Ryanair Case Study: Organizational Performance and Employee Motivation

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University Name
Organizational Performance
By
Name
Date
Professor Name

Organizational
Performance
Contents
Introduction.................................................................................................................................................3
LO1 Analyze the influence of culture, politics and power on the performance of others in Ryanair context
.................................................................................................................................................................... 4
P1 Analyze effects of the culture, politics and power on individual and team performance...................4
M1 Critically analyze the culture, politics and power aspects of Ryanair can influence individual and
team performance and performance......................................................................................................5
D1 Critically evaluate the relationship between culture, politics, power and motivation that enables
teams and Ryanair to succeed providing justified recommendation.......................................................7
Task 2: Evaluate how to motivate individuals and teams to achieve a goal................................................9
P2 Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in Ryanair context..................................................................................9
M2 Critically evaluate how to influence the performance of others through the effective application of
performanceal motivational theories, concepts and models................................................................12
Task 3: Demonstrate an understanding of how to co-operate effectively with others.............................14
P3 Demonstrate an understanding of what makes an effective team, as opposed to an ineffective
team......................................................................................................................................................14
M3 Analyze relevant team and group development theories to support the development of dynamic
co-operation..........................................................................................................................................14
Task 4: Apply concepts and philosophies of organisational behaviour to a given business situation........16
P4: Application of the Existing and Various Concepts As Well As Philosophies of Organizational
Behaviour within an Organization Based on Given Scenario.................................................................16
M4: Justification and Evaluation about the Positive As well As Negative Aspect of Range of Concept
and Philosophies....................................................................................................................................18
D2: Critical Analysis of the Relevance of Team Development theories from the Context of
Organizational Performance and Philosophies, which are Influencing Performance in Work Place.....18
Conclusion.................................................................................................................................................20
Reference..................................................................................................................................................21
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Introduction
Ryanair is an aircraft company from Ireland established in the year 1985, maintained and run
initially by the Ryan family (Nortilli, and Wong, 2014).The aircraft organization with 57 bases,
conducts and operates with an average of more than 500 flights per year .It attach 180
destinations in twenty-nine diverse countries and ringing nearly eighty million passengers.
Ryanair’s passenger airline operates between Ireland, the United Kingdom, Continental Europe,
as well as Morocco, and cover’s short-distance in between routes. Ryanair has had a stable
upsurge of employees, with more than 9000 employee base. That includes:
 pilots
 flight attendants
 maintenance
 management
 ground operations
 administration
Ryanair, features a “no-frills” service. This helps the company in cost cutting and lowering the
aircraft costs. It also helps in the acceleration of the cleaning and maintaining the safety controls
(Williams,2016). Now, based on the case study a brief introduction to the organizational culture
and its type, a definition of power, along with appropriate citation is given. Beside that a brief
definition of political performance and its affects are discussed in detail. The affect of the culture
on the feelings and performance of staff and ultimately performance of Ryanair is discussed in
part 2 of task 1. In task 2 the use of motivation theories to enable individual and team
performance and help Ryanair to succeed as an organization is highlighted. The task 3 involves
the description of the different types of teams which operates within Ryanair along with their
impact on the functionality of the organization is described in detail (Haanappel, 2018).
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LO1
P1
Effects of the culture on distinct and team performance- Culture in an organization refers to the
ways adopted by the employees to complete a given task. It comprises of various beliefs, rituals,
symbols and values. It helps in the governing of the operating styles of the employees. It also
acts as direction provider and a binding factor that holds the workforce together. At times the
Ryanair can face challenges while changing the nature of their work culture .It is because of the
fact that the employees who are already working in a redefined way may not agree to the
changing nature of the business culture. Ryanair work ethos can be measured weak as certain
number of rules is strictly forced on the employees (Grant, 2016). This greatly affects the
performance of the employees toward the work. They start considering the objectives of the
organization to be different from those of their personal goals. It leads to the growth of a sense of
 Attitude towards customers.
