Organizational Behaviour Report: Ryanair Case Study Analysis

This report provides a comprehensive analysis of organizational behaviour, using Ryanair as a case study. It delves into the airline's organizational culture, examining the impact of power dynamics and political behaviour on individual performance. The report evaluates content and process motivation theories, assessing how motivational techniques enable effective goal achievement within the company. It further analyzes the characteristics of effective and ineffective teams, drawing on models like Tuckman's stages of group development. Finally, the report explores various organizational behaviour theories and approaches, providing insights into how Ryanair's practices affect its employees and overall performance. The report covers topics like Handy's model, French & Raven's power bases, Maslow's hierarchy of needs, and the influence of political behaviour within the organization, concluding with the effect on staff and employees.

Organizational
Behaviour

Table of Contents
LO 1.................................................................................................................................................3
P1 Organizational Culture, power as well as politics affecting individual performance.............3
LO2..................................................................................................................................................6
P2. Evaluation of content and process motivation and motivational technique enable effective
achievement of goals....................................................................................................................6
LO3..................................................................................................................................................9
P3. Analysis of effective team that oppose to an ineffective team..............................................9
LO 4...............................................................................................................................................12
P4 Organizational behaviour theories........................................................................................12
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Organizational behavior is the process of analyzing the behaviour of the employees
which impact on the organization to the great extend. It studies the complex nature of an
individual which can improvise the nature and behaviour an individual but it needs an effective
leader that can integrate the skills and productivity of the employees. This file includes about the
culture, power as well as politics affecting individual performance of an organization and it also
evaluates the content and process motivation and motivational technique enable effective
achievement of goals of an organization and it also describes how an ineffective team can affect
the productivity of an organization and the Tuckman model which analyze the different stages of
the employee and the factors of effective team member development. At last, it describes about
the different approaches and theories to make the behaviour of an organization effective.
LO 1
P1 Organizational Culture, power as well as politics affecting individual performance
The manner in which Ryanair operates its business and performs various functions
eventually have a great impact ion their organizational culture. The organization culture of
Ryanair is highly imperative and thus holds the good position in the market. This company
works on a well-defined strategy and is mainly focussed towards meeting the need and demands
of their customers along with inculcating a sense of satisfaction within their staff and employees.
From past few years, it has gained the best ratings from their customers which has thus helped
them to boost their culture and ethics (Osland, Devine and Turner, 2015). The major issue which
the company has faced regarding its organizational culture are autocratic control of the
management over their employees, lack of morale and motivation, staff turnover etc. The
organizational culture of Ryanair reflects the presence of Handy's model in their company.
Handy's model is one of the well-known theory that influences the culture of organization.
According to this theory, there are mainly four attributes that influences the behaviour of the
organization.

Power culture
It describes the power held by many of the individuals. This describes the degree of
power imposed by the organization on their employees. The power culture within Ryanair is
highly complicated and thus they exercise autocratic control over their employees. Thus, they
have a strong culture wherein this results in their high turnover.
Role culture
Organizations which have role culture in their environment generally base their work and
activities on the rules. They impose strict rules and regulations on their employees and thus
keeps them under high control. Ryanair due to their autocratic nature exercise strict control on
their employees and thus let them know their roles and responsibilities by imposing high
influence on them.
Task culture
Task culture basically addresses the formation of teams within the organization to deal
with specific issue or problem (Newton and LePine, 2018). The power exercised by different
member of the team tend to shift depending on the problem. Ryanair is widely known for its
team dynamics and productive skills within the team.
Person culture
It reflects the organizations wherein the individuals tend to assume them as superior in
the company than the others. Control system as well as management hierarchies in Ryanair are
generally not viable and thus the individuals. The organizational culture of Ryanair has these
type of people and is predominated with person culture where the people preferences are the
main emphasis.
Power affecting performance
There is well-known theory of power that is French & Raven's power bases under which
there are mainly five basis of power that areas follows-
Coercive power
This is based upon the concept of Coercion. Under this, an individual is forced and
pressurized to do some work or activity intentionally. The major purpose of this power is to
exercise great compliance to the rules and regulations. Ryanair utilizes this power to keep the
employees on the right track and overseeing their compliance to the company practices. The

