Statistics

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week_one_statistics.docx

Ashford 2: - Week 1 - Instructor Guidance

Week Overview:

The following video series: Against All Odds Inside Statistics is helpful if you would like to watch it.

http://www.learner.org/resources/series65.html?pop=yes&pid=3138

For this week, we’ll learn that statistics is the science of collecting, organizing, presenting, analyzing, and interpreting numerical data to assist in making more effective decisions.

In today’s world, numerical information is everywhere. Statistical techniques are used to make decisions that affect our daily lives. The knowledge of statistical methods will help you understand how decisions are made and give you a better understanding of how they affect you. No matter what line of work you select, you will find yourself faced with decisions where an understanding of data analysis is helpful.

The concepts introduced this week include levels of measurement, measurements of center, variations, etc. Normal distribution and calculations are introduced in this week.

Measurements

You should be able to distinguish among the nominal, ordinal, interval, and ratio levels of measurement.

Nominal level - data that is classified into categories and cannot be arranged in any particular order.

EXAMPLES: eye color, gender, religious affiliation.

Ordinal level – data arranged in some order, but the differences between data values cannot be determined or are meaningless.

EXAMPLE: During a taste test of 4 soft drinks, Mellow Yellow was ranked number 1, Sprite number 2, Seven-up number 3, and Orange Crush number 4.

Interval level - similar to the ordinal level, with the additional property that meaningful amounts of differences between data values can be determined. There is no natural zero point.

EXAMPLE: Temperature on the Fahrenheit scale.

Ratio level - the interval level with an inherent zero starting point. Differences and ratios are meaningful for this level of measurement.

EXAMPLES: Monthly income of surgeons, or distance traveled by manufacturer’s representatives per month.

Why do you need to know the level of measurement of a data? This is because the level of measurement of the data dictates the calculations that can be done to summarize and present the data. It also determines the statistical tests that should be performed on the data.

Probability

PROBABILITY is a value between zero and one, inclusive, describing the relative possibility (chance or likelihood) an event will occur.

There are three ways of assigning probability:

1. Classical Probability

This is based on the assumption that the outcomes of an experiment are equally likely.

2. Empirical Probability

The probability of an event happening is the fraction of the time similar events happened in the past.

Example: On February 1, 2003, the Space Shuttle Columbia exploded. This was the second disaster in 113 space missions for NASA. On the basis of this information, what is the probability that a future mission is successfully completed?

Probability of successful flight = 111/113 = 0.98

3. Subjective Concept Of Probability

The likelihood (probability) of a particular event happening that is assigned by an individual based on whatever information is available.

Discussion

To prepare for this week’s discussion, you need to familiar with the statistics such as mean, median, mode, variance, standard deviation, range, etc. The first three are used to measure centers. The rest are used to measure data variations. You also need to understand the concepts of probability.

Assignment Expectation:

This assignment is to be done by using Excel.

1. You need to get familiar with the different levels of measurements: nominal, ordinal, interval, and ratio. For instant, salary is ratio, etc.

2. You can choose individual functions such as “average” for mean, “stdev.s” for standard deviation. (Formulas, then insert function, scroll down the list to find “average”)

3. This is to calculate probabilities (see p42 formula and examples)

a. P(a male in grade E) = (# of males in grade E)/(total # of employees)

4. a. You need to rearrange the data from largest to smallest before you can find the cut off

b. A z-score is the signed distance between a selected value, designated X, and the population mean , divided by the population standard deviation, σ.

The formula is:

You can also review the example on page 58, 59.

c. through g. You need to use distribution table on page 56 to find the probabilities. Also review the example on p58-60.

Reference

Lind,D., Marchal, W., & Wathen, S. (2010). Statistical Techniques in Business and Economics (14th ed). McGraw-Hill

Ashford 2: - Week 1 - Discussion 1

Your initial discussion thread is due on Day 3 (Thursday) and you have until Day 7 (Monday) to respond to your classmates. Your grade will reflect both the quality of your initial post and the depth of your responses. Reference the Discussion Forum Grading Rubric for guidance on how your discussion will be evaluated.

