Organisational Behaviour Report: Ryanair Performance and Productivity

This report offers a comprehensive analysis of Ryanair's organizational behaviour, examining its culture, power dynamics, and political landscape. It explores Handy's typology and Hofstede's cultural dimensions to understand Ryanair's organizational culture, and delves into the application of French and Raven's power types within the company. The report then investigates motivation theories, including Maslow's Hierarchy of Needs, to assess how Ryanair can improve employee motivation and satisfaction. Furthermore, it evaluates team efficiency using relevant theories and analyzes how path-goal theory can enhance Ryanair's performance and productivity. The report provides critical evaluations of the theories and their practical implications within the context of Ryanair's operations.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
Activity 1.........................................................................................................................................3
a. Organisational culture, politics and power..............................................................................3
ACTIVITY 2....................................................................................................................................8
a. Theories...................................................................................................................................8
ACTIVITY 3..................................................................................................................................12
a. Effective as well as ineffective team.....................................................................................12
b. Critical analysis.....................................................................................................................15
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................19

INTRODUCTION
Organisation behaviour refers to individual performance of the working people and it
determines the respective job structure, performance, communication etc. in the organisation.
Present study is based on the company Ryanair that is a European airline founded in the year
1984 and is having its head quarter is Sword, Dublin. Report will include Organisational culture,
power and political behaviour with respect to its management and performance. Report will
apply different theories for culture, power a political behaviour. Further report will include
critical evaluation of content and process theories of motivation are used positively in order to
influence the employees' performance. Further report will use relevant team theory to critically
analyse the team efficiency of Ryanair. Report will also analyse the way path goal theory
improves performance and productivity of Ryanair.
Activity 1
a. Organisational culture, politics and power
Organisational culture:- There are system in every organisation where different values and
beliefs are share with each other. These beliefs and values are having a great influence on people
working in the organisation. There are different theories that determine organisational culture
and are as follows:-
Handy's typology:-

According to Handy's typology there are three types of culture in an organisation. These culture
are as follows- Power culture:- There are organisations in which power is in hand of only new
individuals that can influence the people of organisation very easily. In power culture,
different rules and regulations are set that employees have to follow and here employees
performance is analysed with their achievements and not there way of doing tasks.
Ryanair have maintained power culture in the organisation since its establishment and
Michael O'Leary, CEO of the company have great influence on their working staff(do
Carmo Silva and Gomes, 2015). Role culture:- Organisation having role culture works on bases of their assigned roles and
responsibility. Here, power of a person is basically defined with the person's position in
the respective organisational structure. Here, expert power is having less scope and the
Illustration 1: Handy's typology

decision making is quite slow. However, in Ryanair people work on bases of there
assigned roles but experts are having high scope with effective decision making. Task culture:- In organisations, task culture is form when there is requirement of team
that can address the specific problems and power is not hand of single person as it shifts.
Here team is set free to have their own objectives and risks. Many a time Ryanair is using
task culture in order to achieve some respective goals or to solve a specific problem on
time.
 Person culture:- There are organisations where, all the individuals see themselves as
superior and there are different groups in which power is been distributed. Ryanair is also
having person culture as there are many people having similar expertise and background.
From the above theory it is been analysed that Ryanair is having both power and person culture
and if requirement is there to solve some problems, organisation is adopting Task culture for that
period(Ruck, 2017).
Hofstede's cultural dimension:-
According to Hofstede's cultural dimension there are six different types of culture that
organisations adopt and are as following:- Power distance:- According to this dimension people working in Ryanair that are having
less power in hand, believes that power is not distributed equally in the organisation.
Employees of Ryanair having less power strives to have equal distribution of power. Individualism:- With this dimension organisation is having two culture that is
individualism and collectivism. In case of individualism, organisation is giving
importance to own profits and on the other hand in case of collectivism, employees give
importance to all its employees and customers. Ryanair is having collectivism culture as
have focus on employees and customers needs(Huang and Crotts, 2019). Muscularity:- According to this dimension there are organisations having culture where
preference is given to achievements and success. On the other hand there are
organisations with femininity culture that are having a culture where focus is on
cooperation and quality life of employees. Ryanair is having femininity culture where
leaders work for employees benefits.

