Organisational Behaviour: Ryanair Case Study Analysis Report

This report provides a comprehensive analysis of Ryanair's organizational behavior, examining various aspects such as organizational culture, power dynamics, and employee motivation. It delves into Handy's typology and Hofstede's cultural dimensions to understand the impact of culture on employee behavior and organizational performance. The report also analyzes French and Raven's power types and their influence on managerial political behavior within Ryanair. Furthermore, it critically evaluates content and process theories of motivation, including Maslow's hierarchy of needs and Vroom's expectancy theory, to identify strategies for enhancing employee performance. Finally, the report explores the application of Belbin's team roles, Tuckman and Jensen's group development model, and Path-Goal theory to improve team effectiveness and manage resistance to change within the company. This report aims to provide insights into how Ryanair can optimize its organizational practices to achieve its business objectives.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
ACTIVITY 1....................................................................................................................................3
Organizational culture political behavior from the management and power, impact on the
behavior of employees and organizational performance........................................................3
ACTIVITY 2....................................................................................................................................7
Content theory and process theory of the motivation to increase performance of the employees
................................................................................................................................................7
ACTIVITY 3..................................................................................................................................10
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Organizational Behavior is proper study of the acclivities and individual performance
within the company. This area examines the behavior of human in the workplace environment
and determine their impact on the employee's performance, communication, job structure,
leadership and motivation etc. This report will cover case study of Ryanair and it will cover 3
activity, In the first activity this report will analyze Handy's typology and Hofstede work in a
organizational culture and this report will also cover French and Reven's Power types and
political behavior of mangers in Ryanair. In the Activity 2, this report will Critically evaluate
process and content theory to increase performance of the staff members in the company. It will
briefly 1 content theory and 1 process theory for the employees in the company, so they can help
Ryanair to achieve success in their business. In the last Activity this report will use Belbin's
team types and Tuckman and jensen's Group development make more effective them in the
Ryanair company, so they can achieve success in their business. this report will also include
Path-goal theory to understanding of the Resistance to change , given the planned structural
change , could improve performance and productivity in Ryanair.
ACTIVITY 1
Organizational culture political behavior from the management and power, impact on the
behavior of employees and organizational performance
Organizational culture, power and politics from the mangers of the Ryanair company can
have negative impact on the employees in the company, and they can demotivated
(Anagnostopoulos and Papadimitriou., 2017). This can also impact on their performance, and
they can fail to achieve goals and objectives of the company.
Organizational Culture
Handy's Model of the organizational culture
In this organizational cultural model explain 4 model of the organizational culture which
are Power, Role, task and person.
Power cultural
Ryanair company with the Culture power, Power is held by the few individuals of the
company whose influence spreads throughout the organization and there are some rules in this
culture People who have power in the Ryanair company can decade is what happens. Most of
the employees judge on the basis of their achievement ether then, how they behave and Act in

the workplace (Balmer. and Burghausen., 2015). A consequence of this can be quick decision-
making, if this decision are not the best interest of the Ryanair company.
Role culture
Role culture in the Ryanair company is based on the rules. This is properly and well
controlled, with every employee and staff members in the company, they know their
responsibilities and Roles in the company. Role culture is determined by the employees position
in the organizational structure (Cek and Eyupoglu., 2019). This help employees in the company
to know what they have to do and what responsibilities they have toward the Ryanair company.
Task culture
This cultural forms take place and Formed to address the problems and progress in the
project in Ryanair company. Task is one of the important thing, that's why a power within the
team will often status of the project and problem.
Person culture
Ryanair company with the persons culture, individuals in the company see themselves in
the higher and Higher position of the company (Chumg And et.al., 2016). Company simply exist
on the order for the people to work.
Hofstede's Culture
Hofstede’s cultural dimensions theory is proper framework for the Cross-cultural
communication which is developed by the Geert Hofstede. This framework is used to understand
the culture across the other counties and discern the ways that business is done across the
different culture. Ryanair is airline company other counties culture impact on their business.
Power distance
This dimension of the Ryanair company express to which the less powerful members in
the company except and expect the power is Distributed Unequally. Beliefs about the appropriate
distribution among the employees. The fundamental issue I n the workplace is how employee of
the company handle the inequality among the people.
Individualism
In the individuals leaders and mangers of the company take decision individually and
Ryanair company leaders were taking their decisions equally and this effect the company, and
they does not performance well in the company. It is important of the leaders of the company to