Language

Numbers and measurements are the language of business. Organizations look at results in many ways: expenses, quality levels, efficiencies, time, costs, etc. What measures does your department keep track of? Are they descriptive or inferential data, and what is the difference between these? (Note: If you do not have a job where measures are available to you, ask someone you know for some examples, or conduct outside research on an interest of yours, or use personal measures.)

Guided Response: Review several of your classmates’ posts. Respond to at least two of your classmates by providing recommendations for the measures being discussed

Ashford 2: - Week 1 - Discussion 2

Your initial discussion thread is due on Day 3 (Thursday) and you have until Day 7 (Monday) to respond to your classmates. Your grade will reflect both the quality of your initial post and the depth of your responses. Reference the Discussion Forum Grading Rubric for guidance on how your discussion will be evaluated.

Probability

Read the article, "Better Living Through...Statistics?!" and give an example of how you might use increasing information to make actual business decisions. Respond to at least two of your classmates’ posts.

Guided Response: Review several of your classmates’ posts. Respond to at least two classmates by commenting on the situations that are being illustrated.

Better Living Through...Statistics?!

Comment Now

Follow Comments

You’ve probably heard of Nate Silver. He’s the “King of Quants,” and his book The Signal and the Noise is an excellent discussion of some of the problems we have with prediction. You’ve probably never heard of the Reverend Thomas Bayes, who is responsible for a theorem (called “Bayes’ Theorem”) that helps us understand how we can update our estimates of the probabilities of different events given new pieces of information.

It’s still pretty counter-intuitive. Fortunately, the people at Nowsourcing, Inc, who have provided content for this space before, were kind enough to produce the infographic below that introduces Bayes’ Theorem with a contrived example involving baseball: what’s a good estimate of the probability that the Yankees will win game #101 if they have won 72 of their first 100 games and Sportscaster Bob–who is correct 55% of the time when he predicts a Yankees victory–has predicted that they will win?

Since the Yankees have won 72 of 100 games, a good estimate of the probability that they will win their 101st game would be 72%. Now, we introduce some information: since Bob is right just over half the time when he predicts a Yankees victory, it will nudge our estimate of the probability of a Yankees victory up just a little bit (if Sportscaster Bob were right less than half the time, it would nudge our estimate of the probability downward).

Our estimate of the probability changes as we add more information. Is it a night game? Who are the Yankees playing? Who is pitching? Did it rain last night? Is a key player injured? And so on: the more accurate information we add, the better our estimates will be. The applications are numerous and important: while Bayesian reasoning can help us understand baseball (except for the Yankees’ hypothetical 72-28 record in this example), it also helps us understand far more important things like medical diagnostics. And elections. And all sorts of other interesting things.

I am grateful to my Samford colleague Tom Woolley for comments and suggestions. The original version of the infographic appears here courtesy of sports-management-degrees.com.

Ashford 2: - Week 1 - Assignment

Problem Set Week One

Week One Assignment will require students to utilize the following resources to complete the assignment. Assignment instructions are contained within the following resources.

All statistical calculations will use the Employee Salary Data Set and Week 1 assignment sheet.

Carefully review the Grading Rubric for the criteria that will be used to evaluate your assignment.

Score:

Week 1.

Measurement and Description - chapters 1 and 2

<1 point>

1

Measurement issues. Data, even numerically coded variables, can be one of 4 levels -

nominal, ordinal, interval, or ratio. It is important to identify which level a variable is, as

this impact the kind of analysis we can do with the data. For example, descriptive statistics

such as means can only be done on interval or ratio level data.

Please list under each label, the variables in our data set that belong in each group.

Nominal

Ordinal

Interval

Ratio

b.

For each variable that you did not call ratio, why did you make that decision?

<1 point>

2

The first step in analyzing data sets is to find some summary descriptive statistics for key variables.

For salary, compa, age, performance rating, and service; find the mean, standard deviation, and range for 3 groups

: overall sample, Females, and Males.

You can use either the Data Analysis Descriptive Statistics tool or the Fx =average and =stdev functions.

(the range must be found using the difference between the =max and =min functions with Fx) functions.

Note: Place data to the right, if you use Descriptive statistics, place that to the right as well.

Salary

Compa

Age

Perf. Rat.

