Analysing Organisational Behaviour at Ryanair: A Detailed Report

This report provides a detailed analysis of Ryanair's organizational behaviour, focusing on the impact of organizational culture, power dynamics, and politics on employee performance and teamwork. It explores Handy's culture model and French and Raven's power types, examining how these factors influence the workplace environment. The report also delves into motivational theories, including Maslow's hierarchy of needs and Locke and Latham's goal-setting theory, to understand how Ryanair can enhance employee motivation. Furthermore, it differentiates between effective and ineffective teams and discusses various team and group development theories applicable to Ryanair. The report concludes with recommendations for improving Ryanair's overall performance by strategically managing culture, power, and motivational strategies.

ORGANISATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
Organisational culture, power and politics..................................................................................3
Motivational theories and techniques..........................................................................................6
Evaluation....................................................................................................................................8
Recommendations........................................................................................................................8
PART 2............................................................................................................................................9
Difference between effective team and ineffective.....................................................................9
Various theory team and group development theories that can be used by Ryanair.................10
Analysis and evaluation of concept and philosophies related to organisational behaviour\.....11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Organisation behaviour (OB) of any organisation always influence its performance and
productivity in the respective market. top-level management of each organisation should
maintain an ethical environment within workplace, because an ethical environment always give
opportunity to various employee or people of organisation for improving their performance and
workability. Currently most businesses or companies focuses on improving their people or
employee behaviour, because this is one of the major steps towards developing all over
productivity of organisation. This report discusses organisational behaviour aspect of Ryanair. It
is a popular Irish airline company, headquartered in Dublin, Ireland. It serves services in many
countries including Ireland and the United Kingdom.
PART 1
Organisational culture, power and politics
These are some major terms of an organisation which can highly affect behaviour and
performance of an individual and team within the workplace. If top-level management of
organisation properly manage culture, power and politics aspects in its work environment, then it
can easily improve productivity, behaviour and performance of their employees (D'amato and
Kim, 2016). In this situation, existing management of Ryanair also has required to properly
maintain an effectiveness within its organisational culture, power and politics. It is very
necessary task to the management of this airline, because company will able to improve its levels
of customer service in the airline industry through completing this task. Impact of culture, power
and politics on Ryanair’s employee and teamwork has been discusses below;
CULTURE
Organisational culture of Ryan is currently very favourable for employees and teamwork,
because existing management of company has succeeded in maintaining an effective culture
within the workplace. But the management still needs to be more improved its organisational
culture, because it is necessary for improving customer satisfaction in the market. There is

Handy’s culture model has been mentioned below which can support in understanding actual
impact of culture on individual and teamwork.
Handy’s Culture Model
This culture is developed by Charles Handy, who was an Irish philosopher, specialised in
organisational culture (Pan and et.al., 2018). According to Handy, there are generally four types
of culture called Power, Task, Role and Person, in which these four elements of Handy’s culture
model has been discussed below;
Power culture: Power culture is the first organisational culture according to Handy. According
to power culture, top-level management of Ryanair should use its power in very ethical manner.
It is responsible to distribute various power to different people of organisational as well. For
example; the management can give power to selected people for leading teams within the
business environment. Existing management should properly supervise its whole organisation to
verify that, people are using their power systematically or not. According to Handy, people
within an organisation should avoid misuse of power, so Ryanair should perfectly consider this
factor in their organisational culture.
Task culture: According to Handy’s task culture, each people or employee of Ryanair should
properly understand its task within workplace for completing on time (Leithy, 2017). The
management of Ryanair airline need to allot various tasks to its each employee for improving

company’s productivity in the airline industry. Employees of company has highly required to
complete their respective tasks systematically, because it is necessary to improve Ryanair’s
levels of customer service.
Role culture: Charles Handy said that, each people or employee of an organisation has always
required to play its great role in all organisational activities, because when a person perfectly
play role, then it will able to give its huge contribution in all over growth of that particular
organisation. In this situation, existing management of Ryanair is responsible to inform each
employee about its role in workplace. The management can gain effective work from their
employees by taking this step. On the other hand, employees should also properly fulfil
responsibility which their management has given them.
Person culture: According to person culture, top-level management at Ryanair should create or
develop that work culture for their all people or employees. Currently each employee wants to
grow its personal, so management of company need to give them proper growth opportunities for
developing their employees’ living standard (Farris, 2018). Management is responsible to
appreciate and reward their people or employees for extra-ordinary input in all organisational
activities, because this step can increase dignity level of employees. At the end, existing
management of Ryanair will be able to positively impact performance and behaviour of their
employee and teamwork.
POWER
Power is another major aspect within Ryanair, where top-level management has
distributed various powers to different employee of the company. For example, a team leader at

