2 Aufrufe

- writing sample 1
- 9. Fundamentals of Hypothesis Testing One-Sample Testsnew.doc
- bbaldi_ips_chapter06
- Chi Square
- 51117.pdf
- Normal Distribution Presentation - Unitedworld School of Business
- MR Interpretation 4 to 8
- IJASS Sample Single Column Standard
- PPT Manuskrip Kel 6.pptx
- EXERCICES.doc
- Assessing the Unreliability Of
- File004.Hatfield.sample.final.discussion
- 71-73
- SPSS_SignedRankTest
- The Effect of Shelf
- Week 3Assignment1Ekechukwu
- TR204ft
- Testing_Fisher_Neyman_Pearson_and_Bayes_CHRISTENSEN.pdf
- Study Habits of Secondary School Students in Relation to Type of School and Type of Family
- 1 national research conference-albite1.pptx

Sie sind auf Seite 1von 11

Assignment 3 Due: Monday Nov 6, 2017 - 11:59 PM ET

-----------------------------------------------------------------------

• Assignment 3 is due Monday Nov 6, 2017 - 11:59 PM ET. Please note that the due date will not be

extended.

• There will be a penalty for late submission (25% reduction) if you submit it after the due date but

before Tuesday Nov 7, 2017 at 11:59 PM ET. No submission will be accepted after that.

• Please use blackboard to submit your assignment HARD COPIES OR EMAIL SUBMISSIONS WILL NOT BE

ACCEPTED!

• You need to submit a final written report. In your report make sure all the questions are answered and

addressed explicitly, and also add your critical evaluation of the situation and the analysis method used

to answer these questions.

• The final report should be uploaded in the PDF format. (If you don't have a PDF printer installed on

your computer, you can search for a free word to PDF converter online).

• You should also submit all your supporting files (Excel, JMP, Tableau etc) with your report. In so doing,

make sure to name your files accordingly. For example, name each sheet in your excel file as Q1, Q2,

Q3, etc.

• You are only allowed a SINGLE attempt to upload your files. So upload them only after you finalize

your solutions. Email the TA if you have any issues doing so.

Question 1 Demand for systems analysts in the consulting industry is greater than ever.

Graduates with a combination of business and computer knowledge—some even from liberal arts

programs—are getting great offers from consulting companies. Once these people are hired, they

frequently switch from one company to another as competing companies lure them away with

even better offers. One consulting company, D&Y, has collected data on a sample of systems

analysts with undergraduate degrees they hired several years ago. The data are in the file

Retention.xlsx. The variables are as follows:

Variable Description

OnRoadPct Percentage of time employee has spent on the road with clients

CISDegree Whether the employee majored in Computer Information Systems or a similar computer-related

area

Stayed3Yrs Whether the employee stayed at least three years with D&Y

D&Y is trying to learn everything it can about retention of these valuable employees. You can help

by solving the following problems and then, based on your analysis, presenting a report to D&Y.

(Note: You can benefit from using Pivot Tables in answering some of the questions)

a. Although starting salaries are in a fairly narrow band, D&Y wonders whether they have

anything to do with retention. Find a 95% confidence interval for the mean starting salary

of all employees who stay at least three years with D&Y. Do the same for those who leave

before three years.

• The 95% confidence interval for the mean starting salary of all employees who

stay at least three years with D&Y has an upper limit of $38,460.09 and a lower

limit of $37,512.64. This interval represents that we are 95% confident the true

mean lies within those parameters.

• The 95% confidence interval for the mean starting salary of employees who leave

before three years with D&Y has an upper limit of $39,214.40 and a lower limit of

$37,897.43. This interval represents that we are 95% confident the true mean lies

within those parameters.

b. Among all employees whose starting salary is below the median ($37,750), what

proportion stay with D&Y for at least three years? Do the same for the proportion of

employees which their starting salary is above median ($37,750) and stay for at least three

years.