Service

Overall

Mean

Standard Deviation

Range

Female

Mean

Standard Deviation

Range

Male

Mean

Standard Deviation

Range

<1 point>

3

What is the probability for a:

Probability

a.       Randomly selected person being a male in grade E?

b.      Randomly selected male being in grade E?

Note part b is the same as given a male, what is probabilty of being in grade E?

c. Why are the results different?

<1 point>

4

For each group (overall, females, and males) find:

Overall Female Male

a.

The value that cuts off the top 1/3 salary in each group.

Hint: can use these Fx functions

b.

The z score for each value:

Excel's standize function

c.

The normal curve probability of exceeding this score:

1-normsdist function

d.

What is the empirical probability of being at or exceeding this salary value?

e.

The value that cuts off the top 1/3 compa in each group.

f.

The z score for each value:

g.

The normal curve probability of exceeding this score:

h.

What is the empirical probability of being at or exceeding this compa value?

i.

How do you interpret the relationship between the data sets? What do they mean about our?

equal pay for equal work question

<2 points>

5.     

What conclusions can you make about the issue of male and female pay equality? ?

Are all of the results consistent

What is the difference between the sal and compa measures of pay?

Conclusions from looking at salary results:

Conclusions from looking at compa results:

Do both salary measures show the same results?

Can we make any conclusions about equal pay for equal work yet?

Description:

Total Possible Score: 8.00

1. Identifies Data Variable level and Reasons

Total: 1.60

Distinguished - Performs the following: 1.Correctly identifies all variable data levels and 2. Provides correct reasoning for placing variables in the nominal, ordinal, or interval, categories.

Proficient - Performs the following but misidentifies no more than three data types and/or the reasons: 1. Identifies all variable data levels and 2. Provides reasoning for placing variables in the nominal, ordinal, or interval categories.

Basic - Performs the following but misidentifies no more than eight of the data types and/or the reasons: 1. Identifies variable data levels and 2. Provides reasoning for placing variables in the nominal, ordinal, or interval, categories.

Below Expectations - Performs the following but misidentifies nine or more of the data types and/or the reasons: 1. Identifies variable data levels and 2. Provides reasoning for placing variables in the nominal, ordinal, or interval, categories.

Non-Performance - There is either no response to problem one, or it fails to provide any correct identification and/or reasoning.

2. Generates Mean, Standard Deviation, and Range for Salary, Compa, Age, Performance Rating, and Service For the Overall Group as well as the Males and Females Separately

Total: 1.60

Distinguished - Performs all of the following correctly: 1.The data necessary for computations was selected accurately. 2. Accurate results produced. 3. The results are presented in a clear format. 4. Identified which variables this function does not work properly for. Correctly calculated and displayed asked for values for all three groups.

Proficient - One of the following was not done correctly: 1.The data necessary for computations was selected accurately. 2. Accurate results produced. 3. The results are presented in a clear format. 4. Identified which variables this function does not work properly for. Incorrectly calculated no more than three values.

Basic - Two of the following were not done correctly: 1.The data necessary for computations was selected accurately. 2. Accurate results produced. 3. The results are presented in a clear format. 4. Identified which variables this function does not work properly for. Incorrectly calculated no more than 14 total values.

Below Expectations - Three of the following were not done correctly: 1.The data necessary for computations was selected accurately. 2. Accurate results produced. 3. The results are presented in a clear format. 4. Identified which variables this function does not work properly for. Incorrectly calculated more than 15 values.

Non-Performance - There is either no response to problem two, or it does not provide correct statistical outcomes as asked for.

3. Determines Probability

Total: 1.60

Distinguished - Performed all the following correctly: 1.The data necessary for computations was selected accurately. 2. Data counts were correct. 3. Produced accurate results. 4. Difference in values explained clearly.

Proficient - One of the following was not done correctly: 1.The data necessary for computations was selected accurately. 2. Data counts were correct. 3. Produced accurate results. 4. Difference in values explained clearly.

Basic - Two of the following were not done correctly: 1.The data necessary for computations was selected accurately. 2. Data counts were correct. 3. Produced accurate results. 4. Difference in values explained clearly.

