Organisational Behaviour: Culture, Power, and Motivation at Ryanair

This document discusses the concepts of organisational culture, power, and political behaviour within Ryanair. It also explores how motivation theories are used to positively impact staff performance. The document provides insights into the impact of organisational culture, power, and political behaviour on the feelings, behaviour, and performance of staff at Ryanair.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION ..........................................................................................................................1
ACTIVITY 1....................................................................................................................................1
Critically analyse and evaluate culture within organisation and nature of political behaviour
and power of its management.....................................................................................................1
Impact of organisational culture, power and political behaviour on feeling, behaviour and
performance of staff....................................................................................................................4
ACTIVITY 2....................................................................................................................................4
Critically evaluate how process and content theory of motivation is used to positively impact
staff performance in Ryanair.......................................................................................................4
ACTIVITY 3....................................................................................................................................8
Using team theories like Tuckman's and Jensen group and Belbin team type, perform critical
analysis on what make Ryanair team more efficient .................................................................8
Critically analyse how understanding for resistance to change and path goal theory can
improvise productivity and performance at Ryanair ................................................................10
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisational behaviour is concerned with the study of individual, group and team
performance of employees in an organisation while performing their business activities and
operations. Main purpose behind identification of organisational behaviour is to rejuvenate
organisational framework and theories so that an appropriate conceptualisation of business
activities can be developed (Arvey and Wang, 2016). It is important for the manager of a
company to understand their organisational behaviour in a proper manner so that required
modifications can be carried out and overall productivity of company can be raised. This project
is prepared in relation with Ryanair which is an Ireland based budget airline which is introduced
in the year of 1984. This organisation is headquartered in Swords, Dublin and have four
subsidiaries named as Ryanair UK, Ryanair Sun, Lauda, Malta Air. This report is going to cover
about the concepts of organisational culture, political behaviour and power within an
organisation. Other than this, various theories of motivation will be discussed so that employees
can be encouraged to deliver their best efforts. Also, team development theories will be
mentioned so that concerned company can restructure themselves. At last, philosophies and
concept of organisational behaviour will be discussed to to increase overall productivity.
ACTIVITY 1
Critically analyse and evaluate culture within organisation and nature of political behaviour and
power of its management
Organisational culture is defined as the experience, value, philosophy and expectations of
an organisation which guides and directs the behaviour of employees while performing
organisational work. Culture at a workplace includes basic set of value, perception, preferences,
ideas and concepts that assists staff of a company to perform their work efficiently. To gain
expected results, it is important for a company to have appropriate culture (Organisational
culture, 2019).
Cultural identification at Ryanair
Organisational culture for Ryanair can be analysed with the help of Handy's typology. As
per the opinion of Charles Handy, there are four kinds of culture which are prevailed in a
business firm. These culture influences the behaviour and working pattern of workforce in a
considerable manner. Information about these cultures are stated below:
1

 Power culture: In this kind of culture, authority and power is circulated among few
individuals. Due to this, these people have the responsibility to take decisions related
with business. In this culture, employees at Ryanair and their opinion are not given
priority due to which they feel inferior and their working capability also reduces. This is a
strong culture but it can became toxic if superiors will misuse their powers.
 Task culture: This culture is experienced in a business firm when employees are
grouped together to address a specific issue or project. To attain expected outcomes, it is
important for an organisation to perform their task with high efficiency. This culture
assists in performance of task in a proper manner. Success of this culture depends upon
team dynamics in Ryanair if team coordination is low, this culture is not suitable.
 Role culture: Organisations which follow this culture are based on rules and regulations.
These companies are controlled in a systematic manner and each employee working in
these firms have knowledge about their responsibilities and roles. This type of culture is
bureaucratic in nature and working productivity of employees increases under this culture
(Burrell and Morgan, 2017).
 Person culture: In this culture, employees of an organisation consider themselves more
superior than goals and targets of business. In this culture, business firms only exist so
that all the staff of company can work at a common place. In this kind of culture, an
employee puts their personal goals ahead then organisational goals. Hence, implementing
this culture will not be beneficial for Ryanair.
Organisational power is the capability of manager to impacts workforce so that they can
perform their work with greater efficiency. It is defined as the capacity of an individual to impact
the behaviour and working pattern of their subordinates with control of resources (Definition of
power, 2019). To analyse organisational power at Ryanair, French and Raven's model is
discussed below:
French and Raven's model
According to this model, power in an organisation is in five forms. These forms of power
are different in their nature and characteristics but helps in directing the employees so that they
can work productively. Different forms of organisational power are mentioned below:
 Legitimate power: This power is concerned with the title of an individual working in a
organisation. This power is given to employees as per their position at workplace. This
2