give chance to the other employee as well, so they can help them in decision-making, and they
can understand impotence of the task.
Masculinity Vs Femininity
It is important for the superiors of the Ryanair company to give equal opportunities to the
staff members and do not compare them according to their gender.
Indulgence Vs Restraints
The indulgence vs. restraint dimension considers the extent and tendency for a society to
fulfill its desires (Coccia., 2015. In other words, this dimension revolves around how societies
can control their impulses and desires.
Country comparisons
There are many employees in the company who come from the other countries to work in
the Ryanair company and it is impotent for the superiors of the company to intro9duce them
with the other people and provide them a group actives so employees can understand each other
and, and they all can work in the group to achieve objectives of the company (De Vries and Van
der Poll., 2016). This can effect the probability of the company, and they can achieve success in
their business. This is responsibility of the mangers and leaders of the company to make better
environment for the employees and make them work with each other, so they can understand
each other culture and this will also decrease disputes in the Ryanair company, and they can
achieve their business objectives.
French and Raven’s power types
This Framework is based on the Power and this power is decided into the 5 forms. This
Can Helps employees of the Ryanair company to work effectively, and they will give their best
to achieve needs of the business and help them to achieve objectives. Five form of the power are-
Reward power
One of the important source for the employees in company to conduct their leave is
money (Elsmore., 2017). Reward can be in form of the money which help employees to work
hard and give their best. Superiors of the Ryanair company should give reward to the employees
who are doing well in their task. If employees will get reward for the better work then they will
Give their best to achieve those reward and it will increase growth of the company, and they can
earn profitability.
Coercive power

Coercive power can be used by the superiors of the Ryanair company by forcing them to
follow their instructions. Employee carried out their work in order under the fear to lose their job
or reduction in their bonus.
Legitimate power
This power comes according to the position of the person under the Ryanair company,
they can use their position power to carried out work from the employees who are working under
their supervision (Hacker., 2017). Employees who are working under that supervisor, they have
to follow their instruction given by the supervisors of the company.
Expert power
This powers come from the knowledge of the superiors in the Ryanair company. If
leaders and mangers have knowledge about the task then they can direct and give knowledge top
the employees to understand the task. They can help to solve problem faced by the team in task.
Referent power
Referent power comes from the ability of the leaders to lead their employees withing the
company. This can influence the other because of some skills in the leaders such as loyalty,
respect among the workers, understanding of the situations, equal respect among the employees
aim the Ryanair company, commitment and if they are desire to do any work on time.
Political Behavior of the Managers
Chantal's Characteristics on the Political behavior of the managers
Political behavior from the mangers of the Ryanair company can impact on the work
ability of the employees in the company they can lose their moral and ability to work it is
important for the mangers to behave normally with the worker, and they should not put politics
in the workplace (Hall And et.al., 2016). If they will behave good and without politics then
worker will get equal chance to take future responsibility for the company, and they will be
motivated.
Equal opportunities
If Mangers of the Ryanair company will give higher positions in the organization to their
relative and Friends then it will come in political behavior and worker who are more talented and
have skill to take higher responsibility will not get chance to work on the higher level than it will
effect their performance, and they will not do their best for the company. It is importent5 for the

mangers to give chance to those who are working in the company from long time and who have
ability to take higher positions.
Equal salaries
It is important for the mangers to provide Equal salaries to their employees because they
are responsible for the company to achieve market growth and if they will distribute salaries
according to gender then it will demotivate workers, and they will not give their best for the
task. If employees will get their equal salaries rights then they will understand their task and it
will also make good relationship with superiors. Employees can work together and it will inverse
interest in the task.
Employment low
Employment lows are rights of the employees and it is important For the Ryanair
company to implement those employment lows in their workplace (Junaid and Haar., 2015).
These lows should be explained by the manger to the employees and mangers should provide
them rights to their employees. Employment lows like safety in the workplace help employees of
the Ryanair company to work without any fear and worker will give their best towards the task
given by the mangers.
ACTIVITY 2
Content theory and process theory of the motivation to increase performance of the employees
Motivational theories are distributed in 2 parts, Process and content motivation. Content
theory of the motivation focus on the human behavior and this will help superiors of the
Ryanair company to motivate their employees, they can use Maslow's motivational theory for
this. It is a part of content theory Cek and Eyupoglu., 2019). In the process theory of the
motivation. Process theory concerned with how motivation occurs and what kind of process
superiors can use to motivate their employees in the company. Mangers of the Ryanair company
can use Vroom's Expectancy theory to motivate their employees.
Content Theory
Maslow's Motivational Theory
According to the Maslow's motivational theory there are 5 important levels which can
help Ryanair company to motivate employees and increase their performance positively. Those
five levels are-
Physiological Needs