Below Expectations - Three of the following were not done correctly: 1.The data necessary for computations was selected accurately. 2. Data counts were correct. 3. Produced accurate results. 4. Difference in values explained clearly.

Non-Performance - There is either no response to problem three, or it does not provide probability values as asked for.

4. Finds Selected Values For Raw Scores That Cut Off the Top 1/3 of the Values Within the Selected Groups

Total: 1.60

Distinguished - Performed all of the following correctly: 1.Correct raw score identified for each group. 2. Z score correctly calculated. 3. Related probability determined. 4. Interpretation presented.

Proficient - No more than four errors were noted in the following: 1. Raw score identified for each group. 2. Z score calculated. 3. Related probability determined. 4. Interpretation presented.

Basic - No more than eight errors were noted in the following: 1. Raw score identified for each group. 2. Z score calculated. 3. Related probability determined. 4. Interpretation presented.

Below Expectations - No more than 15 errors were noted in the following: 1. Raw score identified for each group. 2. Z score calculated. 3. Related probability determined. 4. Interpretation presented.

Non-Performance - There is either no response to problem four, or it fails to provide any information on z-scores, distributions and relative value of different measures asked for in the question.

5. Conclusions About the Male and Female Pay Equality

Total: 1.60

Distinguished - Provides thorough and accurate conclusions about the following issues: 1. Male and female pay inequality. 2. Consistency between and among different statistical measures of equality.

Proficient - Provides complete and mostly accurate conclusions about the following issues: 1. Male and female pay inequality. 2. Consistency between and among different statistical measures of equality.

Basic - Provides incomplete and/or inaccurate conclusions about the following issues: 1. Male and female pay inequality. 2. Consistency between and among different statistical measures of equality.

Below Expectations - Provides incomplete and inaccurate conclusions about the following issues: 1. Male and female pay inequality. 2. Consistency between and among different statistical measures of equality.

Non-Performance - There is either no response to problem five, or it fails to provide any correct response to the results about males and females.

See comments at the right of the data set.

IDSalaryCompaMidpointAgePerformance

Rating

ServiceGenderRaiseDegreeGender1Grade

8231.000233290915.80FA

The ongoing question that the weekly assignments will focus on is: Are males and females paid the same for equal work (under the Equal Pay Act)?

10220.956233080714.70FA

Note: to simplfy the analysis, we will assume that jobs within each grade comprise equal work.

11231.00023411001914.80FA

14241.04323329012160FAThe column labels in the table mean:

15241.043233280814.90FAID – Employee sample number Salary – Salary in thousands

23231.000233665613.31FAAge – Age in yearsPerformance Rating – Appraisal rating (Employee evaluation score)

26241.043232295216.21FAService – Years of service (rounded)Gender: 0 = male, 1 = female

31241.043232960413.90FAMidpoint – salary grade midpoint Raise – percent of last raise

35241.043232390415.31FAGrade – job/pay gradeDegree (0= BS\BA 1 = MS)

36231.000232775314.31FAGender1 (Male or Female)Compa - salary divided by midpoint

