Organizational Behavior Analysis: Ryanair Airline Report - OB

This report provides a comprehensive analysis of Ryanair's organizational behavior, examining its organizational culture through Handy's typology, including power, role, task, and person cultures. It explores the impact of management power, including referent, legitimate, expert, coercive, and reward power, on employee working conditions. The report delves into the application of content and process theories of motivation, such as Maslow's hierarchy of needs and equity theory, to enhance staff performance. Furthermore, it investigates the application of theories to increase the efficiency of Ryanair teams, including Belbin team types and Tuckman and Jensen group development models, as well as the application of path goal theory and resistance to change to boost productivity and performance.

ORGANIZATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
Activity 1 ........................................................................................................................................2
a) Organization culture along with nature of power and political...............................................2
ACTIVITY 2....................................................................................................................................4
a) Evolution of content and process theory of motivation in context of Ryanair........................4
ACTIVITY 3....................................................................................................................................6
a) Application of theories for increasing efficiency is Ryanair teams.........................................6
b) Improvement of performance and productivity of Ryanair by applicability of path goal
theory and resistance of change.................................................................................................10
CONCLUSION..............................................................................................................................13
REFERENCE.................................................................................................................................14

INTRODUCTION
Organizational behaviour is study of human behaviour in organization establishing
connection and link between organization and human behaviour along with organization itself.
These research justify individual behaviour along with role of organization and focus on
developing organizational theory and development of effective conceptualization for
organizational life and along with being multi disciplinary field of these are influenced by
development in economics, sociology, psychology and engineering. Ryanair is Irish budget
airline established by David Bonderman, Michael O'Leary and Peter Bellew on 28 November
1984 headquartered in Swords, Dublin, Ireland along with primary functional bases in London
Stansted airports and Dublin. The firm possess over 300 aircraft operating in around 2000 daily
operations and destinations. The report will address its organizational culture along with affect
of power and politics of management affecting staff feeling, behaviour and performances.
Further report will address applicability of content and process theory of motivation for
positively influencing staff performances and finally applicability of Belbin team types along
with Tuckman and Jensen group development models will justify further efficiency in their team
and further how path goal theory and resistance of change will boost productivity and
performances of Ryanair.
1

Activity 1
a) Organization culture along with nature of power and political.
Ryanair organizational culture can be evaluated through use of Handy's topology that
include.
Power culture
The type state in an organization power is held by few individuals who are responsible to
influence the organization. The type involves few rules and regulations where the ones possess
power decide what will happen which results in quick decision making as it radiated decisions
from the centre. The applicability of such practices in Ryanair managers and directors will focus
setting standards of work practices for employees such as performance standard setting
benchmark for airlines activities along with training in fields to boost staff their performances
ensuring customer satisfaction and attainment of profit for the organization (Borkowski, 2015).
Role culture
The type of culture in an organization is based on rules. Individuals in these cultures are
highly controlled with everyone performing their roles and responsibilities. These cultures are
based on chain of command from the top culture which conclude slow implementation of
decision along with fewer risks alongside. Applicability of practices in Ryanair will justify
individual performing their justified roles and responsibilities such as customer satisfaction
department will work on creating influencing environment for work practices along with training
manager along with human resource will ensure staffing stability and effective training practices
(Borkowski, 2016).
Task culture
Task culture focuses on formation of team to address specific problems or even projects.
These practices consider shifting of power depending on member of team and status of problem.
Right mix of skills, personalities and leadership will attain effective creativity and productivity
so on case on Ryanair they will focus on development of team of individuals to ensure they work
on effective customer satisfaction and attain practices stabilizing their staff moment putting
business operations of airlines through tough times (Boufounou and Avdi, 2016).
Person culture
Individuals in this case see themselves as unique and superior among others but concept
occurs I organizations for people to ensure their own work. Practices being ensured by Ryanair
2