• Among all employees whose starting salary is below the median, the proportion

that stay with D&Y for at least three years is 60.61%. On the other hand, among

the employees whose starting salary is above the median, the proportion that

stay for at least three years is 36.36%.

c. D&Y wonders whether the percentage of time on the road might influence who stays and

who leaves. Find a 95% confidence interval for the percentage of time on road of all

employees who stay at least three years with D&Y. Do the same for those who leave

before three years.

• The 95% confidence interval for the percentage of time on the road of all

employees who stay at least three years with D&Y has an upper limit of 70.19%

and a lower limit of 57.99%. This interval represents that we are 95% confident the

true mean lies within those parameters.

• The 95% confidence interval for the percentage of time on the road of all

employees who leave before three years with D&Y has an upper limit of 72.69%

and a lower limit of 62.13%. This interval represents that we are 95% confident the

true mean lies within those parameters.

Based on the 95% confidence interval of those who stay at least three years and those

who leave before three years with D&Y, the percentage of time on the road might

influence who stays and who leaves. The confidence interval is larger for those who

leave before three years, which represents the larger variation of the true mean within

those given bounds. The mean and standard deviation are also higher compared to

those who stay at least three years, which shows that those who have a higher

percentage of time on the road tend to leave before three years.

d. Among all employees whose percentage of time on road is below the median (%54), what

proportion stay with D&Y for at least 3 years. Do the same for all employees whose

percentage of time on road is above the median (%54) and who stay with D&Y for at least

3 years.

• Among all employees whose percentage of time on the road is below the

median, the proportion that stay with D&Y for at least three years is 63.64%. On

the other hand, among the employees whose percentage of time on the road is

above the median, the proportion who stay for at least three years is 33.33%.

e. What proportion of employees with CIS degree leave before three years? Find the same

proportion for employees without CIS degree.

• The proportion of employees with CIS degrees that leave before three years is

56.90%. The proportion of employees without CIS degrees that leave before

three years is 12.50%.

f. Write a short report about employees’ retention at D&Y based on your findings.

Based on the data D&Y has collected on a sample of systems analysts with undergraduate

degrees they hired several years ago, there seems to be common trends in the reason for

some employees leave after three years and why some employees stay beyond three

years. According to the data collected, employees who start with a salary below the median

($37,750) are more likely to stay with the company for at least three years versus those

who start above the median are less likely to stay for at least three years. As shown in part

A, the retention rate for those with a starting salary below the median is higher than those

with a starting salary that is above the median. In order to keep their employees motivated,

D&Y should start their employees at a lower salary and encourage them to stay and make

more money over time instead of giving them a higher salary when they start with the

company. Another factor that determines the retention rate of employees is the percentage

time travelled on the road. The proportion of employees who stayed for at least three years

and traveled less than the median is almost double the proportion of employees who left

before three years and traveled more than the median. The table in part D represents the

high retention rate for the employees who travel less and the low retention rate for the those

who were on the road more frequently. Lastly, the retention rate of an employee also

depends on the whether or not the employee has a CIS degree. The rate of employee who

have CIS degree and leave before three years is significantly higher than those employees

who do not have CIS degrees and leave before three years. Therefore, those without CIS

degrees are more likely to stay with the company for at least three years. Based on my

findings, the overall retention at D&Y is dependent on the employee’s starting salary,

percentage of time on the road, and if he/she has a CIS degree or not. The employees

who start with a salary below the median, spend less time traveling on the road than the

median, and do not have a CIS degree will be much more likely to stay at least three years

with the company as opposed to those who start with a salary above the median, spend

more time on the road than the median, and have a CIS degree.

Question 2 A study is performed in San Antonio to determine whether the average weekly grocery

bill per five-person family in the town is significantly different from the national average. A random

sample of 50 five-person families in San Antonio showed a mean of $133.474 and a standard

deviation of $11.193.

a. Assume that the national average weekly grocery bill for a five-person family is $131. Is

the sample evidence statistically significant at 5% significance level? What about 10%

significance level?

