Ryanair Case Study: Organizational Behavior Analysis

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Organizational Behavior

Contents
Task 1....................................................................................................................................................3
Task 2....................................................................................................................................................8
Task 3..................................................................................................................................................11

Task 1
Analysis of the influence of culture, politics and power on the behaviour of others in an
organizational context:
Introduction:
The purpose of research is to analyze the Ryanair’s organizational behavior, by identifying
the issues in the organization and suggesting the best alternative for resolving the issues. In
this competitive era every organization need to be focused on the people, groups and
structures which works on the behavior of the organization and company should also focus on
the strategies related to products and external marketing. This research will also help us to
evaluate the organizational behavior issues that are being faced by Ryanair which is
considered to be the most profitable European airlines.
The research is basically based on the secondary data research. And the research is based on
analyzing the organization culture and the behavior of the organization as well. It will be
done with various theories like Handy’s typology, Hofstede’s work, Deal and Kennedy.
Based on these models discussion and observation will be done and literature review will be
analyzed. (https://studylib.net/doc/8696834/a-case-analysis-of-the-organisational-behaviour-
of-ryanai...)
As organizational culture has been the most crucial concept in the organization that has to be
analysed on priority basis. It has been considered the most important concept as it affects the
organizational behaviour and influences every aspect of an organization. For development
and implementation of the performance of organization, marketing and other products
strategies it is important to do the organisational studies.
As every organization has different and unique culture which they follow, Ryanair is also one
of them who has different organization culture followed by the team. Ryanair is a company
with low cost airline. It was set up by the Ryan family in 1985. In the last five years it was
not so profitable. After coming the new CEO Michael O’Leary the company reached the
level of profitability and growth and then it became the largest airline in low cost.
(https://www.ivoryresearch.com/writers/elle-smart-ivory-research-writer/)

The company is headquartered in Dublin with employees of about 42,000. Ryanair delivers
no frills service, without reclining seats. This service helps the company to save the cost on
aircraft and also accelerates the safety in the turnaround condition. In this case the report has
evaluated the work style of Ryanair and the work culture as well. For evaluating the overall
culture of the organization we need to provide a strong strategic analysis for identifying the
Ryanair’s current situation and current strategies, the methods which are being used by the
organization. All these things have to be analysed properly. Also we need to suggest the best
method for improving the organization behaviour if there is any issue with that. Some tools
and techniques are also helpful for improving the organizational behaviour like SWOT
analysis, value chain analysis, Porter’s Generic strategies etc.
(https://www.ukessays.com/essays/management/strategy-identification-and-implementation-
of-ryanair-management-essay.php)
The objectives of this case analysis are listed below:
1. Discussion on current cultural analysis
2. Identification of the current analysis methods that how it is manifesting itself with the
organization.
3. Understanding the impact of current analysis methods that how it is affecting the organization
and its stakeholders.
4. Discussion on the issues related with culture of the organization and how it is dealt and
managed in the organization.
Literature Review:
By Del and Kennedy the simplest definitions has been represented for organizational culture
is that how you work and do the things in the organization. This theory has avoided the
critical analysis on the issue that how and why the norms of organizational culture have been
developed in the organization.

The other theory of organizational culture has been identified by Slocum and Hellriegel who
suggested the four types of framework in the organization culture. The four types are
entrepreneurial culture, bureaucratic culture, culture clan and market culture. The allocations
of this culture are based on the relative control orientation and relative focus of attention in
the functioning of organization. Here, entrepreneurial culture focuses on creativity and taking
high risk for the organization. In the case of bureaucratic culture things are based on the rules,
formalities and hierarchical coordination. For every organization the main goal is to be stable
for long run and increase the efficiency and predictability. Clan culture deals with the
tradition, commitment, teamwork and self-management etc. In these culture members in the
team share work and commitment together. At the last the market culture focuses on
achievement of market related goals which is measured in profit. Hence, market culture gives
the importance to the individuality, independence and it also motivates the actions and
strategies which are to be taken for achieving the financial goals of the organization.

Ryanair’s Culture:
1. Handy’s Model:
Analysis of Organization’s culture, politics and power influence individual and team
behaviour and performance:

Power culture: Power culture basically refers to the people whose influences are spread
frequently in the organization. There are some rules and regulations with power culture. In
the organization people will judge you on the work that what you have achieved and they will
not be interested in knowing that how you have achieved the work. Power culture is
considered to be a strong culture whereas sometimes it becomes slow toxic though.
Role culture: It is based upon rules and regulations in the organization. Every employee is
assigned with certain roles and responsibilities that have been done by an individual. In the
organization structure the roles and responsibilities are determined by the position of an
individual in the organization.
Task culture: Task culture focuses on the teams made in the organization to complete a
specific project and the team work together on that project. It is determined by the team
dynamic. When the work is done with team, with good skills and leadership it turns out be a
effective and productive result for an organization.
Person Culture: This deals with an individual personality and the work style of every
individual. Each person has unique style of doing work and an organization with person
culture is a collection of various ideas of a person which works for the same organization.
(https://www.businessballs.com/organisational-culture/charles-handy-model/)

