Essential Information from the Data Analysis-Samples for Students

Question: Write a letter to the Manager, Explaining Essential Information and Conclusions from your Data Analysis. Answer: Letter to the Manager To, Date: 17/08/2017 The Human Resource Manager, John Smith Tim George Senior Analyst Cleveland Corporations Sub: Essential information and conclusion from the data analysis Dear Tim, With respect to the letter, which asked to undertake the data analysis of the employee salaries and other aspects, an analysis has been completed. During the analysis, first preference was given to the salary of the employees and the analysis of the data has revealed that the salary has been in relation to the level of work done by the employees within the organization. The mean aggregate salary of the workers has been found to be lingering in between 20 to 40. The next step of data analysis has been in relation to the estimating the proportion of employees who are Moderately satisfied or the employees who are Very satisfied with their level of work at Cleveland Corps. The analysis of the data has revealed that 195 respondents have expressed that they are Moderately satisfied and on the other hand 206 respondents have expressed that they are Very satisfied. This reveals that most of the employees are satisfied with their level of job in Cleveland Corps and they are even happy with th e level of salary that are given to them with respect to the job they perform. A small amount of respondents have shown the dissatisfaction with respect to the job that they perform in the organization. The senior management is even interested to gain knowledge about the fact how the salary is related to gender. It is seen that 53% of the male employees have a sum salary of 9.8 to 39.8. In the same salary slab, 47% of the employees are female. It is observed that 87.95% male employees are within the salary slab of 39.8 to 69.8. Only a small percentage of 12.05% female are within this salary slab. In the last slab no females are there while 100% of the employees are male in this section. The analysis of the data has revealed that there is a relationship between gender and salary of the employees. Thus, it is the duty of the management to undertake various steps in order to increase the salary of the female employees. The overall rating by the employees with respect to the relationshi p with the management has disclosed that 36.67% have rated it to be good and 27.78% have rated the relationship to be very good. There has been a significant percentage of employees who have rated so so and this reveals that a higher percentage of the employees are happy with the relationship with the management. This shows that the strategy of the company with relation to the relationship is appropriate. The analysis of the educational years reveal that this is not a good fit model as only 7.79% of the regression line can be explained. With respect to age only only 4.46% can be explained, while at Cleveland the only 4.3% can be explained. The working hours can be explained at only 3.2%. The years of work has a better regression line of 8.67% and the salary has 4.46%. This has revealed that none of the independent variable have a proper good fit model. The analysis of the data has revealed that the company has an effective salary structure and relationship strategy with the employees. Kindly look into the excel sheet to find the same. Regards John Smith Bibliography Alsaraireh, F., Quinn Griffin, M. T., Ziehm, S. R., Fitzpatrick, J. J. (2014). Job satisfaction and turnover intention among Jordanian nurses in psychiatric units. International journal of mental health nursing, 23(5), 460-467. Guan, Y., Wen, Y., Chen, S. X., Liu, H., Si, W., Liu, Y., ... Dong, Z. (2014). When do salary and job level predict career satisfaction and turnover intention among Chinese managers? The role of perceived organizational career management and career anchor. European Journal of Work and Organizational Psychology, 23(4), 596-607. Lee, Y. J., Sabharwal, M. (2016). Educationjob match, salary, and job satisfaction across the public, non-profit, and for-profit sectors: Survey of recent college graduates. Public Management Review, 18(1), 40-64. Olafsen, A. H., Halvari, H., Forest, J., Deci, E. L. (2015). Show them the money? The role of pay, managerial need support, and justice in a self?determination theory model of intrinsic work motivation. Scandinavian journal of psychology, 56(4), 447-457.