H 0 : µ = 131

Ha : µ ¹ 131

Test statistic: t = 1.563

p-value: 0.124

The sample mean is not statistically significant at the 5% level because the p-value is

greater than 0.05. The sample mean is also not significantly different from 131 at the 10%

level because the p-value is greater than 0.10.

b. For which values of the sample mean (i.e., average weekly grocery bill) would you decide

to reject the null hypothesis at the 10% significance level?

For either p-value (0.01 or 0.10), we find the t-value that would lead to the rejection of the

null hypothesis, and then solve the equation t = ( X - 131) /1.583 for X on either side of

131. This leads to the following results:

0.01 2.680 126.758 135.242

0.10 1.677 128.346 133.654

For example, at the 10% level, if X < 128.346 or X > 133.654, we would reject the null

hypothesis.

1. Keeping in mind that reducing the average hourly workers is the goal, carefully define the

variable(s) by which you will measure the effectiveness of the new anti-absenteeism

program. Explain your choice.

With the goal of reducing the average cost of absenteeism by hourly workers, the variable

by which I will measure the effectiveness of the new program will be analyzing the amount

of sick leave taken this year compared to last year. I have made a new column in the data

set labeled Sick Leave Difference, which is taking the Sick Leave of Last Year and

subtracting the Sick Leave from this Year. If the difference is positive, the program was

effective on that certain employee. On the other hand, if the difference is negative, the

program was not effective on that employee. For convenience, I have highlighted the data

in green if the difference was positive and I have highlighted the data in red if the

difference was negative. Based on this new column, the new anti-absenteeism program

was extremely effective because there are only 12 employees out of a total of 233 who

took more sick leave this year than last year. With the overall decrease in sick leave this

year taken by hourly workers, it can be accredited to the implementation of the new

program.

program. Discuss the statistical and the practical significance of the results. Attach all

relevant output.

After analyzing the distributions for sick leave before (SLB) and sick leave after (SLA), the

JMP output shows that the mean for sick leave has decreased by about 5 days after a year

of the program being implemented. The sick leave after data is skewed to the left, which

means the program has encouraged some people to take less sick leave days.

Before the program was put into place, there were a lot of people taking about 18 sick

days, which means they were maxing out their sick leave days before the program was

instituted. On the average, the sick leave has decreased about 5 days after the one year of

the program being put in place.

In order to check the formal significance of the decrease in 5 days of sick leave, we must

conduct a t-Test to check the significance and see if we can reject the null hypothesis.

Since the variables, sick days before and sick days after, are coming from the same group

of employees, they are dependent samples. To account for this dependence, we must run

a hypothesis test on the difference between these two variables. After creating a new

column for the separate measure that shows the difference between sick leave before and

sick leave after, we can run a null hypothesis test on the mean and see if this mean is

equal to zero. The alternative hypothesis test will see if the mean of the difference is not

equal to zero. The test is on the mean of the difference, not the difference of means. Below

is the screenshot for the t-Test on the difference between the SLB and SLA means.

For the information collected on SLB and SLA, there is dependence between every pair of

observations since each observation is in respect to the same employee. In order to

account for this dependence, we must look at the difference in sick leave before and after

from each individual as a new column. The difference seen from these two variables will be

purely based off the program and not individual differences that might have occurred from

outside factors. After creating a new column with the difference between the two means,

we can analyze this new distribution and test the mean. The hypothesized mean is zero

because we are assuming the mean of the difference to be zero. The estimate of the

difference is 4.47 days. After looking at the t-Test, there is clearly a statistically significant

reduction in the number of sick days taken. Since it is statistically significant, we can reject

the null hypothesis that stated the mean of the difference is zero.

Null hypothesis = the mean of the difference = 0 ® mean of SLB – mean of SLA = 0

Alternative = the mean of the difference != 0 ® mean of SLB – mean of SLA != 0

3. Is there any evidence that the exercise program has been effective in reducing paid sick

leave taken by hourly production employees? Use appropriate statistical tools to support

your conclusions. Discuss the results and attach any relevant supporting output.

