Organizational Behaviour Report: Ryanair's Culture and Power

This report provides an in-depth analysis of organizational behaviour principles, using Ryanair as a case study. It examines the influence of organizational culture, including Handy's typology, and the impact of power dynamics (coercive, reward, legitimate, referent, and expert power) and organizational politics on individual and team behaviour and performance. The report explores content and process theories of motivation, assessing their effectiveness in achieving organizational goals. It further contrasts effective and ineffective teams, identifying key factors for success. Finally, the report discusses various concepts and philosophies of organizational behaviour within the organizational context, offering insights into how these elements contribute to overall organizational performance. The report concludes with a summary of findings and recommendations for enhancing organizational effectiveness.

ORGANIZATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1)Organisation culture, politics and power influence individual team behaviour and
performance.................................................................................................................................1
LO 2.................................................................................................................................................4
P2) Content and process theory of motivation for effective achievement of goal in firm...........4
LO 3.................................................................................................................................................6
P3 Effective team opposed to ineffective team. ..........................................................................6
LO 4.................................................................................................................................................8
P4 Concepts and philosophies of organisational behaviour in organisational context................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisation behaviour is the process through which management understand the behaviour
of employees and control over their behaviour. Management ensures that all the workers behave
positive and support higher authorities to meet their organisational goal. If people are negative
then then will not perform their duties well.
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
(About us,2019).
Study will explain influence of culture and politics on performance of employees and
their team behaviour. Furthermore, motivational theories will be explained and will show its
effectiveness in meeting organisational goal. Furthermore, factors that have influence over team
and help in forming an effective team will be explained. At last, report will explain philosophies
of organisation behaviour.
LO1
P1) Organisation culture, politics and power influence individual team behaviour and
performance
Organisational culture can be defined as believes of company to manage the work and
perform activities (Charles Handy Mode, 2019).
Handy’s Typology
Handy’s culture model explains several culture that adopt by different companies. This
model explains four culture task, role, person and power (Friedmann, Garg and Holtbrügge,
2018).
Power
In firm with an power culture, where power held by few people that influence and spread
throughout company.. Where the workers are judge on the basis of their achievement and their
act. It is strong culture that swiftly turn to an toxic. In this the employees work accordingly what
the power holder are expected from them and accordingly perform the task and if the managers
feel that every thing is going fine according to this culture than the result with an happy and
satisfy and dissatisfaction can lead labour turnover and lack of enthusiasm (Coccia, 2015). As
higher authorities dominate their workers hence they feel in pressure. This type if power makes
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them negative hence they don’t perform well in the company. This affect their performance in
team as well and affect the overall organisational performance as well.
Role
It is a culture where each individual has delegated with roles and responsibility on the
bases of their specialization, qualification & interest. In this employee willing come in front to
do the work or challenge an acceptance. In such case the performance of the employee can
increase as they voluntary accept the task with interest. Also changes may come in the behaviour
of every employee after the responsibility in such work environment (Kitchin, 2017). In this
culture higher authorities allot different duties to each members by looking at their capabilities.
This makes employees feel comfortable and they like to work on such tasks. This makes them
positive and their behaviour or performance raised. Hence they put best efforts which gives
positive result to organisation and team performance also improved (Hackett and et.al., 2018).
Task
In such culture team are made to achieve an target and solve out the critical issues. In this
case the people have with the same interest can come forward to make team and find out the
regional solution for the task. Every team member in this team are get an equal contribution to
complete the task with an more innovative way. It increases the confidence and performance of
the employee in the organisation (Quinn, 2016). As particular target is set and people find own
solution to meet that target. This culture motivates workers of Ryanair and make them positive as
well. This influence their behaviour and make them positive which results in raising team and
organisational performance (Vihari, Rao and Jada,2018).
Person
In company where the employees feel that company are more attention to the workers
rather than the organisation. Here the people are much more concern about himself than
organisation. Employee get the full freedom to work and their performance may increase but in
many time employee take the advantage of such culture and they come just for the sake of
money never become attach to company (Bakotić, 2016). In this type of culture people do not
really take guidance of leaders or their higher authorities, in this condition they make their own
judgement. Hence they make their own judgement and don’t like to perform in team. Hence it
impacts negative on team performance and sometimes affect overall performance of organisation
as well.
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Ryanair follows task culture where all people perform the work well and support each
other because they are familiar with the given task. They get rights to make their judgement
which makes them able to work better and raise their performance as well. Hence this type of
culture impact positive on employees of Ryanair and heir team performance as well (Nwali and
Kanu, 2018).