Physiological needs include Sleep, food, Water and food. This all is basic needs of the
employees and it is important for the Ryanair company mangers to provide them basic needs to
the employees who are not able to afford their food and basic needs (Junaid and Haar., 2015).
Otherwise, they can give better salaries and rest to their employees, so they can be satisfied with
their salaries and if employees will get rest during the work then they can take their time, and
they will do their task more effectively.
Shifty and security
Employees shifty is also important in the Ryanair company because if there is not shifty
when they are doing dangerous work in the workplace then they will work with the fear, and they
cannot give their best toward the task. This can effect the probability of the Ryanair company,
and they cannot achieve their business objective. It is important for them to provide shifty in the
workplace so employees can work freely and without any fear.
Belongingness and Love
Employees also need Bilongingness and love from the other workers in the workplace,
and they also have families and Friends. To provide them this need to employees superiors of the
Ryanair company should run group activities in the workplace so employees can understand each
other, and they can make good relationship with each other, and they can also give them
holidays, so they can spend some time with their family members and friends (Kitchin., 2017).
This will effect their mind, and they will perform their task well.
Esteem
Employees in the Ryanair company are humans, and they also need respect and
appreciation from their superiors. It is important for the managers of the company to
communicate their employees face to face and listen their problems. It will create good relation
and help to create trust among the employee's. Leaders of the company can give feedback to
employees in the company, so they can motivate from the feedback and work more effectively.
Positive feedback can motivate them and negative feedback will help them to do their work
better and understand their mistake. It will effect the company too, and they can achieve growth
in their business.
Self-actualization
Superiors of the Ryanair company can motivate their employees by giving them higher
responsibilities, so they can understand their impotence, and they will start taking their task more

seriously. It will effect the company as well and company can get employees who can take
higher position in the future. It is the best way to motivate employees of the Ryanair company.
They can also provide them a training programs so employees of the company can increase their
potential and skills (JNangoy and et.al., 2019). Thy will do their task perfectly and without any
problem. Management practices can help top complete self-actualization needs of the employees.
Process theories
Vroom's expectancy theory
This theory places an emphasis on the process and on the content of the motivation as
well. This theory focus to explain that how people choose from the available actions. This theory
define a [process as a motivation for the employees that governs our choices among the different
forms of the voluntary behavior. There are 3 factors explained by the Vroom for the employee's
motivation. Ryanair company can use this theory top improve performance of the employees,
and they can get better results after using this motivational theory.
Expectancy
Expectancy is ideas which helps to increasing the amount of efforts will increase
performance. It is important for the superiors of the company to provide the right resources to
their employees on proper time so employees can start there work on the time and properly. This
will affect the employees work, and they will do their task on time. This is also necessary for the
superiors to provide job to the skillful and who can fit on the job (Omar, Jayasingam and Bakar.,
2019). It will also work as an equal rights and employees who deserving will get their right
position in the company. Superiors of Ryanair company should give necessary support to their
employees, and they should give them and proper guidance and directions for the task.
Communication of the information should be clear and proper so employees can understand the
task and perform their task without any problem.
Instrumentality
The main perception of the employees whether they will actually get what they desire. It
is important for the superiors of the Ryanair company to fulfill the promise they have promised
with the employees (Pastra, Gkliatis and Koufopoulos., 2017). If managers promise to give
reward to the employees after the success in task and after the success of the task if they will not
give them any reward for their success then it will effect their mind, and they will not trust them
again so it is necessary for the superiors to give reward as they promise to their employees this

