Ryanair Organizational Behaviour: A Comprehensive Analysis

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Organizational Behaviour
Ryanair

Contents
INTRODUCTION............................................................................................................................. 2
THE GOAL OF ORGANIZATIONAL BEHAVIOUR...........................................................................2
THE OBJECTIVE OF ORGANIZATIONAL BEHAVIOR......................................................................3
Task 1............................................................................................................................................. 3
FOUR TYPES OF ORGANIZATIONAL CULTURE FOLLOWED AT RYANAIR.....................................3
JOHN FRENCH AND BERTRAM RAVEN INTRODUCED FIVE TYPES OF POWER............................5
POLITICAL BEHAVIOR OF MANAGERS AT RYANAIR....................................................................3
Task 2............................................................................................................................................. 4
CONTENT AND PROCESS THEORY OF MOTIVATION......................................................................4
MOTIVATION THEORIES.............................................................................................................4
TAYLOR'S THEORY OF SCIENTIFIC MANAGEMENT.................................................................5
MAYO'S THEORY OF HUMAN RELATIONS..............................................................................5
MASLOW AND HERZBERG'S THEORY OF HUMAN NEEDS......................................................5
ADAM’S EQUITY THEORY.......................................................................................................5
Task 3............................................................................................................................................. 6
DIFFERENT TYPES OF TEAMS AT RYANAIR.................................................................................6
ANALYSIS OF TEAM THEORY THAT CAN MAKE THE TEAM AT RYANAIR MORE EFFECTIVE........8
PATH-GOAL THEORY................................................................................................................ 10
CONCLUSION........................................................................................................................... 11
REFERENCES...................................................................................................................................0

INTRODUCTION
Ryanair is low cost airline. The company was created by the Ryan family in the year
1985. The low cost air carrier is an Irish company. The company was created with a
capital share of £1. The company was started with 25 employees. An analysis of
Ryanair is done to study the organization behaviour issues currently faced by the airline.
Organization behaviour is the study of human behaviour within an organization. It is the
process of understanding how people and groups in an organization behave.
“Organizational behaviour is directly concerned with the understanding, prediction, and
control of human behaviour in an organization” (Fred Luthans). Organizational
behaviour is the study of group and individual performance in an organization. The
process of organizational behaviour examines human behaviour in the working
environment. The impact of human behaviour is studied to understand the impact of
human behaviour on job structure, motivation, leadership, performance and
communication (Lee and Lawrence, 2013). The discussion on the importance of
organizational behaviour is done in context to Ryanair. After analysis of Ryanair, it can
be inferred that the airline is suffering from bad management at the company. There are
many challenges such as frequent strikes by airline employees. Overall the organization
is suffering from bad relations between the management and the employees and proper
and effective decisions need to be taken for making the airline profitable.

THE GOAL OF ORGANIZATIONAL BEHAVIOUR
Organizational behaviour is the study of a group or individual behaviour in an
organization. The main aim, of organizational behaviour, is to explain and understand
behaviour within an organization. By understanding the human behaviour at the
individual, group level and organizational level, the organizations can better understand
their employees and encourage communication among employees. Organizational
Behaviour helps in creating competitive advantage by improved motivation, leadership,
communication and organizational culture. These factors greatly affect an organization
business. The main purpose of organizational behaviour is to build a better relationship
by achieving the human objective, organizational objective, and social objective (Eslami
and Gharakhani, 2012).
THE OBJECTIVE OF ORGANIZATIONAL BEHAVIOR
The organization in which an individual is working affects its thoughts, feelings and
action in result it also affects the organization. The organizational behaviour main
objective is to set up an organizational culture, hiring best employees and creating
meaningful connections among them (French, 2011). Ryanair should try to achieve
some of the important Objective of organizational behaviour such as;
 Job Satisfaction
 Hiring the Right People
 Organizational Culture
 Leadership and Conflict Resolution
 Understanding the employees better
 Understand how to develop good leaders
 Develop a good team
 Higher productivity