Ryanair airline has power to lead a many employees within a team work. That leader can
command, control and direct some employees of company with the support of power which has
given its upper management. There is French and Raven’s power types has been mentioned
below which can help in understanding impact of power on performance and behaviour of an
employee and teamwork.
French and Raven’s Power Types
According to French and Raven, basically there are five types of organisational power
which has been discussed below;
Coercive power: Coercive power basically refers compulsory power which different people of
employees can employ in their existing job role when its necessary. For example; a leader has
power to punish and penalise its team members or employees when they not properly follow
instructions.
Reward power: According to reward type of power, some selected people of organisation has
power to give rewards and appreciation to high performers of the company (Kappo-Abidemi,
Iwu and Allen-Ile, 2017). Employees feel valued by the management, when existing
management use this power. Reason is, management’s rewards and appreciation always
increases dignity, behaviour and performance of an individual and teamwork.
Legitimate Power: There is legitimate power is completely based the social rules where top-level
management of Ryan air has required to use this power for wellbeing of employees. This power
mainly promotes ethics within business environment, so existing management can positively
influence behaviour of their employees with the support of this power.

Referent Power: This referent power mainly holds by the upper management and administration
at the Ryan air. With the supper of this power, existing management of company is able to
command, control, monitor and direct each employee within their organisation, so it need to use
this power for improving performance and behaviour of their employees and teams.
Expert Power: Only those people have expert power within an organisation who are expertise in
any particular area or sector. For example; mainly people who belongs to research and
development department have this power in this airline, because they are too expert in innovating
new technology or method for improving productivity of whole company in the market. That’s
why such people always has high power in the company.
POLITICS
Organisational politics is basically an informal way of directing and managing people
within the workplace. Politics uses by different people within a business or company only for
gaining personal environment (Ruck, 2017). Generally, top-level management of every company
always try to avoid use of politics in the business environment, but still politics is existing in this
company. There is Chanlat’s characteristics of political behaviour has used here for properly
understanding existence of politics in the business environment.
Politics factor always negatively impact an individual and team behaviour within the
workplace. Reason is, a person never for the purpose of growing its business or company,
because take personal advantages is the main intension behind politics. That’s why currently top-
level management at Ryanair should remove politics factor from their business environment.
When a person use politics, then it can indirectly impact to performance and behaviour of

individual and teams. This is the main reason that, existing management should avoid politics
aspect within workplace.
Motivational theories and techniques
There are various motivational theories and techniques has discussed below which can
support to the Ryanair for achieving decided goals on time. These theories and techniques
mainly helpful in improving productivity, behaviour and performance of employee and teams.
Basically, there are two types of theories called content theory and process theory which has
been discussed below;
CONTENT THEORY
Content theory of motivation includes various motivational techniques, like; Maslow’s
hierarchy of needs, Hertzberg’s two factor theory and McClelland theory of need etc. In this
situation, Maslow’s hierarchy of needs theory has used below for motivating employees and
teams.
Maslow’s Hierarchy of Needs
This is one of the major content motivational theories which developed Abraham
Maslow. Basically this theory discusses five major needs of a human being or employee which
has discussed below;
Physiological needs: Physiological needs includes such needs of an employees which are
generally basis if our human civilisation (Hopper, 2020). For example; water, food, fire, air etc.
That’s why an employee always has highly motivated to fulfil these needs.

Safety needs: This is another prime needs for various of Ryanair, because currently each person
want to live in a safe and secure zone. Basically it is a common requirement of a human being.
This is the main reason that, each employee gets motivated to fulfil these needs.
Social needs: Generally social needs include love and belongingness, friendship, family etc. A
person or an employee of Ryanair can’t live without fulfilling these needs. That’s why these
needs also motivate to an employee.
Self-esteem: Self-esteem needs are basically such needs where an employee of an organisation
work hard for getting appreciation and rewards from its upper management. Rewards and
appreciation generally increases dignity of an employee.
Self-actualisation: Self-actualisation needs, when an employee self-create a need by developing
various desires for becoming anything. In this situation, these needs also highly motivate to a
person or employee.
PROCESS THEORY
Many of businesses and companies use process theory also for motivating their
employees and teams. There are various motivational techniques has involved in process theory,
like; Vroom, Porter & Lawler, Adams and Locke etc. In this situation, Locke and Latham theory
of motivation has been discussed below;
Locke and Latham Theory
This is very productive process theory which introduced by Edwin Locke and Gary
Latham (MARK, 2019). Basically, this theory includes five goal setting principle which can
motivate to an employee within workplace. These principals have been discussed below;
Clarity: Top-level management of Ryanair always has required to clarify each task which it will
give to their employees and teams.
Challenging Goals: Some company need to order employees for achieving some challenging
goals, so they will get motivate to dealing with such challenging goals.

