Analysis of Ryanair's Organisational Behaviour: A Comprehensive Report

This report provides a comprehensive analysis of Ryanair's organisational behaviour, examining its culture, power dynamics, and political behaviour. It explores the influence of organisational culture on staff feelings, behaviour, and performance, and how Ryanair employs different motivational theories, including content and process theories, to achieve its goals. The report also investigates the types of teams operating within Ryanair, the application of Belbin team roles and Tuckman and Jensen's group development model, and the implications of path-goal theory for improving team performance and productivity. The study uses various models and theories such as Handy's model, French and Raven's power model, Maslow's Hierarchy of Needs, and Equity theory to provide a detailed understanding of the airline's internal dynamics and management practices. The report concludes with a summary of findings and recommendations related to organisational behaviour within the context of Ryanair.

Organisation behavioral

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
Organisational culture and the nature of power and political behaviour of its management .....1
Identified culture affect the feeling and behaviour of staff and ultimately performance of
Ryanair........................................................................................................................................3
TASK 2 ...........................................................................................................................................4
Content and Process theories of motivation enables achievements of goals..............................4
TASK 3............................................................................................................................................5
a)Different types of teams which operate within Ryanair and range of teams which are
important to the success of organisation. ...................................................................................5
b) Use of Belbin team roles and Tuckman and Jensen’s group development model to manage
team effectiveness.......................................................................................................................6
c) Implication of path-goal theory to improve team performance and productivity in Ryanair. 8
CONCLUSION ...............................................................................................................................9

REFERENCES .............................................................................................................................11
Nonaka, I. and Toyama, R., 2015..................................................................................................11

INTRODUCTION
Organisation behaviour is the wide term which is help to study of both group and
individual performance and activity with in an organisation. It helps to examine the behaviour of
human being and also helps to identify the job structure and profile of the organisation. The
present case study s based on the Ryanair which is an Irish low cost airline. The company war
founded on 1984 as it is cheapest airline company which provide all the facilities and high
quality services. Ryanair was the largest European budget airline. It operates many charter. This
report will cover influence of organisation culture ,politics and power influence and team
behaviour and performance. And also it will cover the different motivational theory and also the
motivational techniques enable effective achievement of goals in an organisational context .
Further it will cover the effective team as opposed to infective team and at last it will apply
concepts and different philosophies of organisational behaviour within an organisational context
and given business situation.
TASK 1
Organisational culture and the nature of power and political behaviour of its management
Power and politics plays an important role in the organisation. As it influence the
organisation to the large extent. An also play the important role in decision making process and
also interaction with the employees and also the methods of communication. Organisation must
adopt the best culture , politics and power in order to motivate the employees and achieve the
desired result of the organisation. And it helps to increase the effectively and efficiency of the
organisation. By Handy 's model of organisational culture it helps to understand the four power
of the organisation such as power, role , person and task .
Culture – it is the complete set of value , belief and assumption and psychological
environment with in the organisational. This believe to satisfy the employees and motivate them
to achieve the objective of the organisation. Charles Handy models is used to describe the
various type of culture that are present in the organisation which are help to the large extent.
Power culture – it is the type of culture , as power is held by just a few individuals who
influence the individual to the large extent. In power culture there are strict rules and regulation
in the organisation and employees are forced to follow the rules. In this type of culture the
employees are judge by what they do and what they achieve. In this there is quick decision
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making as power is with few hand. Employees are not involve in decision making process and
also there are motivated to share their innovative ideas. In this the morale of the employees are
very low and also there is high turnover due to dissatisfaction of employees in the organisation.
Role culture – it is basically depend upon the various rules of the organisation. In this the
employees are highly control and also there are clear rules and responsibility . As there is no
confusion in the roles as there are clear roles of each and every employees . As there work are
restricted to there role only. The power of the employees are define according to the roles which
are assign to the employees. In this the decision making process is very is very slow and also
each and every individual is accountable for their task and also they are judge according the
work and their achievement. In role cultural organisation they generally adopt flat organisation
structure.
Task culture - In this culture different kind of team are formed to address specific
problems . The main objective of forming the team is to complete the given assignment and
task . In this different task are been allotted to the team. And in this all the decisions are been
taken after the proper discussion of the team member. It improves the decision making of the
organisation and also it help to motivate employees to work in the systematic and effective
manner.
