A second MBA — 0B Motivation at Ryanair Ricardo Lopes problem is long working hours; some cabin crews had reported that they are regularly scheduled for long shifts i. This goes explicitly to indicate that Ryanair believes workers are almost solely financially motivated, thereby adhering to the principles of Taylorism.
It may be the case that managers are selected based on their performance in a specific role, regardless of their competence in managing others.
The Ryanair would also benefit with improved customer service and ncreased service standards, to become a low-cost airline with the service of a fullservice one. There are different measures like bonuses, health plans, promotions, payment of extra-work, fair performance system, in-office childcare, all training paid by the company, and tenure benefits that can be implemented.
Even the high-order needs of employees are not motivated. The large number of people that have the dream of a job where they can travel abroad puts Ryanair in a unique position, and explains how they can afford not to pay their staff as well as other companies do, yet still have sufficient number of people willing to work for them.
It might be possible to use: Many companies have limitations on the rewards they give; this compromises the goals and rewards each employee wants to receive for their good performance. This theory has a strong research support, however it is mostly based in economic outcomes, and uses modifications of inputs and outcomes to change equity of the employees.
The inputs are everything that the person gives to her organisation, and the outcomes are what a person receives from the organisation.
Employees can compare themselves both internally the organisation with colleagues, or externally with friends, neighbours or ex-colleagues, even from past Jobs. Expectancy Theory The expectancy theory from Victor Vroom describes motivation as being delineated by the outcomes that a person will receive for their performance at work.
Indeed, this theory was put in doubt because of the methodology used. Pilots also have to pay for their own training about E60,OOO and do not Ryanair are pressured in their Jobs and receive low wages comparing with other companies.
One theory is not better than other, they have all different approaches, although, the contemporary theories have better research support and practical methods compared with early theories. In western culture, the economic outcomes are more important, while in more collective cultures the fairness of distribution is more relevant.
We will write a custom essay sample on Motivation at Ryanair or any similar topic specifically for you Do Not Waste HIRE WRITER Next I will describe the characteristics of Ryanair culture, indicate the importance of motivation from an organisation point of view, and give a rief introduction about each theory, then I will analyse these theories strength and weakness, and finally I will explain how these theories can be used to influence motivation at Ryanair.
Process theories like equity theory, expectancy theory, reinforcement theory 2 and goal setting, are associate to the indivdual, about there inputs and outcomes and how individual behavior can be influenced to achevie satisfaction. The weakness of the MasloWs theory is that there are few studies on it and it had not been validated in the field, mainly because the theory is very complex, has a psychodynamic base Schwartz,and states that most persons have the same hierarchy of needs Oohns and Saks, Other studies, assume that expectancy theory can influence human behavior by cognitive manifestation and personal factors.
RyanAir has had its fair share of bad publicity, especially when it comes to the working conditions of their employees. Critics argued that when a person is asked a question, the presence of ego and self-recognition can be used to Justify that they are satisfied, otherwise when there is a problem the person can blame external factors.
The employees at Ryanair, when comparing their outcomes externally with other companies, conclude that they are underwarded. Init was also revealed that cabin crew were paid 50p every time they spotted someone attempting to take an oversized bag on the plane.
Herzbergs Two-Factor Theory Other early motivation theory is from Frederick Herzberg and his collaborators, a two-factor theory which is also called as motivation- ygiene theory.Motivation is an employee's intrinsic enthusiasm about and drive to accomplish activities related to work.
Motivation is that internal drive that causes an individual to decide to take action. Motivation Of Employees In Ryanair. Motivation What is motivation?
Motivation is difficult to explain and even harder to "turn on" in people. Webster defines motivation as "an act or process of motivating; the condition of being motivated; a force, stimulus, or influence: incentive or drive" ("Motivation"). Employee motivation is a description of an employee’s intrinsic enthusiasm about and drive to accomplish work.
Every employee is motivated about something in his or her life. How a manager can tap into the intrinsic motivation that an employee brings to work is a combination of fulfilling the employee's needs and expectations from work. Ryanair business strategies and implications for Human Resources.
Print Reference this To prepare employees at Ryanair for change, HR and management need to build a trust and recognition for the need for change (Kritsonis, ). lack of line manager support, lack of awareness of potential benefits and employee motivation, and fear of.
Step 3: Social Needs: Many Ryanair employees pointed out on the blog the positive effect of having a really good atmosphere at the workplace, good relationship with colleagues, collaborative attitude between peers and team work.
IIn the paper “Ryanair Staff Motivation and Treatment Problems” the author analyzes motivation structure of Ryanair, providing the employees with monetary reward like bonus at the end of the year.Download