power will benefits senior employers like CEO of Ryanair in managing and controlling
employees of company in proper manner. Under this power, employees working at small
level will not given priority due to which they will feel isolated and their working
productivity will compromised.
 Coercive power: Here, employees of an organisation are forced to perform work against
their willingness. Due to this, people feel frustrated and their working productivity
reduces considerably. This power is not appropriate for Ryanair as employees working
their already feel demotivated, this power will further make them inferior (Dartey-Baah
and Amoako, 2011).
 Expert power: In this power, manager of a company is idolise by their staff due to their
knowledge and skills. Here, manager satisfies the needs of the workers, due to which
employees are not under the mental stress and able to give their best to the organisation
which leads to increase in the productivity and profitability of the organisation.
 Referent power: This power is enjoyed by those employees which get high respect
within organisation. Manager in Ryanair is needed to make good relationship with the
workers and respect their values so that the employees get a friendly environment while
working in the organisation.
 Reward power: It is related with the appreciation, bonus and incentives which are given
to employees for their hard work. The upper level authority in Ryanair can give
recognition, rewards to the employees on their achievement so that employees are getting
motivated and work willingly for the organisation. This will lead to attain goals and
objective of an organisation on time or in appropriate manner (5 Sources of Power in
Organizations, 2019).
Out of all the power, manager of company can adopt reward power at workplace. With
the purpose of earning high incentives and benefits, employees will deliver their best
performance due to which attainment of organisational goals will be easier for company.
Political behaviour in Ryanair
Politics play an important role in a business firm. It will influence the working of a
company in either positive or negative manner depending upon the style in which it is
implemented. In positive sense, politics will helps the employees to understand each other in a
proper manner due to which working in coordination will be easy. In negative sense, it will leads
3

to issues and conflicts due to which employees will not be able to work in a proper manner.
According to chanlat, political behaviour of a company depends on three factors i.e. personal,
structural and decisional. These factors will help Ryanair in maintaining positive politics at
workplace. Decisional factor will help the manager to hire only skilled and talented employees.
Personal characteristic will help manager in sustaining strong bond with the employees so that
they do not face issues like partiality (Effelsberg and Solga, 2015). Structural characteristic will
help manager of company to perform each work in a systematic manner. Due to this, employees
will feel comfortable and their performance as an individual or team will improve considerably.
Impact of organisational culture, power and political behaviour on feeling, behaviour and
performance of staff
In case of Ryanair, employee engagement is less due to which customer satisfaction is
very low. In this context, company is required to adopt a suitable culture so that issues and
problems faced at workplace can be eliminated. Out of all the culture, manager in Ryanair is
recommended to select role culture so that overall culture of workplace in terms of employee
motivation, working productivity can be improved. In this culture, work will be given to
employees as per their expertise due to which they will be able to deliver their best efforts.
Reward power will motivate employees to give their best efforts so that they can work with
maximum efficiency. Appropriate politics will helps the employees to work with concentration
without facing any conflicts and issues (Francis, O’Connor and Curran, 2012). All of these
aspects are based on rules due to which each work at Ryanair will be performed in systematic
manner. Due to this, overall behaviour and performance of employees at Ryanair will be
improved and they will perform each business activity in a proper manner.
ACTIVITY 2
Critically evaluate how process and content theory of motivation is used to positively impact
staff performance in Ryanair
Motivation is a process of influencing individuals to take actions in order to achieve the
goals or it is the process of creating willingness in the employees so that they can perform the
best. In addition to this, Motivation is the desire and want of an individual.
4

