Raynair's Organisational Culture, Politics, and Power

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Organisational Behaviour
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Table of Contents
Introduction................................................................................................................................3
LO 1...........................................................................................................................................3
LO 2...........................................................................................................................................5
LO 3...........................................................................................................................................8
Conclusion................................................................................................................................12
Reference List..........................................................................................................................13
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Introduction
This study is based on the organization behaviour of the company Raynair. In terms of
running an organization in a proper way it is important for the business to analyse their
organization culture in a proper way. Thus, they can develop the culture s per the demands of
the customers as well as the staffs. With the help of effective organization behaviour the
company can satisfy the employees which can increase the productivity of the business as
well. There are different kinds of motivational theories which also can motivate the staffs of
Raynair. This also can influence the company in a positive way. Thus, the main purpose of
the study is to identify the each and every factors of OB in relation to the company Raynair.
LO 1
P1 Analyse how an organisation’s culture, politics and power influence individual and
team behaviour and performance.
The Raynair’s organisational culture has been under the scanner for some time now and this
firm has earned quite a lot of poor reputation due to the way the employees are treated in the
organisation. Organizational culture is defined as the basic beliefs that are linked to values
that are present in the organisation at a much deeper level. The culture can be termed as the
social and psychological aspect of the business. In the opinion of (Anitha, 2016, p.12), it is
extremely important that there is employee commitment that can be linked to the business.
This employer related organisational commitment can be termed as employee engagement
and that is the reason why it is essential that organisational culture is maintained at appositive
level in an organisation. Raynair has a poor reputation associated with its poor culture, which
is autocratic. The management’s mindset has been associated with profitability and it is
associated with providing extremely low competitive fair pricing to its customers. There are
high level of control that have been put in place in the organisation leading to poor employee
morale and even more poor concept of employee engagement. The dissatisfaction of the
employees is seen to reflect in the way they provide service to the customers, so that the
organisation has also has poor customer relationship management. There is very little chance
of the organisation to make amend with the employees in question, as they are associated
with the concept of de-motivated mindset.
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The concept of politics in an organisation is associated with the fact that it is the pursuing of
the individual agenda in the context of personal and organisational interest. The entire effect
of this on the organisation is linked to this endeavour. Organisational varies from the concept
of tactical management to self- interest oriented actions. Raynair was launched with the
concept of being a low cost airlines and its core philosophy is associated with the concept of
low cost fares. The entire concept of the business was this that the power was held closely in
the hands of the management and that is the reason why it is important that the power play in
Raynair is understood. O’ Leary had been focusing on only one model that is associated
with the concept of making money and that is the reason for the autocratic style of leadership
in the organisation, where there was no decentralisation, rather it was completely
centralisation of the power.
M1 Critically analyse how the culture, politics and power of an organisation can
influence individual and team behaviour and performance.
As per Curcuruto et al. (2019, p.221)), the organisation is committed in every way to provide
the best price to the consumers and that is the reason why it is a formidable competitor with
respect to the business. However the stress of the organisational policies and culture has had a
negative impact on the employees and the way they serve the customers. The quality of
service of the staff had deteriorated to that extent that they have lost every ounce of interest
associated with the concept of hospitality related services in the airline’s services. There has
been a scandalous issue associated with the fact that the quality of service has deteriorated to
that extent that there was an incident where; a young passenger girl, had suffered a head
injury and that had led to profuse bleeding, but the staff had not attended to her. There was
lack of empathy and also the absence of a first aid kit that has shocked all in the craft. The
mother had lashed out at the staff but to no avail (inews.co.uk 2019). The lack of organised
services that were available is associated with the fact that the staff are completely
disinterested in the employment and they are so much under stress that they are failing to
show any sense of leadership skills athat are required to handle such difficult situations.
The demand associated with improvement in the working condition of the staff is going on
for quite along time. The strife between the management and the employees have led to
massive strikes in the airlines, leading failure of operative conditions that had been seen and
objected to by the entire passenger transport aviation business (Davies, 2019, p.67). This is
the condition of the organisational culture, which, is currently prevalent in Raynair. This is a
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reflection a horror that is hidden behind the economies associated with the low cost airlines
that are dominating the market. There is the aspect of attrition being very high and poor
service standards have earned the organisation quite a bad name in the market in general. He
poor employee to the low employee engagement and high attrition is reflective of an
ineffective organisational culture that is associated with the organisation as a whole. The
behavioural pattern of the non- committal staff in this hospitality sector shows the horrible
condition that the organisation currently is in. In the service sector it is extremely important
to ensure that the staff is highly motivated as it helps in assuring that they will give the best
services to the customers thus improving the brand and the customer bonding leading to
brand loyalty, but that seems impossible in this respect.