will develop effective team practices for individual along with ensuring power is with every
individual so they perform business operation effectively (Chen, Chen and Sheldon, 2016).
Power of management on working conditions of employees of Ryanair.
Power of management of Ryanair affected working conditions of employees in following
aspects.
Referent Power
The type provides power on just one factor that is individual likings among group without
any logical explanation or clarification such as good looks, charm or attitude. An individual must
be ensure to have better and great attitude to ensure and use these power so they pass valuable
lessons to individual for leading them. The type of power in Ryanair will lead to follow their
individual without any justifies reason or purpose (Gagné, 2018).
Legitimate Power
The type of power is also known as title power as power is provided because an
individual is at certain position. The type of power is extremely useful as it can be taken back or
pass on to somebody so individual tend to hold on to that (Graham, Ziegert and Capitano, 2015).
Expert Power
The type of power comes with experiences and knowledge ones possess. The type of
power is basically informal rather than official. Being in power in case provides delivering of
command along with opinions are being weighted (Gladstone and et.al., 2019).
Coercive Power
The type of power will justify use of force for employees to follow orders provided by
management. The type of power comes from a particulars' ability to punish other employee for
non compliance (Judge and Robbins, 2017).
Reward Power
The type of power by managers to reward employees for influencing them for their work.
Where the type can be tangible or even intangible.
Political behaviour of managers
Political behaviour of manager can be justifies by applicability of Chantal Mouffe model
justifying.
Hegomony
3

These practices are powerful ideas articulating sociality order to attempt disarticulated
from existing order.
Agonostic politics
These practices justify space of freedom and public deliration.
Governance and administration
Global world can involve in global democracy to ignore un realistic danger practices
(Kinicki and Fugate, 2017).
ACTIVITY 2
a) Evolution of content and process theory of motivation in context of Ryanair
Motivation
Motivation is one type of directions to an behaviour. An individual motivate by others or
by any event. It is reason for an people willingness, action and goals. Here the authorise person
or manager of the company motivate the employees to increase its efficiencies in work and also
try to make sure that the employee should achieve the goal of the company within given period
of time. It satisfy the desire and wants that are to be acquired through an society, culture, lifestyle
etc. Ryanair need to use motivational theories to increase the performance of the employee so
that they provide more better services to the customer that can satisfy the customer as well as
employees (Kong, 2016).
Comparison between process and content theory
Content process
It mainly implies that each individual are
different & have have different way of
motivation.
It mainly implied an individual choice that
based on reward, preference and sense of
accomplishment.
It helpful for the manager for an understand the
way to motivate an each employee of the
organisation.
To understand the process of motivation it
helps the manager
Content theories have an immense value in the
research that related to an motivation
(Lăzăroiu, 2015).
It argue that objective of the company that has
to be huge specific to drive an performance of
the company.
4

Motivation theories are classified into two, such as
Content theories is an need theories, it highlights the various region for motivating to an
individual and tells the requirement that are important for motivate to a person. Ryanair company
needs to use the Maslow theory to improve the performance of the employee.
Physiological Needs
It is the fundamental needs of the people that includes the basic things that are require for
the survival of an each person. This are Water, food, home and breathing. This are the basic
requirement that are to be fulfil by the company. If the company not fulfil the basic needs of the
company than the performance of the employee may decline and they not work according to the
standard performance. Hence Ryanair company needs to fulfil the basic needs of the employees
so that they can get satisfied and work with full efficiency (Miller, 2016).
Safety and security needs
In this stage needs of the safety & security are given more priority than other needs. As
the people desire order and control in its lives, So this safety needs are contribute s an largely to
an behaviour. It include the Basic safety needs such as Health, financial and safety by an
accident. Ryanair company need to use safety needs for their employees so that the employee
feel satisfied as the company providing safety to their employees and it can motivate the
employees to work with more efficiency and hence performance increase (Miner, 2015).
Social needs
In this level wants for an emotional relationship changes the behaviour of the human such
as acceptance, love and belonging It effect the performance of the employee in the organisation.
It can be avoided such issues such as depression, anxiety and loneliness, This are essential for the
people to feel an accepted and loved by an other people. To improve the performance of the
employees Ryanair company has to be use such things that satisfy the needs od the people. By
providing the good friendly environment and keep on attach with an employees through an
Social group and other activates so that the employees needs are to be fulfil and hence the
performance of the employee may increase (Osland, Devine and Turner, 2015).
Esteem needs
5