37220.956232295216.21FA

42241.0432332100815.70FA

3341.096313075513.60FB

18361.1613131801115.61FB

20341.0963144701614.81FB

39351.129312790615.51FB

7411.0254032100815.70FC

13421.0504030100214.71FC

22571.187484865613.80FD

24501.041483075913.81FD

45551.145483695815.20FD

17691.2105727553130FE

48651.1405734901115.31FE

28751.119674495914.41FF

43771.1496742952015.51FF

19241.043233285104.61MA

25241.0432341704040MA

40251.086232490206.30MA

2270.870315280703.90MB

32280.903312595405.60MB

34280.903312680204.91MB

16471.175404490405.70MC

27401.000403580703.91MC

41431.075402580504.30MC

5470.9794836901605.71MD

30491.0204845901804.30MD

1581.017573485805.70ME

4661.15757421001605.51ME

12601.0525752952204.50ME

33641.122573590905.51ME

38560.9825745951104.50ME

44601.0525745901605.21ME

46651.1405739752003.91ME

47621.087573795505.51ME

49601.0525741952106.60ME

50661.1575738801204.60ME

6761.1346736701204.51MF

9771.149674910010041MF

21761.1346743951306.31MF

29721.074675295505.40MF

Sheet1

See comments at the right of the data set.
ID Salary Compa Midpoint Age Performance Rating Service Gender Raise Degree Gender1 Grade
8 23 1.000 23 32 90 9 1 5.8 0 F A The ongoing question that the weekly assignments will focus on is: Are males and females paid the same for equal work (under the Equal Pay Act)?
10 22 0.956 23 30 80 7 1 4.7 0 F A Note: to simplfy the analysis, we will assume that jobs within each grade comprise equal work.
11 23 1.000 23 41 100 19 1 4.8 0 F A
14 24 1.043 23 32 90 12 1 6 0 F A The column labels in the table mean:
15 24 1.043 23 32 80 8 1 4.9 0 F A ID – Employee sample number Salary – Salary in thousands
23 23 1.000 23 36 65 6 1 3.3 1 F A Age – Age in years Performance Rating – Appraisal rating (Employee evaluation score)
26 24 1.043 23 22 95 2 1 6.2 1 F A Service – Years of service (rounded) Gender: 0 = male, 1 = female
31 24 1.043 23 29 60 4 1 3.9 0 F A Midpoint – salary grade midpoint Raise – percent of last raise
35 24 1.043 23 23 90 4 1 5.3 1 F A Grade – job/pay grade Degree (0= BS\BA 1 = MS)
36 23 1.000 23 27 75 3 1 4.3 1 F A Gender1 (Male or Female) Compa - salary divided by midpoint
37 22 0.956 23 22 95 2 1 6.2 1 F A
42 24 1.043 23 32 100 8 1 5.7 0 F A
3 34 1.096 31 30 75 5 1 3.6 0 F B
18 36 1.161 31 31 80 11 1 5.6 1 F B
20 34 1.096 31 44 70 16 1 4.8 1 F B
39 35 1.129 31 27 90 6 1 5.5 1 F B
7 41 1.025 40 32 100 8 1 5.7 0 F C
13 42 1.050 40 30 100 2 1 4.7 1 F C
22 57 1.187 48 48 65 6 1 3.8 0 F D
24 50 1.041 48 30 75 9 1 3.8 1 F D
45 55 1.145 48 36 95 8 1 5.2 0 F D
17 69 1.210 57 27 55 3 1 3 0 F E
48 65 1.140 57 34 90 11 1 5.3 1 F E
28 75 1.119 67 44 95 9 1 4.4 1 F F
43 77 1.149 67 42 95 20 1 5.5 1 F F
19 24 1.043 23 32 85 1 0 4.6 1 M A
25 24 1.043 23 41 70 4 0 4 0 M A
40 25 1.086 23 24 90 2 0 6.3 0 M A
2 27 0.870 31 52 80 7 0 3.9 0 M B
32 28 0.903 31 25 95 4 0 5.6 0 M B
34 28 0.903 31 26 80 2 0 4.9 1 M B
16 47 1.175 40 44 90 4 0 5.7 0 M C
27 40 1.000 40 35 80 7 0 3.9 1 M C
41 43 1.075 40 25 80 5 0 4.3 0 M C
5 47 0.979 48 36 90 16 0 5.7 1 M D
30 49 1.020 48 45 90 18 0 4.3 0 M D
1 58 1.017 57 34 85 8 0 5.7 0 M E
4 66 1.157 57 42 100 16 0 5.5 1 M E
12 60 1.052 57 52 95 22 0 4.5 0 M E
33 64 1.122 57 35 90 9 0 5.5 1 M E
38 56 0.982 57 45 95 11 0 4.5 0 M E
44 60 1.052 57 45 90 16 0 5.2 1 M E
46 65 1.140 57 39 75 20 0 3.9 1 M E
47 62 1.087 57 37 95 5 0 5.5 1 M E
49 60 1.052 57 41 95 21 0 6.6 0 M E
50 66 1.157 57 38 80 12 0 4.6 0 M E
6 76 1.134 67 36 70 12 0 4.5 1 M F
9 77 1.149 67 49 100 10 0 4 1 M F
21 76 1.134 67 43 95 13 0 6.3 1 M F
29 72 1.074 67 52 95 5 0 5.4 0 M F

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