LO 2
P2 Evaluate how content and process theories of motivation and motivational
techniques enable effective achievement of goals in an organisational context.
Theories of motivation which can provide effects on the company Raynair
There are majorly two types of motivational theories that is the content theories and the
process theories of management. The content theories of motivation are associated with
delving into the concept of “What” are the factors that motivate people and it is associated
with the concepts of individual goals and needs. In this context the Maslow and Herzber’s
theory can be considered to understand how these theories can help the condition that the
airlines currently finds itself in.
Maslow’s Hierarchy Pyramid
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Figure-1- Maslow Hierarchy Pyramid
(Source- Lester, 2013, p.15)
As per Ibrahim et al. (2019, p.12), in the case of Raynair it is important to understand the
stage of motivation that the employee is prevailing in. In most of the cases as is seen in the
case of the cabin crew it can be seen that the organisation needs to give some assurance to the
employees regarding their feeling of de motivated outlook. Most employees in Raynair are at
the stage of stage needs, where they are de motivated because of the concept of lack of safety
in the job that they are currently pursuing. The termination policy needs to be reviewed and
the organisation needs to find solution to ensure that the employees are able to put their trust
on their employer. There has been a shocking issue related with the way that the nature of
administration has weakened to that degree that there was an episode where; a youthful
traveler young lady, had endured head damage and that had prompted bountiful dying, yet the
staff had not taken care of her. There was absence of sympathy and furthermore the
nonattendance of a medical aid packs that has stunned all in the art.
Herzberg two-factor theory:
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Figure -2 Herzberg’s two-factor theory
(Source – Alshmemri et al ., 2017, p.12)
According to this content motivational theory it is very important that there should be
motivation associated with a sense of achievement or recognition that is very much required t
of in the context of the employees of Raynair. There is responsibility without power or
growth and that is a reason why in the two factors concept there is lack of job satisfaction.
Raynair needs to improve the working conditions of its employees. There is need of change
of the human resource policies in order to ensure that there is better motivation on the
employee front. Improvement of the hygiene factors will definitely ensure that there will be
growth in the trust element, which will in return improve the employer and employee
relation.
The process theories of motivation are associated with the concept of how it will be possible
to ensure that human behaviour can be influenced in order to bring in motivation. The major
theory that will be effective in the Raynair is the Adam’s Equity theory.
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Figure-3- Adam’s Equity theory
(Source – Weingast, 2017, p.45)
This theory clearly advocates the concept of outputs that can be directly linked to inputs. In
the case of this company, it is essential that there is effort taken by the organisation to
appreciate the good employees. Through this differentiation, instil a sense of culture in the
organisation that will ensure that there will be some effective step taken by the organisation
with respect to motivating the hard workers from the casual workers in the organisation.
M2 Critically evaluates how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models.
In the case of Raynair there is need to implement all of these motivational concepts so that it
is possible to ensure that the lack of motivation that is plaguing the organisation is improved
and there is improved team performance and there are also improved factors of conditions in
the organisation that will help the organisation to succeed. According to Husin and Kernain,
(2019, p.11), the current state of affairs of Raynair needs to be immediately rectified in order
to ensure that there is effective organisational culture in the organisation. There is the part of
steady loss being high and poor administration benchmarks have earned the association a
significant terrible name in the market all in all. He poor worker to the low representative
commitment and high wearing down is intelligent of an inadequate hierarchical culture that is
related with the association in general. The standard of conduct of the reserved staff in this
cordiality area demonstrates the awful condition that the association as of now is in.
LO 3
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P3 Explain what makes an effective team as opposed to an ineffective team.
Identifying and explaining the different types of teams, which operate within Ryanair
(i.e. functional, problem solving, project and virtual teams) and analysing why this
range of teams is important to the success of the organisation.
As per Olivier‐Pijpers et al. (2019, p.610), the different types of team that operate in the
Raynair are functional team, technical team, administrative team. There is need to have a
confluence of many activities that is needed to run an aviation business and that is the reason
why there are multiple team that are needed by the business. There is also the management,
which is handling all the responsibilities of the all organisation and all its teams. Team that
is associated with handling the management of all the other team is autocratic in nature and
there is also the operational team that is handling the various day to day operations of the
business. This is the reason why all these various functions need to come together to ensure
that there is cohesion in the organisation and it can perform as a team in the overall sense of
the word. These teams have to work with each other as is the case of the technical team that
is the pilots and the technicians who are linked with the factor of ensuring the issues of the
various maintenance related issues. The operations team is involved in the context of
ensuring that from booking to baggage control there is effort taken that the passenger is in a
safe and comfortable journey. The functional teams like marketing and the accounts have
well defined roles that are linked to ensuring that their area of work is not harmed or
jeopardised because there are issues in the other aspects of the business. The marketer and
the accounts as well as the operation have to work together so that there is perfect symmetry
in the context of the operational cycle.
b)
M3 Analyse relevant team and group development theories to support the development
of dynamic cooperation
Using relevant team theory, such as Belbin’s team types and Tuckman and Jensen’s
group development models, analyse what would make the teams at Ryanair more
effective
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According to Derakhshan et al. (2019, p.73), Ryanair is an airline that would use the path
goal for the improvement of the productivity and team performance. The Belbin’s team types
and Tuckman and Jensen’s group development models, of the company are to modify the
specific alignment innovative team building and group development models.