Task 1
FOUR TYPES OF ORGANIZATIONAL CULTURE FOLLOWED AT RYANAIR
The Handy model of organizational cultures presents the organizational culture in four
major types. These are the power culture, the role culture, the task culture and the
person culture. Handy culture model helps in understanding the organizational and
employees relations. The handy model makes it easy to understand that culture and
structure are interrelated (Huczynski et al., 2013).
1. Power Culture
In an organization with power culture, the power is held by a few individuals. The
influence of power holding individuals spreads throughout the organization. The power
culture is a strong culture. Rules and regulations are strictly followed in a power culture.
The decisions are usually taken by the people in power. Ryanair follows the power
culture as major decisions about the company are taken by the CEO of the company.
 Strength
In a power culture organization, a decision is made quickly as there is less
consultation.
 Challenges
The lack of practice of consultation can mean that the organization is not using
the skills and experience of employees in decision making. The power culture
also leads to demotivation of the employees.
2. Role Culture
In a role culture organization, the specific task is assigned to each individual. The
specific job or role can be accomplished by following job description for the assigned
task. The role of culture is useful for specialist roles such as sales, marketing, project
management, and legal advisors (Alvesson, 2012). Ryanair can adopt role culture and
assign jobs to individuals based on the employee's ability to perform a particular job.

 Strength
There is increased productivity as the specialist employees are able to
complete the assigned task on time.
 Challenges
The role culture may be unsuitable at a small firm as the employees at small
organization need to take multiple responsibilities.
3. Task Culture
A task culture organization use teams to complete a task. The task may contain a
number of steps. The formation of project teams for completing a task in a set time and
budget is an example of task culture. The task culture can be beneficial for Ryanair.
The employees should be encouraged to work in teams for achieving the business
objectives.
 Strength
In the task, culture employees are able to take a decision within a team. This can
result in higher staff motivation. There is a sense of achievement when a task is
completed successfully.
 Challenges
The main challenge of task culture is that the task involves a number of steps.
The successful completion of the task totally depends on teamwork. There are
high chances of conflicts among team members during performing the task.
4. Person Culture
The person culture organization the main focus is on the people working within the
organization. These organizations depend on the specialist knowledge of the workforce
(Alvesson, 2012). The person culture can be beneficial for the Ryanair employees, the
airline should focus on providing learning opportunities to the employees. By this, they
can enhance their skills and knowledge and feel motivated for their work.
 Strength

Employees have the opportunity for developing their carrier and skills. Staff can
learn new skills through their employment at the firm. In person culture
organization there is a need for continuous professional development.
 Challenges
The person organization is generally selling the skills of their employees. There is
a need for skills up gradation from time to time.
JOHN FRENCH AND BERTRAM RAVEN INTRODUCED FIVE TYPES OF POWER
Fig 2: Five forms of power by John French and Raven
1. Legitimate Power
In legitimate power, it is believed that the person with power of decision making has
formal rights to make demands, and expect others to obedient (John, 2016).
 Advantages

The advantage of legitimate power can be that the top management people can
expect employees to follow their orders. This can lead to the timely completion of
an important task.
 Challenges
Sometimes employees can feel that they are controlled by their managers.
2. Reward Power
The power to reward the employees when they complete a difficult task on time is called
reward power. Generally, the reward is a financial reward.
 Advantages
It keeps the employees motivated as employees can expect a reward in return
for good work.
 Challenges
Some employees who do not get the rewards can feel betrayed by the
managers, this may lead to demotivation of employees.
3. Expert Power
The expert power is achieved when an individual is regarded as an expert based on
knowledge or experience. The person with expert power can be elevated to the position
of authority and power (John, 2016).
 Advantages
The individual with expert power can be approached by the team members for
expert guidance. The expert person can help the organization by reducing the
friction between the team members.
 Challenges
The person with expert power may feel that the whole team is depended on
expert skills and knowledge of that individual this may lead to ego issues
between the employees.