company usually rewards the positive behaviour but also punishes for negative behaviour thus
Ryanair believes in maintaining coercive power in some scenarios (Colarelli and Arvey., 2015).
Reward power
This power involves offering rewards and appreciation to the individual for their positive
results. This highly motivational power which eventually increases the morale of the employees.
The major rationale behind Ryanair success is their better reward management and thus
appreciate the work of their employees by rewarding them. For example promotion for better
serving the customers.
Legitimate power
This power predominately links the feelings of some obligation to the organization's
management. Rewarding as well as punishing the employees are the major part of this power.
Ryanair exercises specific degree of punishment and reward and thus have the legitimate power
which helps them to keep their employees on right path and hence making their work more
productive.
Referent power
This power addresses the affiliation towards the group member or an individual for
making them feel the part of organization. This power is possessed by the role model who is
highly liked by the other employees for their personality and work. The managers of Ryanair
holds the referent power and try to become the role model by exhibiting the positive attitude and
displaying higher degree of commitment towards their work. (Cooper and et.al.,2017)
Expert power
This revolves around the leaders who are admired for their in depth knowledge on
various aspects, their expertise and experience. These leaders serve the organization in different
way and thus exercise their power to help the in employees in their task.
Political behaviour
Chanatl Mouffe generally addresses the the various democracy approach and the political
behaviour that plays an essential role in the organization and hence affects the overall
performance of the organization. Central to the organization, having the positive political
behaviour call for the better positioning of the company and thus helps them in retaining large
number of employees. The negative use of the politics within organization leads to the conflict
and hence social isolation. Chantal Mouffe addressed that the top as well as the middle

management of the organization should have the definite characteristics as well as the attributes
in them that will lead to reduced negative politics and increased positive politics. Politics within
the organization eventfully affects the behaviour of the entire staff and employees. Ryanair is
focussed towards achieving their goals and capturing a large share within the market. Thus a
complicated political behaviour exists within their organization where they follow the autocratic
style and thus influences their employees. In order to pursue this goals and objectives, they
inculcate legitimate politics in their company where the managers are mainly involved in
forming coalitions and employees are engaged in bypassing the command chain and thus
complaining on the daily basis (Devece, Palacios-Marqués and Alguacil., 2016). The top
management and the middle management generally exercise some degree of influence over their
employees and thus sometimes shows favouritism which eventually leads to the decrease in
motivation of their employees and hence greater turnover.
Effect on staff and employees
The different power and politics exercised within the organization has eventually greater
turnover number and their decreased satisfaction. As the company commonly autocratic power
where they controls their employees by binding them in laws and regulations, their strict
supervision has at the end lead to the decrease in their motivation (Musringudin, Akbar and
Karnati, 2017). Taking of the politics, Ryanair managers seems to show favouritism in their
organisation sue to which some employees have started to feel disrespected and biased and has
led to fall in their motivation level. Besides this, although the autocratic power is essential to
keep the employees on right track and making them abide by the rules but on the other hand,
some employees are likely to feel bound due to this power. Due to this, their communication
with their peers has decreased and thus have reduced their productivity level. This in turn has
made them to leave the organization due to which the Ryanair's turnover number has increased
as well as their overall performance has reduced.
LO2
P2. Evaluation of content and process motivation and motivational technique enable effective
achievement of goals.
Ryanair is an Irish budget airline company which is not having very great and
remembered. In the content theories, the Maslow's play an important role. In the Maslow's
motivational theory, it describes the general needs of the company and of individual. Maslow

also confirms that the need of an employee and the behavior is just affected by the rewards and
the and the special treatments but it also requires the impact on internal and self motivation such
as self motivation and the self actualization. In the Maslow's hierarchy, there are certain levels
which contains physiological needs, safety needs, social needs, esteem needs and the self-
actualization (Dipboye., 2016). Some needs cannot be completed by the organization that can be
physiological needs and the safety but some needs are in the hand of the company. The Maslow's
pyramid are illustrated according to the Ryanair is as follows-
 Psychological needs
The common needs of every person is food, shelter and clothing and without these needs, it is
very difficult to survive in this world. But in terms of an organization, the common needs of any
employee is the good salary, better and healthy environment and a good team. But the wage
minimization, long working hours and the hectic schedule of an organization creates the negative
image of an organization and also it affects the moral values and the self motivation of an
individual and by this method, the employees left the organization in a very less time and this
affect the company image because by this manner, the other employees who want to join the
organization do not join due to this hectic scenario. If any employee is working in an
organization and giving their precious hours to the company, then employee also wants comfort
and healthy environment to survive (Ellis and et.al.,2017).
 Safety needs
Some companies do not the employees directly by just walk-in or by the face-to-face interview,
so the organizations generally connect with the recruitment firms and Ryanair is one of them and
it connects with the Crewlink which is the official recruitment partner of Ryanair. For example,
every company gives the notification to the customers after shopping because it builds up the
trust of the customers. The most common meaning of the safety is the security and the
protection. Sometimes, the recruitment firms demands the safety or the security amount but the
candidates are refuse to give because there is no surety of the job and that's why, the employees
do not join the company which creates the bad impression on the company even the policies of
the companies are correct and not having any wrong intention. As the Ryanair is an airline
company, the safety and trust of the customers reduces due to cancellation of the flights and the
routes during the bad weather or in winter which puts the question mark on the safety of the
company and It also reduces the integrity and the productivity of the company (Gagné., 2018).

