Analyzing Ryanair's Culture and its Impact on Performance

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Running Head: The Cultural Dimensions of Ryanair
THE CULTURAL STUDY OF RYANAIR

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Organizational Cultural study
Table of Contents
The Ryanair’s culture and influence of political behavior and nature of power.......3
Theories of motivation to increase performance.......................................................8
The application of Belbin and Tuckman and Jensen's group development model. 13
The path-goal theory effectiveness on team performance and productivity...........14
The main barriers to implementing a new organizational structure in Ryanair......15
Conclusion...............................................................................................................16

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Organizational Cultural study
Introduction
The organization culture plays a bigger role in the overall perspective of the business. In the
study, various organizational cultures and its impact on the overall growth and management are
emphasized. The different types of organizational culture and its impact on various employees,
managers and shareholders are described. In the study, Ryanair’s organizational culture and its
effectiveness are emphasized. Through the project, the various definitions of organizational
culture and the importance of power and political aspect are emphasized. The project also
signifies the fact of how organizational culture determines and affect the operational area. In the
study, Ryanair DAC and its organizational culture are emphasized. The organization mainly is a
low-cost airline company. The major operational area of Ryanair is London and Dublin. The
company founded in 1984. The Ryannair organizational culture mainly relies upon the
communication strategy and its implications on various departments are discussed. The
organizational culture of Ryanair is mainly differentiated between a few departments like values
and belief systems, Assumptions and behavioral aspect.
The Ryanair’s culture and influence of political behavior and nature of power
Organizational culture is the values and belief system that contributes to the unique
psychological and social environment of an organization that directly linked with organizational
performance area and expertise. The organizational structure also includes the various
organizational philosophies and future goal and expectations that determine the future aspect of
the organization (Van Grembergen & De Haes, 2018.). The Ryanair's Organizational culture can
be differentiated between a few departments like motivation theories, Taylorism theories, and
Belbin’s theory. The cultural structure of Ryanair is also depended on other factors like values
and ethics, the assumptions, the behavioral aspects.

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The culture within Ryanair
In this section, the analysation of organizational culture in Ryanair is discussed and the
importance of organizational culture in Ryanair’s success and the contribution to the Ryanair
overall profitability is discussed. The communication strategies and objective identification are
the two major aspects that the management of Ryanair use to maintain its position as a low-cost
airline services in European countries (Zyphur, Zammuto & Zhang, 2016).
Communication strategy
The management of Ryanair uses the integrated communication framework within the corporate
communication in Ryanair for managing the free flow of communication (Papadopoulos &
Griva, 2018). Ryanair uses the different departments like marketing, technological implications,
advertising aspect and public relation practitioners maintain a steady pace in the integrated
communication strategy. The integrated communication approach in Ryanair is streamlined in a
hierarchical steady The hierarchical form enables the communication from a strategic corporate
level that is reflected within the culture (Alvesson +& Sveningsson, 2015).
Corporate culture
The corporate culture of Ryanair is basically influenced by the O’Leary. Structuring the notion
so that the CEO can regulate the corporate culture of the airline. The behavioral, cognitive and
emotional elements of an individual member of a group determine the culture of Ryanair.
Ryanair's corporate culture is more focused on the Irish Culture. The three main aspects of Irish
culture is organized reliability and kindness (Audi, Loughran & McDonald, 2016).
Description of power
The power in organizational culture defines the ability to influence other people. It is identified
as an individual ability that affects the subordinate’s thought process and feelings in a certain