If the exercise program has been a factor, we would hopefully like to see the average in

the difference between the SLB and SLA in the exercise group to be larger than the non-

exercise group.

The null hypothesis would be the means for the exercise group and the non-exercise group

are equal to each other (the mean of SLB – the mean of SLA for the exercise group = the

means of SLB - the mean of SLA for the non-exercise group). The alternative hypothesis

would be that the means for the exercise group and non-exercise group are not equal to

each other. Since we are comparing the exercise group to the non-exercise group, they

are independent samples (there are those who participated in the exercise program and

those who did not). After running the t-Test, the difference between the two groups is 0.96

days, which can be interpreted as the reduction in the number of sick days is about a day

more for the exercise group than the non-exercise group. Based on the p-value, the

difference is also statistically significant.

The exercise program has been effective because the exercise group has reduced their

sick leave days by 0.96 days, which is almost a day. However, it is important to keep in

mind that not everyone has participated in the exercise group. Roughly 30% of the

employees are participating in the exercise group.

4. How much did the anti-absenteeism program save or lose this year? Construct a table

comparing this year's results under the new program to last year's results before the

program was implemented. Give a breakdown that shows the costs of the unused sick

leave conversion and the exercise program.

Above is the breakdown that shows the costs of unused sick leave conversion and the

exercise program. For the table comparing this year’s results under the new program to

last year’s results before the program was implemented, please refer to the attached JMP

file labeled “Circuit”.

After creating the two new columns that account for costs before the program and the

costs after the program is implemented, we can run a test on the mean of difference

between these two measures. Since this is another paired sample, we want to look at the

mean of the difference in terms of cost is zero. Above is the screenshot for the paired

samples test. The cost before the program is $1153.56 and the cost after is $1095.32, so

the program has reduced the cost by $58.24 per employee. The p-value suggests that this

is a statistically significant difference. The overall savings would be about $58 times the

number of employees in the sample.

5. Make your final recommendations about the anti-absenteeism program. Include any

modifications that you would make to the program and discuss the potential changes, if

any, caused by these modifications.

The anti-absenteeism program was effective in the first year the company implemented it.

Based on the distributions of the sick leave before and sick leave after data (in question 2),

the average of about 5 days less of sick days taken after the program started was

statistically significant which proves that the anti-absenteeism program had some effect on

the amount of sick days taken by employees. In addition to that, the employees who

participated in the exercise program decreased their sick leave day by about one day.

However, it must be noted that only about 30% of employees participated in this exercise

program. A modification I would make to the program would be to add an extra incentive

for employees to part-take in the exercise program and increase the participation rate

above the mere 30%. The extra incentive could be lower the insurance rates by even more

but that would also increase the company’s cost at the same time. To further analyze the

effects of this modification, we would have to conduct multiple test to see just how much

insurance rates would have to decrease in order for the company to keep the program

profitable. Looking at the actual costs of this anti-absenteeism program, it has decreased

the cost for the company by about $58 per employee. Depending on how the company

views this figure, $58 per employee could be a big difference or it could be negligible. The

$58 per employee might not seem to make that much of a difference, but if this is just a

sample of the workforce we can extrapolate to the workforce of thousands of employees, it

can make a huge difference. We must also take into consideration statistically significance

versus practical significance. The statistical significance is quite often based on how large

a sampling is (if you take a large enough sample, you will always get statistical significant

because the N is so large that the even small differences will show statistical significance).

It is more important to look at practical significance because it accounts for outside factors

that affect whether the program can be implemented or not. For example, if the

administrative costs for the program are high, then the savings of $58 per employee are

not worth the hassle. This Circuit Case has only given us costs related to the program and

we were able to prove it is effective and the changes were statistically significant to

implement, but we were not given information outside the program so we cannot conclude

if it is practically significant for the company to administer it. Overall, I would recommend

the company to adopt this anti-absenteeism program for the long-term because it has

decreased the amount of sick days taken by employees and decreased costs to the

company as a whole.

