Ryanair Case Study: Organizational Behavior Analysis

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ORGANIZATIONAL BEHAVIOUR
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Table of Contents
Introduction................................................................................................................. 3
Task 1......................................................................................................................... 4
Organizational culture and the nature of power and political behavior of its
management...............................................................................................................4
How the culture you identified in (a) have affected the feelings and behavior of staff
and ultimately performance of Ryanair........................................................................7
Task 2......................................................................................................................... 8
Evaluate how content and process theories of motivation could be used to enable
individual and team performance and help Ryanair to succeed..................................8
Task 3......................................................................................................................... 9
Identify and explain the different types of teams which operate within Ryanair (i.e.
functional, problem solving, project and virtual teams) and why this range of teams is
important to the success of the organization...............................................................9
Using relevant team theory, such as Belbin’s team types and Tuckman and Jensen’s
group development models, analyse what would make the teams at Ryanair more
effective.....................................................................................................................10
Evaluate how the use of path-goal theory could improve team performance and
productivity in Ryanair...............................................................................................11
Identify and explain what you think will be the main barriers to implementing a new
organizational structure in Ryanair............................................................................12
Conclusion................................................................................................................ 13
Reference..................................................................................................................14
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Introduction
Organizational behavior can be said to be the norms and the guidelines that are to
be followed by respective management. It sets forth the stature for the organization.
In this assignment there would be discussion in relation to the power, role, task,
person and the amalgamation of the culture likewise. It would also include the
discussion with regard to the political behavior. In this assignment focus would be
towards a particular airline named Ryanair. It had been in function way back in 1984.
It had been prolific at point of time.
With the passage of time there had been difference in the operations and the
management of the organization. It can be said to be one of the airlines in Europe
providing quality services at low fare. It had been during the 1990. At that point of
time there had been stiff competition with the competitors. It led to the advent of
distress and the element of inadequacy in the performance in the organization. With
the mass media coverage there had been altogether a disastrous display of
information regarding the poor customer services along with the staffing issues at the
annexure. Moreover, there had been discourse in the activities (Wilson, 2018)..
Organizational behavior played a significant role in relation to the same. In the
assignment there would be discussion in relation to the employer and the employee
relationship along with the team management. Resistance to change, leadership
theories and change management would be discussed in detail. There would be
discussion in relation to the aftermath for the organization. The role of the leader and
the employees would also be taken into account in this discussion. The analysis
would help in showcasing the insights with regard to the implementation of
successful management.
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Task 1
Organizational culture and the nature of power and political behavior of its
management
Organizational culture can be said to be the expectations, functions, experience,
philosophy, guidelines, interaction both internal and external in nature, beliefs,
customs, attitudes, norms, rules that may be written or unwritten in nature. It also
includes the management and the ways and the means through which the activities
are being undertaken (Bush et al., 2018). The behavior of the employees, developing
new ideas, building personal insights, decision making, policies and procedures,
commitment on the part of the employees so on and so forth.
Organizational behavior can be said to be the asset which if undertaken in the
effective manner can help in the proper and quality productivity, provides helpful
insights to the consumers (Siregar et al., 2018). The quality and the coordination are
also taken into account, concern in relation to the internal and the external
management should also be taken into account. Services rendered does have an
incredible role towards the organizational behavior and most importantly the
feedback on the part of the consumers can be taken into account in this regard.
The political and the social behavior can be said to be the insights in organizational
culture. Organizational culture is the collaboration of the values, norms, policies ,
procedures, principles that should be taken into account. It is the clubbing of the
aforesaid aspects which helps in the successful implementation of the task. Healthy
relationship should be maintained by the employees and the leader of the
organization. The different types of organizational culture include:
Normative culture- It can be said to be the already existing norms, principles,
policies that are being provided by the organization. Every employee of the
organization has to abide by the same. They cannot infringe the rights that had been
bestowed by the organization. In the case of infringement of the rights and norms it
results in sanction to be imposed.
Pragmatic culture- This culture is directed towards the consumers and the external
parties. The motto in this culture is to the customer satisfaction and at times there
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are the breach of the norms and the values of the organization in order to meet the
expectation of the consumers. There is absolute hardship in relation to meeting the
norms of the consumers but they are being trained to deliver accordingly.
Academy culture- From the name it can be ascertained that academy culture is the
epitome of discipline and punctuality. The roles and the responsibilities that had
been entrusted to the different personnel have to be followed. Training and
development measures are being undertaken to develop the skill and the potential of
the employees. It helps in the entertainment of the task effectively.
Baseball team culture- It can be said to be the culture wherein employees are
considered the superlative asset for the organization. They have a major role
towards the escalation of the organizational functioning. They are being entrusted
with the responsibility to deliver in the systematic manner. There is synchronization
in the deliberation of the task on the part of the members.