It also play an prominent role for the motivating behaviour. At this stage people wants to
get an respect & appreciation on behalf of others. People sense or thinks that they are to be
valued or to be provide an respect and feel they are giving contribution for the company in many
activities of the company. Ryanair company provide proper respect to their employees so that
their need are to be fulfil by getting the respect from the company which motivate the employee
to improve the performance (Pentland and Hærem, 2015).
Self-Actualization
Here the people want to achieve an full potential, at this stage the people are self aware
and are concerned for an personal growth and become less concern with others. This need affect
the employee performance. Ryanair company needs to promote the person at upper level so that
its needs are to be fulfil (Stewart, Courtright and Manz, 2019).
Process Theory
It is an behavioural and psychological process that can motivate an person to perform in
an specific way is known as motivational process theory. Ryanair company use equity theory to
enhance staff performance. This is defined as-
Equity Theory
In this theory the employees are continuously focus on the level of an effort toward the
fellow workers and always providing the rewards for the efforts. If an employee perceive an
important difference between the level of an efforts and its fellow workers, than they can bring
an endeavour about effort and equality for everyone by keep on adjusting down and up the own
performance or may taking measure for an adjust level of fellow workers. If the employees are
feel that they are putting more efforts and they are getting less output than the employee became
demotivate and this leads to reduce the staff performance and they feel sense of injustice. Hence
the Ryanair company use to reward the employees on basis of fair and equitable to improve the
performance of the company. Thus fair treatment among employees leads to foster positive
working environment (Tankebe and Meško, 2015).
Hence for it can be concluded that motivation is an social factor that helps to enhance the
feelings of the employees job satisfaction. However each enterprise must implement the process
of motivation to enhance employees willpower to conduct organisation practices more
effectively and efficiently. This leads to raise and improve brand image of Ryanair.
6

ACTIVITY 3
a) Application of theories for increasing efficiency is Ryanair teams.
To increase efficiency in team of Ryanair following is evalautes.
Belbin team types
The applicability of Belbin develop great self understanding of strengths leading to
effective communication among colleges and managers. The act focus on putting great team
together, improvement of current team, so everyone can make difference in working conditions.
Action oriented roles
Shaper
The applicability in Ryanair will lead to effective, challenging and driving conditions for
employees that further focus them to encourage overcoming the obstacles and increase the
effectiveness of airlines. The employees in this case will develop practices overcoming obstacles
such as un effective practices (Tasselli, Kilduff and Landis, 2018).
Implementer
Applicability of practices of such type in team of Ryanair will lead to effective practices
on controlling of strikes of employees along with practices of lockout will lead to putting in
several laws for controlling these practices. The effective practices of management will aim on
attainment of practices for better customer satisfaction will lead to effectiveness in working
conditions of Ryanair (Van Knippenberg and Hogg, 2018).
Complete finisher
To provide quality services to its customers and implementation of effective practices
will lead to elimination of strikes in the organization Ryanair will focus on taking corrective
measure to ensure they gain satisfaction of their customers as well and bring company into
competitive position (Vasu, Stewart and Garson, 2017).
People oriented roles
Team worker
Practice of working in teams for employees in Ryanair will lead to establishment of
common objective of all the employees and thus all will work effectively for their attainment as
well. The type will bring business operations in competitive stage by modifying and developing
services to employees and will also attain on developing team spirit to ensure employees are well
co ordinates and satisfied on common rounds (Vibert, 2017).
7