Difference between process theory and content theory of motivation
Process Theory Content Theory
 The process theory emphasizes on the
behaviour of the people.
 The content theory basically focuses on
the needs of the individual.
 This theory of motivation figure out
how person are motivated that is it
outlines different behavioural patterns
of a person in order to fulfil their
necessities and requirements.
 It determines what makes people
motivated. It means it describe the
requirements and needs that are
important to stimulate a person.
One content theory and one process theory of motivation to Ryanair
The present condition of Ryanair airlines is worst in UK, the employees move on to strike
and the satisfaction of customers decline. Due to all this its business and market performance is
going down so the manager of the company is decided to restructure the organisation. The upper
level authority decide to use motivational theories in order influence the employees so that they
can satisfy the customers and increase their productivity and profitability (Graham, Ziegert and
Capitano, 2015). These motivational theories divided into two parts that is process theories of
motivation and content theories of motivation. Ryanair airlines manager uses Maslow's need
theory of motivation as content and expectancy theory of motivation as process theories which
will be discussed below in detail:
Maslow's need hierarchy theory
It is a motivational theory which is developed by Abraham Maslow in year 1943. it
assumes that the needs of an individual arises when lower need get fulfilled. In order to this,
Maslow's theory comprises of five human needs in a hierarchical manner that is lower level need
to upper level need. These needs are explained below:
Physiological needs: These are the basic needs that an individual require to survive. It
includes food, shelter , cloth, air, sleep. If physiological requirement are not fulfilled the body of
a human cannot work properly. It is the most important need as it gives a human an internal
5

satisfaction. In context to Ryanair airlines, if the manager of the company fulfil the basic
requirement of their employees they can easily motivate them. If these needs will not be fulfiiled,
employees will not be able to work comfortably.
Security and safety needs: These needs arise after the fulfilment of physiological needs.
These needs include health & safety, financial security, law, order, personal security, job security
and so on. With reference to Ryanair airlines, the upper level authority can ensure job security to
the employees so they will feel safe and work with more enthusiasm.. In addition to this, they
can also give health insurance to the workers as they get motivated by this safety needs (IGI
Global, 2013).
Social needs: These is the third need in the hierarchy of Maslow. It arises after the
fulfilment of safety and security needs. These need consist of status, respect, value, attitude,
friendship, belief, family, community groups etc. in context to Ryanair airlines, the company can
make employees feel loved in the organisation. In addition to this, the company can give them
an environment like family that motivate them to work with their full zeal. Also, these needs
grab out the employees from depression and help them to overcome with the problems.
Self esteem needs: these need consist of respect and appreciation, the fourth level human
need in Maslow theory. Self esteem needs include achievement, independence, dignity,
prestige, status and so on. These needs are important as all the human want valued and respected
by others. In context to Ryanair airlines, the manager will set guidelines and policies in the
organisation in which no employee can degrade other employee and respect their culture,
language etc.
Self Actualization: The last and the most important need that a human being wants to
fulfilled. Self actualization needs include self fulfilment, personal potential, personal growth and
so on. With reference to Ryanair airlines, the manager can help its employees in knowing their
strength and willingness. They can motivate and inspire them to achieve the goal as they have
the potential of doing the task on the specified time. These need can be achieved only if all the
above needs of the employee is succeed in the organisation (Kasemsap, 2016).
Advantage & disadvantage of Maslow's theory
 Advantage: These theory helps higher authorities in motivating and inspiring
employees. Maslow theory covers intra -personal and inter-personal human behaviour. In
addition to this, it is easy and simple to implement and understand. This theory will
6

impact the performance of employees as an individual and team in a positive manner as
all the important needs of employees are covered in this theory.
 Disadvantage: All the human being did not think similar as Maslow's point of view. For
some individual self esteem need is more essential than the safety needs. The theory is
subjective as it is difficult to analyse and measure the level of satisfaction of an
individual.
Vroom's Expectancy Theory
These motivational theory is developed by Victor Vroom in year 1964. it assumes that an
human being act or behave in a different way because they have to choose among alternatives.
The main purpose is to reduce pain and maximize pleasure. Vroom's Expectancy theory is based
on three components that is instrumentality, valence and expectancy which will be described in
detail below:
Expectancy: It believes that performance is increased only when the efforts is increased.
It is only achieve when there is proper utilization of resources, skills and knowledge. In relation
to Ryanair airlines, the manager should do proper research to know about the resources and
capabilities of their employees. So that they can supervise and give training to the employees
according to it. In addition to this, it increases the degree of confidence of employees whivh in
turns benefit for the organisation (Kazemipour and Mohd Amin, 2012).
Valence: It is the emotional attachment which a human being hold with the expected
outcome. In context to Ryanair airlines, the higher authorities should find out the intrinsic and
extrinsic needs of their employees so that they can fulfil it and influence them. The organisation
must identify the value of each employee because every person have different needs and
perceptions. For example, one employee value money, and other might value day off.
Instrumentality: it is the perception of workers that what they are getting according to
the performance as being promised by authorities. With reference to Ryanair airlines, the
management should make promise to give rewards, bonuses, incentives , promotions etc. to the
employees if they perform the best and help organisation in attaining their targets. The
management can check that the promises are fulfilled or not. These rewards and promises
increase the morale of the employees and motivate them to work above their skills and
capabilities (Mangi, Kanasro and Burdi, 2015).
7