The Belbin’s team model would be responsible for aligning the balance of the team members
and the defining roles for the completion of the work. The main concept of the theory of
Belbin states that the defining role of the team members for integrating the continuation of
the work and aligning their strengths and management of the weaknesses. The model can be
implied with the effective management of the facilities and enduring the alignment of the
team work strengths.
The Tuckman and Jensen Model would be developed for aligning the stage theory model for
integrating the continuation of the works and it would also endure the four principle for
aligning the management and continuation of the works. Belbin’s model is more effective for
aligning the team and implies better improvement of the innovative work formation for
Ryanair. As per Chandalia and Desai, (2019, p.287), the Belbin's group model would be in
charge of adjusting the parity of the colleagues and the characterizing jobs for the fruition of
the work. The fundamental idea of the hypothesis of Belbin states that, the characterizing job
of the colleagues for incorporating the continuation of the work and adjusting their qualities
and the board of the shortcomings. The model can be inferred with the successful
administration of the offices and persevering through the arrangement of the collaboration
qualities. The Tuckman and Jensen Model would be created for adjusting the stage
hypothesis model for incorporating the continuation of the works and it would likewise
persevere through the four standard for adjusting the administration and continuation of the
works. Belbin's model is progressively viable for adjusting the group and infers better
improvement of the inventive work development for Ryanair.
LO 4
P4 Apply concepts and philosophies of organisational behaviour within an
organisational context and a given business situation
Evaluate how the use of path-goal theory could improve team performance and
productivity in Ryanair
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Ryanair is an airline that would use the path goal for the improvement of the productivity
and team performance. The specific goals of the company are to modify the specific
alignment of the information and development would be managed for the development and
the development of the effective listing and the continuation and the formation of the specific
management of the influential management. The implication would be developed for the
influential and managed implication and continuation of the works. The leader behaviour is
directive, supportive, achievement oriented and participative. The pioneer conduct is
mandate, steady, accomplishment arranged and participative. The ramifications of the
psychological components for adjusting the dictatorship and the arrangement would ease for
the facilitating of the activity fulfilment and the arrangement of the conceivable work
organization. As stated by Ayoko and Ashkanasy, (2019, p.66), the acknowledgment of the
pioneer would be conveyed with the assistance of inspirational conduct. The natural variables
can be utilized by Ryanair for improving the formal specialist and framing the essential work
bunch for the clients. The implication of the cognitive factors for aligning the
authoritarianism and the alignment would be easing for the easing of the job satisfaction and
the alignment of the possible work deployment. The acceptance of the leader would be
deployed with the help of motivational behaviour. The environmental factors can be used by
Ryanair for improving the formal authority and forming the primary work group for the
users.
M4 Explore and evaluate how concepts and philosophies of OB inform and influence
behaviour in both a positive and negative way.
Identifying and explaining what you think will be the main barriers to implementing a
new organisational structure in Ryanair
As per Bunea, (2019, p.115), the main barriers that will be come to the surface of Raynair in
the context of inculcating the new organisational structure and policy will be associated with
the two basic concepts that are linked to the concepts of operating profit and the other
impediment will be related to the culture and mindset. This is associated with the fact that the
organisation is known to have been associated with the concept of autocracy that is prevalent
in the organisation till date, hence the people in power will not enjoy the concept of handling
the factors associated with the decentralisation of power. Hence, a major barrier that will
arise will be associated with this factor; the other problem is associated with the issue of
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maintaining the low cost airline concept and thus associates that with the factor that it will be
difficult to provide for employee benefits in the face of price wars in the organisational
context. The cost effectiveness that is the unique selling proposition of the brand often comes
from extreme high end budgeting that is done by the organisation in the employee benefits as
well and this is leading to the context of major failure that is linked with the organisation as a
whole.
Conclusion
After analysing the study in can be concluded that there are different kinds of effects of the
organization culture, behaviour and politics on the business process. The companies also can
face some challenges in terms of handling the activities of the staffs but there can be some
benefits of the staffs with the philosophies of OB as well. Thus, to get the benefits Raynair
needs to understand the factors of OB in a proper way.
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