A Strategic Approach to Organizational Dynamics - Literature review Example

Social Responsibilities Contents 1 Introduction 3 Organisational structure 4 The fifty-fifty rules and the eight principle of motivation 4 The priority of needs 5 Interaction of needs 5 The leadership functions 6 Organisational Culture 7 Organisational Changes 9 Ethics and CSR 10 Conclusion 11 13 References 14 Introduction The Ryanair is the most low cost air carrier and it means it provides the lowest flight prices to any destination. Ryanair made travel accessible to the masses and opened it in the Europe countries for the tourism purpose where it has not been made up before. This aircraft company tried to do whatever necessary to keep their cost low for keeping the cost low for the customers. After the rapid growth of the company the airline expand it to the pan-European carrier. Ryanair from one single aircraft family it became one of the world’s leading airlines and for which they are very proud for providing such services to their country people. This airline operates almost 1600 routes, from 57 bases, connecting to 180 destinations in 29 different countries. It helped out almost 81.5 million passengers to reach at their destinations safely with a record of 29 years. Recently in the year 2010, Ryanair had a press conference and it announced that the first ever Bulgarian destination will connect with the London Stansted and it was planned to get started from the month of November 2010 with two flights weekly. But unfortunately from the last two months of 2010, Ryanair made a loss of 10.3 million euro compared with the loss of 10.9 million euro in the same year. During this time more than 3000 flights were cancelled and Ryanair was blamed for the losses that strike the flight and the cancellation was done due to the server weather. Ryanair was described by the consumer which charges the optional costs of the low-cost models and the air-line charges that are free, which can be related with some alternatives services such as using facilities that are instead of online services fee was using non-preferred methods of payments (Adair, 2009, pp.55-59). Organisational structure The organisational structure can be structured in such a way that the framework of the organisation can change in every single period of time and it can evaluate in the snapshot of the strategy decision that are taken the past. One of the most important parts in the Ryanair airline is that it has got a very low cost and efficiency strategy, the Ryanair has got a very number of passengers in the in the current employee ratio. The result which they got from the customers is by doing sometime really good that the customer is very satisfied with their services that are being provided by them. At the very same time the Ryanair air has very high benefited and efficient employees who are goal oriented and hardworking. They have a very highly motivated by the managers in that particular company and know the flexible roles for the employees for giving multitask to be performing. Whereas comparing with the British Airways they have a very high price of the flight tickets and even they have a less number of passengers compare to the Ryanair airways. It means the Ryanair airways do really provide something good for the customers those who are travelling in the aircrafts and the number of passengers is increasing day by day (Hoffmen, 2007, pp. 95-100). The fifty-fifty rules and the eight principle of motivation Leadership and motivation is very important in any organisation. More over they are like the brother and sister, it is very difficult to think that any larders who do not motivate others. But leadership is more important that motivation. As we are very similar with theses two names of Maslow and Herzberg and they have explored their theories in all over the world. The needs are less tangible and they interact with the group of people working together may or may not fill the social needs and they tends to merge with the another needs. As we know the basic needs comes first and it motivates the basic priority in our daily lives. The priority of needs These needs are the Physiological, safety, social, esteem, self-actualisation they can be classified in the following process. The physiological need is the basic wants of to survive in our life they are (Hunger, thirst, sleep). The second is the safety needs which indicate the needs for our security in our life they are (Security, protection from danger) this needs comes when we can fulfil our needs for the hunger, thirst, and sleep. The third need is the need for ( belonging, social activities, and love) it cannot be said that this is the need of our life but this is the want that we desire after fulfilling the basic needs of our lives to maintain a status among our surroundings. The fourth is the wants of our esteem needs that are the self-respect, status, recognition which comes after the social belongings. The fifth is the wants of our self-actualisation that include growth, personal development, accomplishment of our desired wants in the lives for making it more comfortable. The good internal communication is developed the team spirit that is based on the past success for making the task doing well. An individual whose needs are recognised can feel the group will tend to produce more goods fruits in that particular assigned area (Burnes, 2009, pp. 83-86). Interaction of needs The interaction of needs is the task, team, and individuals it has stated that in these needs the employees have to get the work divided among different stages to do their work more effectively and efficiently. Sometimes the lack of task may tend to failure to achieve the group and it effect both the maintenance of that group. When a group perform any task in a group than the cohesiveness and the enjoyment goes up, if the member in the group is very well to work together than it can form closely as a team. Similarly in Ryanair, the employees were extremely efficient and was goal oriented hence the company have achieved a very successful progress in providing the service. These are the three needs that exert the influence of the work that is to be given among the employees. The leadership functions According to the theory that have exert by the necessary