Advantage & disadvantage of Vroom's Expectancy Theory
 Advantages: Vroom's expectancy theory helps organisation in identifying the need of
employees. Promotions, rewards, incentives motivate employees to work with full zeal
and in an effective manner. Employees willingly take part in the activities or project of
the organisation because their performances get appreciated and rewarded.
 Disadvantage: These theory works only if manager of the company participates in
matters of employees. Sometimes employees did not believe in that they get reward,
bonus, appreciation etc. of the work that they performed for the organisation.
ACTIVITY 3
Using team theories like Tuckman's and Jensen group and Belbin team type, perform critical
analysis on what make Ryanair team more efficient
Teamwork is defined as the procedure to work collaboratively with group of individuals
so that a goal or objective can be attained in a timely manner. There are various benefits of
teamwork in an organisation. One of the biggest advantage of team work is that employees are
able to share their perspective and opinions with other employees due to which workforce of a
company learns new concepts everyday (Michailova and Sidorova, 2011). An effective team is
very productive and efficient in doing their work due to which attainment of organisational goals
in tough situation is also easier.
Effective team Ineffective team
 This team use interdependence in
positive manner so that goals and
targets of company can be
accomplished properly.
 Interdependence is used to avoid work
due to which organisational objectives
are not attained.
 These teams have two way
communication due to which changes
of conflicts are very less.
 Members of these team prefers one way
communication due to which actual
feelings of employees are suppressed.
 Decision-making is performed in a
participative manner.
 Decision is taken by individual which
posses highest power and authority.
8

In order to create efficient team within workplace, manager of Ryanair can adopt models
like Belbin team roles and Tuckman's model. These model will help concerned organisation in
formulating an effective team which will be capable to perform work in a productive manner.
Tuckman and Jensen model
Tuckman and Jensen model assumes that the performance and ability increases if the
team develops. In addition to this, a good relationship is established among the employees of the
organisation if they work as a team. These theory concentrates on how a team can handle a task
from the starting to the completion of the task. Tuckman theory consist of five levels of team
development which are as follows:
 Forming: In these stage, teams are formed and the work is allocated to them. Ryanair
airlines, forms a senior management team in order to carry out the activities of the
organisation in a proper manner. The team gives direction to the employees and make
them clear about their roles and duties.
 Storming: At these stage, the relationship among the group members will broke or
made. The opinion and ideas of team members did not match and can be negative for the
organisation In context to Ryanair airlines, the senior management team perception and
opinion did not match and the conflict arises between them (Ormiston and Wong, 2013).
 Norming: The team members starts cooperating in these stage and work towards the
objective of the organisation. With reference to Ryanair airlines, the senior authorities
team starts working together to attain the goals of the organisation. They accept the ideas
of each other and start working as a team.
 Performing: The team members support each other and know exactly what they are
doing. Ryanair airlines senior management team focus on attaining goals and makes the
decision together which is beneficial for the organisation. The team performing
excellently in order to achieve goals.
 Adjourning: These stage take place after the the completion of the project. With
reference to Ryanair airlines, the senior management team dissolved and task is achieved
by the group members (Suma and Lesha, 2013). The recognition and awards is given to
the team members of Ryanair airlines in order to help the organisation in attaining goals
with in the specified time.
9