will create trust among the employees, and they will give their best to achieve those rearward.
Vroom suggests that an employee's beliefs about Expectancy, Instrumentality, and Valence
interact psychologically to create a motivational force such that the employee acts in ways that
bring pleasure and avoid pain. Mangers and leaders should fulfill the promises of the employees
and give them reward for their Success in the project. It will keep them motivated, and they will
not deny and instruction from their superiors. It will also help company to achieve growth in
their business and Ryanair company can show their presence in the market and success in their
business.
Valence
Valence refers to the emotional orientations of the employees who hold with respect, and
they deserved rewards for their work in the company. Mangers and leaders should give rewards
to the employees who are giving their best toward the Ryanair company (Pereira, Malik, and
Froese., 2017). This reward can be in form of money, promotions etc. this should be given by
the superiors of the company if they deserve, and they can take higher responsibility in the
company. From the employees prospective they will be more happy and motivate if they will get
promotion in the higher department, because every worker want to take higher position in the
company, and they want that people work under them. This will effect their morals, and they will
give their best to achieve objective and goals of the company. Valence is the importance that the
individual places upon the expected outcome. For the valence to be positive, the person must
prefer attaining the outcome to not attaining it. For example, if someone is mainly motivated by
money, he or she might not value offers of additional time off.
ACTIVITY 3
Change management is considered as the structure level of approach in which there is
translation of individuals along with team and organization transferred from the current to the
respective desired one (Bester and et.al., 2015). This helps in fulfilling the level of vision and
strategy of the company which is aiming at the empowering of employees which is needed to
accept in order to have embraced different level of changes with the helps of correct
environment. The company Ryanair have the proposal in order to have the respective changes in
corporate structure from the vertical to horizontal one from moving to the management teams
into overseeing the four airlines subsidiaries which have the changed in the management function
and teams roles within the company. Due to the change that has been there in the organization

there will be major role on an effective team for the further development. There is the existence
of ineffective team which is considered as the conflict ridden along with having the level of
distrust and unforced which leads to have negative impacts on development of business. This has
lead to condition in company where there is existence of high turnover along with considerable
frustration level and poor communication. There is the need for effective team have the
encouragement in order to have major introduction which have increase in level of healthy
conflicts with creativity and innovation. The impacts of effective team helps in having the open
level of discussion by making the members to have patience n order to accept other group
member perceptions (Chang and et.al., 2016). The leaders have the level of situational leadership
which means in different circumstance there are different style which will assess in having the
further movement in having goals and further necessary changes in order to have improvement in
current performance.
An effective team is the way to asses the relative level of strength along with weakness
which will help the leaders to have proper management of team in order to have proper level of
understand-ability to improve the level of performance of company. Role which has been
identified as per the Belbin team theory are the sharper, implementer, complete finisher,
coordinator, team work, resource investigator, plant along with monitor evaluator and specialist.
The team roles and pattern of behaviour having the variant level of characteristics in re-
installation to one member to another one which helps in having the proper falsification of
effective team. In company Ryanair the individual have the enabling the benefit from self-
knowledge in ruder to have proper adjustment. On the order hand it can be said that there is the
role of different member having its own strength and weakness which can be often at the expense
seen as weakness in another level of context (Darcy and Manzi., 2017). An ideal team have the
healthy balance which is having the 9 team roles as mainly the stringer team have the strong co-
coordinator, a plant, a monitor evaluator and one or more implements, team workers, resource
investigators or completer finishers. Sharper can be a level of alternative to ordination rather than
having both in Ryanair team which can be beneficial in respect of team which will be ether been
represented to have proper understanding over the individual secondary level of roles.
The next more important to have proper evaluation over the level of team formation as
the team have development over maturity along with ability in order to have proper
establishment in changes in leadership style. The authority of the company have the extended