Process culture- From the name itself it can be ascertained that the organization in
this regard has to follow the policies and the procedures that had been undertaken
by the management in the long run. They are to abide by it and are answerable to
the top management. It can be said to be the ideology that has been incepted at the
workplace. Review and feedback seemed to be nullified in this regard and process
and procedures seems to gain the upper hand.
The management of the organization has to adhere to the norms and the policies of
the administration. The cultural norms that had been put forward by the management
have to be entertained. There are certain theories and models that should be taken
into account in relation to the execution of the activities of the management.
Hofstede’s Cultural dimension is one of the models and includes the understanding
in relation to the different cultures across the countries and how activities are being
undertaken taking into account different cultures (Raes et al., 2015).
It tries to indemnify the dimensions that exist in the different cultures altogether.
There are altogether six different categories of culture dimension that have been
mentioned herein and include collectivism vs individualism, power distance, feminity
vs masculinity, short term and long term objectives, uncertainty avoidance culture,
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restraint vs indulgence. All these perspectives tend to develop the insights in the
organizational cultural policies.
Moreover there has been the inclusion of the digital technology along with the
globalization that has led to revolutionary changes in the forum of management to be
precise (Einola and Alvesson, 2019). In order to develop the momentum of the
organization they are to incorporate systematically. Organizational politics can be
said to be the most discussed aspect nowadays. Both at the individual and the
collective level there has to synchronization in the deliberation of the task. The
policies and procedures should be incorporated and executed by the management
as per the requirements.
Five powers of French and Raven includes coercion power, reward power, legitimate
power, referent power and expert power. When any task is being undertaken against
the will it results in coercion. It is one of the most inconvenient powers as the usage
of the same can lead to the discourse of mismanagement. The case of the reward
power states that reward is being provided to the personnel who adjudicate the task
accurately. Legitimate power can be said to be the power to reward and punish as
per the activities. Referent power is directed to the referral to someone in undertaken
a task. It is delegation of authority and is to be undertaken by the management in the
effective manner. Expert power is the one that is completely immune in nature and
the activities seem to be suo motto for the personnel executing (French and
Kavanagh, 2015).
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How the culture you identified in (a) have affected the feelings and behavior of
staff and ultimately performance of Ryanair.
In the case of the functioning of the management it is necessary to be
communicative towards the various inputs that had come up. In the case of Ryanair
there has to be the inception of collective effort on the part of the management in
entertaining the prospects of management (Quigley et al., 2018). Performance
evaluation on the part of the organization towards the employees does lay heed
towards quality management at the follow through. Personal, decisional, behavioral
changes seem to be the aftermath in the development of the organization so should
be undertaken accordingly. There has to be cooperative management and healthy
relationship that should be maintained by the personnel in the organizational forum.
It would help in the ease in the activities (Senaratne and Gunawardane, 2015).
When there is the inception of performance evaluation being interpreted to the
employees it helps in building confidence of the employees thereby they are
motivated to deliver smoothly. There has to be hierarchical management that should
be entertained thereby giving the insights for productive management. When there is
proper and accurate delegation of authority it leads to the aftermath of quality output.
There has to be the allocation of power in the activities and the resources to be
specific. When there is the execution of the power it results in the free flow of the
activity but that should not be exaggerating in nature and so should be entertained in
the smooth manner without any disparities (Mathieu et al., 2015).
There has to be dynamism in the activities that are being undertaken. In order to be
prolific training and development should be undertaken to motivate the employees
thereby help in developing their skills and potential. In the case of Ryanair there has
to be application of pragmatic culture clubbed with baseball culture. Both the culture
is directed towards the inception of healthy relationship both in internal and external
management. When there is the clubbing of both the culture in the airlines
organization it would help in building a positive workforce and environment thereby
providing the insights for productive management and performance. It would help in
the enhancement of the goodwill of the organization (Lynch et al., 2018).
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Task 2
Evaluate how content and process theories of motivation could be used to
enable individual and team performance and help Ryanair to succeed.
Both the content theory and the process theory can be said to be the collaboration of
multiple theories of motivation. Whereas content theory is directed towards the
necessitates and the priorities of the management. It entails towards the priorities
that is essential in motivating a person. It is the collaboration of Maslow’s Need
based theory and the Herzberg’s two factor theory. In the first instance the priorities
have been discussed and tend to showcase as to what should be undertaken by the
individual in meeting the necessities. The psychological needs, self actualization
needs, esteem needs, safety needs; social needs are being focused herein. In the
case of the Herzberg’s theory there is the inception of motivation and hygiene
factors. In the case of the organization it is necessary to identify the requirements on
the part of the employees and the consumers thereby help in meeting the needs as
per the requirements. Necessity can be said to be the grundnorm in this regard
(Caesens et al., 2016).