Question 4: A marketing professor is interested in the relationship between hours spent studying

and total points earned in a course. Data collected on 156 students who took the course last

semester are provided in the file MktHrsPts.xlsx:

a. Develop an estimated regression equation showing how total points earned is related to

hours spent studying. What is the estimated regression model?

The estimated regression equation is points = 8.67 + 0.80 Hours (see excel file

MktHrsPts sheet A).

b. Test whether each of the regression parameters 𝛽0 and 𝛽1 is equal to zero at a 0.01 level

of significance. What are the correct interpretations of the estimated regression

parameters? Are these interpretations reasonable?

Since the p-value is less than 0.01 level of significance, it can be interpreted that it has

an overall effect on the regression. These interpretations are reasonable because it the

number of hours spent studying is a significant enough variable to effect total point

earned.

c. How much of the variation in the sample values of total point earned does the model you

estimated in part a explain?

The variation in the sample values of total points earned in the model I estimated in part a

can be explained by the adjusted R-squared value of 0.8266.

d. Mark Sweeney spent 95 hours studying. Use the regression model you estimated in part

a to predict the total points Mark earned.

Regression model = 8.67 + 0.08 Hours

Mark Sweeney studying 95 Hours = 8.67 + 0.80(95 Hours)

= 8.67 + 76

Total points Mark earned = 84.67

- writing sample 1Hochgeladen vonapi-377873659
- 9. Fundamentals of Hypothesis Testing One-Sample Testsnew.docHochgeladen vonWinnie Ip
- bbaldi_ips_chapter06Hochgeladen voncrutili
- Chi SquareHochgeladen vonTatiana Ursachi
- 51117.pdfHochgeladen vonMalcolm Christopher
- Normal Distribution Presentation - Unitedworld School of BusinessHochgeladen vonUnitedworld School Of Business
- MR Interpretation 4 to 8Hochgeladen vonRochak Vyas
- IJASS Sample Single Column StandardHochgeladen vonShakbay
- PPT Manuskrip Kel 6.pptxHochgeladen vonVega Firdausina
- EXERCICES.docHochgeladen vonabdoul7
- Assessing the Unreliability OfHochgeladen vonGustavo Avendaño
- File004.Hatfield.sample.final.discussionHochgeladen vonCameron Shoaee
- 71-73Hochgeladen vonIshtiaq Hasan
- SPSS_SignedRankTestHochgeladen vonAvinash Ambati
- The Effect of ShelfHochgeladen vonmaham49
- Week 3Assignment1EkechukwuHochgeladen vonChristabel Ginika Genevive Ekechukwu
- TR204ftHochgeladen vonNgân Nguyễn
- Testing_Fisher_Neyman_Pearson_and_Bayes_CHRISTENSEN.pdfHochgeladen vonCHE
- Study Habits of Secondary School Students in Relation to Type of School and Type of FamilyHochgeladen vonwillie2210
- 1 national research conference-albite1.pptxHochgeladen vonAishar Husin
- 1 national research conference-albite1 (1).pptxHochgeladen vonAishar Husin
- Hypothesis TestingHochgeladen vonGabriel Nagy
- Discussion Week 3Hochgeladen vonTatag Adi Sasono
- 04 One Sample t Test and CiHochgeladen vonAnonymous eiFvALsN
- 7 Analysis of Variance (1).xlsxHochgeladen vonJOSE PAOLO Laquihon
- ANOVA(Analysis of Variance) 5Hochgeladen vonmonerch Joser
- QNT 561 Week 4 Lab Work (New)Hochgeladen vonmkt--593
- T TestHochgeladen vonFeliciano Bersamira
- Research-true.pptxHochgeladen vonNerissa Herrera
- ch09-BLACK.pptHochgeladen vonV Kaul

