Statistics Delta Wire Employee Education versus Absenteeism Business Report The purpose of this business report is to permit you to show what you have learned in the course about statistics, in particular what you have learned about correlation and regression, and what should be included in a practical business report using statistical analyses.

Students must submit a concise business report for which they should:

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Statistics Delta Wire Employee Education versus Absenteeism Business Report The purpose of this business report is to permit you to show what you have lear

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Utilize appropriate statistical analyses of the sample data provided

Interpret the results in the context of a business situation

Discuss the statistical results in the context of the business situation

Discuss any problems or shortcomings with the way the study was conducted (if any)

If necessary, describe methods of improving the study

A problem business context, data, and questions will be provided for this report. Students will be required to analyze the data provided using Excel — correlation and regression (though some students may also use other types of statistical analyses such as confidence intervals or other descriptive statistics that might also be valuable to conduct given the problem situation).

The business report is strictly limited to a maximum of 3 pages, 12-point, Double-spaced, Times Roman (not including title page, graphs, tables, references, or appendices). Criteria for evaluation will include appropriateness and correctness of analyses; quality and thoroughness of analyses; quality of organization and writing; clarity and correctness of interpretation; professional quality of job performed.

I will provide the details and examples of the report, please refer to it. thank you. BUSINESS REPORT: DELTA WIRE

Marks: Please see the section on Revised Marking Scheme in the new approved course outline

dated 22 March 2020. For those who missed the midterm, see the section entitled Students Who

Missed the Midterm.

Due date: The deadline for electronic submission of this business report is 17 April 2020,

though students are encouraged to submit this report earlier. Students should bear in mind

university policies regarding cheating (see the section on cheating in this course outline).

Method of submission: Ensure that you attach to this business report submission your

answers to the bonus questions (if you choose to try for these extra bonus points = 5%).

Use the Brightspace drop boxes that I will be setting up soon for each class. Ensure that

you submit it to the drop box for the class in which you are registered. Do NOT send your

business report directly to me. I will let you know by e-mail when the drop boxes are created.

Ensure that the subject line of your submission states the name of this problem (Delta Wire)

and gives your full name plus the class you are registered in (state the class days and times for

the class in which you are registered) plus your A number. Example subject line: Delta Wire

Report — John Doe (TTh 10:00am) A00111111.

Problem: Delta Wire manufactures high-carbon specialty steel wire and at present employs

20,000 workers. The company is currently experiencing serious problems, at least in part due to

the continuing decline in value of the CDN$. Foreign competition is becoming a significant

threat to Delta’s market position. At the same time, industry quality requirements have become

increasingly tougher each year. One strength at Delta, however, is their level of employee

education. Employee education has many payoffs, but one, in particular, has been suggested

several times at recent executive meetings. Some managers believe that education has resulted in

a more positive outlook and interest in implementing what has been learned and as a result, the

more education received by a worker, the less likely he/she is to miss workdays (education may

reduce absenteeism). Others, however, insist that the opposite is true (education stifles the free

spirit leading to more absenteeism). The data addressing this issue is displayed in the table below

for a random sample of 20 company employees with the number of hours of company education

received and the number of days of sick leave taken.

Analysis: Use Excel to analyse this data statistically. Ensure that you conduct a correlation and

regression analysis though it is possible other statistical analyses might also be warranted.

Business report: Write a formal business report to your “boss” at the company. The purpose of

this business report is to permit you to show what you have learned in the course about statistics,

in particular what you have learned about correlation and regression, and what should be

included in a practical business report using statistical analyses.

Students must submit a concise business report for which they should:

Utilize appropriate statistical analyses of the sample data provided

Interpret the results in the context of a business situation

Discuss the statistical results in the context of the business situation

Discuss any problems or shortcomings with the way the study was conducted (if any)

If necessary, describe methods of improving the study

Discuss any recommendations you think appropriate

Assume that you are writing this report so that it can be read by two types of readers: those

who know no statistics (such as your “boss” at this company) and those who know statistics

(such as her statistics expert assistant who will want enough information to know if you analysed

the data properly and whether you have drawn the correct conclusions). Use anything you have

learned throughout this course when composing your comprehensive, yet concise, wellorganized and well-written report.

Instructions: The business report is strictly limited to a maximum of 3 pages, 12-point, doublespaced, Times Roman (not including title page, graphs, tables, references, or appendices). Ensure

all Excel analyses are attached. This report should be written in essay-format (i.e., sentences and

paragraphs), not point form.

Criteria for evaluation will include appropriateness and correctness of analyses; quality and

thoroughness of analyses; quality of organization and writing; clarity and correctness of

interpretation; professional quality of job performed.

Data:

Employee

1

2

3

4

5

6

7

8

9

10

11

12

13

14

15

16

17

18

19

20

Hours of

Education

24

16

48

120

36

10

65

36

0

12

8

60

0

28

15

88

120

15

48

5

Sick Days

5

4

0

1

5

7

0

3

12

8

8

1

9

3

1

2

1

8

0

10

WGI – HUMAN RESOURCES: PAY INCREASES REPORTKELSEY B.