Co-ordinator
Better co ordination in working conditions of employees will lead to effective working
conditions in Ryanair where they work effectively and efficiently in providing clients with better
services to boost business operations further.
Resource investigator
Involvement of resource investigator in practices of Ryanair will lead to effective
communication practices among employees and staff controlling employees dis comfort and
grievances for the purpose of reduction of strikes that will further increase effectiveness of
employees for the purpose of smooth working environment (Waldman, Ward and Becker, 2017).
Cerebral roles
Monitor evaluator
Practice of management team of Ryanair will need to ensure all the standards of business
operation for the working conditions ensure their customers always feel satisfied along with such
effective practices that effectively motivate their employees to ensure they are feeling valued and
their peace in not harmed that will lead to further strikes and lockouts in their workplace.
Plant
Effectiveness of Ryanair in resolving organizations issues such as better staff working
condition eliminating strikes and effective and efficient practices of business conditions such as
punctuality, hygiene, etc. leading to such practices for airline directly aiming towards practices
that help them boost their efficiencies in working environment (Borkowski, 2015).
Specialist
The profitability of Ryanair depend upon effective and efficient working conditions of
employees along with removing practices such as strikes or feud between management and it's
employees leading to un effective practices that aim serve loss and ineffective conditions to the
business operations as well.
Tuckman and Jensen model.
Tuckman and Jensen model established in 1977 for purpose of interaction of groups
focusing on four specify stages namely forming, storming, norming, performing and adjoining.
Teams of Ryanair focuses on eliminating their in effective practices such as ineffective
management practices of employees for strikes along with practices of management that will
focus on effective practices to fix gaps between employees and management ignoring practices
8

of strikes so the airlines can perform their practices in effective manner and earn effective profits
(Borkowski, 2016).
Forming
The practice will try to bring people together for the purpose of introducing them to each
other so their eliminate chances of conflicts and disputes then they are introduced to objectives
of firm along with their personal interest in them. The effect of such practices in Ryanair will
ensure employees and staff know each other well along with their motive and objective. The
practices will help each other to ensure that organization is serving their interest to employees
and on the other hand workers of Ryanair are working effectively eliminating un justifies
activities such as strikes that affect business operations for the firm (Boufounou and Avdi, 2016).
Storming
The achievement of task of firm is made possible after individuals feel safe in their
working conditions. The practice will help Ryanair attainment of task as employees will work
efficiently and effectively in such working conditions. They will further not promote their own
actions of strikes and employees work effectively directing towards developing positive image so
flyer consider Ryanair as priority for their flying experiences.
Norming
The factor is partial achievement of objective as individual come together on mutual
agreement on individual achievement based on their skills. The act help accept employees each
and everyone strengths and weaknesses. Practice and implication of norming for Ryanair airlines
will lead to push employees over mutual agreement where they accept each other concerns along
with their dis satisfaction for the purpose of developing effective working conditions and build
healthy business environment in Ryanair (Chen, Chen and Sheldon, 2016).
Performing
The objectives state clarity of goal along with measures and path for people to follow for
the attainment of it. The attainment of task is done by elimination of conflicts so people only
focus on ultimate objective of their firm. The type of practices in Ryanair will focus on
elimination of strikes of employees along with focus on strategy that will directly aim on
attainment of goals and objectives that will boost activities of business and help them earn more
than their usual (Gagné, 2018).
Adjourning
9

Break down of teams is done after completion of tasks in this stage as there is no need for
a team afterwards where individuals feel bad at times as they enjoy a lot working in team with
different type of people in them. Ryanair after serving satisfaction of staff will ultimate result in
reduction of strikes and other practices leading to losses of business will reduce that will
ultimately lead for effective practices if employees finally helping them performances of tasks in
such effective ways their customers feel delighted (Gladstone and et.al., 2019).
b) Improvement of performance and productivity of Ryanair by applicability of path goal theory
and resistance of change.
The applicability of path goal theory and resistance to change affected performances and
productivity of employees in following ways.
Path Goal Theory
Path Goal Theory focuses on style of leader along with its behaviour suitable for
employees along with work environment for attainment of their ultimate goal. They focus on
boosting motivation of their employees by empowering them with several and certain power and
further satisfying their need for becoming one of the productive asset for the organization. They
focus on acting in a way of expectation along based on certain outcome (Graham, Ziegert and
Capitano, 2015). The practices states specific behaviour best suited for employees to attain their
desired and measured goals. Path Goal theory generally follows three steps namely
 Determining employee and environmental characteristics
 Selection of leadership style Focus upon factors of motivation helping employees to succeed further
Employee characteristics
Employees at time interpret behaviours of their leaders based upon their needs, on degree
of structure required, desire of control, affiliation and perceived level of ability. Thus it states a
leader need to understand and identify it's employees for the purpose of motivating them.
Manager and head staff with identification of needs and requirement of employees of Ryanair
will attain on fulfilling them for the ultimate objective of earning profits along with ensuring
staff satisfaction and comfort and effective services to their customers (Judge and Robbins,
2017).
Task and environment characteristics
10