- Stress ManagementHochgeladen vonPrasad More
- NET_Topic_20080226_Disclosure_of_Adverse_Events.docHochgeladen vonfelamendo
- APP022 Reportable Events Form_FORMFILLHochgeladen vonfelamendo
- Case Scenarios on EthicsHochgeladen vonfelamendo
- Response Form - Mental Health of Men and Boys Inquiry (1)Hochgeladen vonfelamendo
- Ethical ReasoningHochgeladen vonfelamendo
- CPE19 Ethics Discussion Questions Oct 2007Hochgeladen vonfelamendo
- Annual Progress Report Form ResearchHochgeladen vonfelamendo
- Device ProtocolHochgeladen vonfelamendo
- media_221233_enHochgeladen vonfelamendo
- Ethics Gifts BetweenHochgeladen vonfelamendo
- NET Topic 20030429 Disclosing Adverse EventsHochgeladen vonfelamendo
- P02-1Hochgeladen vonfelamendo
- Moore PaperHochgeladen vonfelamendo
- GNAC Sportsmanship FormHochgeladen vonfelamendo
- Copy of PGdissertationguidelinesHochgeladen vonfelamendo
- Ethics and Media Globalization QuizHochgeladen vonfelamendo
- EE Policy 2006Hochgeladen vonfelamendo
- tradoc_122261Hochgeladen vonfelamendo
- bill(4)Hochgeladen vonfelamendo
- MICE (Syllabus)Hochgeladen vonfelamendo
- NASP Ethics ComplaintHochgeladen vonfelamendo
- 17OMD185Hochgeladen vonfelamendo
- Statement on Scholarly Capacity Rule and UECHochgeladen vonfelamendo
- 00003599Hochgeladen vonfelamendo
- E068516 (1)Hochgeladen vonfelamendo
- c 084473Hochgeladen vonfelamendo
- BrookfieldHochgeladen vonfelamendo

- survey-IAHochgeladen vonDAVID ANDRES ZEA PAREDES
- Slope Paper 125Hochgeladen vonRonan Cayo
- 570Hochgeladen vonMargarida Morais
- IJKMS 70201 Anholon Et AlHochgeladen vonLuis Bembele
- Unit 1 Major ProjectHochgeladen vonOsama Mahmouud
- העצמה וצוות וירטואליHochgeladen vonEli Arviv
- file.pdfHochgeladen vonChukriCharbetji
- Solution Hayashi Cap 1Hochgeladen vonsilvio de paula
- Failure Assessment DiagramsHochgeladen vonpanbuu
- FDA CPGM Ch 48 - Bio Research Monitoring - In Vivo Bio EquivalenceHochgeladen vonenticed
- ModenMethods.pdfHochgeladen vonBazaraa Enkhbaatar
- Ligthning StrokeHochgeladen vonpicollodaemao
- Unit 3 Summative AssessmentHochgeladen vonLindsey
- Open Problems in Mathematics John Nash - Michael RassiasHochgeladen vonΚωνσταντίνος Πεχλιβάνης
- page-2Hochgeladen vongroningerwinkler
- TQM CUSTOMER SATISFACTION MEASUREMENTSHochgeladen vonBabar Zamaan Mohammed
- change matrix-1Hochgeladen vonapi-281582623
- Fuchsian GroupsHochgeladen vonJose Paternina
- Deflections.pdfHochgeladen vonChristopher Singleton
- la storyboard v1Hochgeladen vonapi-374992021
- Dynamic Interpretation of DynaflectHochgeladen vonSayed Diab Alsayed
- Rural Consumer Attitude KhadiHochgeladen vonutcm77
- Section 05 02 Ess Stats2eHochgeladen vonkaled1971
- T-18 NCHRP 12-81 Fatigue on the ServiceabilityHochgeladen vonghadasaudi
- PRBM 6049 a Study on Stress and Depression Experienced by Women 080509Hochgeladen vonRajen Dharini
- Assessment of Post Graduation Student OutcomesHochgeladen vonsethuraghul
- Probability ExamHochgeladen vonEmmanuel Sto Tomas
- AHSprHochgeladen vonAnurag Chand
- One-Dimensional Assembly Tolerance Stack-UpHochgeladen vonKakoDa
- Research ProposalHochgeladen vonSunny Sohail