<span>Whole Food market might show that its organizational culture is a major contributor to the brand's strength. It might have come important because of the quality of it products and its culture. It might be willing to change because they are organized, changes require a mass of people in the firm ready to be committed </span>
So that no one person or one small group of people could have too much power and become tyrannical.
A researcher wants to ensure that all participants have an equal chance of being assigned to any of the experimental conditions in her study and to accomplish this, the researcher should employ randomization.
Randomization is the method of constructing one thing random. It isn't haphazard; instead, a random method could be a sequence of random variables describing a method whose outcomes don't follow a settled pattern, however follow an evolution represented by chance distributions.
The main purpose of randomization is to avoid bias by distributing the characteristics of participants which will influence outcome at random between treatment teams in order that any distinction in outcome may be explained solely by treatment.
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Lynn's commitment would be best described as normative commitment (C) in this scenario.
Out of all types of organizational commitment, the one which results from a sense of obligation to stay is called normative commitment. It differs from:
- affective commitment (desire to stay) which involves a <u>personal attachment</u>,
- continuance commitment (need to stay) which involves a <u>fear of loss</u>.
Here, we are told that Lynn "feels indebted toward her company," which makes her "hesitant" to change jobs even though she may find better-paid ones in other companies. The idea is that her employer's generous support in her time of need binds her by creating a <u>sense of moral duty</u>, like she owes the company something.