Path goal theory majorly focuses on overcoming obstacles but at time if obstacle or problem is
tough the leader is responsible to step down and help their team in effective way. Performances
of employees of Ryanair can be improved and polished in several manners such as -
Design of task – Ryanair to ensure retention of their employees along with planning of
organizational activities and other performances to assure everyone consent will ultimately boost
morale of individual and develop effective work practices (Kinicki and Fugate, 2017).
Authority system type formal – Management of working conditions by superiors and board of
directors will lead to develop clear image of goals and responsibilities of individual of Ryanair
will help in eliminate everyone's consent will ultimate aim on their satisfaction too.
Work group – Applicability of working in group by the employees of Ryanair will lead to focus
on agreement of particular point where managers and employees meet on agreement and do not
affect working environment of organization b strikes and lockout (Kong, 2016).
Behaviour of leader and style
The practice focus on adjustment of style of leader based on specify task and employee to
motivate them for achievement of organizational objective. Type of leaders in path goal theory
are as follows.
Directive
Leaders in this type of leadership will inform their followers about their expectations,
These practices work best when these is lot of unsustainable in environment and people are not
sure weather they are unsure about the complete task as well. The case will impact working of
individuals as they are supposed to take orders from individual and their supervisors about
performing their tasks (Lăzăroiu, 2015).
Supportive
The approach pictures another side of leader as being consultative with and showing his
concerns in working of its employees by creating friendly environment and is ready to help at
times as well. The approach is considered as most stable one as it is effective for tasks along with
relationship being psychologically and physically challenging.
Participative
The type of approach will justify role of leader in consulting with his followers and team
before implementation of any organizational decision. The practice of leaders work best when
his subordinates are highly trained and put their active involvement in working conditions.
11

Achievement
The practice display role of leader for setting challenging goals for the followers
expecting that they perform for those in their highest level for the company to meet their
expectations. The practices is said to be most effective for professional fields such as scientific,
technical, achievement environment (Miller, 2016).
Applicability of practices of participative style of leadership for Ryanair will attain
occurrence of fruitful practices by the firm where they ignore practices such as strikes, lockout
and develop effective practices in staff where they perform they task effectively and efficiently
aiming on proving their staff with effective practices of business.
Resistance to change
Resistance of change is act of individuals where they tend to ignore or offend the change
at times. The practices occur if employee is unclear about the change, threats of change as
medium for altering relationship between individuals. The occurrence of these practices part
employees from management where they tend not to accept modified conditions of
organizations. Management staff of Ryanair airlines if aware about practices of employees about
their future activities will prior develop plans for resistance where employees ignore developing
strategies of strikes and lock out affecting practices of business of Ryanair so they face
challenges in their business activities. To ensure these practices work in right and effective
manner for Ryanair airlines will have to invest a lot in training of employees along with effective
and advance technology in their airlines for proving comfort to their customers and improve their
level of satisfaction (Miner, 2015).
But somehow due to unavailability of enormous funds for expansion and improvement of
business operations by Ryanair airlines will be resisted as people and management staff find it
tough to accept change practices of business though they lead to further development of their
business because the management staff will have to change their working patterns and conditions
along with go through lot of training in order to manage their business operations with such
change.
Contingency theory of leadership stated the fact that effectiveness of leadership does not
depend on the fact that the practices of such type of culture will lead to development of plan of
leadership according to type of situation. As in business operations of Ryanair will lead to
effective practices that affect the working of practices of management where employee
12

satisfaction matters for effective working and strikes are eliminated. The employees with these
practices in Ryanair will develop healthy and effective relationship to ensure their practices are
customised in manner to attain objective of firm d attained along with effectiveness in work
practices of Ryanair and employees are eliminating practices of strikes and other activities
(Osland, Devine and Turner, 2015).
CONCLUSION
The above study concluded type of culture for Ryanair such as power culture, role
culture, task culture and person culture along with power of referent, legitimate, expert and
reward in working conditions of Ryanair. Further the study differentiated difference between
content and process theory along with application. Further applicability of Belbin team theory
and Tuckman and Jensen model will justify increase efficiency in Ryanair airways. Finally use
of path goal theory and resistance to change is applied to justify improve productivity in Ryanair.
13

