Organizational Behavior of Ryanair: A Comprehensive Analysis

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ORGANIZATION BEHAVIOUR
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Table of content
Introduction
LO1
LO2
LO3
LO4
Conclusion
References
INTRODUCTION
Organizational behavior is a process of identifying the internal process of the organization; it
helps to measure individual and organizational performance towards work responsibility.
Organizational behavior makes an analysis of human behavior at the workplace and discovers
its influence on productivity, leadership, motivation, communication, etc. OB basically helps in
forecasting or human behavior to identify the results and control them; this is the essential
reason to make analysis on organizational behavior. This behavior is very essential for the
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organization to set up relations between the organization and its employees, the company uses
this process to motivate and improve the quality of productivity in performance. Systematic
utilization of all manpower resources in the organization and foresee human behavior.
Ryanair is a low-cost airline service provided in Ireland which is founded in 1984 and this
organization severs its services more than37 countries in Europe. Ryanair usually operates more
than 300 flights and has the alternate option is to make pilot training. Its fair prices are very low
with the comparison of other airlines. In organizational behavior, it helps to foresee human
behavior and determine the growth of the organization. A maximum number of passengers
travels through this aviation company on a regular basis, which helps to identify the growth in
present and future.
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TASK 1
Ryanair's culture and the nature of power and political behavior of its
management
Ryanair is the lowest cost consuming airlines service provider which helps to make more
analysis on human behavior to take that forecasted step for the development of the
organization. In the starting of Ryanair condition was not that good because of slow customer
capturing and high cost of fair, after the decade the Ryan family appointed new CEO Mr.
Michael, from the several changes and adopt various approaches and modal make organization
profitable and low cost charging airlines in the whole UK. There is a definition which is given by
the Hofstede studied human behavior in every country, Ryanair’s organization to manage the
activities and given six dimensions which are following as:
1. Power Distance Index
The PDI power distance index helps to manage the centralization process of the powers and
ensure that the organizational activities are unequal and PDI measure the flowing of power in
the different aspects of the organization. If the PDI is high the power is not distributed in
another part, it is totally done by the superiors which make complexion. This is also allowed to
the largest gap between the employee's relationship due to lack of authority control (Olischer
and Dörrenbächer, 2013).
2. Individualism versus Collectivism
This index represents the different tools for identifying the interpersonal connection with
organizational members. In this collectivism, the group of employees and members are
able to find out the work done in the environment. When the IDV is high, individual privacy
and their need are flexible according to the requirement. When it goes low individual and
others build their skills and make specialization in a particular field. The organizational
manager should avoid to makes feedback session in public (Olischer and Dörrenbächer,
2013).
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3. Masculinity versus Femininity (MAS)
In this stage women and man consider for the determining exact growth of the organization. It
helps to get success and being able to face challenges. High MAS represents the egoistic
attitude of the member towards the work and when the MAS is low, it means the more
focus on the way to improve the quality of work as well as life.
4. Uncertainty Avoiding Index (UAI)
This dimension of this theory represents the forecasting of the uncertain challenges and issues
which might be faced by the organization. In this dimension, peoples follow MANANA
which stands let the work in the hands of God. Low UAI is reflecting the innovative
techniques it resolves the problems and makes other things useful and this is also useful
for effective decisions making. Where, high UAI refers that the peoples are more anger and
point out the various thing which might affect the business process (Olischer and
Dörrenbächer, 2013).
5. Long versus short Term Orientation (PRA)
In this dimension of Hofstede refers to the long versus short term orientation to that the
information about the internal issues which are human analysis. The organization helps to
identify the various assumptions on the basis of their knowledge. Members are usually
asked about what, why and how the process can be done through this. On short term
orientation, the basic question is why this process is done by them.
