Data Entry
Employee Years Job Rating
Adebowale
10
2
Chidinma
15
1
Emeka
12
3
Fatimah
7
2
Gbemisola
8
1
Hassan
5
4
Ifeoluwa
18
1
Jideofor
13
3
Kemi
11
2
Lekan
9
1
Mojisola
14
3
Nnamdi
6
2
Obinna
17
1
Patience
20
3
Quadri
16
2
Rukayat
5
1
Sade
19
2
Taiwo
10
1
Umar
12
3
Victoria
7
2
Wale
11
1
Xavier
8
2
Yemi
13
3
Zainab
9
2
Adeola
10
1
Bolaji
15
3
Chinelo
12
2
Dapo
7
1
Ebere
11
3
Folake
8
2
Ganiyat
14
1
Hammed
6
4
Ibrahim
17
2
Jumoke
19
3
Kolade
16
2
Lola
5
1
Musa
20
3
Ngozi
18
2
Oluwaseyi
10
1
Peter
12
3
Queen
7
2
Rasheed
11
1
Seyi
9
2
Tunde
14
3
Uche
6
2
Vivian
17
1
Show in a Scattered chart the correlation be
Job rating and Years of Service.
Tell a story with your result.
Wasiu
Yusuf
Zain
Adanna
Babatunde
Chiamaka
Damilola
Emmanuel
Folashade
Gabriel
Halima
Ibrahim
Jasmine
Kehinde
Lilian
Moses
Ngozi
Obiageli
Patricia
Quincy
Rafiat
Sikiru
Titilayo
Uzoamaka
Valentine
Winifred
Xavier
Yewande
Zainab
Adebayo
Blessing
Chukwudi
Dorcas
Emeka
Funmilayo
Grace
Habib
Ifeoma
Jideofor
Kikelomo
Lekan
Mojisola
Nnamdi
Olabisi
Praise
Quadri
Ruth
-
3
2
1
2
3 Answer-
-0.38558
Segun
Temitope
Uchechi
Victoria
Wale
Xander
Yemisi
Zara
Adanna
Babatunde
Chiamaka
Damilola
Emmanuel
Folashade
Gabriel
Halima
Ibrahim
Jasmine
Kehinde
Lilian
Moses
Ngozi
Obiageli
Patricia
Quincy
Rafiat
Sikiru
Titilayo
Uzoamaka
Valentine
Winifred
Xavier
Yewande
Zainab
Adebayo
Blessing
Chukwudi
Dorcas
Emeka
Funmilayo
Grace
Habib
Ifeoma
Jideofor
Kikelomo
Lekan
Mojisola
-
-
Nnamdi
Olabisi
Praise
Quadri
Ruth
Segun
Temitope
Uchechi
Victoria
Wale
Xander
Yemisi
Zara
-
-
d chart the correlation between
rs of Service.
1. Pearson Correlation (Linear Correlation):It Measures linear relationship between two continuous
variables.
Function: =CORREL(array1, array2)
Value range: -1 to +1.
Use case: Most common form of correlation in Excel.
2. Spearman Rank Correlation (via workaround) :No direct function in Excel, but you can calculate it
manually.
Method
1.Rank both datasets using =RANK.AVG()
2.Then use =CORREL(ranked_array1, ranked_array2)
Use case: For ordinal data or non-linear but monotonic relationships.
3. Covariance (related to correlation): Covariance is a step in calculating correlation, but it’s not
standardized like correlation.
Function: =COVARIANCE.P(array1, array2) for population
=COVARIANCE.S(array1, array2) for sample
4. Data Analysis Toolpak – Correlation Matrix: Analyzing correlation between multiple variables at onc
Method:
1.Enable the Data Analysis Toolpak (File > Options > Add-Ins > Manage Excel Add-ins)
2.Go to Data > Data Analysis > Correlation
3. Select your data range to generate a correlation matrix.
5. Scatter Plots (Visual Correlation): Use case: Visual inspection of linear or non-linear relationships.
Method
Insert > Charts > Scatter
tween two continuous
but you can calculate it
elation, but it’s not
multiple variables at once.
linear relationships.
LION AND THE LAMB GROUP OF COMPANYS SURVEY
PREPARED BY SIMISOLA
25TH OF JUNE
REPORT ANALYSIS
It is observed that over a number of years that each staff has spent in the organisation their
performance has been quite poor the few reasons listed below is the suggested cause of the
bad rating:
1. Complacency or Lack of Motivation
Over time, some employees may become too comfortable in their roles, leading to reduced
effort, innovation, or engagement.
They may stop pushing themselves, especially if promotions or recognition have plateaued.
2. Resistance to Change
Long-serving employees may struggle with adapting to new technologies, processes, or
management styles.
This resistance can lead to inefficiencies or conflicts with evolving company goals.
3. Skill Obsolescence
If they haven’t upskilled or received adequate training, their skills may no longer match
current job requirements.
This can result in poor productivity or errors.
4. Burnout or Fatigue
Prolonged periods in the same job without meaningful breaks or changes can lead to mental
fatigue or disengagement.
Burnout can reduce enthusiasm, focus, and overall performance.
5. Lack of Recognition or Career Progression
Employees who feel overlooked for promotions or appreciation might become disheartened
leading to lower performance.
Stagnant roles can make them feel undervalued.
6. Poor Managerial Support or Communication
If expectations, feedback, or goals are unclear, performance may decline.
Managers might assume long-term staff “already know what to do,” resulting in neglected
development or feedback.
7. Office Politics or Cultural Misfit
Long tenure can sometimes entangle employees in unhealthy workplace dynamics or cultural
shifts they no longer align with.
A misalignment with newer values or leadership can impact ratings.
8. Outdated Performance Metrics
If performance reviews haven’t evolved with the role or the employee’s contributions, they
may unfairly reflect outdated standards.
nisation their
d cause of the
g to reduced
e plateaued.
mental
disheartened,
neglected
cultural
utions, they
Correlation Between Number Of Years and Their
Job Rating
Years
Job Rating
Linear (Years)
Years In Service
-
5
10
15
Job Rating
20
25