 Social needs
The employees of Ryanair are much satisfied because of the good and the healthy work culture
of the company if the employee is happy with the work culture, then the employee can contribute
and can also take part in a teamwork which creates the good impression on the company and it
also creates the cooperative environment at the workplace.
 Esteem needs
Esteem is used as a reward and the reward can be intrinsic and extrinsic. Company gives the
bonus and the appreciation to the employees after achieving the results and also the
commissioned are paid to the employees on in flight sale to the cabin crew.
 Self actualization
One of the key advantage of the Ryanair is the good promotional records and the bonuses which
is the very great as compare to other airline companies. One of the employee of Ryanair states
that this company boost up the internal strength and abilities and also employees learn a lot about
aviation field and the customer service. All these factors of Ryanair makes it different from the
other companies and also the customers will also become happy after getting the better quality
service (Graham, Ziegert and Capitano, 2015).
The process motivation deals with the process of motivation and how the people can be
motivated or from what factors the motivation occurs. Process theories is also used in the
education, psychology and in many other field which directly related with the human.
Here, Vroom expectancy theory states that the employees of Ryanair are self-motivated because
the working environment of Ryanair is very youthful and also casual and most of the employees
are over 30 and the employees are satisfied. The employees are rewarded due because of their
performance and the positive attitude towards the work. The expectancy theory contains three
essential theories i.e., expectancy, instrumentality and the valence. Expectancy shows the efforts
to be made by the employees to get the better results, instrumentality means the performance and
hard work will be awarded and this increases the motivation and the positivity in their work.
Vroom theory suggests that the motivation, expectancy, instrumentality and valence are related
to each other by the equation i.e.,
Motivation = Expectancy·Instrumentality·Valence
This equation is effectively working in the success of an organization. According to this theory,
most of the employees believe that hard work is not giving the better advantage in the airline

companies but this is the wrong practice and the top-level professionals like managers encourage
the staff to perform harder and effectively to get the better results and the great success gives the
award and the such as promotion and these kinds of rewards gives the motivation and encourage
the employees to connect with the companies for the long term (Klotz and et.al.,2018).
All these theories states that the corporate culture always matters and also helps the employees to
understand the organizational culture and also gives the motivation to the employees and some
benefits of the organizational culture are competitive advantage which is derived from
innovation and the services, consistent and efficient employee performance. All these
motivational theories helps the companies to achieve the long term goals and success.
LO3
P3. Analysis of effective team that oppose to an ineffective team.
Employee is an essential element of an organization and a good employee makes a good
team and good team always impacts on the organization and improves the productivity of the
company. The effective team builds the strong foundation of any organization. An ineffective
team is the part of every organization but an ineffective team is having some problems like lack
of confidence, poor working strategies which brings the company down. An ineffective team can
be an effective team but it requires the better work planning and team cooperation of every team
member to achieve the success. There are some difference between effective and ineffective
team that are as follows -
Effective team Ineffective team
Effective team is always clear about the goals
and the also clear with what matters,
communicate and the desired value and
behaviour and a good team is always run by an
organized team leader.
Ineffective teams are always unsystematic and
unorganized and no clear goal and an
ineffective team is always run by an
unorganized team leader who always run away
from the new opportunities (Lăzăroiu., 2015).
Effective team deals with every problem in a
same way and having the same priority no
matters how unpleasant the issue is.
Ineffective team always finds the shortcuts and
the excuses of doing the work and also run
away by any way.
Effective teams always deals with the real
issues and finds the smartest solutions to
Ineffective team member always finds the way
to escape from the problems and also finds the