Power- French and Raven's Power types
Power can be defined as ability of person to make decision in the firm and influence the
performance of others in organisation (Power in organisation, 2019).
This is the model that highlights different power held in the company by higher
authorities which affect the working of company.
Coercive Power
If employees are forced against its will to do the work. Its main objective to complete the
task and not giving the attention to the employees and not providing any reward to the employee
performance for their better work keep on concentrate on the compliance of the work. In such
treats with the employee it reduces the performance of the employee and become demotivated
and may create unhealthy behaviour & create dissatisfaction among the employees at work place
(As people are being forced hence they become negative and work under pressure which affect
their working ability. In such condition they fail to do well hence it impact on their performance
in team as well. By this way organisation performance get affected (Pradhan, Kumari and
Kumar, 2017).
Reward Power
It this organisation reward the employees according on the basis of the performance of
the employee firm provide the reward to an employee. It result increase the performance of the
employee at high rate and boost up the confident in the employee to work more effectively for
the Ryanair organisation. Also issue is their when the reward not have that much perceived value
another employees that weakened the power. It dissatisfies the employee and they lose
effectiveness in work performance (Svanberg and Öhman, 2016). This type of Power motivates
staff members and they work better to achieve the organisational goal. This power makes them
happy and their working ability gets raised which encourage workers and it reflects in team
performance as well.
Legitimate Power
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It provide the feeling of the responsibility towards the management. Such as punishment
and providing the reward to the employee is the part of such legitimate power. But many
managers execute the certain level of punishment & reward. As people mainly obey the authorise
people and follow them but when the authority is lose by the person. This power become weak to
motivate the employee of the Ryanair organisation which result decline in performance level
(Lee and Low, 2016). This type of power affect the working of employees as they don’t feel
comfortable hence their working ability get affected which impact on overall organisational
performance to great extent.
Referent power
In this power responsibility become high and it is very useful as compare to other power.
It is based on management ability to an administer to some individual in the form of individual
acceptance. This power treat with charm. Like a leader. Here people choose the highly like
people. Hence the people with power and appreciation that have great influence (Elsmore,
2017).This type of power sometimes create jealousy among others which create problem in
managing work. This affect the working of people hence overall organisational performance get
affected.
Expert power
It is based on the expertise people who have lot of information. Such intelligent people
they trust the power that fulfil the norms of the Ryanair organisation. If such expertise individual
are their in the firm than, they persuade workers, who respect the person and do proper work.
This expertise people are accepted by the employee and follow their commands. And improve
the performance of employee & behaviour of organisation (Beddoe, 2015). As expert has power
an people obey them. Hence they follow their instruction which makes them able to perform
their duties easily. Hence this type of power makes the work easy and all the employees perform
their work effectively (Hashim and et.al., 2018).
Ryanair has expert type of power where all the employees are guided by people those
who have great knowledge about their work and they manage the work in most effective manner.
People get motivated and they work more harder to meet the organisational goal.
Political- Chantal's Behaviour
Organisation politics can be described as use of power by higher authorities and way to
manage or treat people (Reorganizing Organizational Politics, 2019). Research
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Individual factors
In this factors people highly self- monitor where it posses internal control and require of power
to engage in the political behaviour. Where this is more sensitive for the social and also more
likely to increase the talent in the political behaviour (Burrell and Morgan, 2017).
Organisational factors
In such factors when Ryanair firm resources are decreasing, this existing pattern changes
the resources and when opportunity are their for promotions than politics are likely to an
surface When the firm have the low trust and high pressure over their employees and keep on
eye on it. This create an negative impact on the employee as they feel that as doing work for the
firm and the company not have trust on its employee it may reduce performance and become
demotivated (Hadi, Abdullah and Atshan, 2019).
Positive power increase the productivity of the Ryanair organisation as providing the
power to the employee to make an decision and rewarding on the basis of the performance.
Appointing the employees on the basis of performance to supervise the another workforce. It
builds confident and motivate the employees. By this way people will behave positive and they
support the firm in every condition hence they will work better in team which will result in
raising profit and productivity of business But if power is not used in effective manner then it
may cause difficulty and people may become negative which can affect the overall performance
of workers badly as they will not feel satisfied which will affect performance of Ryanair badly
and retention of employees will be raised (Connolly and et.al., 2017).