level of larders in order to have increase which reduces the level of control of leaders. The
Tuckerman has identified the 5 stages of team formation that is Forming Storming Norming
Performing and adjourning model. At the stage of forming the there is the high dependency of
leaders in order to have proper guidance as the role ODF respective individual are not clear along
with responsibilities (Friday., 2019). On the other hand the next stage is storming where the
leaders and team members have to face the challenges in order to have proper establishment of
relationship. The team needs to be focused on its goals to avoid becoming distracted by
relationships and emotional issues. The next is about the norming in which the favorable
situation have started to enter the team which have clear level of roes and responsibilities. At this
stage small decision and empowerment is been delegated along with strong level of commitment
and unity. The leaders have proper facilitation on work. Along with this the stage of performing
is there where team in able to have clears vision over shared level mission for company in order
to have moved towards the achieving of goals which helps in attending the level of relationship
to maintain the order to relationship (Mostafa, and Shen., 2019). The team Ryanair is been
prepared to face the changes in competitive market and have proper application of strategy in
order to gains level of competitive edge.
The Ryanair team have the proper level of implementation of the path goal theory which
have level of indication in terms of behaviour of leadership style or behaviour which have the
best fitment to employees along with work environment in order to have proper achievement of
goals. Employee satisfaction is considers as the level of contingents standing dependency over
the performance of leaders as both a facilitator and coach and rewards their employees for
effective performance (Paull and Whitsed., 2018). The path goal theory have four different
leadership style that is directive path vehicle is having the level of clarification in behaviour of
leader as per varsity situation . On the other hand the theory argues that behaviour mostly have
positive effects in employee when role and task demands ambiguous and intrinsically satisfying.
The path's goal theory have the inclusion of the contingency theory of leadership which stated
the effectiveness of leaders along with change in different style as to have the set up to match in
situation in order to gain the level of positive influence in employee at positive level. The next is
about achievements where leaders have settlement over level of challenging goals for the
employees in having the level of expectation and consigned in level of achievement to have
targets. Participative leaders usually have level of involvement of their respective employee

before making any decision. Their is requirement of predominance where employee which have
high level id personality of work (Safi, Azouri and Saliba., 2018). The last is about the
supportive leaders in having the level of employee satisfaction along with need and preference to
shoe level of concern employees’ psychological well-being. As per path goal theory there should
be assumption that leaders should be flexible as theory have involvement of encirclement and
employee characteristics. It has been identified with various level of research that the employee
level of performance along with stratification used to have the positive level of influence in order
to have the leader compensation in time of shot comings in employee work setting.
As the company is bale to have the level of significant change in the company the employee of
company is try to be resistant in order to have the proper level of acceptance of respective change
in organization. In order to overcome the level of resistance, the change manager have the make
disruption on stable situation as the employee feels more favorable to reasoning in ode one as
they have feeling of safe and predictable (hah, Anwar and Irani., 2017). As per the change
model there need to have establishment over understanding which mostly involves several stages
of transitions or misunderstandings before attaining the stage of equilibrium or stability.
Stage 1
Unfreezing is one of most critical one which have involvement of entire process if change
management which have involvement of employee by fostering a level of realization to moving
from the existing comfort zone to a transformed situation (Shah., 2018S). This stage is not easy
as the change manger have to motivate employees along with making them realize level of
impotence to bring such a change in organization ultra structure of Ryanair in order to achieve
organizational and individual goals.
Stage 2 the stage has been regarded as change stage or transition on which have the casual
implementation of change in specific organization. This has the involvement of acceptance of
new ways with the help of effective communication, care full panning along with proper training
and development of employee in order to have proper monitoring of uncertainties or people are
fearful of the consequences of adopting a change process.
Stage 3 the refreezing stage where the people became more stable as compare to previous one.
It is considered as the ultimate stage where the employee has the level of acceptance in order to
have new ways to work in company as a prat of organization working along with having proper
establishment of relationship (Smith, Machin and Beccaria., 2017). This helps in reinforcing the

employee having new level of behaviour around the positive reinforcement which also have level
of supporting policies and structure help in reinforcing the transformed ways of working.
The company Ryanair change manager have to provide the proper level of monitoring and
evaluating of employee in order to have proper motivation in terms of providing performance
reward management and havering proper evaluation of employee whether the change is had the
positive and effective level of impact.
CONCLUSION
As per the above report has been analyzed organizational culture, mangers politics and
power impact on the Ryanair company and in the Organizational culture report has been briefly
explained Handy's Typology and Hofstedy's work and in the power this report have been
provided French and Raven's power Types on the company and , for the political behavior from
the Ryanair company mangers report has been provided Chantal's Characteristics for political
behavior. This report has been briefly explained content and process theory in which report has
been taken Maslow theory of the motivation and in the process report has been explained Vroom
Expectancy theory for the Ryanair company superiors to increase performance of the
employees. In the end this report has been analyzed Belbin's team types and Tuckman and
Jensen's group development models. And also critically analyzed how path goal theory and
understanding of resistance to change could help to improve performance and productivity in
Ryanair company.

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