functions that is the responsibility of the employees that is not imply with the leader to perform all entire task by their own. There are many various attempts that have been made to list the functions but they suffer from several disadvantage. The single list of leadership functions within the context gives a work situation for the major functions that are meeting the needs of the individuals. It has been for many numerous steps in the leadership and they can be followed as: Planning, while starting any of the business a planning is required, it need all the information while starting it up and to perform well in the market. Controlling is the process where the organisation has to be maintained the leadership quality for the employees to work in the organisation, it should ensure that all the work should take the objective to a maintained the work that is being assigned. The employees should be supported by the mangers to work more diligently and they should have a very good leadership quality. The employees should be informed with the new technology and is being going in every day to day life. The sharing of the opportunity is to work with the leadership quality of the organisation. The limiting factors is also present in making the decision prompt and operating the work in the organisation, they need to explore the decision making scale and moreover it is not always possible to share decision making work (Armstrong, 2005, pp. 100-112). The fifty-fifty rules in motivation do not exist to claim the different promotions of the organisation in an exact equation. It is also more like to a rough thumb rule, which effects more than a substantial part of the motivation which lies within a person that have a substantial parts of the organisation that lies to speak, outside and the beyond the control. The fifty-fifty rule does not have any benefit that reminding the leaders that they have a very good key part to play. The art of the leadership is to work with a self-motivating in various degrees and it has a very good selection process that it gets from the employees. Before the Maslow and Herzberg has very broadly showed the need for the social need and for the needs that are applied to one another for their need and benefit of their lives. The same does not apply to any young or any old employees of the organisation. There is a need for the industrial strike for knowing how many executives and manager will work in the organisation. Organisational Culture As we know organisational culture is the means for the hoe the organisation perform their work, the organisation is the process where one has to get used with the culture it have around the environments. In a very huge way the organisation is the process of carrying out the meaning from different organisation. In Ryanair, the organisational culture plays a very significant role in shaping the employer in their work environments. There are no such things like bad culture or good culture in the organisation it is all about the work environment it follows in the organisation. The organisation culture is the key components of the overall employee experience and the way the company is perceived as an employer with the both internally and the externally . It should always play clear and well defined brand to make understand the use of the work environment. The organisation has some values and beliefs that are followed by the employees in the work place. The changing and the re-shaping of the organisation culture is very difficult to do and it not something that can be done overnight and it is created by some complex and diverse range of the organisation that are the factors of the organisation with including with the business management behaviour. The company defined as the shape of the organisation and changing of the organisation culture is not very easy in the starting of the organisation. Changing of an organisation culture is a very long time procedure and which requires a grass root reviews and evaluating the way in which a company does its business. The process is culture driven and is entirely appropriate to deliver the business to the targeted customers of that particular company. The challenges represented have a very clear vision to do the business in the international market and to become popular. The Ryanair experiences the potential benefits for flexible and customer driven culture which can be appearing to be fairly obvious in the terms of building a very attractive consumer brands. There is a risk that the culture becomes very self-sustaining and it attracts those who have the challenges to make changes in the organisation. The organisation has also faced challenges that the culture is moving and there is no reason for the why it tends to be changing and for a rapid changes in the organisation. The organisation culture is very powerfully shaped by the incentives and help the people what they are doing for such monetary rewards that are being given in the organisational culture. It is a carrier meaning that provide a shared view of why the organisation is embedded and the values and the rituals that reinforce to narrate the views of the organisational culture. It is also stated that it is control system for promoting and reinforcing the right thinking and for the4 right behaviour of the key cultures and the behavioural norms that are being promoted in the organisation. It is shaped by the overlaps with some other cultures of the organisation that can be followed by some of the other organisations. It highlights the challenge that is globally accepted by the organisation to operate in the context of the multiple national and regional the local cultures of the organisations. Finally the culture is dynamic in the external and internal changes that are being trying to move the targeted possible culture in the organisation (Bowie, 1990, pp. 89-95). Organisational Changes The changes in the organisational cultures referred to the essential based on the transaction and exchange of something that value the leader ahs controls the services and the loyalty. The difference or the contrast between the transactional and transformational leadership is which is prompt by the organisation. In spite of different position in the organisation is the theory that is ranging