I need a turnitin report done on this to see if it has been plagarised.

1. From the created histogram, the salary distribution is bimodal. There are two clear peaks in the salary ranges of $31,000 to $40,000 and $51,000 to $60,000. In order for the salary distribution to have been unimodal there would have needed to be one prominent peak in one of the salary ranges.

2. The projected forecast sales for 2019 are $5,912,947. The projected forecast sales for 2020 are $6,215,249. For the upper and lower range of growth for 2019 and 2020, refer to the “Projected Sales” tab for the line chart.

3. The standard deviation for salary is 21711.93, higher than any other field of data. Which suggest that there this is a huge gap between the lowest and the highest salary. All other fields of data, hourly rates, years of service, education and age, are at a standard deviation of 10 or less from the average, which suggests that they are comparatively closer in number for most of the staff.

4. The pie-chart findings suggests that the company is not very diverse in any of the three major categories. Over 80% of the work force is male, over 60% of employees are caucasian, and more than 57% are limited to a high school education. In order to determine if the company was meeting its diversity goal, I would need to better understand what its expectations were in each category. For example, if there was an expectation that there would be 60% males in the workforce and 40% females, then I could measure the expectations versus the reality to determine if we failed to meet expecations and if so by how much. 

5. The mode of the job title distributions is 1 as it occurs 8 times. Each of these positions are management positions. These findings indicate that a very small percentage of the total # of employees of this company (2%) are in management positions. 

6. The Workforce Profile Analysis takes data for three hundred seventy-two employees of Company X and analyzes it to determine if any significant patterns exist.  Descriptive data Is utilized to evaluate the following: company makeup (i.e. sex, race, marital status), employee education level, years of service, region of the country and salary distribution. Sales history was also analyzed for the purpose of making future sales projections. The findings show that the company is primarily made up of single, high-school educated Caucasian males from the northeast region of the country. Less than three percent of employees are in management positions and more than half of the workforce (53%) works in non-skilled labor positions (general shop and machinery). Based on education level and years of experience, the average salary at the company is roughly $53,115 per year, with the majority of the company making between $30,000 and $70,000 per year. The company’s sales history has been relatively good overall and thus sales are projected to continue to grow in future years. 

Of all of the patterns identified in this analysis, those pertaining to gender, race, and education level are most relevant as they speak directly to the company’s goals of wanting a diverse and dynamic workforce. It does not appear that the company is meeting its diversity goals as the results of the analysis reveal that females are severely underrepresented as a percentage of the population at just 19%. Furthermore, Hispanics and Asians collectively make-up 13% of the total population. With Caucasian males making up more than 60% of the workforce, and less than 3% of the workforce being in management positions, it is highly unlikely that Hispanic or Asian females will be in positions of authority within this company. 

In order to determine if the results of this analysis are good or bad, it may be necessary to survey those in supervisory, middle and upper management positions to determine if similar patterns exist in this smaller group. I would survey everyone in supervisory, management, and executive level positions to better understand their race, gender, and educational background. Based on the results of that analysis, it would either prove or disprove whether or not the company had similar diversity issue in upper management as it does on the working level. If it was discovered that diversity issues were present in upper management as well, the recommendation would be made to recruit females from various racial and ethnic backgrounds to balance out the current disparity