Task 2
Critically evaluation of relationship between culture, politics, power and motivation
that enables teams and organizations to succeed providing justified recommendations:
The theories of work motivation have been classified under two categories. The first one is
content theory and the second one is process theory. The content theory basically deals with
the requirements of people and how those requirements are prioritize accordingly. The theory
is based on the things that drive people to fulfil those needs. The theories of Maslow,
Herzberg and Alderfer come into this category only. On the other hand the process theory
focuses on the explanation of motivation and deals with cognitive antecedents which go
along with the motivation and relate to one another. The theories of Vroom, Porter and equity
theory comes under this category. The porter model gives us the idea that how the
relationship between performance and satisfaction works.
There are three models of motivation theory that could be used to enable individual and team
performance and help Ryanair to succeed are:
1. Motivation theory 1- Adam’s equity theory work motivation
This theory is based on the job performance and satisfaction relationship. Adam’s theory
helps to identify the process of work motivation that how does it work. The theory shows the
person’s outcome and inputs given in an organization. Both inputs and outputs of a person
based on the perception of a person and this perception is based on the person’s age, sex,
education, qualifications etc. On the other hand the outcomes depends on person’s work that
how hard he has worked and how much time has been spent on particular work. It consist
rewards like pay, promotion etc. Hence equity sensitivity is calculated based on person’s
perception and his inputs and person’s outcome. Therefore, the report suggest that it is very
necessary to think and pay attention to what is employee’s perception to be fair and equitable.
2. Motivation theory 2- Vroom’s expectancy theory of motivation
It provides the framework that how to analyse work motivation which is quite practical to
implement. It basically provides the analysis of factors to be considered while decision

making in managerial situation. Expectancy theory works on people so that the desired
expectation would be achieved and it is also used for predicting motivation and behaviour
where the choices are multiple and you have to pick the best alternative you can.
Motivation= Valence*Expectancy
Here valence is the preference of an individual. This theory is determined by managers and
they use it in various ways and for different purpose. Some of the purposes are given below:
- For determining the primary outcome that employee wants
- To meet the organizational goal what actions should be taken to improve the existing
performance.
- The desired level of improvement in the performance should be possible to achieve and that
has to be made sure.
- Ensure the linking the relationship between performance and satisfaction.
- Analysing the conflicting situation.
- Making sure that the rewards are big.
- Ensuring that overall system and management is equitable for everyone.
3. Motivation theory 3- Maslow’s theory of Hierarchy of Need
This theory deals with the individual and believed that every individual is having five needs
which need to be fulfilled until they go to the next level of need.
The needs are as follows:
- Desired of becoming want they want
- Self-esteem
- Desired of social acceptance
- Desire of security
- Basic Need such as food, water, shelter and clothing etc.
Maslow created the other work and named as:
- Self -actualization need cause increase the importance.

- Need which is long deprived results in fixation of that particular need.
- High needs may result in suppression of lower need once they do not meet.
- Human behaviour is motivated at multi- level and also they are multi-determined.
These needs of hierarchy does not imply in practice. It says that if the need is over fulfilled it
becomes fixation. In this case if even if a need is satisfied a person could be engaged in the
same need he wants. Also for normal human being it is not compulsory that your all needs
will be satisfied. There always be an unsatisfied corner of your heart where you want to fulfil
your needs and it is not fulfilled. In this situation a person generally moves on to another need
or gets satisfied with part need fulfilled.
Hence, not a single motivation theory can be sufficed in today’s workplace. The motivation
theories have advantages as well as disadvantages. This could be an advantage for one
employee but not necessary that it will satisfy the other employee too. Now the workplaces
have been changed drastically. Companies now want to focus on expanding the business to
next level and now the work is being outsourced and company’s wants to make globalized.
With the increase of needs and demand company works on diversity in various countries and
regions. IT has the greater impact on organization on changing the work style and activities.
It has changed the manner and location of work activities. E-commerce has been common
these days. Therefore, these changes have been the primary source of motivating and
encouraging the employees in the organization.
(https://www.ukessays.com/essays/business/the-work-motivation-theories-of-content-
theories-and-process-theories-business-essay.php)

Task 3
Ans A.
Analysis of relevant team and group development theories to support the development
of dynamic cooperation:
Teams are made for doing variety of things like designing of a product, providing services,
offering advice, coordinating projects and for decision making. The most four common kinds
of work team are listed below:
1. Problem Solving teams
2. Cross functional teams
3. Self-managed work teams
4. Virtual teams
1. Problem Solving teams: When the work teams become famous those are problem solving
teams. This team belongs to the same department or the functional area. These teams
involved to improve the work to solve the issues related to work. Every member of the team
contribute equally to the team and they share ideas and suggestions for improving the work
activities and also try to give the best alternative to the team for the improvement in the
method of doing work properly so that the project could be successful.
2. Cross Functional teams: Many organizations use this method which is defined as a team
where individual is composed with various specialities. This method would definitely help
Ryanair to operate efficiently. This function is also applied in the health sector and it is quite
helpful in reducing the error and in shortening the amount of time patients who spends time
in ICU. It also helps the hospitals to improve the communication between the families and
medical staffs.
3. Self- managed work teams: This is basically a formal group of employees who are
involved in operating the work which is self-managed. This task is done without manager and
an individual is responsible for the whole work. The works includes planning, scheduling of
work, making decisions on operations, coordination with works, taking actions and executing
plans etc.

4. Virtual team: The last one is virtual team which deals with technology to work in the
organization and with the team. It basically links members to achieve goals. In the virtual
team members in a team coordinate with each other with the help of online platform like tools
such as videoconferencing, email, fax and wide area networks etc. It helps to do the things
related to sharing information, in decision making and for completing the task.
(https://content.openclass.com/eps/pearson-reader/api/item/93e3b7b0-d68f-11e5-95f5-
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