 Uncertainty Avoidance:- There are two types of culture in organisation where one
exhibits high uncertainty and another with low uncertainty. Ryanair is exhibiting high
uncertainty as they have rigid code of belief and behaviour. Time orientation:- There are two types of culture according to time orientation, one is
present and past oriented and another is future oriented. Ryanair is having long term
orientation culture where they are having high score dimensions(Khlif, 2016).
 Indulgence:- Here two types of culture in organisations one is indulgence and another is
Restrained. In Indulgence, organisation is having free gratification and on the other hand
in Restrained, organisations suppressed gratification of needs. Ryanair is having
Restrained culture as there are strict norms that employees have top follow.
Power in organisation:-
It is ability of one's having power in hand to make the things happen according to there
guidelines or power. It is generally beneficial in organisation where employees are assigned
different task and leaders have to make them work to complete the tasks.
French and Raven's power types:-
According to this theory there are five types of power in an organisation and are as
follows:- Coercive power:- According to this type of power, leaders having power in hand usually
force their employees to do work although they are not interested or willing to do. Many
times this power leads to different problems and employees usually abuse such type of
power. However, Ryanair is having leaders that are adopting this power in order to make
the employees work but there are situations when this leadership style leads to threat for
the business as it result in unhealthy behaviour(Raven, 2017). Reward power:- This power is used by the organisation to make the employees work by
motivating them to have reward for their good performance. Leaders at Ryanair are using
this power many a time as it encourages the employees to work effectively. However, this
power is not working when employees are not having any value to these rewards as
employees wish that rewards are bigger that what leaders gave previously. So Ryanair
also use reward power in order to make the employees motivated to work hard in order to
achieve the business objectives.

 Legitimate power:- Leaders use this power to reward and punish the employees. On bases
of employees performance, leaders give rewards and punishments. Although this power
is weak form to convince one, Ryanair is having leaders using this power. This power is
helping the organisation to make convince the employees but may also result in negative
impact to employees performance. Referent power:- According to this form power, leaders work as role models and have
string identity in organisation. They easily convince the employees as they are role model
of them. As CEO of Ryanair, Michael O'Leary easily convince its employees as he is role
model and have effective leadership style and power. This power helps the organisation
to make there performance more effective and to work more productively.
 Expert power:- There are some leaders in the organisation that are having good
knowledge, expertise with respect to tasks. Employees are having trust on such leaders
and they have capability to convinces there employees. Ryanair is having leaders that are
making employees work by guiding them effectively and as a result employees follow
such leaders and appreciate there decisions(Reiley and Jacobs, 2016).
Political behaviour in organisation:-
It is when an individual or group tries to influence other in the organisation.
There are four types if organisational politics that have influence on working employees:-
 The Woods:- This type of politics involve leaders that use what they know and engage in
positive political behaviour by hiding their negative side. Many times the leaders use
there positive personality and take the organisation is wrong direction that affects the
business probability(Opoku and Arthur, 2018).
 The High ground:- Here formal authorities are involved that use rules, policies and
procedure to bring change in organisation. Such leaders are having charismatic
personality and they provide guidance to the rocks. They make the people work with
respect to the rule and regulations they set.
 The Weeds:- There are organisation having leaders that underperform and act some
unethical activities in the organisation. Such weeds arising in the organisation are in need
to be checked so that leaders can effectively deal with them and take them out of the
organisation. There are leaders in Ryanair having their focus on these weeds and have
legitimate change efforts for organisational growth.

 The Rocks:- There are leaders that are interfering as they have power in hand and stop
different organisational changes for their own profits without considering organisational
growth.
ACTIVITY 2
a. Theories
Motivation refers to the direction which is given by the superiors to their subordinates in
respect of achieving the particular task. In such perspective, motivation can be accomplished
through inspiring by the leader to attain such task so that they can satisfy themselves through
attaining the particular activity. In respect of case of Ryanair, which is one of the largest settled
budget airlines set by customer regarding offering lower prices at the time of travelling. But in
recent times, the major concern arises in respect of not maintains the close relationship with their
employees and also not satisfying the customer needs and wants through raising the accurate
answers for their queries raised (Will, 2018). Thus, be viewing the condition of the airlines,
various models are imposed in respect of content of motivation which helps to sustain the
airlines for longer time period.
As per the content theory, it helps in analysing as well as determining all the factors
which are providing motivation and satisfaction to all the workers as well as employees of the
company in relation to needs, desires. With the help of these needs and wants, employees of
Ryanair feel a sense of motivation. It thus have its main focus on evaluating key features which
are acting as a base in fulfilment of all such requirements. It is has following theory related :
Maslow's Hierarchy Theory
In such perspective to improve the condition of employees, Maslow's hierarchy theory is
to be adapted which is proposed by Abraham Maslow in 1943. This theory is also said to be the
theory of human motivation in which various stages are to be interpreted to determine the needs
relating to:1. Phycological needs - To satisfy the interest of the employees and also adapt strategies to
retain their interest in the airlines, this needs play the important role. This can be satisfied
through providing the food, water and shelter to the employees which are engaged in
Ryanair airlines and carrying their business at large scale. In such perspective, they had to