M1
Organisation culture influence the company’s performance to great extent, good culture
makes the people feel happy, by this way they put hard efforts but poor culture always
demotivates staff members and they fail to be loyal towards the firm. Power and politics in the
organisation always impact on team and individual behaviour. If higher authorities support their
members then people will be honest and will work hard but if power is used in negative manner,
then it may create problem in making people loyal towards the brand which will affect
negatively to the organisational performance.
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LO 2
P2) Content and process theory of motivation for effective achievement of goal in firm
Motivation can be defined as process which fulfil needs of individual and make them
positive to contribute well in accomplishing organisational goal.
Difference between content and process theory of motivation
Content theory pays more attention on factors that are helpful in making people happy
whereas process theory always emphases on how people can feel better and can be loyal.
Content theories
this theory mainly focus on the cause and stop behaviour of the employee. It mainly
imply on an individual and have different way of motivation. It is very important and useful for
the manager understand the way to motivate the every employee of the organisation and it help
to motivate and improve the performance of the employee.
For motivating the employees Maslow motivation theory is been followed-
Maslow Hierarchy of needs
Physiological needs
It only focus on basic needs of people. Where mind and body cannot function properly
without fulfilment of this requirement. It effects the performance of the organisation as after all
the requirements are not getting fulfil. In Ryanair the performance is not that much good. To
increase the performance of the employee working in the Ryanair organisation, firm need to
provide the proper or sufficient salary to the employee that can fulfil the basic needs of the
employee. That satisfy the employee. It result in improve the performance of the employee by
and perform well in the organisation (Jain and D'lima, 2017). Ryanair provide shelter facility to
its workers and always take care of their hygiene which supports the firm in motivating its staff
members.
Safety and Security
Safety needs where the person wants protection. Many of the members are mainly satisfy
with the safety & protection. And it motivate the employees to perform well in the organisation.
Ryanair provides the best safety and security to its employee which include all kind of safety &
security such as personal, financial, safety, health etc. It make the employee feel an safety
enough and satisfy with the security and safety. It create great impact on the employees and they
work with more confidence and without fear of any incident. It can improve the performance of
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the employee. If firm not provide or give attention to safety than the performance become
decline and employee feel insecure in firm (Pučėtaitė and et.al.,2016).
Belonging and love
If the company is providing safety and physiological need but the employees are far from
the love and affection than also the performance of the employee reduces. As the employees are
not getting the proper belonging or love from the organisation than automatically workers
performance get decline. As the employee thing that after doing so much effort to achieve the
organisational goal and the firm are not giving belongingness to employee and mainly focus on
its profit oriented. If the company provide the proper love and affection to the employees and
treat well to its employee. Than the employee feel belonging and love from the employee and
thus it increase the performance of the employee and this belongingness of the employee can be
seen in the form of hoe the employee treat it customer with good services (Bester and et.al.,
2015). ). Ryanair create friendly environment where all the people can feel comfortable which
motivates them and make them feel so happy and they work so hard to meet organisational goal.
Esteem
Esteem refers to the value and respect given by the organisation. Where the people feel
valued by the firm. If the organisation not value or respect the employee that it may have bad
impact on the employee as they can feel bad and their confident level get decline and become
demotivate automatically. It makes the employee performance reduce. And it have the bad
impact on the customer, as the customer need not get the good performance by the employees
and they become dissatisfy by the poor performance of services by the employee. It can reduce
the customer of the organisation and that is not good for the organisation. If the company want to
increase or raise the performance of the employee and want to get good result. Than the
company has to respect the employee and provide value to their and make them feel that they are
valuable asset for the company. Hence it can motivate the employees, and workforce work with
full efficiency and improve the performance level of the employee. Which result good service
provided to the customer that can satisfy the customer (Tavri, Sayce and Hands, 2015).. Ryanair
gives respect to its employees and always ensure that their culture gets respected and value
which makes them feel happy.
Self actualisation
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The practice develops potential and capability along with pre achieved psychological,
safety, love and esteem needs. The process of self-actualization starts from satisfaction of
perceiving needs of individual along with acceptance and realism, focus on internal gain along
with problem centric for to gain peace in external gain grounded by empathy. The process help
individual think and act within social norms along with other point of view. The applicability of
peak experiences is most valuable in these type of practices where people are inspired along with
serving sense of motivation (Gupta and Bansal, 2015).
Employees with applicability of self-actualization will attain and develop creativity, maintain
deep relationship with others having sense of reason, the practices will develop empathy in
individual in a workplace to provide moments of happiness in their conditions. Ryanair
appreciate its workers, The process states that having an ongoing appreciation will lead to
goodness in life.