In the case of the process theory there is the inception of the expectancy theory,
reinforcement theory and the equity theory. In the case of the reinforcement theory
behavior of the individual is to be considered in depicting the reward and the
punishment. In the case of expectancy it is the psychological aspect that is being
maintained by the employees (Mark, 2018).
They are of the opinion that in case of quality performance they are likely to get
handsome rewards so on and so forth. They tend to get the value from the
organization when their performance is impeccable. In the case of equity it is the
perception on the part of the employees that should be highlighted. There is the
element of comparison in this regard. Taking into account both the theories it can be
highlighted that when they are being undertaken by the management in the swift
manner it would help in developing individual performance thereby help in the
enhancement in the team performance to be precise. It helps in meeting the
objectives smoothly. They are to be undertaken in the parallel manner (Maltarich et
al., 2018).
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Task 3
Identify and explain the different types of teams which operate within Ryanair
(i.e. functional, problem solving, project and virtual teams) and why this range
of teams is important to the success of the organization.
The activities that are being undertaken by the management of airline industry
should take into account by the teams that adjudicate the proceedings. They are to
be in the synchronization mode that would help in the ease in the entertainment of
the proceedings of the management. The functional team can be said to be the
technical team that is enlisted with the responsibility to go for the external and the
devices management. They are to initiate the technical set up for the organization
(Chmiel et al., 2017).
They can be said to be the most important team as there activities would help in the
ease in the entertainment of the task. In case of lacuna there might be disparities.
The next is the problem solving team which is entrusted with the responsibility to
adjudicate the problems that may arise in the organization time and again. The team
that is enlisted with the task of project management are to be specific in the
entertainment of the management polices to the executives as and when required.
The virtual team is provided to have the insights in relation to all the departmental
activities that are being entertained. All the above mentioned teams are to work in
sink which would help in the ease in the entertainment of the task at the global level.
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Using relevant team theory, such as Belbin’s team types and Tuckman and
Jensen’s group development models, analyze what would make the teams at
Ryanair more effective.
Herein would be discussion relation to the different approaches that would be helpful
for the organization in the long run. In the first instance is the Belbin’s team types. It
includes that management has to entertain activities taking into account the following
perspectives. Thinking related roles, action related roles and the people oriented
roles. They are to act in collaboration for the success of the project. In the case of
the thinking role is the plant, evaluator and specialized. In the case of the action
oriented role is the sharper, implementer and the complete finisher role and in the
case of the people oriented role is the coordinator, team management and the
resource team. All of them are to act in the synchronized management. Every act
that had been mentioned in the Belbin Theory signifies towards quality improvisation
in the execution of the activities. It helps in building the forum of quality development
in the long run (Machado and Davim, 2017).
Tuckman group development model incorporate towards forming, storming, norming
and performing. In the case of forming there is abundant dependence towards the
leaders of the organization. Leader should be well equipped while delivering the
queries of the employees. Limelight is directed to the leader at that point of time. In
the case of storming although functions have been allocated to the different
departments but uncertainties prevail. In the case of norming big decisions and
planning is being undertaken by the think tank. In the case of performing focus is
towards the achievement of the objectives of the organization. It sets forth the
momentum for the organization (Rentschler, 2018).
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In the case of the Jensen theory there is the allocation of adjournment in the
proceedings and the other programmes are same as the Tuckman group
development theory. All these approaches tend to leverage the activities of the
organization thereby help in providing the solutions relating to the same. For the
team management to be effective Ryanair should retrospect the goals and the
objectives to the personnel in person. There has to be quality communication that
should be undertaken likewise pitfalls should be addressed. There has to be
accountability and absolute delegation of the authority resulting in the aftermath of
quality performance.
Figure 1: BELBIN’S NINE TEAM ROLES
SOURCE: (Newman et al., 2016).
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Evaluate how the use of path-goal theory could improve team performance
and productivity in Ryanair.
Path goal theory can be said to be the specification of the style that is being
undertaken by the leader for the welfare of the employees. It can be said to be the
epicenter through which the motivation of the employees can be enhanced. Herein
the leaders select the appropriate way in which the task can be undertaken taking
into account the working conditions along with the resources at hand. The leader
inculcates the proceeding that is best suited for the employees and the organization
at that point of time. It reinstates dynamism quality of the leader.
The leader has to be at the forefront to deliver the proceedings of the management.
When this activity is being undertaken in the effective it helps in developing the team
performance of the employees. It results in the enhancement in the productivity in
terms of the services delivered. Determination of the class of employers along with
their features thereby selecting the leadership style thereby interpreting them is the
motto of the theory. In the case of Ryanair it is the inception of the theory that would
help in building momentum for the organization thereby resulting in impeccable
results in the follow through. The development of the organization is possible when
there is the initiation of the theories clubbed with innovation (Namada, 2018).
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