spend less cost of maintain their livelihood and by this procedure they retain their interest
in working premises for longer way (Fialho, 2015). Through this procedure, they can also
impose this perceptive in resect of restructure the building through getting more
innovative i8deas and thought. As if the employees retain in premises and also they are
availed with proper accommodation in such manner they dedicated more of the time in
bringing innovative changes in premises. This resulting in getting improvement through
proper motivation and authentic training to bring better productive results.2. Safety needs - This needs is to be undertaken in respect of providing safety to employees
in respect of facing any injuries at the time of attaining work. The safety is also to be
provides in case of financial purpose as most of the employees distract the mind through
getting no job security in Ryanair. Thus, this theory of motivation is needed to provide
proper security to employees regarding providing safety of their work and also
compensate if they face any injuries in work premises. This is the basic needs of
Maslow's hierarchy theory which is expected by every employees working under Ryanair
airlines or customer which are booking their tickets online (Owen, 2018). In such
perspective it is the responsibility of the Ryanair airlines to maintain the interest of the
employees through taking care of their safety issue and also helps them financially.
Safety is also to be stipulated in respect of facing any natural issue which harm the
employees interest at larger scale. In such perspective, if Ryanair make accurate polices
regarding giving sufficient compensation, this also result in motivating employees
towards their airlines.3. Social belongings needs - It is very much important from the perspective of employees to
get emotionally as well as socially attached from the society. It is required on the part of
Ryanair management to make employees feels that they are part of company and is
socially attached. This will provides high motivation as well as increases their overall
morale which will in turn increases the productivity of the business (Stoyanov, 2017).
Thus, Ryanair by seeking advice in form of feedbacks, suggestions related to a business
process or changes required can make employees feel attached. By inviting employees in
decision making process of company they feel attached and part of company, which will
result in increasing their motivation level.

4. Self esteem needs – As per this need, employees expects to get themselves respected,
appreciated, dignity for their job role. By providing appreciation, value to work, Ryanair
can increase employee’s motivation level. On getting appraisal from seniors related to
work performance, employee’s feels highly satisfied about their work.
5. Self actualization needs – The highest need of every individual employee after which the
motivation level is not must gets affected. It basically deals with core needs, wants as
well as requirements of an individual so as to grow, develop and achieve success at the
higher position in their job profile in the business place (Healy, 2016). Maslow states that
by achieving such need, employee’s becomes more satisfied and motivated thus
improving overall productivity as well as profitability level as a whole.
In case of Process theory, it has been stated all the psychological as well as behavioural
process are the one most important factors which provides motivation so as to react in the
specific manner providing benefits to the company. It basically means that how the needs of
individual person will get affected by its behaviours so as to achieve the set defined business
goal along with own needs. Several types of process theories creates impact on the motivation
level of both the team as well as on individual performance which can be studied with the help
of:
The Expectancy Theory
It is given by the professor named as Victor Vroom so as to make a particular conscious
choice which will either helps in maximizing pleasure or will minimizes pain. The expectancy
theory pays more emphasis on the business process as it integrates needs, equity and theories of
reinforcement. The most important decision maker is this theory is related to the motivation stem
from belief that decisions will have desired results. There are three main factors on which the
motivation depends -
Expectancy – Every individual is having one expectation which is related to the work
that if he will work more hard than chances of result will be more better along with improved
performance. This is one of the belief and expectancy of every person that effort made will bring
improvement in the performance level and will provides motivation to work for attainment of
higher level needs (Barba - Sánchez and Atienza - Sahuquillo, 2017). An individual person

having no connectivity in between efforts and connection then there will be zero expectancy
which states that individual will get less motivation.
Instrumentality - As per the belief of individual there exist some relationship in between
the business processes as undertaken and goals to be achieved. With the help of better
performance, reward will be awarded in better manner. On low or no connection between such
activities, to be perused and goal to be achieved then there will be zero instrumentality.
Valence - The extent to which an individual values all the appreciation as well as reward
granted in comparison to attain success. By understanding importance of such reward as
comparative to success level it can be measured as valence. Any individual understanding
importance of reward comparative to success is termed as valence (Chen, Ellis and Suresh,
2016). On having no importance of reward as compare to success then the such person is having
zero valence.
So as per the vroom expectancy theory all these factor are multiplied to each other wich
are expectancy, instrumentality and valence so as to determine motivation level of the individual
employee. Thus, it can be interpreted that if any of these factor is zero, then in that case the level
of motivation will be zero.

Illustration 2: Maslow's Hierarchy of Needs
Source:Maslow's Hierarchy of Needs, 2019
ACTIVITY 3
a. Effective as well as ineffective team
From the perspective of growth as well as development of every business organisation,
team and its member are considered as one of the most essential part. With the help of effective
and efficient team member, Ryanair has been able to capture large market share in the
competitive world. Effective team is defined as a group of individuals having capacity of
accomplishing set defined business aims and objectives in line with business plans formulated.
Ineffective teams on the other hand are those which takes action before making proper analysis
and gaining understanding about the real subject matter of the problem and issues as associated
with company. It helps in defining the manner in which individual perform, apply knowledge
and behave as per the situation as arises in the business organisation.