Belbin team roles
According to Belbin, an efficient team some roles which must be performed by the
member of that team in a proper manner. If these roles will not be accomplished, then a team will
not be considered as an effective team and attainment of targets will not be possible. In context
to the team in Ryanair, these roles are mentioned below:
 Action oriented role: These roles includes shapers, implementers and complete
finishers. Shapers are able to overcome obstacles and implementers shapes idea into
actions. Role of complete finisher is to accomplish an activity within time.
 People oriented role: These roles involves role of a coordinator, team-workers and
resource investigator. Role of a resource investigator is to innovate new concepts and
ideas so that entire team can give an outstanding performance. Coordinator works hard so
that business activities can be performed in coordination. Team workers are those people
which perform activities and operations so that purpose behind team formulation can be
achieved (Tankebe and Meško, 2015).
 Cerebral role: This factor include role of a specialist, monitor evaluator and plant. Role
of plant is to solve difficult issues and problems. Role of monitor is to evaluate each
activity and concept is a proper manner and role of specialise is to provide knowledge.
In case of Ryanair, Belbin team roles can be used to identify the ways by which corporate
restructure of organisation can be carried out. These roles will help the company in assigning
activities and operations to right people in a proper manner due to which team will work
efficiently in a timely manner. Tuckman's and Jensen model will help the team at Ryanair to
work without fight and conflicts.
Critically analyse how understanding for resistance to change and path goal theory can
improvise productivity and performance at Ryanair
In intense competitive world organizational behaviour plays a significant role as it helps
in raising overall performance of staff members. Management of Ryanair is planning for
corporate structural change in order to expand the business into four airline subsidiaries.
However, modification in structure of the firm bring alteration in the internal functioning too.
Task is assigned to co-workers according to their skills and abilities so that in the set deadline
work can be accomplished easily (Thomson and Van Niekerk, 2012). In order to cope up
10

competitive advantages business entity is adopting distinguished theories which are briefly
illustrated as under:
Path Goal Theory: In this case it is based on leadership style and behaviours which is
best suitable in tackling co-workers and stimulating them to achieve the set standards in the
given time duration. However, by successfully implementing this theory Ryanair is able to
accomplish objectives of empowering staff members, render support with guidances, exploring
motivation and satisfaction level and eliminate problems so as to clear path for executing
organizational structure effectively. All this contribute in raising overall, productivity and
profitability ratio to a large extent (Wood And et. al., 2016). As behaviour of employees are
studied to it become easy to raise performance of co-workers. Management make strategies to
improve their skills, knowledge for better outcomes. This theory explains various styles of leader
that are illustrated beneath:
Directive style: In open market place leaders following this particular style are
accountable for rendering guidelines and set performance standards for staff members. Leaders
of Ryanair provides clear and straight directions to their staff members that assigned work should
be finished appropriately without any problem. In organization Leaders are held liable for
designing unambiguous policies and regulations which are mandatory and important to be
followed by their co-workers without any question mark or confusion in their mind. However, by
clearly stating about the performances and workforce achievement in the premises leaders can
enhance individual performances gradually that result in improved performances of Ryanair in
the global market.
Supportive leadership style: In the working premises leaders adopt such leadership
style in order to develops positive working environment by showing support and concern to the
existing staff members. By this employees can be retained for longer time period which is a
positive mark for Ryanair as their productivity ratio keeps on raising and are able to create tough
bench mark for others (Xerri and Brunetto, 2013). In case leaders of Ryanair proceed with this
style they can create friendly relation with teammates so that any short of quarries and problems
can be shared easily without any pressure and hesitation. By this supervisors and seniors share
their quality time with the co-workers and guide them to perform better as compare to other
employees. By such act Ryanair employees get motivated and overall performance raises up
tremendously.
11

Identification of barriers to high performance and productivity
 Main barrier in context of high productivity and performance is inability of teammates at
Ryanair to identify and understand resolutions for issues and conflicts in a quick manner.
 Lack of trust and coordination are another reason which can restrict high productivity at
Ryanair.
 Due to absence of right leadership, employees of a company will not guided properly and
their productivity and performance level can be compromised.
In order to avoid these barriers and perform organisational work in a proper manner,
manager at Ryanair can adopt divisional structure their for organisation in which work will be
divided into different divisions. These division will have expertise people of same filed in same
department due to which all the work will be performed in effective manner.
CONCLUSION
As per this given report, it can be concluded that if aspects like culture, power and
politics will be prevailed positively in an organisation, employees will be able to work in a
comfortable manner. There are different kind of organisational culture and power which benefits
a company in achieving their targets. Both Maslow's hierarchy of needs and Vroom expectancy
helps in improving motivational level of employees so that they can work efficiently. An
effective team is able to solve their conflicts and work in a coordinated manner. With the help of
path goal theory, overall performance of a company can be increased so that organisational
targets can be attained properly.
12