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way. The authority is the inevitable part of power based culture. The power can be identified as
per their source and area (Lisak & Erez, 2015)
Reward power
The reward power is totally based upon the controlling technique of a particular audience and
target employee in terms of their need and necessities. The most common reward power
increasing the salaries, bonuses of the employees (Riasi, & Asadzadeh, 2015).
Coercive power
The coercive power is totally the opposite of reward power. The coercive power is totally relied
upon the manager’s ability or capacity that causes an unpleasant behavior for the people (Chae,
Choi, & Hur,2017).
Legitimate power
The legitimate power is based upon the two aspects of mutual agreement and positions. It is the
type of authority that differentiated the positions of the organization.
Identification the main type of power evident in Ryanair
The French and raven's power can be identified by five different aspect or power positions.
These power positions are referent power, reward power, legitimate power, coercive power and
expert power. The reward power is one of the most suitable technique reward programmes that
are given to the employees with various financial instruments like a bonus or performance-based
incentives. If the management rewarded the employee with financial instruments or any other
form, the management also has the ability to command the employees with attention by using
those rewards. Another important power system is legitimate power which determines the power
system of an individual with the title. The coercive power signifies the ability to control the team
members to work in a structured way. The referent power signifies the fact of attitude, good

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looks and charms. These factors are not considered as power logically but have a great impact on
the organizational power system. Based on the structure of Ryanair the expert power is
implemented through all the staff members to maintain or to meet the future expectations of the
organization. The expert power helps the subordinates to maintain the workflow analysis and the
working standard in Ryanair. The expert power mainly focuses on an individual’s strength and
knowledge. In Ryanair, the workflow uses their knowledge resources and team members idea are
also welcomed to structure the organizational strategies and operational area. The expert power
also helps the Ryanair to achieve group goals and objectives. The individual knowledge and
expertise help the organization to achieve the goal (Volpi & Stein, 2015). This is one of the
major reason Ryanair maintains its steady position as a cost-friendly airlines system in European
countries.
How culture affects the staff
The Hofstede's cultural dimensions framework is a vital tool that helps to understand the
differences in cultural background and also evaluates the solution to the business organizations
with different cultural backgrounds. The Hofstede's cultural dimensions theory based upon
various key components like power distance index, individualism and collectivism, masculinity
vs. femininity, short term vs. long term orientation. The cultural dimensions of Hofstede's model
emphasize a different model that expresses the cultural mix and implications. The organizational
culture affects the employees in a huge way. The effectiveness of cultural dimensions are
Impact on staff performance
The cultural background impacts the employee performance individually along with collectively.
In a structured culture, the employee feels valued. The widely communicating working culture

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helps the organization to grow further and this translates the decision-making process of the
employees are (Kossek et al., 2017).
Impact on the employee engagement process
The cultural dimensions process hampers the employee engagement process as well. A strong,
rigid cultural system distracts the employee's motivation level and the employees feel less
involved.
The link between power and politics in organizational culture
The power and position are two main aspects that determined the organizational culture in a
broader spectrum. The power in organizational culture determines the capacity to motivate
another individual into a different perspective for the sake of organizations. On the other hand,
authority or position determines the particular power that an individual has or especially holds
after being selected for an organizational position. Power and politics are interrelated. In an
organization, every individual is provided with some power. The organizational politics
symbolizes the variety of activities or influence techniques that are used for the benefit of
individual or organizational purpose. Power and politics are termed as one integral part of human
resource management. It has been observed from the past studies that power often signifies as the
negative trait as the losing action or winning faction becomes very uncertain. The organization
with proper mechanisms to measure the power and politics grows further and also helps to
maintain the tendency of crossing the boundaries using power and politics of an individual
(Kahler, 2015). The regular assessment to maintain such human tendencies helps the
organization to reach on its goal.

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Theories of motivation to increase performance
Definition of motivation
Motivation is the term derived from a motive that expresses the desires, needs and wants to
accomplish the individual as well as an organizational goal. The term motivation also refers to a
set of objectives or arguments that supports the individual or group proposal. The employee
motivation level can be measured from different angles (Vibulphol, 2016). The increasing rate of
productivity, the working engagement process, more involvement in the decision-making process
and so on. The employee can be motivated in many ways like
· Increasing the work engagement process
· Increasing the salary of the employees or staff members
· Employees can be motivated through proper engagement in the decision-making process
· Motivation can also be increased by solving employee grievances and work-related issues.

