Statistics Programming – Easing the Pain

Different sets of software are being developed everyday just to ease man with some of his technical works such as in the field of business. These programs are specially designed to make high speed calculations and analysis of the data and come up with a soft copy of information output that can be used instantaneously after the software processes it. Statistics is one of the most complicated clerical works of anyone who is studying or working in the field of economics, politics and even social matters. Statistics is deemed to be of importance because it gives a type of descriptive conclusion or interpretation that can be very precise depending upon the quality of data that has been gathered and the competence that is given to organize, interpret and represent that data. But even with the level of competence that a person has with regards to his statistical skills, there is still a probability that a miscalculation might be made and alter the holistic outcome of the statistics.

However, because of the rapid advancements of technology and the evolution of the functions that can be performed by the humble computer software developers has come up with a certain software program that can make ease any statistician of all their statistical tasks. The development of a program that is able to perform the task of organizing and interpreting statistical data was q revolutionary breakthrough when it comes to statistical analysis help. Statistics programming is defined as the systematic calculation of all the numerical data that has been downloaded into the system wherein it is organized basing upon the categories. These categories are classified upon the nature of the data that has been downloaded. After the process of organizing the data, it will be then interpreted numerically. This function of statistical programming helps to lessen the burden of work and also to maximize the output of a statistician.

Statistical program is composed of sets of languages. There are a total of 17 categories in a statistical program and these are the following;
• Analytica, ADMB
• Gretl, GAUSS
• Mathematica
• OxMetrics
• Quantum (Programming Language)
• Programming Language, SPSS, Symbolic Data Analysis, Sysquake, SAS (software and language), Speakeasy(Computation), SHAZAM (Software)
• World Programming System
• XLispStat

Each of these categories of Statistics Programs has their own unique sets of functions. Each one of it is capable of performing specific functions about statistics. The MATRIX LAB is one of the statistics programs that are widely used today. It is a program that is provided by a certain company that is said to be fully capable of solving ad coming up with solutions with regards to any mathematical or numerical problems that are fed into it. The MATLAB assignment helps not only statistics but also other aspects that majorly require the use of mathematical equations and solving. Because of these software programs, statisticians are given more time to pay attention to other details of the data and leave the organization and the interpretation of it to the statistics software.

360 Degree Assessments: 10 Benefits to Managers

Without exception, persons in management positions can benefit significantly from a 360 degree assessment conducted by an outside consultant or coach. This type of assessment provides managers with an unfiltered view of their “performance” in the workplace according to a selected group of employees who represent several or all layers of the organization. The hired third party interviews (face to face or by phone) up to ten staffers, using a standardized set of pre-established open-ended questions approved by the manager. After the interviews are completed, the consultant or coach prepares a comprehensive summary of the common themes and trends, carefully protecting each employee’s privacy. The following is a list of the major benefits to such an assessment:1. The manager learns how staff view her daily behaviors.This piece of the final report shows the manager exactly how her know-it-all attitude or inaccessibility affects her employees. It provides her with examples of how her anger problem stifles morale, how her silent treatment creates fear, or how her constant interrupting during conversations shuts people down.2. The manager receives evidence of his strengths.In this section of the report the manager reads a comprehensive list of his strengths according to the staff who were interviewed. In addition, the manager learns what he does better than anyone else his employees have ever known throughout their careers as well as specifically what they count on him for.3. The manager gains insight around her weaknesses.This section reports obvious weaknesses as identified by the staff. This is where a failure to serve as a credible, steady resource to employees shows up. It’s where gossiping or lack of genuine interest in people gets mentioned.4. The manager receives feedback about certain aspects of his professional image.This piece discusses the manager’s body language, speech, dress, approachability, character, integrity, likability, and confidence. Employees have been given the opportunity to weigh in on these components, citing examples of both positive and negative evidence.5. The manager learns how her staff interpret her frame of mind and world view.In this section the manager reads about whether or not her employees see her as emotionally stable, grounded, solid, fair, supportive, optimistic, and/or generally eager to jump into the day. Managers with great talent and skill are sometimes surprised to learn that staff question their emotional stability or motivation or ability to serve as leaders.6. The manager finds out how his staff see him as a human being.Here the manager reads a detailed, collective description of himself. This can be enlightening and humbling. It’s not unusual for employees to know their manager as a good and decent person who is not capable of leading a department to greatness. But the reverse can be true too. Sometimes employees talk about a boss with noteworthy technical skills who is self serving, self absorbed, and disconnected from others.7. The manager gets a peek at how others view her outside of the department.This piece talks about what staff hear outsiders say about her: persons in other departments, individuals in the community, stakeholders, etc. In this section the manager learns about her reputation as “dictator” or “great boss material” or “openminded”.8. The manager receives information about his impact upon others.Here the manager reads about how he makes employees and others feel when he is around them and interacting with them. He finds out if he makes people nervous and upset or if he inspires them to exceed expectations.9. The manager gets clues about her professional and personal development needs.In this section the manager gains insight around the technical and/or soft skills her staff want her to acquire and implement. As she reads this, she has the opportunity to learn specifically how they think she should grow over the next year or so.10. The manager learns how he influences his employees’ attitudes, work performance, and job satisfaction.This piece allows the manager to read an assessment of his degree and type of influence upon his employees. He may now understand that he either de-motivates people or excites them, throws stumbling blocks their way or finds ways to support them, kills their satisfaction or fuels it.

Shropshire Employment Law Solicitor Warns About Protecting Staff From Stress In The Workplace!

Shropshire Employment Law Specialist at Martin-Kaye Solicitors, in Telford, warns that staff must be protected from stress in the workplace. The warning comes after a UK woman was awarded over £130,000 after she suffered a nervous breakdown brought on by pressure at work.The case was a timely reminder for employers that they must take stress seriously!”The woman had repeatedly told her employer about the amount of work she was struggling with, and she claimed they did nothing to help her tackle the issue.” The High Court ruled that the demands made on her were totally unreasonable, and if action had been taken, her breakdown could probably have been avoided. The employer in the case had referred the woman to a stress counsellor, but at no stage was anyone brought in to share her workload.”Simply offering stress counselling is not a long-term solution – if the root of the problem is the amount of work an employee is facing, the management team have to tackle the problem directly. As an employer, you are ultimately responsible for the welfare of your staff, and it’s vital that you take their concerns seriously. “Although access to stress counsellors and medical advice is a supportive step in the right direction, it’s not the answer to the problem as a whole. “Many employees feel under pressure, particularly when a company is working to meet tough deadlines, but it’s the employer’s responsibility to ensure their health does not suffer as a direct consequence of striving for business success.” Always seek professional legal advice form a specialist employment solicitor if in any doubt of employee and employers rights.This article is free to republish provided this resource box remains intact.