Person culture - it is the most effective organisation culture in which individuals are
consider as unique and superior in the organisation . Organisation aim is to satisfy the employees
and motivate them to achieve the desired results of employees. In this organisational culture the
power are with each and every person in the organisation. In this the organisation are people
oriented.
Power – power refers to the capacity of individual to make decision in the organisation and bring
influence and impact in the organisation. Power have a great impact on the working of the
employees. French and Raven's five forms of power model is used to explain power.
Coercive Power – this is the type of power which is used in the organisation to forcing
employees to do something. There is fear of threat and loss of job. This type of power dissatisfy
the employees to the large extent.
Reward Power – This power aims using many perks , rewards, benefit , new
responsibility to influence the employees and motivate them to work hard. By providing them
with many rewards and benefit it will lead to increase the productivity of the company and also
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helps to achieve the desired results. As by giving reward to the employees they will feel more
motivated and hence turnover rate will be decreases.
Legitimate Power - This power come when individual have a position or power to
influence other to the large extent. This power help the organisation to influence the employees
and also it is of short period of time.
Expert Power – this power come from different type of skills , knowledge and experience
of individual within organisation.
Referent Power – it is the power which comes from trust and respect with the
organisation. It is the most effective power which is used in the organisation.
Ryanair uses rewards power in its organisation. As the manager of Ryanair gives rewards the
employees in order to motivate them and to stratify them.
Politics – the misuse of power and position lead to create politics in the organisation. Politics
sometime causes negative impact as it make negative environment. As it increases the conflict in
the organisation . As individual play politics to come in the lime light and appreciation. As it
influence the working of the organisation to the large extent.
Identified culture affect the feeling and behaviour of staff and ultimately performance of Ryanair
As Ryanair has adopted different culture as it use personal culture in which it gives
importance to the person in the organisation. And involve them in the decision making process as
by the help of this culture it improve the decision making process of Ryanair as it will have
innovative ideas in the organisation .and also it improve the working of the organisation . This
culture will affect the behaviour and feeling of the employees. As it will help the employees ans
satisfy them to the large extent. And also it will make employees feel that they are the most
important part of Ryanair. Also it will affect the behaviour of the as it will help the employees to
work in the positive manner. And put extra efforts in order to achieve the desired result. Out of
all the culture person culture is mos effective culture as it helps to improve the working of the
employees and helps the organisation to change their attitude towards the goals of the
organisation. And also the employees feel loyal towards the Ryanair. By the help of person
culture turnover of employees decreases and also it helps to increase the morale of the
employees.
Ryanair has uses legitimate power which is the most effective power . In which it
has the power to influence the employees and make them satisfy as it affect the behaviour of the
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employees and also their feeling . As employees behaviour will be change as they have pressure
to fulfil the giving task at given time period (Flores-Parra and et.al, 2018).
TASK 2
Content and Process theories of motivation enables achievements of goals
Every organisation focus to motivate and satisfy the employees in order to increase the
productivity of the employees. And also it will benefit employees as it will helps the organisation
to achieve the desired goals and objective of the company . Ryanair aims at using various
theories and techniques so that to motivate the employees and ensure to achieve effective results.
Content theory of Motivation
This theory influence individual and team performance of the members. Ryanair is using
this theory to motivates it employees and satisfy them to the large extent. This theory helps to
achieve the target of the company and increase productivity of the organisation. Following are
the brief explaining of Ma slows Hierarchy of Need theory as it has various stages in the theory .
Physiological Needs: it is one of the first need that fulfil by the organisation as it is very
basic needs . It include water , food and shelter . As they are known as basic need. It is important
to satisfy the physiological need of the individual so that they feel satisfy with the business
organisation.
Safety Needs: this is the second need that Ryanair must fulfil it . As it helps to motivate
individual and team by providing safety and security need at workplace as by providing them
safe working environment , medical insurance and job security (Walker, 2016).
Social Needs: it is important for Ryanair to focus on the social need of the employees as
it ensure that employees interact with each other and feel better. As it is important to have good
status in the society and also it is important to have good circle this will help employees to the
large extent.
