put these into a presentation speech: Different types of power (coercive, legitimate, expert, referent, reward) shape employee behavior and attitudes. Coercive power (threats, punishments) is linked to lower engagement, increased resistance, and "inner resignation." Expert and referent power increase work engagement, collaboration, and organizational citizenship behaviors (OCB). Organizational culture and leadership style modulate these effects. Speaker Notes: The way power is exercised fundamentally influences organizational behavior. Research demonstrates that coercive powersuch as threats of layoffs or disciplinecan lead to disengagement, employee withdrawal, resistance, and even active rebellion. These effects are seen in higher levels of "inner resignation" and lower contextual performance. In contrast, the use of expert power (influence from competence) and referent power (influence through respect and role modeling) tends to foster a more positive climate. These power bases increase employee engagement, willingness to go beyond formal duties (OCB), and innovation. Leadership behavior interacts with organizational culture to either reinforce positive behaviors (when inclusive and empowering) or undermine them (when controlling or opaque). Positive cultures where power is exercised ethically and transparently promote engagement and satisfaction; negative, authoritarian cultures amplify the negative consequences of coercive power and undermine productivity. Reward power (e.g., bonuses, promotions) can boost motivation when used