4. Referent Power
Reverent power can be gained by an individual with strong interpersonal skills. People
with referent power are liked by others based on their qualities such as positive attitude,
charm or good looks.
 Advantages
Many obstacles are reduced by maintaining a good relationship with people.
The Referent leader can motivate and inspire the employees to be committed
towards their job.
Challenges
To develop referent power, the individual should be trusted by the employees.
The development of trust takes time. Referent power is also not suitable at crisis
situation at the organization.
5. Coercive Power
Coercive power is the use of force to get employees to follow instruction or order. When
an employee carries out orders in fear of losing their job then coercive power is applied
to them. The employees are generally forced to perform the job.
 Advantages
The coercive power gives the power of control to the managers and supervisor.
The coercive power help in developing discipline among the employees
 Disadvantages
The coercive power can lead to excess work-related stress and due to this the
performance or productivity of employees can be a downgrade.
POLITICAL BEHAVIOR OF MANAGERS AT RYANAIR
Political behaviour is defined as the use of tactics such as the influence to derive
individual or organizational interest. There is much evidence that shows that individual
with political influence does better at their job as compared to other employees.

Sometime to achieve some goal managers have to apply extra pressure on employees
this can be beneficial for the organization (Lasswell, 2013).
Ryanair managers and decision making person tend to apply political behaviour. They
try to influence the employees by using their political influence. Due to extra political
behaviour, the employees at Ryanair started to get involved in political activities. Overall
the productivity of employees decreased and Ryanair has to suffer the loss.
Task 2
CONTENT AND PROCESS THEORY OF MOTIVATION
Fig 1: Motivation theories

MOTIVATION THEORIES
Motivated employees are more productive and creative at their work, they also
experience less work-related stress. They are managers try to find ways through they
can motivate their employees at the workplace. There are various motivational theories
which managers can use to keep their employees motivated. Motivation is very
important at the workplace the motivated employees are the driving force for any
organization. The Ryanair managers must study apply the motivations theories to keep
their staff motivated. There are many motivational theories put forward by researchers
some of these theories are;
TAYLOR'S THEORY OF SCIENTIFIC MANAGEMENT
Frederick Taylor's theory of motivation states that the pay received by the employees is
the greatest motivation for the employees. According to Taylor, most employees do not
enjoy their work. They only perform when they are given monetary rewards. The Taylor
theory of motivation can be used by Human Resource management at Ryanair.
Providing a competitive salary at the right time can motivate the Ryanair staff
(Thompson, 2017).
MAYO'S THEORY OF HUMAN RELATIONS
Elton Mayo's theory of motivation states that to keep employees motivated only pay is
not important. The employee’s social demand should also get fulfilled. He believed that
employers should treat the employees in a human manner. The managers at Ryanair
has many problems one of them is their relationship with their employees, the managers
can adopt a more caring attitude towards the employees (YB, 2019).
MASLOW AND HERZBERG'S THEORY OF HUMAN NEEDS
Abraham Maslow and Frederick Irving Herzberg gave a motivation theory based on the
fact that the psychological forces are responsible for driving human behaviour at the
workplace. The theory states that human need such as hunger and thirst and factors
such as human respect is important for employees to feel fulfilled at the workplace. The
employers need to consider these factors to keep them motivated and happy. The
Ryanair managers should cater to basic the need such as providing of their employees

should clean drinking water facility and the employers should behave nicely with the
employees. The employees need to be respected by the managers (YB, 2019).
ADAM’S EQUITY THEORY
Adams equity theory of motivation states that employees are motivated when they feel a
sense of fairness at their work. A sense of fairness is usually a result of social
comparison. The employees are compared based on the input and outcomes their work
is generating. It is important to consider Adams equity theory while considering
improvement in employee’s job satisfaction, motivation level etc. To improve the job
satisfaction and the motivation level of the employees the balance between the input
and outcome need to be compared (MT, 2019). For e.g. input includes,
Effort, loyalty, handwork, commitment, skills, adaptability, flexibility, trusting superior’s
and support of colleagues. The outcome generally includes financial rewards such as
salary, benefits and perks, recognition, responsibility and job security.
The Adams theory of motivation suggests that the managers should seek to find a
balance between the input an employee’s give and the output company receives (Al-
Zawahreh and Al-Madi, 2012).
For better motivation of employees at Ryanair, the company should implement Adams
theory of motivation. There here should be a proper balance between the employee’s
efforts and the rewards they are getting for their efforts.
Task 3
DIFFERENT TYPES OF TEAMS AT RYANAIR
An organization has a variety of work. These works are performed by specialized
teams. The division of teams at an organization helps in dividing each task into teams.
The teams according to their expertise perform their job. There are four major teams at
Ryanair these are;
Functional Team