Motivation and stress of the employees, because of working conditions and relationships, bringing to a staff turnover and finally organisational culture within ryanair will be analysed through the application of models and theories related to organisational behaviour, such as. Motivation at ryanair motivation at ryanair ricardo lopes uc - mba 2010-2013 organisational behaviour introduction nowadays flying for a few pounds is a reality in europe, due to low cost airliners, like ryanair.
For this reason, human resources in ryanair are considered one more resource in the company that must be reduce like the others (boru, 2006) in the light of this culture, ryanair has motivation problems in all areas of the company, such as cabin crew, pilots and ground staff.
Good motivation of employees will most likely lead to punctuality, good customer service and general high performance in their role within the company ryanair has infamously struggled with staff motivation.
Recently, ryanair’s management has been receiving complaints from their customers regarding inappropriate experiences with ryanair’s staff initially, the matter seemed to be normal complaints of disgruntled customers but as time goes by, the management is continuing to receive more complaints. With these measures, issues of job satisfaction and turnover could addressed among the ryanair employees 7 conclusion to summarize, motivation is important for companies to improve job satisfaction, and reduce turnover and absenteeism.
Motivational theories at ryanair motivation is the internal feeling or behaviour of any human being towards anything, it directs the behaviour of the people when they are doing things, unmotivated people do not things with ease and are not productive, motivation depends on various reasons at the workplace, if employees are motivated companies excel in their business.
Ryanair management adopts a strict control over its employees, using often threats of cutting down retributions or firing in order to stimulate employees‟ action (bamber et al, 2009) therefore, it is possible to assume that management of staff is conducted as in theory x. Ryanair‟s employment-relations strategy is to focus on low costs via wage minimization, command and control of employees and union avoidance ryanair‟s employees may have to pay for their own training, their meals, their uniforms and even applications for job interviews (barret, 2004.
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.