from the organisational culture and allows the stress of the organisation to maintain the changes that are being done in the past or are planning for doing the changes in the future (Daft, Kendrick and Vershinina, 2010, pp. 27-30). The organisational change is a framework to manage the effect of the new business process for changing it within the organisation. The systematic approach of the beneficial is that when it changes the requirement of the people throughout the organisation is to learn some new behaviours and skill to understand the organisational culture more effectively and efficiently to act. The employee tools are improve for ding the communication and seeking proactively, the ways to reduce the wrong information that are more likely to give in the by the stakeholders of the company. Some successful strategies of organisational changes are: Agreement that is common for changing the vision. There should be a strong communication skill to make the employee understand the business case. A strategy for making the employees more educated among the others There is a concrete plan to make it in their day to day activities for successful results (Handy, 2000, p. 72) Ethics and CSR The Corporate social responsibility (CSR) is the impact of the company’s environment that refers to the business responsibility organisation which helps in creating a very healthy and prosperous society. The business organisation is the activity that creates an impact for safe and clean environments. CSR is the company that is acting voluntarily for helping the organisation environmental objectives that are operating the business objectives in the organisation. Some of the CSR issues of the companies that are possible for increasing the maximum benefits from the company society. The business organisation that plans to establish the CSR issues among the employees, the community in which it includes. The airlines have a series of issues that have a bad reputation of the organisation, the ethical ranking is based on the organisation and CSR is information that is being provided by the organisation. The ranking was based on the Geneva-based and it also measured the qualitative data and it includes labour standards of the company. The airline has range of issues that are involving in the posting of misleading the information as the Ryaniar is the industry which contributes the rules of the truth fullness and it based on the global UK emission. The problem that the company is facing is the policy of the customers that are the guarantee of providing a low-cost flight tickets. There are some statements that are put to show the airlines are basically the welfare of the customers and of providing the services to the customers who are travelling throughout the year. The airlines has promised the customers to provide a low-cost fare and to keep a continued to cut down the cost of and to give a goo charges to the airlines those are responsible for comparing the organisation. The company has defined the goals of the organisation that is to provide the best service to the customers at a cheaper rate of the tickets. It has achieved the company’s resources by some competencies; the company is also making a high profit through providing the services to the customers. The main objective of the company is to provide the best service to the customer at the cheapest rate from the organisation. It can maintain a very good number of customers throughout the year. The business impacts the people in many ways for ranging from the creation of safe and better business to run (Carnal, 2007, pp. 152-154). Conclusion From the above paper research it has been cleared that it has discussed about the Ryanair airlines which is pan-European airlines. It is the most low cost airlines that have been providing services to the people from many years and have the best service provider in the Europe country. It flies across 1600 countries and dong a very well job for the people and the destination what they choose the airlines reached them at a very low cost and very safely to their destination. It has also faced some losses during November 2010, but they have also overcome this type of situation. The competitors of the Ryanair is the British Airways and it has very high cost of the flight tickets comparatively to the Ryanair airways, the BA has very less number of passengers whereas, the Ryanair has the very large number of the passengers. The study has also explained the principle of the fifty-fifty rule and the eight principle of the motivation. The organisation is followed by a leadership of the organisation that stated the needs the basic needs of the organisation or the people who are working in the organisation. Maslow’s and Herzberg has broadly described about the principle and the motivational principle of the organisation. The employees of the organisation in the Ryanair are very effective and efficient who can achieve the goals that are being stated by the organisation. The organisational culture is followed by the employees that have been stated by the managers in the organisation for doing the business. The ethics and CSR of this paper tell the issues that have been faced by the organisation by making this huge market among the pan-Europe country and how it becomes very much popular in its own country. This also tells also tells about the aggressiveness of the company to achieve the targeted customers, the CSR polices include the environment, the human rights, chain responsibility etc. the ethical issues also tells about the investment it made during the past years. The profit it earned was a huge amount in the organisation. References Adair, J., 2009. Leadership and Motivation. USA: Kogan Page Publishers. Armstrong, M. 2005. A handbook of employee reward management and practice. London: Kogan Page. Bowie, N. 1990. Business ethics. London: Prentice Hall. Hoffmen, S., 2007. How Do Motivation and Leadership Affect. London: GRIN Verlag. Daft, R., Kendrick, M. and Vershinina, N. 2010. Management. London: Cengage Learning. Handy, C. 2000. The gods of management. London: Arrow. Burnes, B. 2009. Managing Change: A strategic approach to organizational dynamics. Hawlow: Prentice Hall. Carnal, C. 2007. Managing change in organizations. Hawlow: Prentice Hall. Read More