complete the task (Miner., 2015). alternatives of not doing the work on time and
also do not take responsibility of any work.
Every team member of the effective team
participate in the discussion and also the team
leader gives the open platform to all the
members to give their opinion which
encourages and motivates the employees.
The team members ineffective team are so
much lazier and also do not participate in the
team work and also interrupt in between the
discussion.
All the decisions are taken with the proper
discussion with the team members so that the
decision gives the positive impact on the team t
achieve the goal.
The improper and the premature decision by
the ineffective team members always affects
the consistency of the team members.
Effective team members always thinks in a
wide manners and also build up the self
esteemed, confident team which contributes in
a growth of an organization.
Ineffective team members only focus on the
things which are profitable to them which
affects the team because the other factors may
affect the team consistency (Musringudin,
Akbar and Karnati., 2017).
Now, the analysis of Ryanair by Tuckman model that helps in making the team more effective.
Tuckman model analyze and develop the team ability and strengths and also establish the
relationship between the leader and team members.
 Forming
The first stage of Tuckman model is forming. Here the team learns about the challenges faced
when achieving the goal and also the team members feels face and independent while tackling
the task. The members of effective team always energetic and skilled which is helpful in
achieving the goal and also discuss with the team members about the goals and the possible
outcomes that can give the strength to the project and this all depends on the effective team
leader. Ryanair also have a effective and skilled teams with the highly professional members that
gives the strength to the company and sometimes the company gives the appreciation to
employees by the bonuses so that the employees can do the better work to support the

organization and also, the working environment of the Ryanair attracts the employee and this is
the only reason the employees are here for long time (Newton and LePine., 2018).
 Storming
This is the second stage of Tuckman model and in this stage, the employees are more energetic
and positive towards their work to gain the trust of each and every team member. This also
relates with the effective and ineffective team members and in this the employees are having the
mixed feeling like positiveness, excitement, suspicion, fear and anxiety and here the team
member is the only person that can control the emotions and all type of feelings of the employees
but this cab only be possible by the great and efficient working strategies and the employees can
also actively participate in building the proper strategies.
 Norming
In this stage, the team leaders starts noticing the team members and gives the appreciation to
them for their hard work and this instantly gives the motivation to the employees and by the way,
the employees starts working effectively. The members of Ryanair also admire the knowledge
and skills of an employee (Osland, Devine, and Turner., 2015). But there are some clashes in the
storming and norming and the new employees with the extra skills may affect the working of old
and existing employees and the company pressurize the old employees to work with the new
trend.
 Performing
In this stage, the employees are more skilled, experienced and motivated and can work without
the team leader but this can be possible by the training, knowledge and the experience of the
team leader and this makes a good and effective team which helps in growing the organization to
the great extend and here, the employees of Ryanair are working with the same strategy and also
tries to achieve the goal.
 Adjourning
This last stage is very important and this adds in the Tuckman model because after the project
completion, the team disbalanced and sometimes the leader also changes which creates the
negative impact on the team and it is very difficult to assemble the team again.
But during the project, the team members get more closed to each other and also feels
comfortable with the colleagues (Provan, Sydow and Podsakoff., 2017).
Factors for effective team member development

There are several factors that could build the successful and effective teams such as rewards,
consequences, suitable resources and motivation.
 Rewards
It is the most important factor that motivates the employees for their hard work and the better
performance in the team. Sometimes, the reward can be in a form of appreciation in the team by
the team leader and the collogues that a boost up the confidence level of the employees and also
makes them structured and well organized and the reward gives the instant motivation to the
employees.
 Consequences
Getting the results or the outcomes is not enough to make any work successful. The result should
be positive that will increase the motivation in employees and also rewards for achieving the
goal boost the motivation of the employees.
 Suitable resources
The suitable and meaningful resources always impacts on the success of the company and also
maximize the effectiveness of the team and the proper resources also contribute in the growth of
the company.
 Motivation
It is essential for maintaining the team performance. Lack of motivation in the Ryanair team
members also generally show poor performance. As unmotivated people put less effort & do
“just enough” to the job. It is not possible to expect everyone to be motivated each day.
LO 4
P4 Organizational behaviour theories
Path goal theory
This theory basically specifies the leadership style which fits best for the employee as
well as the work environment. There are four styles within this which will eventually increase
the productivity and performance of Ryanair employees. The leader of the company can adopt
any style to improve their followers performance. A directive leadership style is the one in which
the leader makes the employees aware about their expectation and thus tells them what they have
to do for achieving the task. Through this style, employees will able to understand their work and
thus lays down the clear job responsibilities. They remain aware of the path which they have to
choose for completing the task as well as knows what have to be done (Dipboye, 2016). Anther

