Oluwatoyosi Babajide

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