REFERENCES
Books and Journals
Arvey, R. D., Li, W. D. and Wang, N., 2016. Genetics and organizational behavior. Annual
Review of Organizational Psychology and Organizational Behavior. 3. pp.167-190.
Burrell, G. and Morgan, G., 2017. Sociological paradigms and organisational analysis:
Elements of the sociology of corporate life. Routledge.
Dartey-Baah, K. and Amoako, G. K., 2011. Application of Frederick Herzberg's Two-Factor
theory in assessing and understanding employee motivation at work: a Ghanaian
Perspective. European Journal of Business and Management. 3(9). pp.1-8.
Effelsberg, D. and Solga, M., 2015. Transformational leaders’ in-group versus out-group
orientation: Testing the link between leaders’ organizational identification, their
willingness to engage in unethical pro-organizational behavior, and follower-perceived
transformational leadership. Journal of Business Ethics. 126(4). pp.581-590.
Francis, J. J., O’Connor, D. and Curran, J., 2012. Theories of behaviour change synthesised into
a set of theoretical groupings: introducing a thematic series on the theoretical domains
framework. Implementation Science. 7(1). p.35.
Graham, K. A., Ziegert, J. C. and Capitano, J., 2015. The effect of leadership style, framing, and
promotion regulatory focus on unethical pro-organizational behavior. Journal of
business ethics. 126(3). pp.423-436.
IGI Global.LA, B., 2013. Will prescriptions for cultural change improve the NHS?. BMJ. 346.
p.19.
Kasemsap, K., 2016. The role of knowledge sharing on organisational innovation: An integrated
framework. In Business intelligence: Concepts, methodologies, tools, and applications
(pp. 406-429).
Kazemipour, F. and Mohd Amin, S., 2012. The impact of workplace spirituality dimensions on
organisational citizenship behaviour among nurses with the mediating effect of affective
organisational commitment. Journal of Nursing Management. 20(8). pp.1039-1048.
Mangi, A. A., Kanasro, H. A. and Burdi, M. B., 2015. Motivation tools and organizational
success: A criticle analysis of motivational theories. The Government-Annual Research
Journal of Political Science.. 4(4)
Michailova, S. and Sidorova, E., 2011. From group-based work to organisational learning: the
role of communication forms and knowledge sharing. Knowledge Management
Research & Practice. 9(1). pp.73-83.
Ormiston, M. E. and Wong, E.M., 2013. License to ill: The effects of corporate social
responsibility and CEO moral identity on corporate social irresponsibility. Personnel
Psychology. 66(4). pp.861-893.
Suma, S. and Lesha, J., 2013. Job satisfaction and organizational commitment: The case of
Shkodra municipality. European Scientific Journal, ESJ. 9(17).
Tankebe, J. and Meško, G., 2015. Police self-legitimacy, use of force, and pro-organizational
behavior in Slovenia. In Trust and legitimacy in criminal justice. (pp. 261-277).
Springer, Cham.
Thomson, K. and Van Niekerk, J., 2012. Combating information security apathy by encouraging
prosocial organisational behaviour. Information Management & Computer Security.
20(1). pp.39-46.
13

Wood, J. M. And et. al., 2016. Organisational behaviour: Core concepts and applications. John
Wiley & Sons Australia, Ltd.
Xerri, M. J. and Brunetto, Y., 2013. Fostering innovative behaviour: The importance of
employee commitment and organisational citizenship behaviour. The International
Journal of Human Resource Management. 24(16). pp.3163-3177.
Organisational culture. 2019. [Online]. Available
through:<http://www.yourarticlelibrary.com/organization/organizational-culture/organisational-
culture-meaning-characteristics-typology-and-other-details/64091>
5 Sources of Power in Organizations. 2019. [Online]. Available
through:<https://smallbusiness.chron.com/5-sources-power-organizations-14467.html>
Definition of power. 2019. [Online]. Available
through:<https://ebrary.net/2986/management/definition_power>
14