 Unpredictability,
 Lack of trust
 Problematic common values allocation,
It is very clear from the above points that Ryanair’s employees are unable to express themselves
freely in front of the customers. This leads to an inefficient approach toward the completion of
the assigned task along with the inability to carry out customer’s request and handling queries. It
can lead to the catering of aggressive and hostile service towards clients (Madon and Krishna,
2018). In term of team performance Ryanair’s approach to provide a service with the lowest
price by minimizing the costs lead to the creation of autocratic leadership style. It further
promotes
 the rigid specialization
 leads to functional goals
 disrespect
 delayed communication
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 decrementing of customer care and attention
Impact of the power and politics on individual and team performance: As the company operates
in the euro- zone countries the decision making process are greatly influenced by the political
climate. Due to the prevalence of a peaceful political climate it helps Ryanair to operate and
enable ongoing business operations in an efficient way (Swindell ,2014). Due to increase
pressure of the trade unions and no subsidy policy practiced by the Government Ryanair are
forced to work on reducing the working cost .This creates immense pressure on the employee as
an individual and as a team. This practice can lead to discontentment among the employees
related to the implementation of low wage deliver and high working hours. The taxation policy
of different countries does have a direct effect on the employees of Ryanair operating in the
respective country. It can give birth to complex operational structure. The promotion of the
tourism by different Governmental organization has greatly affected the workload of the
employees working as a team. Ryanair is a ‘value for money’ organization that provides
affordable air fares rates, with outstanding and professional customer service (Graham, 2013). It
has made Ryanair to concentrate more on giving monetary discounts by cutting the employee
benefits. It led to the creation of a volatile atmosphere within the organizational framework
where the employees working in a team are impatient and trends to shout and show disrespect
both toward the customer’s and their managers. They are deprived of certain basic facilities like
those of refreshments, uniform, airport passes, health checks, car parking spaces and leaves on
Christmas Eve. Moreover they are not even allowed to charge their communication devices at
company expense. Internal politics are greatly functional in shaping the future of the company.
Politics can be of great help in reducing errors and create a good flow of power and confidence
among the employees. It can aid them to communicate properly and effectively suggest measures
toward the solving of an issue (Gnanlet and Yayla-Kullu, 2014)
M1 Analytically examine the politics, power and culture aspects of Ryanair can effect
individual as well as team performance along with performance
On the basis of the above mentioned discussion the influence (in term of positivity and
negativity) of the politics, power and culture aspects on the team and individual performances
can be understood in the below mentioned chart.
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Organizational culture
Negative Positive
This includes
 Clan Culture- the employees receives
the work technique in a serious
method.
 Adhocracy Cultures- the company
may experiences a huge hazard
because of the request of innovation
and originality.
Helps in the
 Improvement of the entire
organizational performance,
 Increases creativity among the staffs
 Impact on the staff innovation.
This helps in the understanding of the working
environment in terms of the perfectioning of the
regulations and rules (Westrup et al, 2018).
Contrastively, market culture lacks the
creativity and innovation dimension and
follows a flat structure and maintains stable
growth procedure.
Helps in the development of creativity and
innovation dimension. In addition, they helps in
the assistance of managing the stability in
Ryanair.
Organizational power
The application of the Organizational power
in a rigid and unessential way can have an
adverse effect of getting de-motivated on the
employee end.
The power exercises within Ryanair framework
can bear the positive result of boosting the
employee morale hence can improve the
productivity. It further helps in achieving of
company goals in terms of money
making(Westrup et al, 2018).
Organizational politics
The negative impact of organizational politics
can be seen when used by an individual and
team to fulfill once own personal interest of
getting undue benefits .It greatly hampers the
It greatly helps in the removal of company
drawbacks based on the formulation policies. As
it helps in the development of work culture in
which personal efforts helps in rectification of
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growth of the Ryanair in term of building a
good working atmosphere along with the
failures of organizational plans.
errors and misunderstanding. One benefit
involves the addressing of the employee needs
in an efficient way (Olischer and Dörrenbächer,
2013).
Table 1: negative and positive side of the organizational politics, power and culture.
(Source:Miner, 2015)
Politics and power are directly connected with the management as well as leadership aspects of
the company. They constantly engage with the vital components of expert, time, people, money
and capitals. It is made clear from the above differentiation that Ryanair should provide ample
and justified facilities toward the development of a fruitful work culture. This will make the
company achieve its target in a better and efficient way. All the above aspect has a direct impact
on the establishment of value adding factors to the separate staffs as well as the conduct of the
organization. In terms of Ryanair it is very true as it involves working with number of employees
posted in different functional aspects of the airline company in UK market (Stahl and Tung,
2015).
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D1
Figure 1: Effect power, government and control
(Source: Morgenroth et al. 2015)
With the application of adhocracy and the clan culture Ryanair was able to contribute positive
efforts towards the free working culture that can further promote creativity, efficiency and
development of innovative ways among the employees working as a team. The work
performances of the individual employees taken together represent the organizational work
attitude. So it is the duty of the Ryanair management to take care of the essential elements that
are functional in the balancing the requirements. Otherwise it can lead to the creation of a
negative impact on the working lot. As it is important to say in this context, that Ryanair’s
growth and sustainability can only be attained by the provision of improving the knowledge and
efficiency base of the individual and team member employees. It can equip them and provide
necessary help to add creative and innovative approach while completing an assigned task
(Laureni et al, 2015).In doing so ,they need to provide the employees with necessary amenities.