6. Indulgence Versus Restraint (IVR)
From the above analysis of various dimensions of the Hofstede, provided that which country has
high IVR, where employees are satisfied with the situation and services provided by the
organization. It also measures that their life is quite simple and fun loving. The short of IVR
means that the peoples manage artificial own created emotions for productivity (Olischer
and Dörrenbächer, 2013).
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Identified the culture within Ryanair
The main objectives of the organizational behavior are to identify the culture and the phases
happen within the organization. The Ryanair organization which provides various services
to its customers are making analysis on very big basis. By the help of Deal and Kennedy’s
cultural model makes proper analyzing of organizational internal culture for employees.
This modal is based on the four different types of organization, for providing feedback and
rewards at the time of work done in the process within the organization. This is feedback
and rewarding process on the quick response which is based on the different parameters.
Risk
Risk and uncertainty are reflected to encourage peoples to manage and motivate them to perform
their best towards their responsibilities. The systematic process of Ryanair which having
less risk and this case peoples or members are able to take more risk up to their exceed
limit in the organization. When the organization has been dealing with a lot of risks so that
peoples and members are usually involved in different activities which are not ethical for
them. There are four cultures of Deal and Kennedy’s cultural model is following as:
1. Work Hard and Play Hard Culture
● In this culture, make speedy feedback or reward and follows low risk.
● Quick response against the action and make effective rebuilding.
● Followed on the different supply chain organizations
● It helps to make rapid changes in the process where all the assumptions occur.
● This is applicable to the IT sector and the restaurant chain business (Fluegge-
Woolfm, 2014).
2. Tough guy Macho Culture
● Work pressure and the workload is very high and there is a chance it gets
rewards
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● In this culture focus on the current situation which helps to make long term
forecasting
● It leads to a critical situation and makes essential changes where all the high
risk came across (Fluegge-Woolfm, 2014).
3. Process Culture
● Work pressure is very low, all the issues and stress will come from the internal
part of the organization.
● It is focused on the safety of the future and past activities.
● Develop various observation and administration which helps to make status.
● This culture is generally used in the insurance companies and banking sector.
4. Bet the company culture
● The pressure is coming from the high-level risk which is not resolving due to the
pass of time.
● There is different work pressure and need to make long forecasting which helps
to make various plans to help in the critical situation.
● This culture is totally uncertain about the future of business, purely uncertain.
● It applicable to the oil organizations and aircraft manufacturing organization
Definition of Power
Power is the capability to influence other members. It is able to affect organizational operations
and manage resources. This is a bridge which is generating by the transactions between the
target and agent. Here, the target stands for the recipient of the power by agent and agent is
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that who uses power to make it possible. Sometimes organization provides to particular
individuals power to make effective decisions in the favor of organizational peoples welfare or
their benefits. This ability makes peoples influenced towards the individual and makes
utilization of all resources (Clegg, 2013).
John French and Bertram Raven’s Five Forms of power
According to the John French and Bertram Ravens, power and leadership are quite similar to
each other. Power generally uses to make decisions for the development of the organization
and by the analysis internal structure of the organization, which means to manage Ryanair
organizational essential operating activities by the peoples. There are following five forms of
power by the French and Ravens are:
1. Referent Power
Referent power reflects the power which can have the ability to influence other peoples by the
charm, good looks, affection, respects, loyalty, etc. who have referent power, there is no
requirement of the logical and practical to use the power (Clegg, 2013).
2. Coercive Power
This power refers to the power which is come by the force; the manager is usually given order
to the employees and forces to follow them. If they refuse to follow the order manage
uses threating and punishment to make it possible. In this power, the manager can fire
an employee by the lack of productivity in the work (Clegg, 2013).
3. Legitimate Power
This legitimate power comes from the high authority and this is the power of the position which
makes the individual in authority. From this following power, many subordinates and
other members are influenced by the position and make a proper response in an
effective manner.
4. Expert Power
Expert power refers to the power of knowledge; Ryanair airline has those members in the
organization, who have different skills and knowledge about the particular field. A
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member who has a lot of experience and good knowledge level will provide them
common power in the Ryanair Airlines (Clegg, 2013).