Esteem Needs: Ryanair aim that to provide employees respect , attention and also
recognition of the work they do by giving them rewards and prizes. This helps to motivate the
employees and improve their satisfaction level. By giving recognition
Self-actualization Needs: Ryanair can meet this need by providing the employees with
many challenges tasks and opportunity to explore their potential.
Process theory of Motivation
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This theory concentrate on factor that make employees feel motivated. Equity theory is
applied by the Ryanair to ensure that it lead to drive motivated among employees within the
organisation. Equity theory stated that employees feel motivated when they are treated equally. It
is based on many assumption such as -
 the first assumption is that individual employees expect that they get fair reward for their
contribution .
 Reward of peers are compared with Equatable returns and rewards.
 The third assumption is that employees compare their rewards and benefit with other
employeesn (Flores-Parra and et.al, 2018)
Ryanair uses content theory as it is very useful in the organisation. As content theory and process
theory are very different with each other. It is uses content theory as it motivate the employees to
the large extent as by satisfying the basic needs of the employees.
TASK 3
a)Different types of teams which operate within Ryanair and range of teams which are important
to the success of organisation.
Team working is very necessary for each and every organisation as the development of
team and team work has growth in every kind of organisation for achieving the organisational
objectives and goals. There are various types of teams working within Ryanair, each and every
team or group of employees work together in order to attain the business goals easily. The
various types of teams working in Ryanair can be explained as below –
Project team – A project team is a group of employees working collectively with shared
strategies and goals. In this type of team various employees work collectively and collaboratively
allowing to structure the work in specific, measurable and timely manner.
Functional team – The members of team are responsible for different types of functions
involved in the organisational activities. There are various functions performed in Ryanair
airlines for example marketing functions, HR functions etc. The employees from these group or
departments work together forming a functional team. These types of teams are very essential for
an organisation as they help it to perform necessary business functions that assists in achieving
business goals. This is a kind of team which is permanent and it consist all the members of the
similar department with diverse roles and responsibilities.
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Virtual team – The members in these types of teams doesn’t needs to interact with each
other face to face. In Ryanair, virtual teams work from different time-zones and belongs different
cultures. These teams use advanced technology to work together towards a common goal. The
Virtual team are essential for organisations operating in different countries or areas in the world.
Problem solving team – A problem solving team is generally formed for temporary basis,
it is dedicated towards solving a specific issue in the organisation. These types of teams are
usually created after any unplanned even or financial crisis or challenge. The main objective of
problem solving team in Ryanair is to bring effective solutions to assist the company in
overcoming a difficult situation. These types of teams include technical support staff which is
developed to examine and diagnose repetitive issues within the organisation (Nonaka and
Toyama, 2015.)
b) Use of Belbin team roles and Tuckman and Jensen’s group development model to manage
team effectiveness
Effective team are the team which solve the problems in the easy manner. And also it coordinate
people in the effective way. And also there are less conflict and increases the productivity of the
organisation
Tuckman and Jensen’s group development model to manage team effectiveness in Ryanair
 Forming: In this stage Management of Ryanair will be focusing on forming team on the
basis of ground roles and individual capabilities. This will comprise formation of small
group that is legal and group finance teams. This will be done for managing effectiveness in
group structure to manage effectiveness in delivery cost and operational efficiency.
 Storming: This team development stage is about communication of team members as per
individual perspective and job role. This will be implied after forming of team. The
storming of employee will be done to gain insight over their understanding over cost
management and operation management approaches to control waste and ensure
sustainability of business performance (Torrero and et.al, 2016).
 Norming: In this stage management of Ryanair will be focusing on learning of employee
in order to achieve work. In this views points of employees in team are considered to
understand their viewpoint of managing work. In this Ryanair can achieve effectiveness
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by deriving workers ability to overcome biggest limitation which is time constraints and
meeting deadlines.
 Performing: In this stage Ryanair will aim at developing a flexible working environment
among employees in order to develop trust among team members which play a major role
in managing effectiveness in team work. Performing is executing which will denote
ability to execute work as team.
 Adjourning: In this management of Ryanair will be able to conduct assessment which
will helps in deriving employee interest and ability to work in a team. This is the stage of
evaluation which assist in deriving effectiveness of group development on the basis of
achievement, coordination and cooperation.