But on the other hand self actualized people according to Maslow are few in number and equal
tent to two percentage of total population worldwide. Several of time an individual is not aware
of own needs and talents, there several time fails to achieve desired goals and ideologies.
Process Theories
In process theory it shows the behaviour of the employee is sustain by motivational
factors. It mainly basis on the person choice on preference ,reward and sense of an
accomplishment. To increase the performance of the company (Smith, Machin and Beccaria,
2017).
Equity theory
This is the model that states that each employee in the firm observe their performance
level and compare it with fellow workers. Equity and inequity are two major elements that are
part of this theory. Equity element highlights that motivation is required to be given to all
workers in order to improve their current situation (The Process Theories of Motivation, 2019).
By gives good pay and great rewards workers can feel happy which can motivate staff members.
Inequity element stats that perception of other employees, leave condition etc. are some aspects
which discourage people and make them negative. Hence Ryanair ensures that people have
positive perception and they get leave easily. This thing motivates them and make them more
positive towards the organisation.
M2
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Ryanair always ensure that its employees feel comfortable in business unit, It gives them
respect and provide them monetary rewards. Furthermore, company give them appraisals and
praise for their good work. This thing always help organisation in motivating its employees and
retaining talent in business unit. If there is no motivation, then enterprise may get fail to retain
staff which many times create problem in managing work load. Apart from this, people may feel
burden which enhances staff turnover in organisation.
D1
If Ryanair ensures to create good culture then people will be happy, in this type of culture
their esteem and love needs will be fulfilled which will motivate employees and will help the
firm in raising their working performance. Whereas if Ryanair fails to use power well, or if it
makes discrimination or promote favouritism then company may face problem in gaining loyalty
of its workers. This will negatively affect performance of all individuals and team performance
as well.
LO 3
P3 Effective team opposed to ineffective team.
Effective team is the group of people where all the individuals work together and manage
their work to meet goal of business unit. Effective team is very important for the growth of
business unit because it aids in completing the work on time.
Belbin Team roles
 Resource investigator- These are the people in team who make resources available to
employees comprising team. This role aids the Ryanair in utilising resources well and
providing all resources to team members so that they can work properly without any
issue.
 Team worker- In this person makes sure that everyone works together as a team, this
supports in building bonding between staff members and improving team performance as
well.
 Co-ordinator- They manages the team work and co-ordinates the task.
 Plant- They make sure that goals and objectives are clear in team. By this way effective
team can be formed where all individual work together in Ryanair to meet the
organisational goal.
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 Monitor evaluator- They monitor the progress which is made in team.
 Specialist- They are special in any activity. Ryanair is changing its corporate structure
moving to a small senior management team. So Ryanair is making changes in
organisation structure there must be changes required which are to be made in
organisation (Whelan, 2016). There are various theories which assist in development of
an effective team as Tuck man theory reflect in this way that there are different stages
which assist in making an effective team, these stages are as follows
 Shaper- They shape the team and help to achieve objectives. If leader shape the team by
using capabilities of ach members then it would help Ryanair in building a great team
where all employees work together to complete the task on time. Implementer- These people implement new strategies.
Forming stage: This is the first stage in which team is developed. In this stage all new guidelines
are given to teams about the work and role of individual in teams. As Ryanair is making changes
in structure and their working. So might be conflicts arises in teams as new ideas may not be
accepted by other persons. So by this theory conflicts in the organisation is minimised as all
responsibilities and roles are assigned to each individual and they work according to that, thus
making and good effective team. Hence leaders have to make people aware with corporate
structure and must aware them with the importance of it. This thing will help in managing the
work in effective manner (Lee and Low, 2016).
Storming stage: This is the second stage of team development, in this stage group starts to sort
itself out and gains trust of each other. As Ryanair is making new changes so everyone has
different opinion and as a result conflicts arises between them. The phase become destructive
and lowers the motivation of employee. But the advantage of this stage is that team members
resolve the conflict by their own and workers participate with each other with more comfortably
(Coccia, 2015). Leaders of Ryanair has to ensure that individual motivates team members and
make them happy in the team which will help in making them positive towards the brand.
Norming stage: Resolved disagreements and personality clashes result in greater intimacy. As
the Ryanair is making changes in organisation culture so conflicts arises but in this stage people
start to notice and appreciate their team members working strengths. Each member contributes to
their best level in achieving the goal of organisation. All members of Ryanair take their
responsibility and have great ambition to work for success of team's goal. And this stage assists
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