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Content theories of motivation Process theories of motivation
The theory is based upon the motivation of
needs, mainly focuses on individuals belief
The theory is based upon the psychological
aspects or forces that dominate the
motivational levels.
In the content-based theory of motivation
goals and satisfaction of the need is the
major factor.
In the process-based theory of motivation,
the basic needs of an individual are
emphasized.
The content-based motivational theory is
mainly focused on an individual’s goals
and objectives.
The process-based motivational theory is
based upon the process of how motivation
occurs.
In content-based motivational theory,
rewards play the most important factor to
satisfy the individual needs and after the
fulfillment of individual needs, the
motivation program begins.
In process-based motivational theory,
equity is considered as one of the major
impactful factors that design and structure
the motivational programs.
The content theory and process theory of motivation to Ryanair

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The content-based theory of motivation is the oldest theoretical model of motivation. The
content-based theory is popularly known as need theory as it gives a lot of importance individual
needs and also focuses on individual beliefs. The two types of needs are mainly focused on the
content-based theory of motivation. Those are deficiency needs and growth needs. The
deficiency needs are related to physical needs, social needs and safety needs. The growth needs
are self-realization needs and esteem based needs. In Ryanair, the worker's individual needs are
prioritized just like cont based theory of motivation. In Ryanair, the motivational aspect is
measured as per the Maslow Hierarchy needs. The needs like physiological needs like basic food
and water services to the employee. The safety needs that are related to various working hazards
at the workplace of the employees are maintained to reduce the level. The esteem needs like
appreciation of employees at the workplace happen quite frequently in Ryanair. The last the
self-evaluation need helps the employees in Ryanair to work in a structured form and to maintain
the individual working standard (Maeng & Lee, 2015).
The process-based theory of motivation is rational procedures where the motivational factors are
getting highlighted like what factors motivate the most and also address the various issues of
motivation that signifies the sustainability of motivation, the modification of motivational effort.
The three major aspect is highlighted here those are equity theory, the Porter-Lawler theory and
expectancy theory (Fisher, Donnell & Oyserman, 2017). In equity theory, the employees are
performed better against the fellow workers and the incentive program is organized by the
management. The total process-based theory of motivation is basically differentiated with two
major departments like equity-based theory and inequity based theory (De Vito et al.,2018). The
equity theory the motivating factor are increased to maintain the current organizational structure
and inequity factor the aspects like change outcomes, change inputs, leave situations play a

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major part. The Ryanair can implement the process based theory by equity aspects (Korpershoek
et al., 2016). The management can look into the overall progress of the employees by motivating
the psychological factors.
The importance of effective team working in organizations
The team management plays a huge role in overall improvement of the organizations. The
effective team management by measuring individual team’s performance and overall
productivity the team management plays a bigger part.
· Increase the work flow analysis
· Proper management of work
· Increase the operational area of every team members
· Employee satisfaction level getting increased.
· The belongingness amongst employee getting increased
· Proper measurement of work structure.
The team types
Functional team
A functional team is a group of people who shared similar objectives and also working towards a
similar goal in an organization. The functional team might be from financial, marketing and
human resource department and the operational area might be different from each other.
Problem-solving team

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Problem-solving team is a programming team that mainly focuses on the capacity of any
functional area. The problem-solving team also solves some major management issues or major
problems that arise in the operation activities (Huff et al.,2016).
Project team
The project team is basically structured with project completion and management. The project
team is also a short term in nature and also works in completion of a particular project.
Virtual Team
The virtual teams are the particular type of team that relies upon various communication
strategies like email, fax and video while communicating amongst team members.
The various types of teams like the functional team, virtual team , problem-solving team and
project team are the inevitable part of the organization. Each team hold a special operational area
in organizations. In Ryanair, the functional team works or monitors the various functional
activities like work management, the managerial structure of the work process. The problem-
solving team works as a solution tool for all work-related issues along with various customer
complaints regarding the flights like the timing issues or any other issues that passengers face the
most. The project teamwork for particular project completion of Ryanair. The virtual team
maintains the connectivity, the major aspects like news related weather updates or other news.