Comprised of data from 19 non-salaried work crew members of WGI, this report provides both graphical

and numerical data and represents the current and new pay rates of these workers. This report is aimed

to provide insight on the extra labor costs to be incurred in the sewer line installation project in

Madison, Wisconsin. More specifically, this report focuses on the rate increases of the non-salaried

workers of WGI that will be working on the new sewer line project. First, this report will focus on the

current rates, followed by the new rates and concluded with the pay increases data. All calculations

have been calculated using the data from WGI databases and can be seen in great detail the appendix of

this report.

The

histogram

representing

the

distribution

of

current pay to the

WGI’s non-salaried

workers can be

seen

below.

Looking at this

histogram you can

see that most of

the workers are

paid between $16

and $20 per hour,

with

similar

frequencies among the other pay rates.

The current rate mean is $19.10. This means that of the 19 non-salaried employees, the average

earnings per hour is $19.10.

The median for the current pay rate is $18.36. The median which is the middle number in a set of data

splits the data into equal halves. This means that the center or middle value of the 19 employees is

currently $18.36.

The range which is the difference between the maximum and the minimum value is useful for finding

the level of variation in a set of data. The current rate range is $13.27. This means that there is a $13.27

difference between the highest paid employee and the lowest paid employee.

The current and new rate variance is used to indicate how widely the pay rates of WGI’s employees vary

from one non-salaried employee to the next non-salaried employee in our sample of 19 employees. The

current rate variance is $13.11 and the standard deviation is $3.62. This means that between any two

random individuals their per hour wage would vary by $3.62.

The coefficient of variation is used to measure the variation or difference relative to the mean, which is

also known as the average. The current rate coefficient of variation is equal to 18.98%. We would expect

the two percentages of the current and new rates to be very close because the pay increases were not

extreme, the highest increase being $2.00, therefore the rates compared to other employee rates were

pretty evenly increased.

The histogram shown

below is similar to the

one above however it

represents the new pay

rates of the non-salaried

employees, which is

their current rate plus

their pay increases.

Similar to the current

pay wages, most of the

employees are paid

between $16 and $20

per hour, however with

the new pay increases

employees pay has risen in the $21 to $25 dollar range.

The new rate mean is slightly higher than the current rate mean sitting at $20.06. This means that with

the new pay increases the average earnings per hour of the 19 non-salaried WGI employees by $0.96 to

$20.06.

The new rate median has once again increased with the pay increases. The new pay rate median is

$19.28, which means that $19.28 is the new center or middle value.

The new rate range is lower than that of the current rate range at $12.52 which means that there is less

variation between the amount that each employee gets paid by the hour. Since the new rate range is

lower than that of the current rate range it means that employees are getting paid more equally with

the new pay increases than with the current rate per hour.

The new rate variance equals $13.17 which is close to that of the current rate variance. Since the

variance of the two rates is similar which means that we should expect the standard deviation to be

close too. This is the case, where the new rate standard deviation is $3.63. This means again that if two

people are randomly chosen their wages would vary by $3.63.

The new rate coefficient of variation is 18.09%. These results show that the new rate coefficient of

variation is slightly smaller than that of the current rate variation which means that the new rate varies

slightly less than the current rate, so there is a slightly smaller difference between the employees per

hour wages with the new rate.

This pay increase

histogram displays

the increases from

the pay rates from

the current rate to

the new rates. As

you can see the pay

increases

range

from $0.40 to $2.00

with the highest

number of pay

increases

being

between $0.41 and

$0.80. There are very few pay increases at either extreme and are distributed in the middle three bars of

the histogram.

From this data we can conclude that the mean or average pay increase is $0.97. We can also conclude

that the median or pay increase that is in the middle dividing the data set into two equal parts is $0.85.

The range for this set of data is equal to $1.60, which means that there is $1.60 between the highest pay

increase and the lowest pay increase.

The pay increase variance is $0.19 and the standard deviation for this set of data is $0.44. This once

again means that between two randomly chosen pay increases the difference will be $0.44. The pay

increase coefficient of variation is equal to 44.92% which is much higher than the coefficient of variation

between the current and new rates.

To conclude, the current and new rate means are $19.10 and $20.06. The pay increases range from

$0.40 to $2.00 per hour and are highly distributed in the $0.40 to $0.80 range. The mean and standard

deviation for the pay increases are $0.97 an $0.44 respectively. This data gives you the insight on the

pay increases of the non-salaried employees of WGI. This will allow you to make informed decisions

about the new sewer line project and will help you to determine what these things will mean for future

business.