Along with the development of an both upward and downward communication channel in their
business model. Application of the previously mentioned elements based on the staff
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Use of power for
personal interest
Organizational
politics
Capacity to exert
affect
Power
Successful
Unsuccessful
Social Control

Organizational
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presentation is to be done with great care and precision. They have to conduct and implement
certain values that can raise the feeling of getting deprived of their jobs in case of some mistakes
committed. They have to give more emphasis on the customer service than on giving services at
low prices (Laureni et al, 2015)
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Task 2
P2
In order to grow in the market and fulfill the structural target of Ryanair they need to work on
retaining their workforce and motivate them accordingly. The encouragement theory is directly
proportional to the influencing factor of employee encouragement in Ryanair. The motivation
theory is based on two concepts:
 The theory of Content
 The administration theory of motivation
Below are the respective descriptions:
Processed model of Motivation
Carrot and Stick Method to Motivation, Reinforcement Philosophy, Adam’s Equity Principle and
Vroom’s Expectancy Model are the important constituent of the processed model of motivation.
 The main aim of Reinforcement Theory of motivation is to achieve a certain targeted
level of motivation among the Ryanair employees. It refers to the application of some
what harsh methods like punishment, extinction and reinforcement. It has got both the
positive and negative effects on an organization depending on the rate of use (Levi,
2015).
 Adam's Equity Theory refers to the process in which people respects and provide
importance toward the fair treatment values. It helps them to be motivated and helps in
the relationship buildup with the other company employees. It also, highlights the
performance and reward expectation index.
 The Vroom’s Expectancy Theory refers to the individual motivational factor that deals
with the staff encouragement of working perfectly toward the achievement of Ryanair’s
business objectives. This can only be achieved by the application of certain result
oriented steps and activities (Nederveen et al, 2013).
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All the above mentioned approaches will help the Ryanair to develop instinctive techniques
along with necessary tools to eliminate and manage the workplace discrepancies. It will help
them to increase and grow in term of productivity. The maintaining of the above theories can
help Ryanair in developing and delivering customer service at a satisfactory level. It aims in the
supporting of the on-outcome aims and structures of Ryanair.It helps in the accountability and
job authority assessing of the employees both as an individual and as a team member.
Content Theory of Motivation
The content Theory of motivation involves the following:
McClelland’s Needs Model- These theory helps in the accepting of the motivational forecasts.
Alongside, the required tools and procedures implemented directly.
Alderfer’s ERG Theory-This theory refers to the requirements of the team and individual
workforce in terms of persistence, development and relatedness requirements.
Maslow's Need Hierarchy- It deals with the necessary elements of the hygiene and motivational
aspects. All these elements help in the Ryanair’s performance nature.
Herzberg’s Motivation-Hygiene Theory- This theory refers to the strength of specific
requirements that are instrumental in encouraging the staffs Its main aim comprises of the self-
actualization requirements,
 esteem needs,
 social needs,
 safety needs
 physiological needs
All these are directly related to the working staffs and encouraging them in a proper method.
This particular theory helps in reducing and outlining the performance and practice barriers
within the company. It is is of great help for Ryanair’s approach to asses the government ability
and accuracy. It greatly helps the organization to gain proper knowledgebase related to the
registering of the disturbing elements .It will in turn help Ryanair to encourage their staff or
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work force toward a positive working environment and gain sustainability in terms of
developments (Ali, 2013).
Beside all the above points and theories Ryanair can attain employee commitment, retention of
the skilled and experience, along with job contraction and authority acknowledgement. It also
encourage the employees to go for the rewards that are affixed with the job role creating a
flattening for the rewarding scheme within the Ryanair operational frame work.
Figure 2: Processed Model and Content Theory of Motivation for Organizational Growth
(Source: Chen et al. 2016)
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Processed
Theories
Vroom’s
Expectancy
Theory
Adam’s Equity
Theory
Reinforcement
Theory
Carrot and Stick
Approach to
Motivation
Content
Theories
Maslows
Hierarchy of
Needs
Herzberg’s
Motivation-
Hygiene Theory
McClelland’s
Needs Theory
Alderfer’s ERG
Theory