5. Reward Power
In this reward power, the manager of Ryanair airline’s provides different rewards to the
employee to influence them and make them comfortable to follow manager at most of
the part. By the help of this reward, power manage can make more productivity in the
employee because of the giving rewards they likely to do work.
Definition of Political Behavior and its impact
Political behavior may be defined as any action regarding authority in general and government
in particular. An obvious example of an act of political behavior is the act of voting. In casting
your vote you are, in a democracy, relating to the government by voting for whom you feel
should form the government (Ferris and Treadway, 2012).
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Task 2
Definition of Motivation
Motivation is the activity which helps to encourage employees to move towards their goal. It
inspires employees to make effective performance and which is useful for their growing future.
Motivation can be in different ways like emotional or physical motivation. This is to be
explained by the different theories which help to elaborate on the main sense of motivation.
There are two theories one for the content and second is for the process. Maslow motivation
theory is for the process and Adam's Equity theory for the content which has been described as
(Abeysekera and Dawson, 2015).
MASLOW MOTIVATIONAL THEORY
The famous psychologist Abraham Maslow introduces the first motivational theory in the
1940s. He provides the actual image of a human being at a corporate level and provides the
assumption that every human being requires the hierarchy in their position in the organization.
The higher position is making more impact on the work done of the member (Kaur, 2013).
Maslow introduces the Hierarchical triangle which contains the requirement to the climbing the
hierarchy. He describes the process to move forward by making effective relations in the
organization. He mentions in his theory that "Feel Free Factor" which helps to meet with high-
level needs (Kaur, 2013).
Figure 1: MASLOW MOTIVATIONAL THEORY
Source: SS, 2019
Self-Actualization
In this dimension of Maslow motivation theory, provide effective activities which encourage the
individual which is required. It is done with the self-fulfillment needs in the Ryanair organization
(Kaur, 2013).
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Esteems Needs
This is a psychological need which is essentially required by everyone. Ryanair organization
make regularly observe the peoples and provide effective appreciate their work.
Social Needs
In this dimension the requirement of social relations with the other peoples to manage the
things which are essential for the coordination among the employee, basically it includes a
relationship with the love belongings, friends, etc.
Safety Needs
This is considering in a basic need of the employee which they expected from the organization
to improve their productivity for better development (Kaur, 2013).
Psychological Needs
This is the basic need of food water warmth and rest which makes employees comfortable to
achieve their respected goals in the organization (Kaur, 2013).
ADAM'S EQUITY THEORY
Adam's theory stands for the justice theories which are introduced in196s, by the John Stacy
Adams who describe the various things related to the inputs and outputs. This theory stands for
the establishment of a transparent relationship between the performance of the employees
and reward given for the motivation in differentiation with others (Al-Zawahreh and Al-Madi,
2012).
From the analysis of this theory, it shows that the individual gives their portion as a
performance, this is called inputs and they expect a certain amount of rewards which is called
outputs. There are three dimensions for exchange relationship which is generated when the
differentiation of individual inputs and outputs with the other members.
Overpaid Inequity
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When the individual person makes more output through the performance and which more than
the inputs and these outcomes are more than the others (Al-Zawahreh and Al-Madi, 2012).
Figure 2: Adam’s Equity Theory
Source: BJ, 2019
Underpaid Inequity
Ryanair aviation organization finds that when the individual person makes output less than
from the inputs by their performance and this is to be lesser than the other members ( Al-
Zawahreh and Al-Madi, 2012).
Figure 3: Adam’s Equity Theory
Source: BJ, 2019
Equity
In this dimension of the exchanging relationship describe that the inputs are similar by the
performance of the individual person and this is also equal to the other members in Ryanair
aviation organization (Al-Zawahreh and Al-Madi, 2012).
Figure 4: Adam’s Equity Theory
Source: BJ, 2019
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