one is achievement oriented style in which leaders set the various challenges and goals for their
followers and tells them to perform it with higher efficiencies. This can eventually improve the
performance of the employees in Ryanair as they would be able to step out of the monotonous
work and take new challenges which will increase their commitment and enthusiasm towards
work. Third style is participative style in which the leaders make decision after taking the
suggestions and opinions of their employees and thus consult them at every stage of decision-
making. These types of leaders will eventually helps the employees of Ryanair to participate at
every level and thus provide their innovative ideas. Through this, their productivity level will
increase as they will be highly motivated to provide their valuable ideas for improvement. Last
on is the Supportive leadership where the focus of leaders remains on the well-being and needs
of the employees. If the leaders in Ryanair adopts this style then it will directly have an impact
on the employee's performance. Employees would be able to communicate with their leaders for
any type of support as they know that the leader will provide them the right guidance. This
eventually will lead to their better productivity and performance. In this way, Path goal theory
can enhance the efficiency of their employees by adopting different styles.
Lewin change management model
This is one of the most significant model which the organization uses for implementing
their change process effectively. In order to bring changes in their structure of function, Ryanair
can use this model which eventually will help them to formulate it effectively and will also
increase the productivity of employees as a result of change.
 Unfreezing
This is the very first stage in which Organization prepares its employees and management
for accepting the change. It involves fostering the willingness of people to understand the
importance of change and its outcomes. As the Ryanair is undergoing a change in its entire
corporate structure, the management will first have to prepare their employees for accepting it.
They can communicate the benefit of these changes to them like better competitive advantage of
the company as well as new exciting challenges for the employees.
 Change
This is the actual stage of transition where change is actually implemented (Miner, 2015).
This stage involves thorough planning and encouraging the engagement of every individual in

formulating it. Ryanair after preparing the employees, can adopt various strategies like training
programs, rewards to bring more and more participation from the employees.
 Freezing
Once the changes are taking their shape and proceeding, this stage calls for adapting the
new behaviour. In this stage the employees are made to freeze their new behaviour and apply it
in the organization. Ryanair in order to make this effective can use various tactics like incentive,
rewards, performance based pay which will motivate the employees to apply their new behaviour
and work with greater efficiency.
This change model at the end will improve the productivity as well as performance of the
employee. Due to this, a positive behaviour will be generated within the employees through
which they can perform their functions more effectively. Because of the change in the structure
and functions, employees of Ryanair will across some new challenges that will enhance their
commitment towards the work and hence will enable them to adapt to new changes effectively.
System theory
It enables the leaders in the Ryanair to create a condition, where all the level of people
work productively with their potential. It uses a sound principle for a human behaviour to create
a model of the good leadership, system design, strategy and the social process. It also helps to
provide leaders with tools to predict a people behaviour in an organization and also enables the
leaders to communicate with the employees in an effective manner so that the employees will be
more open and the two-way communication is also essential for the organization and the
employees can contribute in the growth of an organization. Leaders without the great team is
nothing and also if the team is not perfect then it is the responsibility of the leader to bring the
team on track. This system leadership theory helps the Ryanair to improve the performance of
the employee in the Ryanair and also improve the behaviour of Ryanair. The leader's of Ryanair
determine the factors of effective leadership for an external environment and have relationship
among an element. Leaders without followers are unable to exercise and also make ensure about
conviction that provide a system to purpose and structure. This system approaches clarify the
complexity and dynamism of environment and try to provide a framework to build an idea. So,
by these processes and the methods the leader can make any team effective and worthy. The
ineffective team can also become productive if the employees completed devote themselves into
their work and also give their 100% without neglecting any opportunity can easily make any

team better and every team builds with the effort and the dedication of the employees and with
the guidance of the good team leader.
CONCLUSION
From the above study it can be concluded that Organizational behaviour is a very
essential for the organization. It increases the performance of the employee and motivate the
employee to retain at their workplace and also used leadership style to develop the effective team
building and also motivate the employee to achieve the organizational goal. This file concludes
about the culture, power as well as politics affecting individual performance of an organization
and also conclude the evaluation of content and process motivation and motivational technique
which enable the organization to achieve the long term goal. It also summarizes about how an
ineffective team can affect the working of an effective team and at last it concludes about the
different approaches and goals of organizational behaviour that influence the working and
behaviour of an organization.

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