of staff members and organisation. As if goals and
objectives are not clear to employees then they may feel incapable to effectively perform their
roles. As to reduce such kind of barrier organisation manager is required to formulate objectives
and make regular communication with their work force.
Poor communication:
It is essential for an organisation to have best effective communication channel within their
working structure with help of this they can easily able to convey required information and
important data to their employees (Demir, 2011). Poor and ineffective form of communication
channel is one of the major factor that hamper Rayanair effective job performance that lead
towards affecting organisation Sale performance and profit. Thus, in order to overcome from this
barrier organisation manager are required to take various advantage from the best type of
communication channels and interact with workforce on regular manner as to generate smooth
flow of communication.
CONCLUSION
With the help of above mentioned report it has been identified that concluded that,
organisational behaviour acts as an important factor in all business organisation despite of their
size and scope. In this manager holds great responsibility to create best working structure and
formulate positive working environment for workforce. In the present report discussion has been
made on impact of power, culture and politics that may be in negative and positive form. Thus, it
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