REFERENCE
Books and Journals
Borkowski, N., 2015. Organizational behavior, theory, and design in health care. Jones &
Bartlett Publishers.
Borkowski, N., 2016. Organizational behavior in health care. Jones & Bartlett Publishers.
Boufounou, P. and Avdi, K., 2016. Financial crisis, organizational behavior and organizational
silence in the public sector: A case study for Greece. SPOUDAI-Journal of Economics and
Business. 66(1/2). pp.46-78.
Chen, M., Chen, C.C. and Sheldon, O.J., 2016. Relaxing moral reasoning to win: How
organizational identification relates to unethical pro-organizational behavior. Journal of
Applied Psychology. 101(8). p.1082.
Gagné, M., 2018. From strategy to action: transforming organizational goals into organizational
behavior. International Journal of Management Reviews. 20. pp.S83-S104.
Gladstone, P.J. and et.al., 2019. Methods for using organizational behavior for risk ratings. U.S.
Patent 10.326.786.
Graham, K.A., Ziegert, J.C. and Capitano, J., 2015. The effect of leadership style, framing, and
promotion regulatory focus on unethical pro-organizational behavior. Journal of business
ethics. 126(3). pp.423-436.
Judge, T.A. and Robbins, S.P., 2017. Essentials of organizational behavior. Pearson Education
(us).
Kinicki, A. and Fugate, M., 2017. Loose Leaf for Organizational Behavior: A Practical,
Problem-Solving Approach. McGraw-Hill Education.
Kong, D.T., 2016. The pathway to unethical pro-organizational behavior: Organizational
identification as a joint function of work passion and trait mindfulness. Personality and
Individual Differences. 93. pp.86-91.
Lăzăroiu, G., 2015. Work motivation and organizational behavior. Contemporary Readings in
Law and Social Justice. 7(2). pp.66-75.
Miller, D., 2016. Article Commentary: Response to “Research on the Dark Side of Personality
Traits in Entrepreneurship: Observations from an Organizational Behavior Perspective”.
Entrepreneurship Theory and Practice. 40(1). pp.19-24.
14

Miner, J.B., 2015. Organizational behavior 4: From theory to practice. Routledge.
Osland, J., Devine, K. and Turner, M., 2015. Organizational behavior. Wiley Encyclopedia of
Management. pp.1-5.
Pentland, B.T. and Hærem, T., 2015. Organizational routines as patterns of action: Implications
for organizational behavior. Annu. Rev. Organ. Psychol. Organ. Behav.. 2(1). pp.465-487.
Stewart, G.L., Courtright, S.H. and Manz, C.C., 2019. Self-leadership: A paradoxical core of
organizational behavior. Annual Review of Organizational Psychology and Organizational
Behavior. 6. pp.47-67.
Tankebe, J. and Meško, G., 2015. Police self-legitimacy, use of force, and pro-organizational
behavior in Slovenia. In Trust and legitimacy in criminal justice (pp. 261-277). Springer,
Cham.
Tasselli, S., Kilduff, M. and Landis, B., 2018. Personality change: implications for
organizational behavior. Academy of Management Annals. 12(2). pp.467-493.
Van Knippenberg, D. and Hogg, M.A., 2018. Social identifications in organizational behavior.
The self at work: Fundamental theory and research. pp.72-90.
Vasu, M.L., Stewart, D.W. and Garson, G.D., 2017. Organizational Behavior and Public
Management, Revised and Expanded. Routledge.
Vibert, C., 2017. Theories of Macro-Organizational Behavior: A Handbook of Ideas and
Explanations: A Handbook of Ideas and Explanations. Routledge.
Waldman, D.A., Ward, M.K. and Becker, W.J., 2017. Neuroscience in organizational behavior.
Annual Review of Organizational Psychology and Organizational Behavior. 4. pp.425-
444.
15