APPENDIX

Mean = ∑X / N

Current Rate Mean = $20.55 + $22.15 + $14.18 +$14.18 + $18.80 + $18.98 + $25.24 + $18.36 + $17.20

+ $16.99 + $16.45 + $18.90 + $18.30 + $27.45 + $16.00 + $17.47 + $23.99 + $22.62 + $15.00

Current Rate Mean = 362.81 / 19

Current Rate Mean = $19.095

New Rate Mean = $22.55 + $23.81 + $15.60 + $15.60 + $20.20 + $20.20 + $26.42 + $19.28 + $18.06 +

$17.84 + $17.27 + $19.66 + $19.02 + $28.12 + $16.64 + $18.00 + $24.47 + $23.08 + $15.40

New Rate Mean = 381.22 / 19

New Rate Mean = $20.06

Pay Increase Mean = 2.00 + 1.66………………+0.40 / 19

Pay Increase Mean= 18.42 /19

Pay Increase Mean= $0.9695

Median (i) = ½(n)

Current Rate Median = ½ (19) = 9.5 ≈ 10

Current Rate Median = $18.36

New Rate Median = $19.28

Pay Increase Median = $0.85

Range (R) = Maximum Value – Minimum Value

Current Rate Range = $27.45 – $14.18

Current Rate Range= $13.27

New Rate Range = $28.12 – $15.60

New Rate Range= $12.52

Pay Increase Range = $2.00 – $0.40

Pay Increase Range= $1.60

Population Variance: O2 = ∑x^2 – (∑x)^2/ N / N

Current Rate Variance: X=362.81 & X^2= 7176.9879

= 7176.9879 – (362.81)^2/19 /19

= 7176.9879 – 131631.0961/19 /19

= 7176.9879 – 6927.952426 / 19

= 249.035174 / 19

Current Rate Variance= $13.1071

Standard Deviation = √13.1071

Current Rate Standard Deviation= $3.6204

New Rate Variance: x=381.22 & X^2= 7899.1628

= 7899.1628 – (381.22)^2 / 19 /19

= 7899.1628 – 145328.6884/19 /19

= 7899.1628 – 7648.878337 /19

= 250.284463 /19

New Rate Variance= $13.1729

Standard Deviation = √13.1729

New Rate Standard Deviation= $3.6294

Pay Increase Variance: X= 18.42 & X^2= 21.461

= 21.461 – (18.42)^2/19 /19

= 21.461 – (339.2964/19) /19

= 21.461 – 17.85770526 /19

= 3.60329/19

Pay Increase Variance= 0.189647091

Standard Deviation = √0.189647091

Pay Increase Standard Deviation= $0.435484892

Sample Coefficient of Variation (CV) = s/

(100)%

Current Rate Coefficient of Variation = 3.6204 / 19.095 (100)%

Current Rate Coefficient of Variation= 18.96%

New Rate Coefficient of Variation = 3.6294 / 20.06 (100)%

New Rate Coefficient of Variation= 18.09%

Pay Increase Coefficient of Variation = 0.432484892/0.9695(100)%

Pay Increase Coefficient of Variation= 44.9185%

Pay Increases:

Jody – $2.00

Tim – $1.66

Thomas – $1.42

Shari – $1.42

John – $1.40

Jared – $1.22

Loren – $1.18

Mike – $0.92

Patrick –$0.86

Sharon – $0.85

Sam – $0.82

Susan – $0.76

Chris – $0.72

Steve F – $0.68

Kevin – $0.64

Larry – $0.53

Mary Ann – $0.48

Mark – $0.46

Aaron – $0.40

Business Report of WGI

M-F Z.

Introduction

There are two groups of data for all 19 non-salaried work crew members. The data shows

their current hourly pay rate and the proposed new hourly pay rate.

Method

According to this kind of values, we use Histogram, Central Tendency,

Coefficient of Variation and to compare the increasing rate between current rate and

new rate to evaluate whether the new wage is more profitable to take place the current

rate.

Analyses

1.

The percentage of the current rate is 68.4 and the percentage of the new rate is 57.8 and the

values range from 14 to 20. When the values range from 20-28, there is 31.6% in the current rate

and there is 42.2% in the new rate. New rate has less crew in the lowest range (14-20) than current

rate. According to the data, the new rate appears more equitable to all the crews.

2.

The mean between the current rate and the new rate increases about 1 point. This means

that the mean between the current rate and the new rate does not change obviously, so it does not

has big effect on the cost. At the same time, every crew’s wage will be improved.

The median increases by 1.12 point. By comparing it with the mean, it is more important to

focus on the median because it will be not affected by the extreme values. When one compares the

median of the current and new rates, one can see that most of the crew’s wages increase in the new

rate, and the value is quite small so the cost are reasonable.

According to the mode, Mode is not worth focusing on. Here are the two reasons: First, the

sample size is small. Second, mode has less frequency on both data.

The standard deviation of current rate is 3.719 and the standard deviation of new rate is 3.782.

When we compare both rates, it is clear that the data are similar. It shows us that after increasing

wages, the distances between each number change slightly. Wages depends on ability; crews that

perform well receive better wages.

3. The histogram about The Pay Increase is below,

There are some values over 6% but most of the values are below 5%. It illustrates that some

crews that perform well increased wage. Although most of the crews with the normal performance

still receive an increasing wage but it is not as much as the crews that have a good performance.

Conclusion:

According to the analyses, we can know that the proposed of the new wages is worth to do it.

In the short-term, the cost is accepted. In the long-term, the motivation of the crews will be

significantly improved.

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