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Coercive and Expert Power
The maintenance team has expert power as they are the only ones who are able to maintain the modified machines.
They also have coercive power as if they do not perform the job intentionally or fail to perform the job well, they will "punish" Abby by slowing down her work flow.

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Team 3 Legitimate Power, Reward Power, Coercive Power

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Team 3 Legitimate Power, Reward Power, Coercive Power

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Abby took over the company from her uncle and is managing Baker King.

Legitimate Power as she manages Baker King and has authority over the maintenance team.

Reward power as since she is their boss, she can reward them for performing well.

Coercive power as she can punish them for not complying with her orders.

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1. Exchange - If the maintenance team documents all the issues with the machines and repairs that they make, Abby can give them a bonus of a one-time payment to reward to the management team members for their extra help to repair and document the faulty machines in the company.

2. Pressuring- Abby can warn the maintenance team that their lack of cooperation to do as per told, will reflect badly on their performance appraisal and will eventually cost them a promotion or salary increment or other benefits. (flexible working shifts)
3. Ingratiation - Praise  the maintenance team on their  contributions to the company thus far. Abby can let them know that they are a valuable asset to the company and that she needs their cooperation as she only believes them to help run the business smoothly.

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Abby now owns the bakery, so she has the power to make the decisions and make the maintenance team listen to her since she is now their boss.
Since the maintenance team is unable to prevent the breakdown of the machinery. she wants the team to document the issues and repair processes of the machinery to better ascertain the reason for the breakdowns, which was something they never had to do when her uncle still owned the business.

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Legitimating - Showing more alpha role from Abby to lead the entire team by learning and researching
Consultation - Getting input from both sides, maintenance team feels more involved and will be more accepting of the documentation

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She should use the pressuring technique by telling the maintenance team that if they do not cooperate with her, their pays would be reduced significantly. This would help develop her coercive power and make the staff respect her more as they would be too scared to go against her after this.

She could also use the legitimating technique by reinforcing her position as the manager. By stating her role as an important one, employees will feel obliged to respect her wishes as there is a hierarchy in place and they would listen to her.

She can also use the exchange technique by providing a reward like extra pay or more benefits like off days if the team listens to her. By doing this the staff would be more motivated to complete the tasks as they would want the reward at the end. This would develop her reward power

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1. Exchange - Promising some benefits such as incentives, remunerations or rewards when the maintenance team complies with documenting all the issues and repairs that they make

2. Pressuring - Giving them warnings or repeated demands that she wishes for their cooperation with the documentation.

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Coalition Building - Getting her uncle or other department’s staff that works together with the maintenance team to convince the maintenance team to support in the documenting of all the issues and repairs that they made.

Inspirational Appeal - Having to motivate them by giving them rewards, it instills passion in what they want to accomplish.

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Exchange : Promising the maintenance team on giving benefits like bonuses if they were to be able do the documentation and repairs of the machine
Consultation: She could work with the maintenance team in suggesting for solutions, to include them in the decision making and be more accepting of completing the task
Rational Appeal : She could use the fact that without the machine being able to function properly, the store would be unable to make bread to sell hence would lead to being unable to pay the staff

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1. Exchange - Reward them with something if they complete certain tasks like documentation

2. Legitamentation - Enforce that they are now under her and not her uncle anymore, so they have to do what she says. or not, there will be coercion, which can be used with legitamentation. or there can be pressuring statements made like "if you do not do this, i will fire you."

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Abby could use exchange to offer a reward that can influence and encourage the maintenance team to do the documentation. Besides that, she could also offer her workers some form of employee benefits.
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Have expertise in repairing machinery; can repair machines quickly when they break down.

Modified the machines and were the only ones who knew how to repair the modified machines.

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Pressuring
Abby can warn the maintenance team the need to document the repairs. This can be done through means of posing threats to their employment status, promotional benefits or additional off-days entitlement. This will then instill fear in them.

Legitimizing
Legitimize with the maintenance team on why the documentation of the repairs is  compulsory to analyze the cause of the breakdown. This is done in order to plan for the necessary actions which should be taken, to repair the machines.

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She can use legitimating as she has legitimate power she can ask them to proceed with their task by emphasizing on her position as the manager.

She can also use exchange technique by promising incentives if they are able to complete a request and prevent machine failures, she can reward them with bonuses or some form of reward. This is because she has reward power

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She can use legitimating technique.    For example, she can stress the fact that it is company's policy to do the documentation.

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Legitimate and Reward power
She has legitimate power as she is in a position of authority - she is the manager of the bakery

She has reward power as she is able to give bonus, incentives or commissions for good work in her position of power.

She is unable to exert coercive power as she needs the maintenance team to fix and maintain the modified machinery as she does not have the expertise to do it herself

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Expert power and Coercive power.

Expert power as Maintenance team is knowledgeable and have experience doing maintenance job.

Coercive power as the maintenance team can choose to 'punish' Abby by not following her orders and there is no easy or fast replacement for Abby to do maintenance work.