Belbin team roles
There are the nine role which is described by the Belbin which Ryanair can apply to
enhance team performance. Which are as follows:
Resource investigator – These are the one who have the curiosity to discover and
research ideas in order to get them in team. Ryanair can adopt the features of the resource
investigator such as outgoing person, explore opportunities, develop contract etc that help the
Ryanair to get number of resources to complete their task (Kitchin, 2017).
Team worker – Another role is Team worker who help their team and complete task on
time with team. Team member of the Ryanair can be cooperative, must have to listen everyone
and respect views. That get innovative and new ideas in team the help them to accomplishment
of the task.
Co-coordinator - This is one who is focus on their aim and delegate roles and
responsibilities. That person is very mature to handle all responsibilities and have high degree of
confidentiality that can do any kind of task in Ryanair.
Plant – These are very creative, imaginative and innovative that help the Ryanair to solve
their problem arises while doing any task.
Monitor evaluation – These give accurate judgement and are free from bias, that can
help Ryan air to monitor and evaluate work without being biased and maintain equality in
company.
Specialist – These are very dedicated person to their work and job role that can help
Ryanair to do any work effectively.
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Shaper - One who provide important drivers in order to make sure that team keeps on
moving without losing the momentum.
 Challenging person
 Dynamic thinker
 could overcome the obstacles.
Implementer -One who put the plans on practical form or in work.
 Practical person
 Turn ideas into action.
 Efficient person.
Complete finisher - One who who check the work before delivery like polishing,
eliminating errors etc.
 Close monitor
 Accountability
 Confidentiality
These are the nine roles which team should have in order to bring productivity ion the
work of Ryanair company as well as to to overcome all the issues which company is currently
facing.
c) Implication of path-goal theory to improve team performance and productivity in Ryanair
Concept of Organizational behaviour is based on two perspective that is nature of people and
nature of organization. Nature of people in Ryanair is based on individual differences, human
dignity, value of a person and motivated behaviour. Considering nature of people play a crucial
role in managing employees working productivity and coordination at workplace. However, as
per concept of nature of organization Ryanair aim at maintain mutual interests between work and
interest of employees which helps in managing innovation and cooperation in company.
Managing concepts of OB is the basis of improving performance of team in an enterprise.
However, to improve team performance when managing change in corporate structure and
culture management of Ryanair can implement use of path goal theory which helps in managing
different type of leading behaviour which is discussed below:
 Directive: Leadership behaviour play a crucial role in managing team and work in an
organization. As per directive leadership style leader is the individual who knows and
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understands every business situation and can guide employee in right direction to work
efficiently. This can be appropriate leading style at Ryanair because in this the leading
individual will be able to keep close supervision to employees as well as on their work.
 Supportive: This is the leading style in which leader pay attention to the wellbeing and
need of employees. In accordance with this leading style behavior of leader is considered
as empathetic and friendly. Implication of this leading style in change organization
culture can help Ryanair in managing positive work environment for employee regardless
of work and changes in corporate structure.
 Achievement oriented: In this leading style leader is responsible for challenging
challenges for the employee which helps in boosting morale of employee and helps in
prioritizing work according to set guidelines. This leading style is effective when
managing as per process theory of motivation. With the help of the leading behavior
leading individuals of Ryanair can focus on displaying excellent performance and
achievement of employee in order to manage their motivation and interest in work.
However, to incorporate use of this leading philosophy, it is important or the management
of company to first focus on identifying employees which can work individual without
guidance. Thus, it can be said that the leading behavior can be appropriate for Ryanair
because with the help of this manager of firm will be able to determine employee
working capabilities in altered corporate structure and culture (Coccia, 2015).
 Participative: In this style leading person of organization understands the importance of
involving employees in decision making process. In this behavior of person is to gaining
insight over employee’s perspective, opinions and ideas of managing certain situation.
This helps the leader in developing a friendly bond with employees. Further this behavior
supports collaborative working which play a crucial role when managing changes in
organization.
In accordance with this it can be said that incorporating use of path goal theory can helps
Ryanair in managing effective changes in organization structure and culture as per changing
organization behaviour, culture and employee’s ability (Chumg and et.al, 2016).
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