Commitment: Existing management should involve commitment aspect within business
environment. It need make each employee committed for achieving decided goals.
Feedback: Various manager and leaders of Ryanair has required to give feedbacks to their all
employees and teams when it is required, because this thing also will motivate to them.
Task Complexity: Many times an employee faces many complexities within any task, in which
existing management should solve such complexity in various task. At the end, company will
able to take effective work from their employees and teams.
Evaluation
There is very great relationship between culture, politics, power and motivation. Top-
level management of the Ryanair should properly use these all aspects for improving
performance, behaviour and productivity of their employees and teams. If existing management
ethically use these all organisational aspects, then it will be able to take huge advantages from
these aspects.
Recommendations
The management of Ryanair has great opportunity to improve its overall performance in
the market by properly using culture, power and politics. On the other side, company can use
various motivational theories to improve performance and behaviour of its individual and teams.
These steps will definitely improve productivity of Ryanair in the airline industry.

PART 2
Difference between effective team and ineffective
There are different types of team are made within organisation such functional, problem
solving and project teams to get desired outcomes. Functional team are prepared to perform
specific activities and function within company so that it can achieve company objectives. On
the other hand team that are made for completion of specific project within specific time limit is
known as projects team (Ahmad and et.al., 2018). Various some specialised are hired and recruit
to work as team for solving different problems that are faced by organisation are classified under
problem solving team. Effective team plays crucial in growth and success of business as it helps
in effective performance of high talented people towards common objectives of firm. Team that
have high interdependency and interaction among each other’s and are high motivated to fulfil
their commitment to achieve set objectives are termed as effective team. Therefore various
characteristics that are need for building effective team in Ryanair are as follows:
Clear direction: Ryanair manager has to clearly define roles and responsibilities of each
employee with firm in order to reduce chance of conflict and confusion among employees. Clear
direction and guidance helps in effective performance of various function within minimum
wastage of resource, efforts and time.
Positive Synergy: Team that have strong, positive and high synergy are able to put their extra
efforts and capabilities so that organisation goals can be achieved. Therefore Ryanair manager by
continuous motivating team member to improve their performance and work in coordinate
manner for accomplishment of common task is able to bring positive energy within team.
Commitment and collaboration spirit: Another characteristic that is present in effective team
is that high level of commitment and collaboration spirit among individual (Hadi, Abdullah and

Atshan, 2019). Manager of Ryanair has to build strong relationship among employees and fulfil
their requirement on continuous basis so that they are able to work as team for common goals.
Thus it can be stated that various characteristics are present in effective team that helps in
growth and expansion of business. Different strategies are formed by Ryanair manager to
effective coordinate work of different individual towards common goals. On the other hand
different characteristics of ineffective team that need to be avoid within organisation are as
follows:
Lack of unity: One of the main characteristics of ineffective team is lack of unity among
existing team member as everyone has different opinion and viewpoints. There are large number
of employees in Ryanair that have different culture, tradition and preference so the manager need
to coordinate work of individual and motivate them to work as team. Thus, it will helps in
avoiding lack of unity among employees and promote harmony among existing employees.
Vague of roles and responsibilities: Ineffective communication lead to vague of roles and
responsibilities that need to be performed by particular individual within team
(Tokay and Eyupoglu, 2018). Therefore manager has to promote effective communication
between employees to reduce confusion regarding task to be performed by particular individual.
Lack of openness and trust: In an ineffective team people try to avoid communication between
each other because of personal issue. They are unable to trust each other which lead to more
chances of conflicts among employees. Thus, in order to promote trust and open communication
between employees Ryanair has to provide good working condition and encourage views,
opinion of team member while making decision making.
Various theory team and group development theories that can be used by Ryanair
There are various theories of team and group development that are used by Ryanair in
order to effectively manage its team and various employees that are working within organisation
towards company objectives (Coxen, Van der Vaart and Stander, 2016). Manager of Ryanair can
use this theory while restructuring organisational structure in order to develop effective group
and team so that company can gain competitive advantages. Tuckman development theory can
be used to develop innovative and creative team in organisation such as:
Forming stage: In initial stage of restructure of organisation, assignment of various role and
responsibilities to be performed by particular individual leaders of Ryanair need to guide and